CREA Agreement 2011-13 - Caesar Rodney School District

material. The paraprofessional shall acknowledge that she/he has had the opportunity to
review such material by affixing his/her signature to the copy to be filed with the expressed
understanding that such signature in no way indicates agreement with the contents thereof.
The paraprofessional shall also have the right to submit a written answer to such material
and said answer shall be reviewed by the Superintendent or designee and attached to the
file copy.
3. The Board agrees to protect the confidentiality of personnel references, academic
credentials and other similar documents. The Board shall not establish any separate
personnel file which is not available for the paraprofessional’s inspection.
C. Any complaints regarding a paraprofessional made to any member of the administration by any
parent, student or other person, which are to be used in any manner in evaluation of a
paraprofessional, shall be called to the attention of the paraprofessional. The principal or
immediate supervisor shall meet with the paraprofessional and apprise her/him of the full nature of
the complaint, including the name of the complainant. No complaint against a paraprofessional by
someone other than school officials shall be deemed validated until an investigation of the
complaint by the administration is concluded.
D. All paraprofessionals will receive a copy of their evaluation report, which must be signed by both the
paraprofessional and the immediate supervisor. The paraprofessional's signature will indicate that
he/she has seen and discussed the report rather than agreement or disagreement with the report's
contents. Any response to the evaluation report by the paraprofessional must be in writing and
submitted to the paraprofessional's immediate supervisor. It will then be attached to the evaluation
report and placed in the paraprofessional's personnel file. Any paraprofessional receiving an
unsatisfactory evaluation shall be given the reason for said evaluation.
E. Contents of a paraprofessional's evaluation are not subjected to the grievance provision of this
Agreement.
ARTICLE XIV, PART I
FAIR DISMISSAL PROCEDURE - TEACHERS
A. The Board agrees that no teacher will be dismissed without just cause.
B. All teachers will be guaranteed the full constitutional protection of due process.
C. Reduction in Force shall be just cause for dismissal. When a reduction in force is necessary
because of a decrease in student enrollment, changes in curriculum, shortage of funds or changes
in use of instructional personnel, the Superintendent shall determine the area, subject, level or
programs that will lose staff positions, as well as the date that such reductions are needed. Such
reduction in force shall be based on standard certification and on length of uninterrupted District
employment and shall be implemented in accordance with the following procedures:
1. A seniority list for each area of certification shall be kept according to the employee's date
of employment. (Date of employment shall mean the first day for which the employee
received pay.) In the event an employee has multiple certification, the employee's name
will appear on each list according to seniority. Such lists will:
a. include all applicable employees in rank order and state the employee's date of
employment,
b. be available in the principal's office for inspection by the staff on or before March
15 of each school year,
c. be subject to appeal via the Director of Human Resources prior to April 15.
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