Policy A – Foundations and Basic Commitments
Foundations and Basic Commitments Section A – 2
Section A contains policies on the district’s legal role in providing public education and the basic principles underlying school board governance.
Legal Name and Corporate Status
Intimidation and Harassment by Employees
Nondiscrimination on the Basis of Disability
Nondiscrimination on the Basis of Disability
School District Mission Statement
Use of Tobacco by School Visitors
Student and Staff Wellness
Accountability/Commitment to Accomplishment
Accountability/Commitment to Accomplishment (District accountability committee and Building accountability committees)
The school district shall be legally referred to as Manitou Springs School District 14, El Paso County, Colorado.
Manitou Springs School District 14 is hereby declared a body corporate with perpetual existence, and in its name may hold property for any purpose authorized by law, sue and be sued, and be a party to contracts for any purpose authorized by la
Constitution of Colorado, Article IX, Section 1,2,15
C.R.S. 22-32-101; 22-32-102
The Manitou Springs School District 14 Board of Education is committed to providing a safe learning and work environment where all members of the school community are treated with dignity and respect. No otherwise qualified student or employee shall be excluded from participation in, be denied the benefits of, or be subjected to discrimination under any program or activity on the basis of race, color, national origin, sexual preference, religion, gender, age or disability. Discrimination against employees based on ancestry, creed or sexual preference is prohibited in accordance with state law.
The District shall issue the following written notice that will appear in the staff, student and parent handbooks and in job postings and on employee application forms.
“MSSD14 educational programs, activities and employment opportunities are offered without regard to race, color, gender, religion, national origin, age, sexual preference, creed, ancestry or disability.”
The notice shall be disseminated to persons with limited English language skills in the person’s own language upon request. It shall also be made available to persons who are visually or hearing impaired in an appropriate format.
Harassment is prohibited
Harassment based on a person’s race, color, gender, religion, national origin, age, sexual preference, creed, ancestry or disability is a form of discrimination prohibited by state and federal law. Preventing and remedying such harassment in schools is essential to ensure a nondiscriminatory, safe environment in which students can learn and employees can work. All such harassment, by employees, students and third parties, is strictly prohibited.
All district employees and students share the responsibility to ensure that harassment does not occur at any school, on any property, at any or school-sanctioned activity or event, or off school property when such conduct has a nexus to the school, or any curricular or non-curricular activity or event.
For purposes of this policy, harassment is any unwelcome, hostile and offensive verbal, written or physical conduct based on or directed to a person’s race, color, gender, religion, national origin, age, sexual preference, creed, ancestry or disability that: (1) results in physical, emotional or mental harm, or damage to property; (2) is so severe, persistent, or pervasive that it creates an intimidating, hostile or threatening environment; or (3) substantially disrupts the orderly operation of the school. Board policy on sexual harassment (GBAA for employees and JBAA for students) will apply to complaints alleging sexual harassment.
Any student who believes he or she has been a victim of unlawful discrimination or harassment as defined in this policy shall immediately report it to an administrator, counselor, teacher or compliance officer (the Superintendent or his/her designee) and file a formal complaint as set forth in the regulation which accompanies this policy.
Any employee who believes he or she has been a victim of unlawful discrimination or harassment shall immediately file a complaint with the compliance officer. All students who witness such harassment shall immediately report it to an administrator or teacher. All employees who have such harassment reported to them shall promptly forward the report to the compliance officer.
All district employees who witness such harassment shall take prompt and effective action to stop it, as prescribed by the district. Under certain circumstances, harassment may constitute child abuse that must be reported to proper authorities.
Interim district action
When appropriate, the district shall take interim measures during the investigation of a harassment report to protect the alleged subject of the harassment from further harassment or retaliation.
In cases involving potential criminal conduct, the compliance officer shall determine whether appropriate law enforcement officials should be notified.
