General District Information - Texarkana Independent School District

Table of Contents 

Mission Statement/District Goals ………………………………………… 1 

Board of Trustees ………………………………………………………… 2 

Administrative Staff ……………………………………………………… 3 

General District Information ……………………………………………… 4 

Directory of Schools/Facilities Map……………………………………….. 5 

Procedures and Requirements …………………………………………….. 7 

Compensation Information………………………………………………… 8 

Arrival at School…………………………………………………………… 9 

Getting Started……………………………………………………………... 10 

Duties and Responsibilities………………………………………………... 11 

Classroom Activities………………………………………………………. 13 

Discipline…………………………………………………………………... 14 

Monitoring Students……………………………………………………….. 15 

Before Leaving…………………………………………………………….. 16 

Employee Conduct and Welfare…………………………………………… 17 

Drug Free Schools and Workplace Requirements………………………… 23 

APPENDIX A: ……………………………………………………………. 25 

TISD Board Policies 

DH (Local) Employee Standards of Conduct………………………. 26 

DIA (Local) Employee Welfare: Freedom from Harassment………. 29 

FFH (Local) Student Welfare: Freedom from Harassment…………. 34 

FFG (Legal) Student Welfare: Child Abuse and Neglect…………... 40 

APPENDIX B: …………………………………………………………...... 47 

Classroom Management Scenarios…………………………………. 49 

Techniques for Presenting Lesson Plans……………………………. 53 

Sponge Activities…………………………………………………… 55 

Student Motivation Ideas & Low Cost Rewards…………………… 57 

Ways to Say “Good Job!”…………………………………………... 58 

Substitute Hints and Suggestions…………………………………… 59 

Substitute “Grab Bag” Items………………………………………... 61 

APPENDIX C: …………………………………………………………….. 63 

AESOP Internet Guide……………………………………………… 65 

Phone Guide………………………………………………………… 75 

Daily Report Form………………………………………………….. 77

Texarkana ISD 

Mission Statement 

Texarkana ISD will provide an exceptional education for all 

students in a quality environment which develops citizens who are 

responsible, ethical, literate, competent, and productive. 

District Goals 

1. Continuous improved student performance with TISD and 

all campuses RECOGNIZED. 

2. Outstanding community relations and customer service. 

3. Quality facilities with outstanding technological support. 

4. Safe, healthy, and disciplined school environments 

conducive to learning. 

1

Texarkana Independent School District 

Board of Trustees 

2008-2009 

Dr. James S. Grant President District 2 

Greg Pulido Vice President At-Large District 6 

Wanda Boyette Secretary District 3 

Jo McMullen Board Member District 1 

Donna Chatman Board Member District 4 

Bryan DePriest Board Member District 5 

Scott Bruner Board Member At-Large District 7 

2

Administrative Staff 

Superintendent 

James Henry Russell, CPA 

Associate Superintendent of Human Resources, Public Relations and 

Community Involvement 

Autumn Thomas 

Assistant Superintendents: 

Alternative Education/TMS Principal 

George Moore 

School Improvement 

Ronnie Thompson 

Chief Operating Officer (COO) 

Ken Reese 

Chief Financial Officer (CFO) 

Deidra Reeves, CPA 

Executive Directors: 

Athletics 

Barry Norton 

Corporate Development and Parental Involvement 

Jo Ann Rice 

Quality Assurance/MIS 

Nanette Power, CPA 

Directors: 

Adult Education 

Dean Ransdell 

Child Nutrition 

Beth Carson 

Disciplinary Alternative Education Programs (DAEP) 

Pamela Kessell 

Information Technology 

Rusty Ogburn 

Maintenance and Construction Operations 

Myron Stringer 

Public Relations 

Tina Veal-Gooch 

Purchasing and Special Events 

David DeFoy 

Special Populations 

Shawn Davis 

3

General District Information 

The District establishes high standards for teachers and substitutes. Substitutes are an 

important part of the educational program and contribute to the education of the children 

in this community. The District’s substitute training workshop is offered periodically to 

help familiarize substitutes with Texarkana ISD and its expectations for substitutes. 

This guide should help answer many of the questions a substitute might have. However, 

if additional questions arise, please feel free to contact the district substitute contact: 

Skye Duckett, Human Resources Specialist 

TISD Administration Office 

4241 Summerhill Road 

Texarkana, TX 75503 

(903) 794-3651 ext. 1016 

ducketts@txkisd.net 

Texarkana Independent School District consists of ten public school campuses: 

• 8 Elementary Schools (Grades Pre-Kindergarten through Grade 5) 

• 1 Middle School (Grades 6, 7 and 8) 

• 1 High School (Grades 9-12) 

TISD also coordinates the following alternative education programs: 

• TIES Alternative School (Grades 6-12) 

• OPTIONS (9-12) 

• Therapeutic Intervention and Learning Center (TILC) Grades 2-12 

• Adult Education 

• Special Populations (Special Education) 

TISD operates the following support departments that do not require substitutes: 

• Accounting 

• Child Nutrition 

• Community Involvement 

• Custodial 

• Human Resources 

• Maintenance 

• Police/Security 

• Public Relations 

• Purchasing 

• Receiving/Delivery 

• School Improvement/Curriculum 

• Technology 

• Textbooks 

• Tiger Learning Centers (Age 3+) 

• Transportation 

4

Directory of Schools 

Campus Grades Location (Texarkana, TX) Phone Principal Sub Contacts 

Dunbar Elementary 2-5 2315 W. 10 th Street (903) 794-8112 Kathy Owen Vicki Parks, Secretary 

Ruthie Edwards, Receptionist 

Highland Park Elementary PK-5 401 W. 25 th Street (903) 794-8001 Mindy Gennings Tamera Morrow, Secretary 

Mindy Gennings, Principal 

Martha & Josh Morriss 

Mathematics & 

Engineering Elementary 

Nash Elementary PK-5 100 Burton 

Nash, TX 

PK-5 4826 University Park (903) 791-2262 Rick Sandlin Loretta McCloud, Secretary 

Rick Sandlin, Principal 

(903) 838-4321 Bertie Norton Brenda Shuttlesworth, Secretary 

OPTIONS High School 9-12 3201 Lincoln Ave. (903) 793-5632 Marsha Burriss Marsha Burriss, Principal 

Spring Lake Park 

Elementary 

PK-5 4324 Ghio-Fish Blvd. (903) 794-7525 Debbie Roberts Mandy Adkins, Secretary 

Jan Tefteller, Receptionist 

Texas High School 9-12 4001 Summerhill Road (903) 794-3891 Paul Norton Bill Lively, Asst. Principal 

Texas Middle School 6-8 2100 College Drive (903) 793-5631 George Moore Bobbie Nichols, Assoc. Principal 

Cynthia Burkins, Receptionist 

Therapeutic Intervention 

and Learning Center 

(TILC) 

Theron Jones Early 

Literacy Center 

2-12 410 Westlawn Drive 

(Portable Buildings) 

903-794-3786 Traci Anderson Traci Anderson, Clinical 

Director 

PK-1 2600 W. 15 th Street (903) 793-4871 Jennell Ingram Rose Gatewood, Receptionist 

Jennell Ingram, Principal 

Transitional Intervention 

Education Setting (TIES) 

6-12 2100 College Drive 

(Portable Buildings) 

(903) 793-5631 Pamela Kessell Terri Gooden, Specialist 

Pamela Kessell, Director 

Wake Village Elementary PK-5 400 Wildcat 

Wake Village, TX 

(903) 838-4261 Donna McDaniel Don Rankin, Asst. Principal 

Debbie Wensits, Secretary 

Westlawn Elementary PK-5 410 Westlawn Drive (903) 223-4252 Trisha Ray Carolyn Poole, Secretary 

Brenda Lenaway, Receptionist 

5

Facilities Location Map 

McKNIGHT ROAD 

MOORES LANE 

HAMPTON RD. 

HIGHWAY 

71 

INTERSTATE 

30 

TO LITTLE ROCK 

UNIVERSITY 

UNIVERSITY 

PARK 

TO DALLAS 

KINGS HIGHWAY (F.M.989) 

6 

BURTON ST. 

18 

INTERSTATE 

30 

Nash 

Wake Village 

9 

SOWELL LANE 

HIGHWAY 

82 

8 

7 

REDWATER RD. WESTLAWN DR. 

WILDCAT DR. 

LOOP 151 

TEXAS 

ST. MICHAEL DR. 

MALL DRIVE 

CENTRAL 

MALL 

RICHMOND RD. 

ROBISON ROAD 

SHELZER ST. 

10 

11 

HIGHWAY 

67 

3 

19 

1 

2 

KENNEDY LANE 

15TH STREET 

APPLE ST. 

MILAM ST. 

10TH STREET 

4 5 

SUMMERHILL RD. 

17 

NEW BOSTON RD. 

WEST 7TH 

TO HOUSTON 

LINCOLN ST. 

WEST 40TH 

COLLEGE DR. 

12 13 

HIGHWAY 

59 

WATERALL ST. 

GHIO-FISH BLVD. 

14 

MLK 

TEXAS BLVD. 

16 

PINE ST. 

WOOD ST. 

WALNUT ST. 

WEST 25TH ST. 

BLVD. 

15 

S 

T 

A 

T 

E 

L 

I 

N 

E 

A 

V 

E 

N 

U 

E 

Downtown 

E. BROAD 

JEFFERSON AVENUE 

HIGHWAY 

71 

ARKANSAS BLVD. 

EAST 35TH STREET 

HIGHWAY 

67 

EAST 9TH ST. 

HIGHWAY 

82 

ARKANSAS 

TO SHREVEPORT 

LOOP 245 

6 

1 

Administration 


903.794.3651 

2 

Texas High School 


903.794.3891 

3 

Texas High 

Athletic Facilities 

Tennis Courts, Baseball 

& Softball Fields, 

Football Practice Field 

and Track 

Indoor Multi-Purpose Facility 

4 

Texas Middle School 

2100 College Drive 

903.793.5631 

5 

School Improvement 


903.793.7561 

6 

Nash Elementary 

100 Burton 

903.838.4321 

7 

Westlawn Elementary 

410 Westlawn Drive 

903.223.4252 

8 

Therapeutic Intervention 

Learning Center (TILC) 

410 Westlawn Drive 

903.793.5632 

9 

Wake Village Elementary 

400 Wildcat Drive 

903.838.4261 

10 

Theron Jones 

Early Literacy Center 

2600 West 15th Street 

903.793.4871 

11 

Dunbar Elementary 


903.794.8112 

12 

Tiger Stadium 

at Grim Park 

11th & Vernon Street 

13 

Maintenance 

Transportation Center 


903.794.7191 

14 

Services Building 

1600 Waterall 

Food Services 

903.792.2231 

Receiving 

903.793.6761 

Technology 

903.793.3776 

Tiger Learning Center 

Administration 

903.792.7991 

15 

Highland Park Elementary 


903.794.8001 

16 

Spring Lake Park 

Elementary 

4324 Ghio-Fish Blvd. 

903.794.7525 

17 

Academic Learning Center 

3201 Lincoln Avenue 

OPTIONS 

903.793.5632 

Adult Education 

903.793.5632 

TISD Print Shop 

903.794.6353 

18 

Martha and Josh Morriss 

Mathematics & Engineering 

Elementary School 

4826 University Park 

903.791.2262 

19 

Transitional Intervention 

Educational Setting (TIES) 


903.793.5631 ext. 3103

Procedures and Requirements 

In order to be considered for employment as a substitute in Texarkana ISD, the following 

items must be filed with the Human Resources Office: 

• Substitute Teaching Application; 

• W-4 Form (Federal Withholding tax); 

• I-9 Form (Employment Eligibility Verification); 

• Criminal History Authorization 

• Copy of Drivers License and Social Security Card or Birth Certificate 

• Copy of College/High School Transcript(s); 

• Copy of Teaching Certificate (if applicable); 

• Two references. 

After submitting an application, the prospective sub will be contacted for an interview in 

the Human Resources Department. After the interview, the applicant will be scheduled 

for the next available Substitute Teacher Orientation. The orientation shall consist of 

general district information, sexual harassment training, classroom management session, 

and automated placement system overview. Upon completion of orientation, the 

substitute will complete necessary paperwork for employment. You will be told at this 

time of any additional documents that are required to complete your file. Prospective 

substitutes will not be placed on the list until all documentation is received. Campuses 

are provided with an updated list of eligible substitutes as new substitutes are added to 

the list. Substitutes are scheduled by an automated system or the campus representative 

from an updated list. When possible, substitutes are called in advance, but this is the 

exception rather than the rule. Most calls are made early in the morning of the day on 

which a substitute is needed. 

A substitute may indicate a preference for a campus/grade level or for certain days of the 

week. These preferences may limit the opportunities for substituting assignments. An 

attempt will be made to match the substitute’s training, certification, and/or experience to 

the class in which he/she will substitute. For example, a substitute with a math major 

would be assigned to a math classroom. 

It is not necessary for the substitute to accept every assignment for which he/she is called. 

However, substitutes who are dependable and regularly accept assignments are most 

often contacted by the campus contact person. 

If a substitute assignment has been accepted and the substitute is unable to report when 

expected, the substitute should cancel through the automated system (if applicable) and 

notify the campus contact person immediately. The campus contact person should be 

provided with the following information: 

• the substitute’s name; 

• the name of the teacher for whom the substitute was assigned; 

• the estimated length of absence; and /or 

• any other pertinent information. 

Additionally, a substitute should notify the Human Resources Office of; 

• a change of address; 

• a change of telephone number; and/or 

• the inability to continue as a substitute. 

7

Compensation Information 

Paychecks. Substitute checks are mailed to the substitute’s home address or directly 

deposited on the 25 th of each month. Substitutes are paid monthly for the days worked in 

the previous month. It is very important that each substitute keep accurate records of 

substitute assignments. In the event there are questions about paychecks, please contact 

the payroll office at the administration building, 903-794-3651 ext. 1021. 

Substitute Daily Pay Rates 

• Substitutes with High School diploma $60.00 

• Substitutes with Bachelor’s Degree $70.00 

• Certified Teachers $100.00 

• Long Term substitutes for TEACHERS $94.00 

- 30 days consecutively in the same assignment $100.00 (certified) 

- Begins on the 31 st day 

• Substitutes for special assignment aides same as teachers, except no long-term 

pay is available for aide assignments. 

Substitutes reporting to work AFTER 11:30 a.m. and working for the remainder of 

the day will be paid one-half of the daily rate. Substitutes reporting to work 

BEFORE 11:30 a.m. and working for the remainder of the day will be paid the full 

daily rate. 

Substitutes may be asked to perform hall duty, cafeteria duty, etc. during the 

scheduled teacher planning period. Principals of the campus will direct substitutes 

to where they are needed throughout the workday. 

Retirement Benefits. A substitute does not qualify for membership in the Texas Teacher 

Retirement System (TRS) unless he/she teaches for a total of ninety (90) days during one 

school year. For substitutes who teach ninety (90) or more days, funds are not withheld 

from the substitute’s check and payment into the TRS must be made directly to the 

system by the substitute. 

Federal Withholding Tax. Federal Withholding Tax is withheld from the substitute’s 

wages according to the exemptions filed on the W-4 form submitted by the substitute. 

Should a substitute desire to make any changes in the exemptions filed, the substitute 

should notify Christi Warren at 794-3651, Extension 1021. 

Worker’s Compensation. The District, in accordance with state law, provides workers’ 

compensation benefits to any substitute who suffers a work-related illness or who is 

injured on the job. Any injury incurred while a substitute is on school property during 

the normal course of duties as a substitute teacher should be reported immediately to the 

campus principal. A written record of the injury must be established. The campus 

principal will inform the substitute of procedures following a work-related injury. 

8

Arrival at School 

Substitutes should report for duty at the designated school at least 30 minutes prior to the 

first class. The campus contact person will provide information about beginning times. 

An early arrival provides a substitute the opportunity to review campus procedures, 

locate the classroom(s), review the teacher’s instructions, and prepare materials for 

instruction. 

Upon arrival at the campus: 

1. The substitute should SIGN IN at the front desk of the school. 

2. The campus contact person will issue the substitute any necessary keys and/or badge. 

3. The campus contact person will inform the substitute regarding the location of the 

substitute notebook or other campus/teacher instructions. 

4. Substitutes should expect to find 

• information about attendance procedures; 

• class schedules; 

• lesson plans; 

• general procedures; 

• information about other duties such as hall, lunchroom, or bus duty; 

• instructions about restroom privileges; 

• information about the location of the teacher’s lounge and restrooms; 

• emergency procedures; and 

• information about expected changes from normal daily routines. 

The principal or school secretary should be able to assist the substitute with any 

additional information. The substitute should not hesitate to ask for any help or 

information. 

9

Getting Started 

The campus contact person will direct the substitute to the notebook or folder provided 

by the regular classroom teacher. This notebook/folder will contain the information 

necessary to have a successful day with the students in the assigned classroom. 

An effective substitute will locate the following: 

• a neighboring teacher who can answer any questions; 

• lesson plans; 

• seating charts; 

• schedules for library and physical education classes; 

• list of students who may study in various groups; 

• list of student helpers; 

• recess schedules; 

• list of students requiring special seating or attention; 

• fire drill instructions; and 

• instructions to follow in case of a student accident or illness. 

The substitute should post his/her name in a prominent place in the classroom. 

Additionally, the substitute may want to wear a nametag so that students can easily call 

the substitute by name. 

Prior to the beginning of the first class, the substitute should review all of the materials 

provided by the teacher. If a seating chart cannot be located, the substitute should create 

one and insert the student’s names as soon as they are seated. This seating chart will help 

the substitute to identify individual students by name and will eliminate many student 

management problems. The substitute may want to bring some inexpensive nametags 

and ask the students to wear these when they are in class. The ability to call a student by 

his/her name is an important tool for classroom management. 

If the necessary materials are unavailable in the classroom, the substitute should seek 

help from the campus contact person immediately. 

10

Duties and Responsibilities 

Successful substitute teaching is a partnership between the substitute, the full time 

teacher, the campus staff and the District staff. 

Principal or Campus Designee’s Responsibilities 

The principal or campus designee will: 

• Direct the substitute to the classroom 

• Provide a campus bell schedule 

• Assist the substitute in locating the substitute folder, lesson plans, and supplies 

• Notify the substitute of any special programs for the day 

• Provide a brief campus orientation if necessary 

• Release the substitute when their services are no longer needed 

• Help the substitute feel welcome 

The Regular Teacher’s Responsibilities 

The Regular Teacher will place all materials in an accessible location. This includes: 

• Detailed lesson plans 

• Attendance sheets 

• Current seating chart 

• Lists of any special arrangements for individual students (ex: content mastery, 

title math, resource, etc) 

• Referral slips 

• Hall passes (ex: nurse, library, restroom) 

The Substitute Teacher’s Duties and Responsibilities 

• Arrive at the assigned school at least 20 minutes before classes begin 

• Report to the campus office for sign-in and instructions regarding classroom 

assignment, duty assignments, and length of assignment 

• Keep an accurate record of classroom attendance 

• Maintain an orderly classroom and follow the behavior management plan of the 

campus 

• Exercise good judgment in the maintenance of a positive learning environment 

• Accept additional responsibilities when asked by the principal or campus designee 

• Maintain professional dress and conduct 

• Avoid any language (verbal or non-verbal) or activity, which may be deemed 

inappropriate for a public school classroom 

• Follow lesson plans as closely as possible to ensure continuity in the instructional 

program. Make a note of any changes that must be made 

• Refer accidents or illnesses to the nurse or to the principal as appropriate 

• It is the responsibility of the substitute to find out what each campus’ policies and 

procedures are for dealing with discipline problems before administering any 

form of discipline 

• Under no circumstance is a substitute teacher to administer corporal punishment 

or physical force in dealing with student discipline 

• All serious discipline problems are to be referred to the campus designee 

11

The Substitute Teacher’s Duties and Responsibilities continued… 

• A note to the teacher is required any time it is necessary to discipline a student or 

if the student has been a disruptive factor in the classroom that day 

• Treat all students in a fair manner and refrain from making threats or statements 

to students that cannot be followed through 

• The striking of a student or use of improper language will result in being removed 

from the substitute list 

• Be responsive to parent contact should it occur, but leave parent conferences to 

the regular teacher or campus designee 

• Keep copies of all memos, etc. received and leave them with the substitute folder 

at the end of the day 

• Complete the day’s work and organize the materials collected from the students in 

an orderly manner 

• Leave a summary of work done with each class along with a description of any 

unusual problems that may have arisen 

• Always ask for help if you are in doubt when handling any situation. The campus 

will support you in solving problems 

• Check out in the office with the campus designee at the end of each day 

• Maintain a positive attitude. 

• If problems are observed concerning working conditions or school-related items, 

you are encouraged to discuss them with the Human Resources Specialist, Skye 

Duckett, at 903-794-3651 ext. 1016. 

Substitute Teacher Code of Ethics 

1. Substitute teachers have an obligation to conduct themselves in an ethical manner 

in all things pertaining to school operation and function. 

2. Criticism of pupils, school personnel and school policies is made only to the 

principal of that campus in a professional conference. 

3. Treat all information about pupils and parents as confidential. 

4. Do not use your association with the school to inquire about your own or other 

children. 

5. Refrain from gossiping about students and/or faculty. 

6. All employees are expected to dress in a clean, neat and mature manner to reflect 

their position as a role model for the students. 

12

Classroom Activities 

It is important for the substitute to greet the students and welcome them to the classroom 

as they arrive. Student management hinges upon the relationship between the teacher and 

the students, and this is the difficult part of being a substitute. 

Some recommendations are: 

• Greet each student and direct the student to his/her seat and to an assignment on the 

board or overhead projector. If the regular teacher has not left such an assignment, 

the substitute should feel free to use an appropriate alternate assignment. 

• While the students complete the assignment, the substitute should complete 

attendance, lunch count, etc. 

• If the substitute collects money for anything, the substitute should make a list 

including the name of the student, the amount of money, and the reason the money 

was collected. The money and the list should be given to the campus secretary or 

principal as soon as possible. 

• The substitute should walk around the classroom monitoring students and activities. 

• The substitute should take a few minutes to share some personal information with the 

students. (For example: husband or wife, children, hobbies, trips, etc.) 

• The substitute should ask each student to introduce him/herself. Following 

introductions, the substitute may want to use an inclusion activity. This may seem 

like a waste of time, but investing in getting to know a little bit about the students at 

the beginning of the class may pay off when regular assignments begin. 

• The substitute should stay focused on classroom activities and the monitoring of 

students at all times. Phone usage and personal calls should be limited to urgent calls 

only - while in the classroom with students. 

• The substitute should attempt to follow the teacher’s lesson plans as closely as 

possible. However, if the substitute varies assignments, notes should be left for the 

teacher describing the nature and reason for the changes. 

A list of sponge activities can be found in Appendix B. 

13

Discipline 

Discipline is usually the most difficult aspect of substituting. If the substitute prepares as 

suggested above, the potential for discipline problems should be reduced. If students are 

engaged in meaningful, interesting activities, it will be less likely that misbehavior will 

occur. The substitute should vary activities and prepare something for those students 

who finish early. A good substitute carries his/her own “bag of tricks”. 

A substitute’s “bag of tricks” might include: 

• a story that the students would enjoy hearing; 

• an activity related to the story, such as writing, drawing a picture, identifying 

characters, writing a letter to a character, describing a character and 

comparing the character to others in the story, etc.); 

• incentives and an incentive plan; 

• several activities that can be adapted to the student age group and subject 

being taught; and/or 

• ideas for additional “filler” activities. 

If problems arise, don’t feel like a failure. When a substitute is unable to adequately 

address a discipline problem, the assistant principal or the principal should be 

contacted immediately. 

A substitute must not administer corporal punishment for any reason. This type of 

discipline is administered only by District employees authorized by policy. 

Classroom scenarios and discipline suggestions can be found in 

Appendix B. 

14

Monitoring Students 

The substitute should not leave students unattended at any time. In the absence of 

the teacher, a substitute assumes full responsibility for students in the class, outside the 

class, on the playground, in the cafeteria, tutorials, etc., unless another adult is assigned 

that responsibility by the campus principal. Students should not be released before the 

bell unless the substitute is instructed to do so by a teacher or campus administrator. 

If a person who is not connected with the school seeks information about a student or 

permission to take the student from the room, the person should be referred directly to the 

principal. The principal will decide whether or not the student should be excused and 

will officially notify the substitute of the decision. 

A student is never allowed to leave school with a person who has not gained official 

permission from the school office. Under no circumstances should a student be released 

without permission of the principal. 

15

Before Leaving 

The arrival and departure times for teachers vary from campus to campus, and substitutes 

are expected to observe these time lines at a minimum. Teachers and substitutes are 

generally required to be on duty for an eight (8) hour day inclusive of lunch. To be a 

successful substitute, it may be necessary to spend additional time, especially at the 

beginning of the day. 

When substituting duties are complete for the day, the substitute should: 

1. Straighten the classroom and leave appropriate notes for the regular teacher. 

2. Secure all doors and windows in the classroom. 

3. Report to the campus contact person. 

4. Complete the substitute daily report form and leave it with the campus contact. 

5. Sign out at the front desk of the school. This is extremely important as this record 

determines the dates for which a substitute is paid. 

6. Leave keys, badge, and any other school materials with the campus contact person. 

7. Ask the campus contact person if substitute services will be needed the next day. 

Daily report forms can be found in Appendix C, obtained from the campus 

secretary, or the Human Resources Office. 

16

Employee Conduct and Welfare 

Texarkana ISD Board policies may be accessed online at www.txkisd.net or obtained 

from the Administration Office, 4241 Summerhill Road, Texarkana, TX 75503. 

Substitute Identification Badges 

Substitute identification badges are to be worn by substitute teachers at all times while on 

any campus of Texarkana ISD to promote safety and improve employee relations. 

Substitutes should keep badges in safekeeping and report any lost or stolen badge to the 

campus principal or supervisor. 

Substitute badges are issued upon employment in the TISD Human Resources office at 

4241 Summerhill Road. Additional badges will be issued at a cost of $5.00. A fee will 

not be charged for broken badges or for changes, such as a name, title, or location. The 

$5.00 fee may be paid in cash or payroll deducted. 