District action following investigation
The district shall take appropriate action to end the unlawful harassment, to prevent its recurrence, to prevent retaliation against the individual making the report and anyone participating in the investigation and to restore lost educational opportunities to the harassed student or employment opportunities to staff. In addition, any student or employee who engages in harassment of another student or employee shall be disciplined according to applicable policies. Steps shall also be taken to ensure that victims of, and witnesses to, harassment are protected from retaliation. Further, students or employees who knowingly file false harassment complaints or give false statements in an investigation shall be subject to discipline, up to and including suspension/expulsion for students and termination of employment for employees.
No student or employee shall be subject to adverse treatment in retaliation for any good faith report of harassment under this policy. To the extent possible, all reports of harassment will be kept confidential. Upon determining that incidents of harassment are occurring in particular district settings or activities, the superintendent shall implement measures designed to remedy the problem in those areas or activities.
Notice and training
To reduce harassment and ensure a respectful school environment, the administration is responsible for providing notice of this policy to all district schools and departments. The policy and compliance process shall be incorporated into student and employee handbooks.
Students and district employees shall receive periodic information and training related to recognizing and preventing unlawful harassment.
20 U.S.C. § 1681 (Title VII, Education Amendments of 1972)
20 U.S.C. § 1701-1758 (Equal Employment Opportunity Act of 1972)
29 U.S.C. §621 et seq. (Age Discrimination in Employment Act of 1967)
29 U.S.C. §701 et seq. (Section 504 of the Rehabilitation Act of 1973)
42 U.S.C. § 12101 et seq. (Title II of the Americans with Disabilities Act)
42 U.S.C. §2000d (Title VI of the Civil Rights Act of 1964, as amended in 1972)
42 U.S.C. §2000e (Title VII of the Civil Rights Act of 1964)
34 C.F.R. Part 100
C.R.S. 18-9-121 (bias-motivated crimes)
C.R.S. 24-34-301 et seq. (Colorado Civil Rights Division)
C.R.S. 24-34-401 et seq. (discriminatory or unfair employment Practices)
The district shall respond to complaints of discrimination and/or harassment reported; take action in response when discrimination and/or harassment is discovered; impose appropriate sanctions on offenders in a case-by-case manner; and protect the privacy of all those involved in discrimination and/or harassment complaints to the extent practical and appropriate under the circumstances. These actions shall apply to the extent permitted by law or where personal safety is not an issue. Under certain circumstances, the complaint may be referred to law enforcement for investigation.
The district has adopted the following procedures to promptly and fairly address concerns and complaints about discrimination and/or harassment. Complaints may be submitted informally or formally.
The term “compliance officer” means an employee designated to act as such by the Board of Education. That individual shall be identified by name, address and telephone number. See exhibits ACE-E-1 and JBA-E. If the designated individual is not qualified or is unable to act as such the superintendent shall designate an administrator who shall serve until a successor is appointed by the Board.
The term “aggrieved individual” shall mean a student, the parents or guardians of a student under the age of 18 acting on behalf of a student, a student over the age of 18, an employee of the district, or member of the public who is directly affected by an alleged violation of district policies prohibiting discrimination or harassment.
Compliance officer’s duties:
The compliance officer for Manitou Springs School District 14 will be Tim Miller, Assistant Superintendent. He can be reached at 405 El Monte Place, Manitou Springs, CO 80829 (719-685-2024).
The compliance officer shall be responsible for conducting a confidential investigation and coordinating all complaint procedures and processes, whether the violation is alleged under Title II (discrimination based on disability), Title VI (discrimination based on race, color or national origin), Title IX (discrimination based on sex or marital status), Section 504 (discrimination based on disability) or under district policies prohibiting discrimination or harassment. The compliance officer’s duties shall include providing notice to students, parents/guardians of students, employees and the general public concerning the compliance process available, dissemination upon request of information concerning the forms and procedures for the filing of complaints, investigation of all complaints and coordination of the hearing procedures.
An aggrieved individual who believes he or she has been subject to harassment or discrimination in violation of law and district policy is encouraged to report the incident as provided in board policy. All reports received by teachers, counselors, principals or other district employees shall be forwarded to the compliance officer.