Upon separation from employment with TISD, substitute badges are to be returned to the 

Human Resources Office. Failure to return an ID badge upon separation from 

employment may result in the final paycheck being withheld until badge is received. 

Work Performance 

Substitute Teacher’s work performance issues at the campuses are reported to Human 

Resources. Upon receiving a negative report, the Human Resources office will issue a 

written statement to the employee. The employee may be counseled at that time. The 

second negative report will result in a conference and written warning. The third such 

report may result in termination. Misconduct of a severe nature may result in immediate 

termination. 

Computer Use and Data Management 

Policy CQ 

The district's electronic communications systems, including its network access to the Internet, are 

to be used for administrative and instructional purposes only. Electronic mail transmissions and 

other use of the electronic communications systems are not confidential and can be monitored at 

any time to ensure appropriate use. 

Employees and students who are authorized to use the systems are required to abide by the 

provisions of the district's communications systems policy and administrative procedures (See 

Exhibit IV for Policy CQ and Administrative Regulations). Failure to do so can result in 

suspension or termination of privileges and may lead to disciplinary action. 

Substitute teachers are prohibited from using the computers in the classroom unless 

directed to do so my campus administration. 

Cell Phone Use 

Instructional personnel are directed to turn off all cellular phones during the instructional 

hours of the day. 

17

Standards of Conduct 

Policy DH 

All employees are expected to work together in a cooperative spirit to serve the best 

interests of the district and to be courteous to students, one another, and the public. 

Employees are expected to observe the following standards of conduct: 

• Recognize and respect the rights and property of students and coworkers; maintain 

confidentiality in all matters relating to students and coworkers. 

• Report to work according to the assigned schedule. 

• Notify their immediate supervisor as early as possible (preferably in advance) in the 

event that they must be absent or late. Unauthorized absences, chronic absenteeism, 

and tardiness may be cause for disciplinary action. 

• Know and comply with department and district procedures and policies. 

• Observe all safety rules and regulations and report injuries or unsafe conditions to a 

supervisor immediately. 

• Use district time, funds, and property for authorized district business and activities 

only. 

Harassment 

Policies DH, FB, DAA 

Harassment of a coworker or student motivated by race, color, religion, national origin, 

disability, or age is a form of discrimination and is prohibited by law. A substantiated 

charge of harassment against a student or employee shall result in disciplinary action. 

The term harassment includes repeated unwelcome and offensive slurs, jokes, r other 

oral, written, graphic, or physical conduct relating to an individual’s race, color, religion, 

national origin, disability, or age that creates an intimidating, hostile, or offensive 

educational or work environment. 

Employees who believe they have been harassed are encouraged to promptly report such 

incidents to the campus principal or supervisor. If the campus principal or supervisor is 

the subject of a complaint, the employee shall report the complaint directly to the 

superintendent. An employee who suspects or knows that a student is being harassed by 

a school employee or by another student shall inform his or her principal or immediate 

supervisor. 

Any allegation of harassment of students or employees shall be investigated and 

addressed. An employee may appeal the decision of the principal or supervisor regarding 

the investigation into the allegations in accordance with the employee complaint and 

grievance policy and procedures. To the greatest extent possible, complaints shall be 

treated as confidential. Limited disclosure may be necessary to complete a thorough 

investigation. The district will not retaliate against an employee who in good faith 

reports perceived harassment. 

18

Sexual Harassment 

Policies FFG, FFH, DIA 

Employee-to-Employee. Sexual harassment of a coworker is a form of discrimination 

and is prohibited by law. Sexual harassment is defined as unwelcome sexual advances, 

requests for sexual favors, and other verbal or physical conduct under the following 

conditions: 

• Submission to such conduct is explicitly or implicitly a term or condition of 

employment. 

• Submission to or rejection of such conduct is used as the basis for employment 

decisions. 

• The conduct unreasonably interferes with an individual's work performance or creates 

an intimidating, hostile, or otherwise offensive work environment. 

Employees who believe that they have been subject to sexual harassment are 

encouraged to come forward with complaints and should inform their principal, 

supervisor, or the District Title IX Coordinator, Autumn Thomas at (903) 794-3651. 

Employees must follow the procedures outlined in this handbook for filing a complaint, 

except when it would require presenting a complaint to the alleged harasser. The district 

will promptly investigate all allegations of sexual harassment and take appropriate 

disciplinary action. 

Employee-to-Student. Sexual harassment of students by employees is a form of 

discrimination and is prohibited by law. Sexual harassment of students includes any 

welcome or unwelcome sexual advances, requests for sexual favors, and other oral, 

written, physical, or visual conduct of a sexual nature. Romantic relationships between 

district employees and students are strictly prohibited. Other prohibited conduct includes 

the following: 

• Engaging in sexually oriented conversations for the purpose of personal sexual 

gratification 

• Telephoning students at home or elsewhere and engaging in inappropriate social 

relationships 

• Engaging in physical contact that would reasonably be construed as sexual in nature 

• Enticing or threatening students to get them to engage in sexual behavior in exchange 

for grades or other school-related benefits 

Sexual abuse of a student by an employee violates a student's constitutional right to 

bodily integrity. Sexual abuse may include, but is not limited to, fondling, sexual assault, 

or sexual intercourse. 

Employees who suspect a student is being sexually harassed or abused by another 

employee are obligated to report their concerns to the campus principal immediately. All 

allegations of sexual harassment or sexual abuse of a student will be reported to the 

student's parents and promptly investigated. Conduct that may be characterized as known 

or suspected child abuse will also be reported to the appropriate authorities, as required 

by law. Employees with questions or concerns relating to the alleged sexual harassment 

of a student should contact Autumn Thomas, Associate Superintendent at (903)794-3651. 

A copy of policies relating to sexual harassment can be found in Exhibit I. 

19

Student Confidentiality 

Policy FL 

Student records are confidential and are protected from unauthorized inspection or use. 

Employees should take precautions to maintain the confidentiality of all student records. 

The following people are the only people who have general access to a student's records: 

• Parents of a minor or of a student who is a dependent for tax purposes. 

• The student (if 18 or older) or attending an institute of postsecondary 

education. 

• School officials with legitimate educational interests. 

The Family Educational Rights and Privacy Act (FERPA) defines education records 

as any records, documents, files, or other material containing personally identifiable 

information about students, that are maintained by a school district or by someone on 

behalf of a school district [See Board Policy FL LEGAL). Some information about 

students is "directory information" and is available upon request by any person, unless a 

parent has asked that it not be released. Other types of records can only be released with a 

parent's express permission. Material containing personally identifiable information 

about students should not be sent through the Internet of E-mail either in the body of 

electronic messages or as enclosures or attachments to the messages. 

E-mail messages about a student or employee may be accessible--to the extent that 

FERPA allows--through an open records request in accordance with the Public 

Information Act (formerly called the "Texas Open Records Act"), if the messages have 

been retained or are retrievable in the computer system. Each user should take care not to 

send or store any message he or she would not want made available to others. 

Any student information sent by Internet or E-mail is considered public information and, 

therefore, could be subpoenaed in court. 

Therefore, no confidential information about students should be sent through Internet or 

E-Mail unless the written permission of the parent is given. 

Materials that are not considered educational records and do not have to be made 

available to a parent or student include teachers' personal notes on a student that are 

shared only with a substitute teacher. 

The student handbook provides parents and students with detailed information on student 

records. Parents or students who want to review student records should be directed to the 

campus principal for assistance. 

20

Safety 

Policy CK 

The district has developed and promotes a comprehensive program to ensure the safety of 

its employees, students, and visitors. The safety program includes guidelines and 

procedures for responding to emergencies and activities to help reduce the frequency of 

accidents and injuries. To prevent or minimize injuries to employees, coworkers, and 

students, and to protect and conserve district equipment, employees must comply with the 

following requirement: 

• Observe all safety rules. 

• Keep work areas clean and orderly at all times. 

• Immediately report all accidents to their supervisor. 

• Operate only equipment or machines for which they have training and authorization. 

Employees with questions or concerns relating to safety programs and issues can contact 

Autumn Thomas, Director of Human Resources/Employee Benefits at (903) 794-3651. 

Tobacco Use 

Policies DH, GKA, FNCD 

Smoking or using tobacco products is prohibited by law on all district-owned property. 

This includes all buildings, playground areas, parking facilities, and facilities used for 

athletics and other activities. Drivers of district-owned vehicles are prohibited from 

smoking while inside the vehicle. Notices stating that smoking is prohibited by law and 

punishable by a fine are displayed in prominent places in all school buildings. 

Name and Address Changes 

It is important that employment records be kept up to date. Employees should notify the 

Human Resources office if there are any changes or corrections to their name, home 

address, home telephone number, marital status, emergency contact, or beneficiary. 

Forms to process a change in personal information can be accessed at 

www.txkisd.net/secure/personalInfoChange or by calling Human Resources at 903-794- 

3651, ext. 1012. 

Changing contact information in AESOP does not replace the notification to the Human 

Resources office of changes in phone number or address. 

Possession of Firearms and Weapons 

Policies FNCG, GKA 

Employees, visitors, and students are prohibited from bringing firearms, illegal knives, or 

other weapons on school premises or any grounds or building where a school-sponsored 

activity takes place. To ensure the safety of all persons, employees who observe or 

suspect a violation of the district's weapons policy should report it to their supervisors 

immediately. 

21

Visitors in the Workplace 

Policy GKC 

All visitors are expected to enter any district facility through the main entrance and sign 

in or report to the building's main office. Authorized visitors will receive a visitor’s badge 

and given directions or be escorted to their destination. Employees who observe an 

unauthorized individual on the district premises should immediately direct him or her to 

the building office or contact the administrator in charge. 

Employee Dress Code 

Policy DH 

At all times substitute teachers shall dress professionally following the guidelines 

considered “business casual”. Substitute teachers who teach certain subjects or grades 

shall be allowed more flexibility in dress requirements. Dress shall be appropriate to 

grade level or class activities; i.e. coaching, pre-kindergarten, shop teachers. 

Substitute teachers may wear jeans on days of special events or activities as designated 

by the Principal. 

Parking and Privileges 

Substitutes are employed as teachers. They are not visitors or volunteers. Substitute 

teachers should not park in “reserved” or “visitor” parking areas. When working on 

campus, substitutes are encouraged to use the faculty parking lots, the faculty lounges, 

and may take advantage of any other privileges or amenities offered to full time teachers. 

Substitutes may eat lunch either in the cafeteria or in the teacher’s lounge. 

Re-Employment 

At the end of each school year, all active substitutes will receive a “Reasonable Letter of 

Assurance.” This letter must be signed and returned to the Human Resources Office by 

the date indicated on the letter. Failure to return the letter is considered a resignation. 

Substitute teachers work from school year to school year and must attend a re-orientation 

every year to continue their status as a substitute teacher. At the re-orientation, 

employment paperwork will be updated. Also, a new handbook with policy updates will 

be presented. Substitutes who are not performing satisfactorily at the end of any school 

year will not be invited to reapply the following year. 

Removal From Service 

A substitute who has not accepted a job within a 6 week period will be considered 

inactive and will be removed from the active calling list. Substitute Teachers may be 

removed from service to the District at any time it is deemed necessary and appropriate to 

do so. If circumstances warrant it, the substitute may be restricted immediately from 

service to the District. Substitutes may also be excluded from working at particular 

campuses if the school administration and the Human Resources Administrator conclude 

it is in the best interest of the District to do so. Each campus maintains its own exclusion 

list of substitutes it no longer wants to use as substitute teachers. 

22

Drug-Free Schools & Workplace Requirements 

Texarkana ISD is committed to maintaining a drug-free environment and will not tolerate 

the use of illegal drugs in the workplace. Substitutes who use or are under the influence 

of alcohol or illegal drugs as defined by the Texas Controlled Substances Act during 

working hours may be dismissed. The District’s policy on drug abuse and drug-free 

schools follows: 

Substitutes shall not unlawfully manufacture, distribute, dispense, possess, use, or be 

under the influence of any of the following substances during working hours while at 

school or at school-related activities during or outside of usual working hours: 

• Any controlled substance or dangerous drug as defined by law, including but 

not limited to marijuana, any narcotic drug, hallucinogen, stimulant, 

depressant, amphetamine, or barbiturate. 

• Alcohol or any alcoholic beverage. 

• Any abusable glue, aerosol paint, or any other chemical substance for 

inhalation. 

• Any other intoxicant, or mood-changing, mind-altering, or behavior-altering 

drugs. 

A substitute need not be legally intoxicated to be considered “under the influence” of a 

controlled substance. 

The District prohibits the unlawful manufacture, distribution, dispensation, possession, or 

use of a controlled substance, illicit drug, and alcohol, as those terms are defined in state 

and federal law, in the workplace, on school premises, or as part of any of the District’s 

activities. 

Substitutes who violate this prohibition shall be removed from the District’s substitute 

list. Compliance with these requirements and prohibitions is mandatory and is a 

condition of substitute employment. 

Smoking or using tobacco products is prohibited by law on all district-owned property. 

This includes all buildings, school buses, playground areas, parking facilities, and 

facilities used for athletics and other activities. The use of tobacco products is strictly 

prohibited at all school-related or school-sanctioned activities on or off school property. 

23

APPENDIX “A” 

TISD Board Policies: 

DH (Local) Employee Standards of Conduct 

DIA (Local) Employee Welfare: 

Freedom from Harassment 

FFH (Local) Student Welfare: 

Freedom from Harassment 

FFG (Legal) (Exhibit) Student Welfare: 

Child Abuse and Neglect 

25


019907 

EMPLOYEE STANDARDS OF CONDUCT 

DH 

(LOCAL) 

All District employees shall perform their duties in accordance with 

state and federal law, District policy, and ethical standards. [See 

DH(EXHIBIT)] 

All District employees shall recognize and respect the rights of students, 

parents, other employees, and members of the community 

and shall work cooperatively with others to serve the best interests 

of the District. 

Employees wishing to express concern, complaints, or criticism 

shall do so through appropriate channels. [See DGBA] 

VIOLATIONS OF 

STANDARDS OF 

CONDUCT 

SAFETY 

REQUIREMENTS 

HARASSMENT OR 

ABUSE 

RELATIONSHIPS WITH 

STUDENTS 

TOBACCO USE 

ALCOHOL AND DRUGS 

Employees shall comply with the standards of conduct set out in 

this policy and with any other policies, regulations, and guidelines 

that impose duties, requirements, or standards attendant to their 

status as District employees. Violation of any policies, regulations, 

or guidelines may result in disciplinary action, including termination 

of employment. [See DCD and DF series] 

All employees shall adhere to District safety rules and regulations 

and shall report unsafe conditions or practices to the appropriate 

supervisor. 

Employees shall not engage in prohibited harassment, including 

sexual harassment, of: 

1. Other employees. [See DIA] 

2. Students. [See FFH; see FFG regarding child abuse and neglect] 

While acting in the course of their employment, employees shall 

not engage in prohibited harassment, including sexual harassment, 

of other persons, including Board members, vendors, contractors, 

volunteers, or parents. 

Employees shall not form romantic or other inappropriate social 

relationships with students. Any sexual relationship between a 

student and a District employee is always prohibited, even if consensual. 

[See FFH] 

Employees shall not use tobacco products on District premises, in 

District vehicles, or at school or school-related activities. [See also 

GKA] 

Employees shall not manufacture, distribute, dispense, possess, 

use, or be under the influence of any of the following substances 

during working hours while at school or at school-related activities 

during or outside of usual working hours: 

26 

DATE ISSUED: 5/16/2007 1 of 3 

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DH(LOCAL)-A


019907 


DH 

(LOCAL) 

1. Any controlled substance or dangerous drug as defined by 

law, including but not limited to marijuana, any narcotic drug, 

hallucinogen, stimulant, depressant, amphetamine, or barbiturate. 

2. Alcohol or any alcoholic beverage. 

3. Any abusable glue, aerosol paint, or any other chemical substance 

for inhalation. 

4. Any other intoxicant, or mood-changing, mind-altering, or behavior-altering 

drugs. 

An employee need not be legally intoxicated to be considered “under 

the influence” of a controlled substance. 

EXCEPTIONS 

NOTICE 

ARRESTS, 

INDICTMENTS, 

CONVICTIONS, AND 

OTHER 

ADJUDICATIONS 

An employee who manufactures, possesses, or dispenses a substance 

listed above as part of the employee’s job responsibilities, 

or who uses a drug authorized by a licensed physician prescribed 

for the employee’s personal use shall not be considered to have 

violated this policy. 

Each employee shall be given a copy of the District’s notice regarding 

drug-free schools. [See DI(EXHIBIT)] 

A copy of this policy, a purpose of which is to eliminate drug abuse 

from the workplace, shall be provided to each employee at the beginning 

of each year or upon employment. 

An employee shall notify his or her principal or immediate supervisor 

within three calendar days of any arrest, indictment, conviction, 

no contest or guilty plea, or other adjudication of the employee for 

any felony, any offense involving moral turpitude, and any of the 

other offenses as indicated below: 

1. Crimes involving school property or funds; 

2. Crimes involving attempt by fraudulent or unauthorized 

means to obtain or alter any certificate or permit that would 

entitle any person to hold or obtain a position as an educator; 

3. Crimes that occur wholly or in part on school property or at a 

school-sponsored activity; or 

4. Crimes involving moral turpitude, which include: 

• Dishonesty; fraud; deceit; theft; misrepresentation; 

• Deliberate violence; 

• Base, vile, or depraved acts that are intended to arouse 

or gratify the sexual desire of the actor; 


UPDATE 80 

DH(LOCAL)-A 

27


019907 


DH 

(LOCAL) 

• Felony possession, transfer, sale, distribution, or conspiracy 

to possess, transfer, sell, or distribute any controlled 

substance defined in Chapter 481 of the Health 

and Safety Code; 

• Acts constituting public intoxication, operating a motor 

vehicle while under the influence of alcohol, or disorderly 

conduct, if any two or more acts are committed within 

any 12-month period; or 

• Acts constituting abuse under the Texas Family Code. 

DRESS AND 

GROOMING 

The dress and grooming of District employees shall be clean, neat, 

in a manner appropriate for their assignments, and in accordance 

with any additional standards established by their supervisors and 

approved by the Superintendent. 

28 

DATE ISSUED: 5/16/2007 ADOPTED: 

3 of 3 

UPDATE 80 

DH(LOCAL)-A


019907 

EMPLOYEE WELFARE 

FREEDOM FROM DISCRIMINATION, HARASSMENT, AND RETALIATION 

DIA 

(LOCAL) 

Note: 

This policy addresses discrimination, harassment and 

retaliation involving District employees. In this policy, the 

term “employees” includes former employees and applicants 

for employment. For discrimination, harassment, 

and retaliation involving students, see FFH. For reporting 

requirements related to child abuse and neglect, see 

FFG. 

STATEMENT OF 

NONDISCRIMINATION 

DISCRIMINATION 

HARASSMENT 

EXAMPLES 

SEXUAL 

HARASSMENT 

The District prohibits discrimination, including harassment, against 

any employee on the basis of race, color, religion, gender, national 

origin, age, disability, or any other basis prohibited by law. Retaliation 

against anyone involved in the complaint process is a violation 

of District policy. 

Discrimination against an employee is defined as conduct directed 

at an employee on the basis of race, color, religion, gender, national 

origin, age, disability, or any other basis prohibited by law, 

that adversely affects the employee’s employment. 

Prohibited harassment of an employee is defined as physical, verbal, 

or nonverbal conduct based on an employee’s race, color, religion, 

gender, national origin, age, disability, or any other basis 

prohibited by law, when the conduct is so severe, persistent, or 

pervasive that the conduct: 

1. Has the purpose or effect of unreasonably interfering with the 

employee’s work performance; 

2. Creates an intimidating, threatening, hostile, or offensive work 

environment; or 

3. Otherwise adversely affects the employee’s performance, environment 

or employment opportunities. 

Examples of prohibited harassment may include offensive or derogatory 

language directed at another person’s religious beliefs or 

practices, accent, skin color, gender identity, or need for workplace 

accommodation; threatening or intimidating conduct; offensive 

jokes, name calling, slurs, or rumors; physical aggression or assault; 

display of graffiti or printed material promoting racial, ethnic, 

or other stereotypes; or other types of aggressive conduct such as 

theft or damage to property. 

Sexual harassment is a form of sex discrimination defined as unwelcome 

sexual advances; requests for sexual favors; sexually 

motivated physical, verbal, or nonverbal conduct; or other conduct 

or communication of a sexual nature when: 


UPDATE 83 

DIA(LOCAL)-B 

29


019907 



DIA 

(LOCAL) 

1. Submission to the conduct is either explicitly or implicitly a 

condition of an employee’s employment, or when submission 

to or rejection of the conduct is the basis for an employment 

action affecting the employee; or 

2. The conduct is so severe, persistent, or pervasive that it has 

the purpose or effect of unreasonably interfering with the employee’s 

work performance or creates an intimidating, threatening, 

hostile, or offensive work environment. 

EXAMPLES 

RETALIATION 

EXAMPLES 

PROHIBITED 

CONDUCT 

REPORTING 

PROCEDURES 

DEFINITION OF 

DISTRICT OFFICIALS 

TITLE IX 

COORDINATOR 

Examples of sexual harassment may include sexual advances; 

touching intimate body parts; coercing or forcing a sexual act on 

another; jokes or conversations of a sexual nature; and other 

sexually motivated conduct, communication, or contact. 

The District prohibits retaliation against an employee who makes a 

claim alleging to have experienced discrimination or harassment, 

or another employee who, in good faith, makes a report, serves as 

a witness, or otherwise participates in an investigation. 

An employee who intentionally makes a false claim, offers false 

statements, or refuses to cooperate with a District investigation regarding 

harassment or discrimination is subject to appropriate discipline. 

Examples of retaliation may include termination, refusal to hire, 

demotion, and denial of promotion. Retaliation may also include 

threats, unjustified negative evaluations, unjustified negative references, 

or increased surveillance. 

In this policy, the term “prohibited conduct” includes discrimination, 

harassment, and retaliation as defined by this policy, even if the 

behavior does not rise to the level of unlawful conduct. 

An employee who believes that he or she has experienced prohibited 

conduct or believes that another employee has experienced 

prohibited conduct should immediately report the alleged acts. The 

employee may report the alleged acts to his or her supervisor or 

campus principal. 

Alternatively, the employee may report the alleged acts to one of 

the District officials below. 

For the purposes of this policy, District officials are the Title IX coordinator, 

the ADA/Section 504 coordinator, and the Superintendent. 

Reports of discrimination based on sex, including sexual harassment, 

may be directed to the Title IX coordinator. The District des- 

30 


UPDATE 83 

DIA(LOCAL)-B


019907 



DIA 

(LOCAL) 

ignates the following person to coordinate its efforts to comply with 

Title IX of the Education Amendments of 1972, as amended: 

ADA / SECTION 504 

COORDINATOR 

SUPERINTENDENT 

ALTERNATIVE 

REPORTING 

PROCEDURES 

TIMELY REPORTING 

NOTICE OF REPORT 

INVESTIGATION OF 

THE REPORT 

Name: 

Position: 

Autumn Thomas 

Assistant Superintendent for Human Resources, Public 

Relations, and Community Involvement 

Address: 4241 Summerhill Road, Texarkana, TX 75503 

Telephone: (903) 794-3651, ext. 1012 

Reports of discrimination based on disability may be directed to the 

ADA/Section 504 coordinator. The District designates the following 

person to coordinate its efforts to comply with Title II of the Americans 

with Disabilities Act of 1990, which incorporates and expands 

upon the requirements of Section 504 of the Rehabilitation Act of 

1973: 

Name: 

Position: 

Heather Winton 

Coordinator - Testing/Data/Counselors/504 

Address: 2020 College Drive, Texarkana, TX 75503 

Telephone: (903) 793-7561, ext. 1305 

The Superintendent shall serve as coordinator for purposes of District 

compliance with all other antidiscrimination laws. 

An employee shall not be required to report prohibited conduct to 

the person alleged to have committed it. Reports concerning prohibited 

conduct, including reports against the Title IX coordinator or 

ADA/Section 504 coordinator, may be directed to the Superintendent. 

A report against the Superintendent may be made directly to the 

Board. If a report is made directly to the Board, the Board shall 

appoint an appropriate person to conduct an investigation. 

Reports of prohibited conduct shall be made as soon as possible 

after the alleged act or knowledge of the alleged act. A failure to 

promptly report may impair the District’s ability to investigate and 

address the prohibited conduct. 

Any District supervisor who receives a report of prohibited conduct 

shall immediately notify the appropriate District official listed above 

and take any other steps required by this policy. 

The District may request, but shall not insist upon, a written report. 

If a report is made orally, the District official shall reduce the report 

to written form. 


UPDATE 83 

DIA(LOCAL)-B 

31


019907 



DIA 

(LOCAL) 

Upon receipt or notice of a report, the District official shall determine 

whether the allegations, if proven, would constitute prohibited 

conduct as defined by this policy. If so, the District official shall 

immediately authorize or undertake an investigation, regardless of 

whether a criminal or regulatory investigation regarding the same 

or similar allegations is pending. 

If appropriate, the District shall promptly take interim action calculated 

to prevent prohibited conduct during the course of an investigation. 

The investigation may be conducted by the District official or a designee, 

such as the campus principal, or by a third party designated 

by the District, such as an attorney. When appropriate, the campus 

principal or supervisor shall be involved in or informed of the investigation. 

The investigation may consist of personal interviews with the person 

making the report, the person against whom the report is filed, 

and others with knowledge of the circumstances surrounding the 

allegations. The investigation may also include analysis of other 

information or documents related to the allegations. 

CONCLUDING THE 

INVESTIGATION 

DISTRICT ACTION 

CONFIDENTIALITY 

APPEAL 

Absent extenuating circumstances, the investigation should be 

completed within ten District business days from the date of the 

report; however, the investigator shall take additional time if necessary 

to complete a thorough investigation. 

The investigator shall prepare a written report of the investigation. 

The report shall be filed with the District official overseeing the investigation. 

If the results of an investigation indicate that prohibited conduct 

occurred, the District shall promptly respond by taking appropriate 

disciplinary or corrective action reasonably calculated to address 

the conduct. 

The District may take action based on the results of an investigation, 

even if the conduct did not rise to the level of prohibited or 

unlawful conduct. 