Any aggrieved individual may file, with the compliance officer, a complaint charging the district, another student or any school employee with a violation of Title II, Title VI, Title IX or Section 504 or with a violation of district policies prohibiting discrimination or harassment. The complaint shall be in writing and shall describe with reasonable specificity the nature of the complaint.
Upon receiving a complaint, the compliance officer shall confer with the aggrieved individual as soon as is reasonably possible in order to obtain a clear understanding of the basis of the complaint and to discuss what action the aggrieved individual is seeking.
At the initial meeting, the compliance officer shall explain the avenues for informal and formal action and provide a description of the complaint process. The compliance officer shall also explain that whether or not the individual files a formal complaint or otherwise requests action, the district is required by law to take steps to correct the harassment and to prevent recurring harassment or retaliation against anyone who makes a harassment report or participates in an investigation. The compliance officer shall also explain that any request for confidentiality shall be honored so long as doing so does not preclude the district from responding effectively to the harassment and preventing future harassment.
Following the initial meeting with the aggrieved individual, the compliance officer shall attempt to meet with the alleged harasser and his or her parents/guardians, if the alleged harasser is a student, in order to obtain a response to the reported harassment. Such person(s) shall be informed only of those facts which, in the compliance officer’s judgment, are necessary to achieve a full and accurate disclosure of material facts or to obtain an informal resolution.
The compliance officer may consider the following types of information in determining whether unlawful harassment occurred:
a. statements by any witness to the alleged incident.
b. evidence about the relative credibility of the parties involved.
c. evidence relative to whether the alleged harasser has been found to have harassed others.
d. evidence of the aggrieved individual’s reaction or change in behavior following the alleged harassment.
e. evidence about whether the individual claiming harassment took action to protest the conduct.
f. evidence and witness statements or testimony presented by the parties involved.
g. other contemporaneous evidence.
h. any other evidence deemed relevant by the compliance officer.
In deciding whether conduct is sufficiently severe, persistent or pervasive to be a violation of law or policy, all relevant circumstances shall be considered by the compliance officer, including:
a. the degree to which the conduct affected one or more students’ education or one or more employee’s work environment.
b. the type, frequency and duration of the conduct.
c. the identity of and relationship between the alleged harasser and the aggrieved individual.
d. the number of individuals involved as alleged harassers and as subjects of the harassment.
e. the age of the alleged harasser and the aggrieved individual.
f. the size of the school, location of the incident and context in which it occurred.
g. other incidents at the school.
The compliance officer shall determine whether the matter should proceed formally or informally. At any time, the aggrieved individual may request an end to an informal process and begin the formal compliance process.
On the basis of the compliance officer’s investigation and if the aggrieved individual requests that the matter be resolved in an informal manner and the compliance officer agrees that the matter is suitable for such resolution, the compliance officer may attempt to resolve the matter informally.
The compliance officer shall prepare a written report containing findings and recommendations, as appropriate, to the superintendent. The compliance officer’s report shall be advisory and shall not bind the superintendent or the district to any particular course of action or remedial measure. However, the report may be used by the superintendent or other district administration officials as a basis for disciplinary or other appropriate action.
Formal complaint process
If the aggrieved individual requests a formal complaint process, the compliance officer shall transfer the record within five school days to the superintendent or designee for formal resolution and so notify the parties by certified mail.
After reviewing the record made by the compliance officer, the superintendent or designee may gather additional evidence necessary to decide the case and/or determine that a hearing is necessary. At such time the matter should be referred to an administrative hearing officer for further fact-finding. The hearing officer will be an administrative employee of the district designated by the superintendent.