To the greatest extent possible, the District shall respect the privacy 

of the complainant, persons against whom a report is filed, 

and witnesses. Limited disclosures may be necessary in order to 

conduct a thorough investigation and comply with applicable law. 

A complainant who is dissatisfied with the outcome of the investigation 

may appeal through DGBA(LOCAL), beginning at the appropriate 

level. 

32 


UPDATE 83 

DIA(LOCAL)-B


019907 



DIA 

(LOCAL) 

The complainant may have a right to file a complaint with appropriate 

state or federal agencies. 

RECORDS RETENTION 

ACCESS TO POLICY 

Copies of reports alleging prohibited conduct, investigation reports, 

and related records shall be maintained by the District for a period 

of at least three years. [See CPC] 

This policy shall be distributed annually to District employees. 

Copies of the policy shall be readily available at each campus and 

the District administrative offices. 


5 of 5 

UPDATE 83 

DIA(LOCAL)-B 

33


019907 

STUDENT WELFARE 


FFH 

(LOCAL) 

Note: 

This policy addresses discrimination, harassment, and 

retaliation involving District students. For provisions regarding 

discrimination, harassment, and retaliation involving 

District employees, see DIA. For reporting requirements 

related to child abuse and neglect, see FFG. 

For provisions regarding bullying, see FFI. 

STATEMENT OF 

NONDISCRIMINATION 

DISCRIMINATION 

PROHIBITED 

HARASSMENT 

EXAMPLES 

The District prohibits discrimination, including harassment, against 

any student on the basis of race, color, religion, gender, national 

origin, disability, or any other basis prohibited by law. The District 

prohibits dating violence, as defined by this policy. Retaliation 

against anyone involved in the complaint process is a violation of 

District policy. 

Discrimination against a student is defined as conduct directed at a 

student on the basis of race, color, religion, gender, national origin, 

disability, or on any other basis prohibited by law, that adversely 

affects the student. 

Prohibited harassment of a student is defined as physical, verbal, 

or nonverbal conduct based on the student’s race, color, religion, 

gender, national origin, disability, or any other basis prohibited by 

law that is so severe, persistent, or pervasive that the conduct: 

1. Affects a student’s ability to participate in or benefit from an 

educational program or activity, or creates an intimidating, 

threatening, hostile, or offensive educational environment; 

2. Has the purpose or effect of substantially or unreasonably interfering 

with the student’s academic performance; or 

3. Otherwise adversely affects the student’s educational opportunities. 

Prohibited harassment includes dating violence as defined by this 

policy. 

Examples of prohibited harassment may include offensive or derogatory 

language directed at another person’s religious beliefs or 

practices, accent, skin color, or need for accommodation; threatening 

or intimidating conduct; offensive jokes, name calling, slurs, or 

rumors; physical aggression or assault; display of graffiti or printed 

material promoting racial, ethnic, or other negative stereotypes; or 

other kinds of aggressive conduct such as theft or damage to 

property. 

34 


UPDATE 83 

FFH(LOCAL)-A


019907 



FFH 

(LOCAL) 

SEXUAL 

HARASSMENT 

BY AN EMPLOYEE 

BY OTHERS 

EXAMPLES 

Sexual harassment of a student by a District employee includes 

both welcome and unwelcome sexual advances; requests for sexual 

favors; sexually motivated physical, verbal, or nonverbal conduct; 

or other conduct or communication of a sexual nature when: 

1. A District employee causes the student to believe that the 

student must submit to the conduct in order to participate in a 

school program or activity, or that the employee will make an 

educational decision based on whether or not the student 

submits to the conduct; or 

2. The conduct is so severe, persistent, or pervasive that it: 

a. Affects the student’s ability to participate in or benefit 

from an educational program or activity, or otherwise adversely 

affects the student’s educational opportunities; or 

b. Creates an intimidating, threatening, hostile, or abusive 

educational environment. 

Romantic or inappropriate social relationships between students 

and District employees are prohibited. Any sexual relationship between 

a student and a District employee is always prohibited, even 

if consensual. 

Sexual harassment of a student, including harassment committed 

by another student, includes unwelcome sexual advances; requests 

for sexual favors; or sexually motivated physical, verbal, or 

nonverbal conduct when the conduct is so severe, persistent, or 

pervasive that it: 







Examples of sexual harassment of a student may include sexual 

advances; touching intimate body parts or coercing physical contact 

that is sexual in nature; jokes or conversations of a sexual nature; 

and other sexually motivated conduct, communications, or 

contact. 

Necessary or permissible physical contact such as assisting a child 

by taking the child’s hand, comforting a child with a hug, or other 

physical contact not reasonably construed as sexual in nature is 

not sexual harassment. 


UPDATE 83 

FFH(LOCAL)-A 

35


019907 



FFH 

(LOCAL) 

DATING VIOLENCE 

RETALIATION 

EXAMPLES 

PROHIBITED 

CONDUCT 

REPORTING 

PROCEDURES 

Dating violence occurs when one partner in a dating relationship, 

either past or current, intentionally uses physical, sexual, verbal, or 

emotional abuse to harm, threaten, intimidate, or control the other 

partner. 

Examples of dating violence against a student may include physical 

or sexual assaults, name-calling, put-downs, threats to hurt the 

student or the student’s family members or members of the student’s 

household, destroying property belonging to the student, 

threats to commit suicide or homicide if the student ends the relationship, 

attempts to isolate the student from friends and family, 

stalking, or encouraging others to engage in these behaviors. 

For purposes of this policy, dating violence is considered prohibited 

harassment if the conduct is so severe, persistent, or pervasive 

that the conduct: 







The District prohibits retaliation against a student alleged to have 

experienced discrimination or harassment, including dating violence, 

or another student who, in good faith, makes a report, 

serves as a witness, or otherwise participates in an investigation. 

A student who intentionally makes a false claim, offers false statements, 

or refuses to cooperate with a District investigation regarding 

discrimination or harassment, including dating violence, is subject 

to appropriate discipline. 

Examples of retaliation include threats, unjustified punishments, or 

unwarranted grade reductions. Unlawful retaliation does not include 

petty slights or annoyances, such as negative comments that 

are justified by a student’s performance in the classroom. 

In this policy, the term “prohibited conduct” includes discrimination, 

harassment, dating violence, and retaliation as defined by this policy, 

even if the behavior does not rise to the level of unlawful conduct. 

Any student who believes that he or she has experienced prohibited 

conduct or believes that another student has experienced pro- 

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FFH 

(LOCAL) 

hibited conduct should immediately report the alleged acts to a 

teacher, counselor, principal, or other District employee. 

Alternatively, a student may report prohibited conduct directly to 

one of the District officials below: 

DEFINITION OF 

DISTRICT 

OFFICIALS 

TITLE IX 

COORDINATOR 

SECTION 504 

COORDINATOR 

SUPERINTENDENT 

ALTERNATIVE 

REPORTING 

PROCEDURES 

TIMELY REPORTING 

For the purposes of this policy, District officials are the Title IX coordinator, 

the Section 504 coordinator, and the Superintendent. 

Reports of discrimination based on sex, including sexual harassment, 

may be directed to the Title IX coordinator. The District designates 

the following employee to coordinate its efforts to comply 

with Title IX of the Education Amendments of 1972, as amended: 

Name: 

Position: 

Autumn Thomas 

Assistant Superintendent for Human Resources, Public 

Relations, and Community Involvement 

Address: 4241 Summerhill Road, Texarkana, TX 75503 

Telephone: (903) 794-3651, ext. 1012 

Reports of discrimination based on disability may be directed to the 

Section 504 coordinator. The District designates the following employee 

to coordinate its efforts to comply with Section 504 of the 

Rehabilitation Act of 1973, as amended: 

Name: 

Position: 

Heather Winton 

Coordinator - Testing/Data/Counselors/504 

Address: 2020 College Drive, Texarkana, TX 75503 

Telephone: (903) 793-7561, ext. 1305 

The Superintendent shall serve as coordinator for purposes of District 

compliance with all other antidiscrimination laws. 

A student shall not be required to report prohibited conduct to the 

person alleged to have committed the conduct. Reports concerning 

prohibited conduct, including reports against the Title IX coordinator 

or Section 504 coordinator, may be directed to the Superintendent. 

A report against the Superintendent may be made directly to the 

Board. If a report is made directly to the Board, the Board shall 

appoint an appropriate person to conduct an investigation. 

Reports of prohibited conduct shall be made as soon as possible 

after the alleged act or knowledge of the alleged act. A failure to 


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(LOCAL) 

promptly report may impair the District’s ability to investigate and 

address the prohibited conduct. 

NOTICE OF REPORT 

NOTICE TO PARENTS 

INVESTIGATION OF 

THE REPORT 

CONCLUDING THE 

INVESTIGATION 

DISTRICT ACTION 

Any District employee who receives notice that a student has or 

may have experienced prohibited conduct shall immediately notify 

the appropriate District official listed above and take any other 

steps required by this policy. 

The District official or designee shall promptly notify the parents of 

any student alleged to have experienced prohibited conduct by a 

District employee or another adult. 

The District may request, but shall not insist upon, a written report. 

If a report is made orally, the District official shall reduce the report 

to written form. 

Upon receipt or notice of a report, the District official shall determine 

whether the allegations, if proven, would constitute prohibited 

conduct as defined by this policy. If so, the District official shall 

immediately authorize or undertake an investigation, regardless of 

whether a criminal or regulatory investigation regarding the same 

or similar allegations is pending. 

If appropriate, the District shall promptly take interim action calculated 

to prevent prohibited conduct during the course of an investigation. 

The investigation may be conducted by the District official or a designee, 

such as the campus principal, or by a third party designated 

by the District, such as an attorney. When appropriate, the campus 

principal shall be involved in or informed of the investigation. 

The investigation may consist of personal interviews with the person 

making the report, the person against whom the report is filed, 

and others with knowledge of the circumstances surrounding the 

allegations. The investigation may also include analysis of other 

information or documents related to the allegations. 

Absent extenuating circumstances, the investigation should be 

completed within ten District business days from the date of the 

report; however, the investigator shall take additional time if necessary 

to complete a thorough investigation. 

The investigator shall prepare a written report of the investigation. 

The report shall be filed with the District official overseeing the investigation. 

If the results of an investigation indicate that prohibited conduct 

occurred, the District shall promptly respond by taking appropriate 

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(LOCAL) 

disciplinary or corrective action reasonably calculated to address 

the conduct. 

The District may take action based on the results of an investigation, 

even if the conduct did not rise to the level of prohibited or 

unlawful conduct. 


APPEAL 

RECORDS RETENTION 

ACCESS TO POLICY 

To the greatest extent possible, the District shall respect the privacy 

of the complainant, persons against whom a report is filed, 

and witnesses. Limited disclosures may be necessary in order to 

conduct a thorough investigation and comply with applicable law. 

A student who is dissatisfied with the outcome of the investigation 

may appeal through FNG(LOCAL), beginning at the appropriate 

level. A student shall be informed of his or her right to file a complaint 

with the United States Department of Education Office for 

Civil Rights. 

Retention of records shall be in accordance with FB(LOCAL) and 

CPC(LOCAL). 

Information regarding this policy shall be distributed annually to 

District employees and included in the student handbook. Copies 

of the policy shall be readily available at each campus and the District’s 

administrative offices. 


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CHILD ABUSE AND NEGLECT 

FFG 

(LEGAL) 

ANTIVICTIMIZATION 

PROGRAM 

DUTY TO REPORT 

BY ANY PERSON 

BY A 

PROFESSIONAL 

PSYCHOTROPIC 

DRUGS AND 

PSYCHOLOGICAL 

TESTING 

CONTENTS OF 

REPORT 

The District shall provide child abuse antivictimization programs in 

elementary and secondary schools. Education Code 38.004 

Any person who has cause to believe that a child’s physical or 

mental health or welfare has been adversely affected by abuse or 

neglect by any person shall immediately make a report as required 

by law. Family Code 261.101(a) 

Any professional who has cause to believe that a child has been or 

may be abused or neglected shall make a report as required by 

law. The report must be made within 48 hours after the professional 

first suspects abuse or neglect. 

A professional may not delegate to or rely on another person to 

make the report. 

A “professional” is a person who is licensed or certified by the state 

or who is an employee of a facility licensed, certified, or operated 

by the state and who, in the normal course of official duties or duties 

for which a license or certification is required, has direct contact 

with children. The term includes teachers, nurses, doctors, 

day-care employees, and juvenile detention or correctional officers. 

Family Code 261.101(b) 

An employee may not use or threaten to use the refusal of a parent, 

guardian, or managing or possessory conservator to administer 

or consent to the administration of a psychotropic drug to a 

child, or to consent to any other psychiatric or psychological testing 

or treatment of the child, as the sole basis for making a report of 

neglect, unless the employee has cause to believe that the refusal: 

1. Presents a substantial risk of death, disfigurement, or bodily 

injury to the child; or 

2. Has resulted in an observable and material impairment to the 

growth, development, or functioning of the child. 

Education Code 26.0091; Family Code 261.111(a) [See FFAC] 

The report should reflect the reporter’s belief that a child has been 

or may be abused or neglected or has died of abuse or neglect. 

The person making the report shall identify, if known: 

1. The name and address of the child; 

2. The name and address of the person responsible for the care, 

custody, or welfare of the child; and 

3. Any other pertinent information concerning the alleged or 

suspected abuse or neglect. 

Family Code 261.103, 261.104 

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(LEGAL) 

TO WHOM REPORTED 

JJAEPS 

IMMUNITY FROM 

LIABILITY 

CRIMINAL OFFENSES 

FAILURE TO 

REPORT 

FALSE REPORT 

If the alleged or suspected abuse or neglect involves a person responsible 

for the care, custody, or welfare of the child, the report 

must be made to the Texas Department of Family and Protective 

Services (DFPS), unless the report is made under item 3, below, or 

the report involves a juvenile justice program or facility [see JJA- 

EPS, below]. 

All other reports shall be made to: 

1. Any local or state law enforcement agency; 

2. The DFPS, including a local office where available; 

3. The state agency that operates, licenses, certifies, or registers 

the facility in which the alleged abuse or neglect occurred; 

or 

4. The agency designated by the court to be responsible for the 

protection of children. 

Family Code 261.103; 19 TAC 61.1051(a)(1) 

Any report of alleged abuse, neglect, or exploitation in a juvenile 

justice program or facility shall be made to the Texas Juvenile Probation 

Commission and a local law enforcement agency for investigation. 

The term “juvenile justice program” includes a juvenile 

justice alternative education program. 

Family Code 261.405(a)(2)(A), (b) 

A person acting in good faith who reports or assists in the investigation 

of a report of alleged child abuse or neglect or who testifies 

or otherwise participates in a judicial proceeding arising from a report, 

petition, or investigation of alleged child abuse or neglect is 

immune from any civil or criminal liability that might otherwise be 

incurred or imposed. Family Code 261.106 

The District may not suspend or terminate the employment of, or 

otherwise discriminate against, a professional who makes a good 

faith report of abuse or neglect. Family Code 261.110 [See DG] 

A person commits a class B misdemeanor if he or she has cause to 

believe that a child’s physical or mental health or welfare has been 

or may be adversely affected by abuse or neglect and knowingly 

fails to report it as provided by law. Family Code 261.109 

Failure to report child abuse or neglect violates the Educator’s 

Code of Ethics and may result in sanctions against an educator’s 

certificate, as addressed in 19 TAC 249. 19 TAC 61.1051 

A person commits an offense if the person knowingly or intentionally 

makes a report of abuse and neglect that the person knows is 


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(LEGAL) 

false or lacks factual foundation. The offense is a class A misdemeanor, 

except that it is a felony if the person has previously been 

convicted of the offense. Family Code 261.107(a) 

COERCION 


INVESTIGATIONS 

REPORTS TO 

DISTRICT 

INTERVIEW OF 

STUDENT 

INTERFERENCE 

WITH 

INVESTIGATION 

REPORTING POLICY 

An employee who coerces another into suppressing or failing to 

report child abuse or neglect to a law enforcement agency commits 

a Class C misdemeanor offense. Penal Code 39.06 

A report of alleged or suspected abuse or neglect and the identity 

of the person making the report is confidential and not subject to 

release under Government Code Chapter 552 (Public Information 

Act). Such information may be disclosed only for purposes consistent 

with federal or state law or under rules adopted by an investigating 

agency. Family Code 261.201 

Unless waived in writing by the person making the report, the identity 

of an individual making a report under this chapter is confidential 

and may be disclosed only to a law enforcement officer for the 

purposes of a criminal investigation of the report, or as ordered by 

a court under Family Code 261.201. Family Code 261.101(d) 

If the DFPS initiates an investigation and determines that the 

abuse or neglect involves an employee of a public primary or secondary 

school, and that the child is a student at the school, the department 

shall orally notify the Superintendent of the district in 

which the employee is employed. Family Code 261.105(d) 

The DFPS shall send a written report of its investigation, as appropriate, 

to the school principal, unless the principal is alleged to 

have committed the abuse or neglect, to the Board, and to the Superintendent. 

The report shall be edited to protect the identity of 

the person who made the report. Family Code 261.406(b) 

The investigating agency shall be permitted to interview the child at 

any reasonable time and place, including at the child’s school. 

Family Code 261.302(b) [See GRA] 

A person may not interfere with an investigation of a report of child 

abuse or neglect conducted by the DFPS. Family Code 

261.303(a) 

The Board shall establish and annually review policies for reporting 

child abuse and neglect. The policies shall follow the requirements 

of Family Code Chapter 261. 

The policies must require every school employee, agent, or contractor 

who suspects child abuse or neglect to submit a written or 

oral report to at least one of the authorities listed above (see TO 

WHOM REPORTED) within 48 hours or less, as determined by the 

Board, after learning of facts giving rise to the suspicion. 

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(LEGAL) 

The policies must also be consistent with 40 TAC Chapter 700 regarding 

investigations by the DFPS, including regulations governing 

investigation of abuse by school personnel and volunteers. 

19 TAC 61.1051 [See GRA] 

The policies must notify school personnel of the following: 

1. Penalties under Penal Code 39.06 (misuse of official information), 

Family Code 261.109 (failure to report), and 19 TAC 249 

(actions against educator’s certificate) for failure to submit a 

required report of child abuse or neglect; 

2. Prohibitions against interference with an investigation of a report 

of child abuse or neglect, including: 

a. The prohibition, under Family Code 261.302 and 

261.303, against denying an investigator’s request to interview 

a student at school; and 

b. The prohibition, under Family Code 261.302, against requiring 

the presence of a parent or school administrator 

during an interview by an investigator. 

3. Immunity provisions applicable to a person who reports child 

abuse or neglect or otherwise assists an investigation in good 

faith; 

4. Confidentiality provisions relating to a report of suspected 

child abuse or neglect; 

5. Any disciplinary action that may result from noncompliance 

with the District’s reporting policy; 

6. The prohibition under Education Code 26.0091 (see PSY- 

CHOTROPIC DRUGS AND PSYCHOLOGICAL TESTING, 

above); and 

7. The current toll-free number for the DFPS. 

The policies must not require that school personnel report suspicions 

of child abuse or neglect to a school administrator before 

making a report to one of the agencies listed above. 

19 TAC 1051 

ANNUAL 

DISTRIBUTION AND 

STAFF 

DEVELOPMENT 

ABUSE OF DISABLED 

PERSONS 

The policies shall be distributed to all personnel at the beginning of 

each school year and shall be addressed in staff development programs 

at regular intervals determined by the Board. 19 TAC 

61.1051(b) 

A person having cause to believe that a disabled person over the 

age of 18 or who has had the disabilities of minority removed is in 


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a state of abuse, neglect, or exploitation shall report the information 

immediately to the DFPS. 

A person commits a class A misdemeanor if the person has cause 

to believe that a disabled person has been abused, neglected, or 

exploited or is in a state of abuse, neglect, or exploitation and 

knowingly fails to report. 

A person filing a report or testifying or otherwise participating in any 

judicial proceeding arising from a petition, report, or investigation is 

immune from civil or criminal liability on account of his or her petition, 

report, testimony, or participation, unless the person acted in 

bad faith or with a malicious purpose. 

Human Resources Code 48.051, 48.052, 48.054 

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(EXHIBIT) 

Notice of Employee Responsibilities for Reporting 

Child Abuse and Neglect 

__________________________________________________________________________ 

What are the District’s policies addressing child abuse or neglect and my responsibilities 

for reporting suspected child abuse or neglect? 

The applicable District policies—FFG(LEGAL), GRA(LEGAL) and (LOCAL), and 

DH(LOCAL) and (EXHIBIT)—are enclosed in this packet. This distribution is required 

by state law. At regular intervals, these policies will be addressed in staff development 

as well. If you have any questions about these policies, please contact 

__________________ (name of District official) at _____________(telephone number). 

What are my legal responsibilities for reporting if I suspect that a child has been or 

may be abused or neglected? 

Anyone who suspects that a child has been or may be abused or neglected has a legal 

responsibility, under state law, for reporting the suspected abuse or neglect to law 

enforcement or to Child Protective Services (CPS). 

Any District employee, agent, or contractor has an additional legal obligation to submit 

the oral or written report within 48 hours of learning of the facts giving rise to the 

suspicion. 

Are there any restrictions on reporting? 

Under state law, an employee is prohibited from using or threatening to use a parent’s 

refusal to consent to administration of a psychotropic drug or to any other psychiatric 

or psychological testing or treatment of a child as the sole basis for making a report of 

neglect, unless the employee has cause to believe that the refusal: 

• Presents a substantial risk of death, disfigurement, or bodily injury to the 

child; or 

• Has resulted in an observable and material impairment to the growth, development, 

or functioning of the child. 

To whom do I make a report? 

Reports may be made to any of the following: 

• A local or state law enforcement agency: ____________________________ 

include telephone numbers as appropriate) 

• The Child Protective Services (CPS) division of the Texas Department of 

Family and Protective Services (1-800-252-5400) or on the Web at 

https://reportabuse.ws/; or 

• If applicable, the state agency operating, licensing, certifying, or registering 

the facility in which the suspected abuse or neglect occurred. 


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(EXHIBIT) 

However, if the suspected abuse or neglect involves a person responsible for the 

care, custody, or welfare of the child, the report must be made to CPS, unless the report 

is to the state agency that operates, licenses, certifies or registers the facility 

where the suspected abuse or neglect took place; or the report is to the Texas Juvenile 

Probation Commission as a report of suspected abuse or neglect in a juvenile 

justice program or facility. 

Reporting your suspicion to a school counselor, a principal, or another school staff 

member does NOT fulfill your responsibilities under the law. Furthermore, the District 

cannot require you to report your suspicion first to a school administrator. 

Will my report be kept confidential? 

State law requires that the identity of a person making a report of suspected child 

abuse or neglect be kept confidential. 

Will I be liable in any way for making a report? 

A person who reports or assists in the investigation of a report of child abuse or neglect 

in good faith is immune from civil or criminal liability. 

What will happen if I don’t report suspected child abuse or neglect? 

By failing to report a suspicion of child abuse or neglect: 

• You may be placing a child at risk of continued abuse or neglect; 

• You are violating the law and may be subject to legal penalties, including 

criminal sanctions; 

• You are violating Board policy and may be subject to disciplinary action, including 

possible termination of your employment; and 

• Your certification from the State Board of Educator Certification may be suspended, 

revoked, or cancelled. 

What are my responsibilities regarding investigations of abuse or neglect? 

State law specifically prohibits school officials from: 

• Denying an investigator’s request to interview a child at school in connection 

with an investigation of child abuse or neglect; or 

• Requiring that a parent or school employee be present during the interview. 

School personnel must cooperate fully and may not interfere with an investigation of 

reported child abuse or neglect. 

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APPENDIX “B” 

Classroom Management Scenarios 

Techniques for Presenting Lesson Plans 

Sponge Activities 

Student Motivation Ideas & Low Cost Rewards 

Ways to Say “Good Job!” 

Substitute Hints and Suggestions 

47

Classroom Management Scenarios 

Scenario 1: “The Interrupter” 

When asking the class a question, a student answers without raising their hand or 

speaks out of turn when a student response is not called for. 

Strategy: Reinforce the behavior you desire, ignoring the inappropriate behavior. 

o Do not respond to the disruptive student. Call on a student that has a raised 

hand saying, “Thank you for raising your hand.” 

o If the student continues to speak out of turn, move closer to the student 

but do not acknowledge that they have answered, continue to reinforce 

the students who are behaving appropriately. 

o It is important that you call on them as soon as they raise their hand, reinforcing them 

verbally for the appropriate behavior. 

Scenario 2: “Refusal To Do Work” 

After giving the assignment, a student refuses to do their work. When you encourage them to 

complete the assignment, they make a response such as, “You can’t make me.” 

Strategy: Agree and disarm 

o Disarm the student by agreeing with them and then restate your expectations and 

consequences if they are not met. 

o Example: “You are right, I can not make you complete this assignment but I can 

expect you to have it completed before recess (or the end of class). If it is not 

finished by then, I will need to inform your teacher of your unwillingness to do the 

class assignment. I also expect you to remain quiet and not disrupt the others who are 

choosing to complete the assignment.” 

o Note: sometimes a refusal to do work is an indication that the student doesn’t know 

how to complete the assignment. If you feel this might be the case, you may need to 

re-teach the concept. 

Scenario 3: “Not following Instructions” 

You have given instructions to the class to start work. Two students are talking and laughing - 

not following your directions. 

Strategy A: Reinforce the Behaviors you expect 

o Repeat the instructions focusing on the students who are following your 

directions, “Thank you for following the directions, Andy,” or “I appreciate John, 

Mary, and Joe for following my directions so quickly.” 

o Give points or tickets to the students who are following directions. 

49

Strategy B: Proximity 

o You can also use proximity, by moving toward the students who are 

not following directions while repeating the instructions. 

Scenario 4: “The Class That Won’t Be Quiet” 

After giving a “no talking” assignment, class members are talking to one another and won’t be 

quiet. 

Strategy: Re-evaluate the situation 

o The class might not understand the assignment or maybe something has happened 

before class or at lunch that needs to be dealt with. 

o Restate the expected behavior, motivators, and consequences. You may not have 

been clear in communicating your behavior expectations for the activity. Example, 

“Many of you are not behaving appropriately. Let me explain what I expect. You 

should have your feet on the floor, facing forward, and absolutely no talking. If you 

have questions, please raise your hand and I will come to your desk. Students who 

follow these directions will receive a ticket (or other motivator). Students who choose 

not to follow these directions will be assigned the consequences outlined in the 

classroom rules. 