The hearing shall be informal. The hearing officer shall provide the affected person a written statement of charges, evidence and reasons supporting the proposed adverse action. A student shall be entitled to be represented by his/her parent or by an attorney. An employee shall be entitled to be represented by an attorney or other representative of his/her choice. The complainant shall appear at the hearing and shall be entitled to present testimony and other evidence. Formal rules of evidence shall not apply. The compliance officer or designee may represent the district at the hearing and shall likewise be entitled to present testimony and other evidence. The hearing shall be closed to the public. The hearing officer shall make a recommendation to the superintendent based upon evidence presented at the administrative hearing.
Within 10 school days of receiving the record from the hearing, the superintendent or designee shall determine any sanctions or other action deemed appropriate, including recommendations to the Board for disciplinary or other action.
Whether or not a formal complaint is filed, the district shall take appropriate action to end the harassment, to make the victim whole by restoring lost educational or employment opportunities, to prevent harassment from recurring and to prevent retaliation against anyone that reports harassment or participates in a harassment investigation.
All parties, including the parents/guardians of all students involved, shall be notified by the superintendent of the final outcome of the investigation and all steps taken by the district. If disciplinary action is recommended for a student or employee, that action shall proceed in accordance with applicable district policy. Remedial and/or disciplinary actions shall include measures designed to stop the harassment, correct its negative impact on the affected individual, and ensure that the harassment does not recur.
Nothing contained herein shall be interpreted to confer upon any person the right to a hearing independent of a Board policy, administrative procedure, statute, rule, regulation or agreement expressly conferring such right. This process shall apply, unless the context otherwise requires and unless the requirements of another policy, procedure, statute, rule, regulation or agreement expressly contradicts with this process, in which event the terms of the contrary policy, procedure, law, rule, regulation or agreement shall govern.
Intimidation and harassment are recognized as forms of discrimination and thus violate the laws which prohibit discrimination.
A learning and working environment that is free from intimidation and harassment shall be maintained. It shall be a violation of policy for any employee of the school district to intimidate or harass another employee or student through conduct or communications.
Intimidation and harassment shall be defined as any conduct which has the purpose or effect of unreasonably interfering with an individual’s work or educational performance or creating an intimidating, hostile or offensive working or educational environment.
Intimidation and harassment as defined above may include but is not limited to:
1. Verbal or non-verbal behavior, including “kidding”, which is demeaning or abusive.
2. Pressure to act against school rules, established law, or policies of the Board of Education.
3. the general use of directed or non directed vulgarity or threatening language to create an intimidating and threatening environment.
4. The use of vulgarity by anyone when addressing, either orally or in writing, a student or staff member.
5. Any kind of physical contact that in any way causes another person to feel unsafe or afraid.
6. Stalking another person for the purpose of intimidating, harassing or causing fear.
7. Hazing in any form.
Students, parents and staff should report instances of perceived intimidation and harassment to the building principal or appropriate supervisor. If the alleged intimidator or harasser is the principal or supervisor with whom the complaint would routinely be filed, the student or employee should file the complaint with the Assistant Superintendent for Instruction or the Superintendent who shall conduct a full investigation of the allegations. Any decisions relative to the allegations and subsequent investigation may be appealed in accordance with the school district’s grievance policies.
All matters involving complaints of intimidation and harassment shall remain confidential to the extent possible.
Reporting allegations of intimidation and harassment shall not reflect upon the reporting individual’s status or affect future employment, work assignments or grades.
The Board is committed to a policy of nondiscrimination on the basis of disability under all applicable laws, including but not limited to Section 504 of the Rehabilitation Act of 1973 (“Section 504′) and the Americans with Disabilities Act (“ADA’). Section 504 and the ADA provide that no otherwise qualified individual with a disability shall, solely by reason of his or her disability, be excluded from participation in, be denied the benefits of, or be subjected to discrimination under any district program or activity. The district does not unlawfully discriminate on the basis of disability in access or admission to, or treatment or employment in, its programs or activities.
The Board of Education shall designate an individual as the responsible employee to coordinate district compliance with Section 504 and the ADA. The compliance officer for Manitou Springs School District 14 will be Ed Longfield, Superintendent. He can be reached at 405 El Monte Place, Manitou Springs, CO 80829 (719-685-2024).
The district’s Section 504 and ADA compliance officer (“compliance officer”) shall be responsible for continuing surveillance of district programs and activities with regard to compliance with Section 504 and the ADA and all pertinent regulations, including the development of all necessary procedures and regulations.
The compliance officer shall annually notify students, employees and members of the public regarding the district’s policy and grievance procedures and of his/her name or title, office, address and telephone number. Notification shall be by posting and/or other means sufficient to reasonably provide such notice.
The superintendent shall notify applicants for admission, students, parent/ guardians, sources of referral of applicants for admission, employees and applicants for employment, and members of the public that it does not discriminate on the basis of disability in the programs or activities which it operates and that it is required by Section 504 and the ADA not to discriminate in such a manner. The notification shall be made in the form and manner required by law or regulation.
LEGAL REFS.: 29 U.S.C. §701 et seq. (Section 504 of the Rehabilitation Act)
42 U.S.C. §12101 et seq. (Americans with Disabilities Act)
34 C.F.R. 104 et seq.
NOTE: Section 504 requires the district to name a compliance officer and establish a grievance process that provides for the prompt and equitable resolution of disability discrimination complaints. In addition, the Americans with Disabilities Act requires any public entity employing 50 or more persons to designate a compliance officer. This may be the same person. The individual(s) named as the district’s compliance officer should be specified in an accompanying exhibit codedACE-E-1.
All students, employees and members of the public shall have a ready means of resolving any claims of discrimination on the basis of disability in the district’s programs or activities. Persons may file a complaint of discrimination on the basis of disability in accordance with this procedure or may file a complaint in accordance with the district’s nondiscrimination/equal opportunity complaint process. See AC-R.
A complaint may also be filed with the United States Department of Education, Office for Civil Rights (“OCR”) at any time before or during the district’s complaint procedures. Contact information for the regional OCR office is: The Office for Civil Rights, U.S. Department of Education, 1244 Speer Boulevard, Suite 310, Denver, Colorado, 80204-3582.
If a student, employee or member of the public believes that there has been a violation of Section 504 or the ADA, he or she shall mail or deliver to the Section 504 and ADA Compliance Officer (“compliance officer”) a written statement setting out the alleged violations in specific terms, describing the incident or activity, the individuals involved, and the dates, times and locations. See ACE-E-2.
The compliance officer shall conduct an investigation as necessary to determine the facts involved and shall provide the individual filing the written statement with an opportunity to discuss the matter personally, if requested. The compliance officer shall report to the superintendent his or her findings and recommendations regarding resolution of the matter. Within 10 school days of receiving the findings and recommendation from the compliance officer, the superintendent or designee shall determine any sanctions or other action deemed appropriate, including recommendations to the Board for disciplinary or other action.
If the student, employee or member of the public is not satisfied with the handling of the matter by the superintendent, he or she may appear before the Board of Education and present the matter directly to the Board. Any action taken by the Board shall be final.
Manitou Springs School District 14 Vision: Responsible citizens contributing with knowledge and integrity to a dynamic world.
Mission: Manitou Springs District 14 is dedicated to:
• Providing a safe and caring learning environment
• Encouraging all students to reach their potential
• Preparing responsible citizen
As a result of the education program of the district, students will:
1. Develop proficiency in the use of the fundamental tools of learning,
2. Develop intellectual curiosity, good study habits, self-discipline, effective
communication skills, and critical thinking skills,
3. Develop social responsibility as a citizen within the community
4.Be prepared to seek further training or education and be employable
5. Recognize the value of physical fitness, practice good health habits and develop an interest in a variety of leisure-time physical activities,
6. Establish and maintain a personal value system compatible with society,
7. Respect and understand individual and cultural differences,
8. Develop an ability to adapt to change, a value for lifelong learning,
9. Develop appreciation of and expression in the creative arts.
To promote the general health, welfare and well-being of students and staff, smoking, chewing or any other use of any tobacco product by staff, students and members of the public is prohibited on all school property.