Scenario 5: “Transitions” 

Students are taking more than one or two minutes to make the transition from one activity to 

another. 

Strategy: Make it a Step by Step Process 

o Often instructions that seem simple such as, “get ready for math” will seem vague to 

the students. Students need to know five specific things to make a quick transition 

from one activity to another. 

1. What to do about the activity they are currently engaged in. 

2. What to do with the materials they are using. 

3. What new materials they will need. 

4. What to do with these new materials. 

5. How much time they will have to make the transition. 

o Example, “Stop reading and put your reading book away. Get out your math book 

and paper. Open your book to page 116. You have one minute to do this. Please 

begin.” 

Scenario 6: “Wrong Names / Wrong Seats” 

You are using a seating chart and you notice some of the students are not answering to their 

names. This can mean they have switched seats and names. 

Strategy: State the Facts 

o Let the class know that it is better for everyone involved if you know the students’ 

correct name. This information could be vital in case of emergency and will also help 

to insure the wrong student doesn’t get into trouble when you write your report to the 

teacher. 

50

Scenario 7: “You vs. Them” 

You get the feeling the whole class, or at least several of the students, have planned to be as 

difficult as possible for you. 

Strategy: Work together 

o Take the initiative early in the day to do a teacher and student interactive activity. 

Interacting with the students let them see you have a sense of humor. Chances are, 

once you break the ice, the rest of the day will go smoothly. 

Scenario 8: “Inappropriate Language / Derogatory Remarks” 

A student uses profanity or makes a derogatory remark about you, another student, or the 

permanent teacher. 

Strategy: You choose to break the rule 

o Hopefully, the classroom rules and consequences, established at the beginning of the 

day, have provisions for dealing with this challenging situation. Implement them! 

You might say something like, “Tom, you chose to break classroom rule number 

three. The consequence for doing so is that you will not be allowed to participate in 

the end of the day drawing.” 

o Do not ask the student why they said what they did (you really don’t want to know), 

just acknowledge that the student chose to break a rule and state the consequence. 

Try not to take the remarks personally. Concentrate on dealing professionally with the 

behavior and not letting your feelings towards the student cause you to behave 

inappropriately. 

Scenario 9: “A Fight” 

You are supervising students when you see two students yelling at each other, poised for a fight. 

Strategy: Quick and Decisively 

o Verbal jousting can be extinguished by a firm command from you as you move 

toward the problem saying, “I need both of you to take a quiet seat,” or “Stop this 

right now and take a quiet seat against the wall.” Your voice and the authority it 

represents convey your message. 

Strategy: Firm, but not demeaning 

o If students are engaged physically you must quickly, and with authority, tell them 

to step back away from each other. Placing yourself between the students stops the 

engagement but can be dangerous for you. Do not get angry, excited, or show 

much emotion, this will compound the situation. By giving firm and positive 

directions consistently, the students will respond and comply as requested. 

o Note: Permanent teachers understand the difficulty of substitute teaching and will 

assist you in these circumstances. Respond quickly and decisively; do not hesitate to 

get help from another teacher or the administration when needed. 

51

Scenario 10: “Threats” 

A student threatens you or another student. Threats are a very challenging scenario, and the best 

strategy and response will vary with each situation. The most important things you as the 

teacher must do are to stay calm and emotionally detached so you can realistically evaluate and 

professionally deal with the situation. 

Strategy: Diffuse the situation, then redirect the student’s actions 

o Threats are often the results of an emotional response. Ignoring the student will 

probably invoke more threats, and perhaps even aggression. Responding with 

threats of your own may accelerate the confrontation. The sooner the threat is 

acknowledged and the situation diffused the better. Example, “I understand you 

are very angry right now; however, I need you to sit down and begin completing 

page 124 in your math book. We can discuss this situation after lunch.” 

Strategy: Get Help 

o If you feel you or any of the students are in danger of physical harm, stay calm and 

immediately send a student to get help from a next door teacher or an assistant 

principal. After help has arrived and the situation is under control, document the 

occurrence. Record what happened prior to the threat, what you said and did, what 

the student said and did, as well as the involvement or actions of anyone else in the 

situation. 

52

Techniques for Presenting 

Lesson Plans 

Lesson Plan Scenarios 

Scenario 1: Have students read a Chapter and answer questions. 

Strategy: Pretest and Post test Ask students to guess what the story will be about before 

they start reading. Discuss ideas and have them write down five (5) theories as 

predictions. After the story conduct a post test by discussing the accuracy of 

their predictions. 

Strategy: Togetherness: Read questions first, then read the assignment as a class 

answering the questions as you go. 

Strategy: Quiz Board: After giving the assignment, tell students you will stop them 15 

minutes before the end of class to establish a quiz board. Appoint three or four 

students to the quiz board and have the class ask question about the assigned 

reading. You can do two or three quiz boards to see who can come up with the 

answer first or have them take turns. 

Scenario 2: Have the class write a composition about XYZ. 

Strategy: Make topic meaningful: 

Encourage students to relate to it personally. Use sentence starters such 

as, “I wish...” “I like......,”I’m allowed to.......” 

Strategy: Class groundwork: If students are writing a story have them decide on the 

character, setting, time, plot, etc. as a class. Then allow time for students to 

write their own story using the class groundwork. 

Strategy: Buzzing: If the students will be writing an essay, have them write the topic at 

the top of their paper or on the board. Have them write the first ten words that 

buzz into their heads related to the topic. They can then begin their essay 

finding links between the topic and the “buzz” word list. 

Scenario 3: Discuss topics ABC with class. 

Strategy: Quiz Board: 

Assign a topic to a quiz board. Topic A to quiz board A, and so on. Have quiz 

boards B and C ask question about topic A to quiz board A, taking turns so 

each topic is covered. 

Strategy: Sections: 

Divide the class into sections giving each section a topic. Have each section 

prepare a list of all the Pros and Cons they can think of about their topic. 

Such as, “Owning a Cat” Pros - Don’t have to walk it. Cats are fun to play 

with. Cons - You have to clean out the litter box. Cats don’t play fetch. 

53

Scenario 4: Have the class study and review for a test tomorrow. 

Strategy: Test Building: 

Divide the class into groups and have them build a model test. Assign one 

group true and false questions, another multiple choice, etc. Spend the last 

part of class going over each group’s tests 

Strategy: Games: 

Use a game show format; divide the class into two groups. You be the “Host” 

by asking questions and giving points to the team who answers the question 

correctly. 

Strategy: Divide and Conquer: 

Divide the review material into equal parts per class (If you have 100 

questions and 25 students, give four questions to each student to work on.) 

Give students a set amount of time to find the answer for their question. Then 

come together as a class and let each group give information about their 

answers, why it is the right answer, where they found the information to their 

review question, etc… 

Scenario 5: Show filmstrip or film and discuss. 

Strategy: Movie Maker: 

Have students list ten things they would include in a movie about the subject 

of the film they will be watching. During the film have them check off each 

item on their list that is in the film. At the end of the film discuss how the 

film compared to the students’ expectations. 

Strategy: Trivia: 

As students watch the film have them list five to ten questions they can ask 

about the film that other students might not remember. At the end of the film 

have students read one of their questions to see who can answer it. This can 

also be played in-groups and you can include your own questions. Points can 

be awarded for correct answers to make it more interesting for older students. 

54



(can be adapted for any grade level) 

A sponge activity is one that “soaks up” extra time. Students can complete the following 

activities independently, in groups, or as a whole class. Sponges can also be developed to 

introduce, enhance, or compliment the lesson for the day. 

1. Make up three names for rock groups. 

2. Name as many kinds of windstorms as you can. 

3. Take a number. Write it. Now make a face out of it. 

4. Name as many gems or precious stones as you can. 

5. Write the names of all the girls in the class. 

6. Write what you would do if you saw an elephant in your backyard. 

7. List as many kinds of soup as you can. 

8. List one manufactured item for each letter of the alphabet. 

9. List the mountain ranges of the U.S. 

10. Make a list of five things you do after school. 

11. List one proper noun for each letter of the alphabet. 

12. Write one kind of food beginning with each letter of the alphabet. 

13. How far can you count and write down by 6's? 

14. Name as many balls as you can that are used in sports games. 

15. List all the work tools you can think of. 

16. How many parts of an auto can you list? 

17. How many animals can you list that begin with vowels? 

18. Write as many homonyms as you can. Example: past-passed 

19. Name as many things as you can that you can wear on your head. 

20. Name as many movie stars as you can. Tell what movies they were in. 

21. List all the musical instruments that begin with "t". 

22. Name as many television game shows as you can. 

23. List all the kinds of sandwiches that you can. 

24. List as many things as you can that make people the same. 

55

Sponge Activities for Primary Grades: 

Beginning of the school day sponges 

1. Be ready to tell one playground rule….. 

2. Be ready to tell me the name of a student in our class whose name begins with “J” or “M” 

etc. 

3. Be ready to draw something that is only drawn with circles. 

4. Be ready to tell a good health habit. 

5. Pick a color, write it on the board. Have the children draw something that is that color. 

6. I went to a sporting goods store and I bought……. - each child names an item. 

7. What number comes between 31-33, 45-47, etc.? 

8. Have a word written on the board, have the children write down rhyming words. 

9. Hangman, using the names of the children in the class 

10. Simon Says 

Dismissal Sponges 

1. “I spy” – who can find something in the room that begins with “M”, “P” etc. 

2. Number the rows or tables. Dismiss table numbers by holding up the number of fingers for 

each table. 

3. Those children who have all crayons put away may line up. 

4. Those with freckles/ buckled shoes/new front teeth/etc. may line up now. 

5. Say the days of the week or months 

6. Reward activity: We have had a good day! Who helped it be a good day for everyone? John 

– you remembered to wash your hands, please line up. Ellen – you showed us how to be 

quiet, you may line up. Dawn, you walked nicely all the way to the playground, it is your 

turn to line up. 

7. Use flash cards, first correct answer earns a dismissal 

8. To review the four basic shapes, have children name objects of that shape from around the 

room. 

9. Dismiss by color of eyes, hair, clothing, birthdays, etc. 

10. What will we remember for tomorrow? 

56

Student Motivational Ideas & 

Low Cost Rewards 

Certificates - Can be given to exceptional students at the end of the day or as 

prizes for classroom activities. 

Pencils and Paper Clips - These colorful basics can be used for many rewards 

or prizes. These are good items to have for team awards or classroom treats at 

the end of the day. 

Stickers - Can be given throughout the day to reward good schoolwork or 

reinforce good behavior, such as lining up quietly or taking turns. These are a 

favorite of younger students. 

Tickets - Students can earn tickets throughout the day for being on-task, 

cooperating, or following They can be turned in at the end of the day for a 

drawing, or for older student the top three or four ticket holders can win a prize. 

Extra Recess Time - Allow an extra five minutes of recess. Be sure to check with 

the Principal and neighboring teachers before hand to make sure this will not 

interfere with any other schedule the school has. 

Story Time - As a reward at the end of the day a story can be read. Write the 

title of a book on the blackboard. A letter is erased each time the students are off 

task or behaving inappropriately. At the end of the day if any of the letters 

remain they get to hear the story. Second hand bookstores are great places to 

look for inexpensive books or use the library to borrow from. 

Guessing Jar - Fill a large jar with any small items, beans, pennies, marbles, 

M&M’s, etc. Reward students through the day with slips of paper they can write 

their name and guess on. At the end of the day reveal the number of items in the 

jar and award a prize to the student who guessed correctly. 

Talk Time - Older student enjoy moving to another seat and being allowed the 

opportunity to visit. This reward can be given at the end of the class period if 

students have stayed on task and well behaved. To insure on orderly classroom 

you will need to explain that this extra time will be taken back if the noise level 

rises and they may only change seat one time. 

57

Ways to Say “Good Job!” 

You’ve got it made. 

That’s right! 

Good Work! 

Great! 

Good for you! 

Now you have it. 

Wow! 

Good thinking. 

Perfect! 

Keep it up! 

Fantastic! 

That’s clever. 

That’s coming along nicely. 

What neat work. 

Super! 

I’ve never seen anyone do it better. 

Now that’s what I call a fine job. 

Now you’ve figured it out! 

Beautiful! 

You haven’t missed a thing! 

Nice going. 

You must have been practicing. 

You’re really improving! 

That’s good! 

Exactly right! 

That’s it! 

I knew you could do it! 

Couldn’t have done it better myself. 

Terrific! 

Wonderful! 

Fine! 

Tremendous! 

Sensational! 

That’s really nice. 

Good thinking. 

I’m impressed! 

It looks like you put a lot of work into this. 

Congratulations, you got it right! 

You’ve got that mastered. 

One more time and you’ll have it. 

You’re getting better and better. 

Nothing can stop you now! 

That looks like it is going to be great. 

Outstanding! 

You certainly did well today. 

You did that very well. 

58

Substitute Hints & Suggestions 

Arrive early, not just at the required time. 

Know the teacher(s) who is next door. Introduce yourself so you can call on 

someone to answer your questions about schedules or materials for the class. 

At each school, familiarize yourself with locations of fire extinguishers, emergency 

exit routes, “call buttons” to the office, etc. 

Keep your sense of humor; it helps the climate of the classroom. 

When students need to go to the restroom or the library, send only one student at a 

time. When the first one returns a second one may go. 

If there is no seating chart left by the teacher, quickly make one. It is much easier 

to maintain discipline when you can call a student by name. 

If a student doesn’t respond when you call him by name, you may suspect the 

students have switched seats. 

Let them know it is better to have the correct names so the wrong students don’t 

get in trouble and written about to the regular teacher. 

Do not let students start calling you by your first name. Do not become a buddy. 

Try to get in the hall between classes. It is a good idea to stand in the doorway so 

you can keep one eye on the hallway traffic and one eye on the students coming 

into the classroom. 

Walk around the room. Don’t just sit behind the desk, especially during 

homework, class work, or during a test. The students will be less likely to talk or 

cheat when you are close by them. 

Try to have the names of one or two students you can call on for assistance. 

Never let a class leave early to go to the next class or for lunch, unless the teacher 

or the next door teacher says it is okay. 

59

Make your expectations very clear at the beginning of the day. 

Do not discuss the teacher’s class with other people, especially out of school. You 

are a professional and shouldn’t discuss individual students or problems. If you 

need to talk to someone about a problem, talk to the principal. (Keep your 

opinions about students or the teacher’s classroom to yourself). 

Follow the lesson plans the teacher has left. If there is extra time, incorporate your 

own ideas. 

Have some emergency lesson plans in case the teacher’s plans are either missing or 

inadequate. 

Even though a few students can upset your plans, try to find out the names of 

the students who have been good or helpful and let the teacher know about them 

also. 

Most students will acquiesce to your leadership, but there will be some that will 

question your plans or authority. It is better not to argue. Instead say, “I know this 

may not be the way Mr. Smith does it, but this is the plan for today.” 

Don’t feel threatened or uncomfortable when administrators visit your classroom. 

They can be a great help in maintaining discipline. 

If you are not sure how the teacher wants an assignment done, ask another teacher 

or develop your own plan. Be sure to leave a note for the permanent teacher 

explaining what you assigned. 

Have a couple extra pens or pencils with you for those who have “forgotten” 

and would rather go to their lockers and the halls than be in class. 

Do more than required. Your extra efforts will be noted and appreciated. 

Don’t make statements lightly - “Students remember!” 

60

Substitute “Grab Bag” Items 

The following is a list of items you might want to keep in a handy tote 

bag or box that you can grab on you way out the door when you get 

those last minute calls to substitute. 

Pens - two black, two blue, and two red 

Pencils (already sharpened) 

A set of Markers and/or Highlighters 

A roll of transparent tape 

Scissors 

Paper Clips 

A Stapler with staples 

Post-it notes 

A small sewing kit (or a needle with a spool of dark and light thread and safety pins) 

Coffee mug (tea, hot chocolate or instant soup packets) 

Filler activities to use in case the lesson plan ends early 

A favorite book, joke book, puppet or similar item to use if needed 

A whistle (in case you need to cover a P.E. class or playground duty) 

Name tags 

Treats (stickers, certificates, tickets, or other items that you can use for rewards for good 

behavior) 

61

APPENDIX “C” 

AESOP Quick Start User Guide 

AESOP Phone Guide 

Substitute Teacher Daily Report Form 

63

Aesop QuickStart Guide for 

Substitutes 

This guide will show you how to: 

• Log on to the AESOP System 

• Find and accept available jobs 

• View your schedule 

• Remove yourself from an 

accepted assignment * 

• Manage your call times 

• Manage your Availability 

• Manage your personal 

information 

• Select preferred schools 

• Understand AESOP 

Notifications 

June 2006 

1 

* Indicates functions which might not be 

used by your school. 

65

Substitute QuickStart User Guide 

Log on to Aesop 

In your Internet browser address bar enter: 

www.aesoponline.com and click Go button. 

Enter your ID and Pin numbers from your 

personalized Welcome Letter you received from the 

district. 

Personalized Welcome Letter 

Aesop Login Page 

Home Page 

Interactive Calendar 

Message Section 

Upcoming Assignments 

Action Menu 

Absence feedback* 

Personal Information 

Contact Information 

June 2006 

2 

66 


used by your school.


Messages 

Any messages from the district office will appear in the 

Messages section. 

Upcoming Assignments for the next 30 

days 

Aesop will show you absences you have already 

accepted for up to 30 days in the future. Aesop will 

also show you the name of the employee and school. 

A map icon indicates you can get directions to the 

school from MapQuest.com. 

Assignments requiring feedback* 

Click Enter feedback on this assignment link to write 

a review regarding the assignment. 

Contact Info 

If you have any questions regarding Aesop please 

contact this individual. 

Interactive Calendar 

Aesop will display two types of days: 

Non-Work Day – days you have indicated you are 

unwilling to work 

Working – days you are working 

Use the Calendar arrows to select different months 

June 2006 

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67


Search for Assignments 

You will see a list of all available jobs. If a job is a 

multiple day assignment Aesop will list the employee’s 

name once and then list all dates. The screen shot to 

the right shows two multiple day assignments followed 

by a single day assignment. 

1. Click the Details link to view more information 

regarding the assignment. 

2. If the employee wrote Notes concerning this 

absence you can review them at this point. Click 

Accept Assignment if you would like to accept the job 

or click Cancel and return to the Search for 

Assignments page. 

3. You will receive a Confirmation Number when 

you have successfully accepted an assignment. 

4. If the employee has attached notes to the absence 

you can access them by clicking the file name. 

In the File Download dialog box click Open or Save. 

June 2006 

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68 




(Home Page updated) 

Your Home page will automatically be updated with the 

new accepted assignment. The Interactive Calendar 

and the Upcoming Assignments for the next 30 

days section will reflect the new information. 

View My Schedule 

You can view your schedule three ways: Weekly Schedule, 3-month calendar view, or all absences scheduled 

for the current month. Click on a date in the 3-month calendar view and the weekly schedule will change to that 

week. Use the Change Date drop-down window to go back in the past or further into the future to review 

absences. 

*You can delete a scheduled assignment or Non-Work Day by clicking the trash can. 

appear, “Are you sure you want to delete this event?” click OK. 

A warning message will 

Weekly Schedule 

3-month calendar 

view 

Absences scheduled 

for the current month 

June 2006 

5 



69


Add Non-Work Day 

Indicate day(s) when you are unable to work. Adjust 

the Start Time and End Time if you are unavailable for 

a portion of the day. 

Use the Repeat Event feature if you have a recurring 

unavailability status. Make sure you click the Day of 

the Week so Aesop knows which day(s) you are 

unavailable. 

Tell AESOP When To Call 

You can tell Aesop not to call during certain hours of 

the day or do not call for the entire day. These 

restrictions will repeat week after week until you 

change/remove the restriction. 

I Perfer Not to be called by Aesop – you will never 

be called. 

Specify Call Times. Enter the Start and End Times 

then select the Day(s) of Week. This setting will 

repeat until changed. 

No Call Days. You will not receive any phone calls on the 

day(s) selected. 

Change PIN 

You can change your PIN number at any time. The 

PIN number is used both on the Web site and the 

phone system. 

June 2006 

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70 




View Personal Information 

Review the demographic information the district has on 

file for you. 

*You can change the information by clicking the Edit 

Info link. 

Preferred Schools* 

You can pick and choose the school(s) you are willing 

(or unwilling) to go to. It is a two step process. 

First, determine how you want Aesop to use this list. 

This is called the Header. You can tell Aesop that 

you’re creating a list of schools where you DO want to 

go, or a list of schools where you DON’T want to go. 

Substitute Preferred Schools Header 

Next, click Add Schools link. 

1. Click the Selected column by the 

school(s) you wish to add 

2. Check the days you wish this to apply (if 

necessary) 

3. Click Apply Changes to save 

4. Click View Current Schools 

School Selection 

June 2006 

7 



71


Choose your Header wisely 

Remember, Aesop will use the schools on this list whichever way you set up the Header from the first step 

above. For example, if there is one school on this list, then that school is either: 1.) the only school where you will 

go, or 2.) it’s the only one where you won’t go, depending on the Header selection. 

QuickStart User Guide 

Print out your Web Guide and the Phone Guide. 

Web Notification* 

If an assignment you are assigned to is deleted you will 

be notified when you log unto your Web site. You will 

need to click the Confirm Notifications button to 

confirm you have read the notice. 

Notification Confirmation* 

Aesop will give you the confirmation page indicating 

you have successfully confirmed the Web notification. 

Click the here link to go to your Home Page. 

Notification Confirmation 

June 2006 

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72 




E-mail Notification* 

If Aesop has your e-mail address on file you will 

receive an e-mail for the following reasons: 

• Assignment is canceled 

• You have been removed from an assignment 

• Start Time of assignment changes 

• End Time of assignment changes 

E-mail Notification 

June 2006 

9 



73

When you call Aesop 

To Review or Change your Personal 

Information, Press 

• To review or change your name recording, 

Press 

• To change your Pin number, Press 

• To change your phone number, Press 

Special Things to Note 

When Aesop calls you: 

• The phone number that appears on Caller 

ID is: 1-800-942-3767. 

• Typically, Aesop will not leave a message 

on your home answering machine. 

• Please say “hello” in order for Aesop to 

begin the phone call. 

• If you are sick and wish not to work, Press 

- To Prevent Further Calls Today. 

• If two or more substitutes have the same 

phone number it is to your advantage that 

you both voice-record your names. Aesop 

will then play the voice recording at the 

beginning of the phone call and you can 

enter the correct Pin number. 

1.800.942.3767 

Phone System 

Instructions for 

Substitutes 

1.800.942.3767 

Learn how to 

Search for jobs by phone 

Respond when the system 

offers you a job 

Personalize the phone 

system 

www.aesoponline.com 

Main Menu 

Hear a List of Available 

Assignments 

Review Upcoming 

Assignments 

Review a Specific 

Assignment 

Review or Change 

Personal Information 

Accept Assignment 

Hear Again 

Reject Assignment 

Listen to next job 

Replay skipped job 

Hear Again 

Cancel Assignment 


Cancel Assignment 


Change Name recording 

Change Pin number 

Change Phone number 

Aesop Phone Menu at a Glance 

75

When Aesop calls you 


When you answer the phone, say “Hello” and 

Aesop will present the following options: 

If you are interested in a job, Press 

Aesop will play you the School District 

Name and the School Name. 

Enter your Pin number followed by the 

pound key (‘#’) 

1. Dial 1.800.942.3767 

2. Enter your ID number followed by the 

pound key (‘#’) 

3. Enter your PIN number followed by 

the pound key (‘#’) 

Pressing the star key (‘*’) will always 

 

take you back one menu level 

anywhere in the phone system. 

Aesop will now read off all the details of the 

assignment. 

• To accept the assignment, Press 

• To hear the assignment again, Press 

• To reject but allow additional Calls today, 

Press 

• To reject this assignment and prevent 

additional calls today, Press 

 

When you have successfully 

accepted an assignment Aesop will 

play back the confirmation 

number. 

To prevent further calls today, Press 

If you are unavailable, Press 

To Hear a List of Available Assignments, 

Press 

Aesop will play you a list of up to five 

available jobs. 

• To accept the assignment, Press 

• To hear the assignment again, Press 

• To reject this assignment and not hear it 

again, Press 

• To listen to the next assignment, Press 

• To replay a bypassed assignment, 

Press 

• To return to the Main Menu, Press 

To prevent Aesop from ever calling, Press 

• If you select this option then Aesop will 

never call you again. 

 

When you have successfully 

accepted an assignment Aesop will 

play back the confirmation 

number. 

www.aesoponline.com 1.800.942.3767 


To Review or Cancel your Upcoming 

Assignments, Press 

• To review your assignments for the next 7 

days, Press 

• To return to the previous menu, Press * 

Aesop will now read off all the details of the 

assignment. 

• To hear this again, Press 

• To cancel this assignment , Press 



To Review or Cancel a Specific 

Assignment, Press 

Aesop will ask you to enter the confirmation 

number. 

• To cancel this assignment , Press 



 

Please note that some options 

may not be available to you. 

Available 24/7 

76

Report from Substitute Teacher 

Please leave this report with the principal or campus sub contact 

at the end of the day. 

Date of Assignment: 

Campus: 

Name of Substitute: 

Substitute For: 

Phone Number: 

Grade/Subject: 

Please answer the following questions: 

Did you find a: 

Class roster? Yes No 

Seating chart? Yes No 

Daily schedule? Yes No 

Did you follow the teacher’s lesson plans? Yes No 

If no, why? 

Did you find all the necessary supplies? Yes No 

If no, what were you not able to locate? 

Students who were discipline problems: 

Nature of the problem: 

Students who were especially helpful: 

How did they help you? 

Class attitude and preparation: 

Class name or period: Cooperative / Uncooperative Prepared / Unprepared 

1. 

2. 

3. 

4. 

5. 

6. 

7. 

Checklist: 

1. Leave the classroom neat and orderly 

2. Sign absentee sheet 

3. Turn in keys and materials 

4. Check with the office to see if you are needed to substitute the next day 

(Use the reverse side of this sheet for additional comments) 

77

General District Information - Texarkana Independent School District

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