Possession of any tobacco product by students is also prohibited on school property.
For purposes of this policy, the following definitions apply:
1. “School property” means all property owned, leased, rented or otherwise used or contracted for by a school including but not limited to the following:
a. All indoor facilities and interior portions of any building or other structure used for children under the age of 18 for instruction, educational or library services, routine health care, daycare or early childhood development services, as well as for administration, support services, maintenance or storage. The term does not apply to buildings used primarily as residences, i.e., teacherages.
b. All school grounds over which the school exercises control including areas surrounding any building, playgrounds, athletic fields, recreation areas and parking areas.
c. All vehicles used by the district for transporting students, staff, visitors or other persons.
2. “Tobacco product” includes cigarettes, cigars, pipe tobacco, snuff, chewing tobacco and any other product that contains or is derived from tobacco and is intended to be ingested or inhaled by or applied to the skin of an individual. “Tobacco product” does not include any product that has been approved by the appropriate federal agency as a tobacco use cessation product.
3. “Use” means lighting, chewing, smoking, ingesting or application of any tobacco product.
Signs will be posted in prominent places on all school property to notify the public that smoking or other use of tobacco products is prohibited in accordance with state law and district policy. This policy will be published in all employee and student handbooks, posted on bulletin boards and announced in staff meetings.
Any member of the general public considered by the superintendent or designee to be in violation of this policy will be instructed to leave school district property. Employees found to be in violation of this policy will be subject to appropriate disciplinary action.
Disciplinary measures for students who violate this policy will include in-house detention, revocation of privileges and exclusion from extracurricular activities. Repeated violations may result in suspension from school. In accordance with state law, no student will be expelled solely for tobacco use.
LEGAL REFS.: 20 U.S.C. 7181 et seq. (Pro-Children Act of 2001 contained in No Child Left Behind Act of 2001
prohibits smoking in any indoor facility used to provide educational services to children)
C.R.S. 18-13-121 (furnishing tobacco products to minors)
C.R.S. 22-32-109 (1)(bb) (policy required prohibiting tobacco use on school grounds)
C.R.S. 22-32-109.1 (2)(a)(VII) (policy required as part of safe schools plan)
C.R.S. 25-14-103.5 (tobacco use prohibited on school property)
C.R.S. 25-14-301 (Teen Tobacco Use Prevention Act)
6 CCR 1010-6, Rule 5-306
CROSS REFS.: IHAMA, Teaching about Drugs, Alcohol and Tobacco
KFA, Public Conduct on School Property
It shall be the policy of the Board of Education to guard against accidents by taking reasonable precautions to protect the safety of all students, employees, visitors and others present on the district property or at school sponsored events.
The Assistant Superintendent for Business Services shall be the Safety Coordinator for the school district and shall form a District Safety Committee to oversee the District Safety Coordination to see that appropriate staff members are kept informed of current local, state, and federal requirements relating to fire prevention, civil transportation, school sports, occupational safety, etc.
The Board shall insist that its staff adhere to and recommend safety practices as these pertain to the school plant, special areas of instruction, student transportation, school sports, occupational safety, etc.
The practice of safety shall also be considered a facet of the instructional program of the district schools and safety instruction shall be provided in the appropriate grades and classes.
C.R.S. 22-32-109.1 (2)
Manitou Springs School District 14 promotes healthy schools by supporting student and staff wellness as part of the total learning environment. The District supports an educational environment that places a high value on healthy nutritional choices, appropriate physical activity, mental and emotional well being, and positive and productive social growth and development.
To that end, the District will establish a Wellness Advisory Council (WAC) which shall develop wellness goals and objectives and a plan for measuring their impact. These objectives shall be reviewed by the Board of Education and be consistent with Federal and State statues and reflect the District’s adopted health and physical education curricula, mission and vision statements. The goals and objectives will serve to inform and guide District decisions regarding food service, curriculum, and staffing.
1. Foods provided for breakfast, lunch, school or after-school snacks and classroom use will meet or exceed USDA nutritional standards set for school meals.
2. Nutritional education programs for students, staff, and parents will be developed and/or enhanced.
3. The District will establish a Wellness Advisory Council (WAC) to assist in implementing the district’s goals and community partnerships and to monitor implementation effectiveness.
4. The schools will increase student physical activity levels by providing daily opportunities for physical activity and by enhancing the physical education curriculum.
Each beverage offered for sale to students from any source, including the school cafeteria, vending machines, school stores and fund-raising activities conducted on school grounds during the school day, shall satisfy the minimum nutritional standards for beverages adopted by the State Board of Education. This applies to beverages sold on campus during the regular school day and time spent by students after the school’s regular hours of operation, except those school related events where parents and other adults are a significant part of an audience such as interscholastic sporting events, school plays or band concerts.
Guidelines for Healthy Classroom Snacks, Fundraisers and Concessions are on the District website at mssd14.or
Manitou Springs School District 14 takes seriously its role to model responsible environmental stewardship to our students and the community. The District supports an educational environment that places a high value on fostering and reinforcing positive environmental concepts and practices.
To that end, the district will support environmentally responsible initiatives when financially and logistically practical and prudent.
The Board accepts its ultimate responsibility for the academic accomplishments of district students. Consistent with this responsibility andas required by law, the Board shall adopt and maintain an accountability program to measure the adequacy and efficiency of the educational program.
In accordance with state law, the Board shall appoint or create a process for the election ofa district accountability committee and shall determine if members shall be appointed or elected to school accountability committees. See regulation AE-R. The district accountability committee and school accountability committees shall have those powers and duties prescribed by state law. The Board and the district accountability committee shall, at least annually, cooperatively determine the areas and issues, in addition to budget issues, that the district accountability committee shall study and the issues on which it may make recommendations to the Board.
All district accountability committee meetings and school accountability committee meetings shall be open to the public. Meeting notices for district accountability committee meetings shall be posted in the same place and manner as notices of Board meetings. Notices for school accountability committee meetings shall be posted in the school.
LEGAL REFS.: C.R.S. 22-2-117(waivers from State Board of Education)
C.R.S. 22-11-101 et seq. (Education Accountability Act of 2009)
C.R.S. 22-11-301 and 302 (district accountability committee)
C.R.S. 22-11-401 and 402 (school accountability committees)
C.R.S. 24-6-402 (open meeting law)
1 CCR 301-1, Rules 2202-R-1.00 et seq. (accreditation rules)
CROSS REFS.: AEA, Standards Based Education
AEE*, Waiver of State Law and Regulation
DBD, Determination of Budget Priorities
Policy Name: Accountability/Commitment to Accomplishment (District accountability committee and Building accountability committees)
Adoption: November 1995
Revised: October 2013
District Accountability Committee:
The district accountability committee (DAC) shall consist of at least:
- four parents of students enrolled in district schools
- one teacher employed by the district
- one school administrator employed by the district
- one person who is involved in business in the community within the district’s boundaries
- one student attending a school within the district
A person may not serve in more than one of the required membership roles on the DAC. A person who is employed by the district or related to a district employee shall not be eligible to serve as a parent on the DAC. “Related,” means the person’s spouse, son, daughter, sister, brother, mother or father. If, however, the district makes a good faith effort and is unable to identify a sufficient number of parents that meet these criteria, a person may serve as a parent on the DAC and also be employed by the district or related to a district employee.
The Board shall delegate authority to the superintendent of schools to appoint persons to the DAC. In making these appointments, he/she shall ensure, to the extent practicable, that:
- The parents appointed reflect the student populations significantly represented within the school district.
- There is at least one parent from each of the district’s schools
Members of the DAC will serve terms of one year. The DAC shall select a parent representative to serve as chair or co-chair, who shall serve a minimum term of 2 years. The DAC shall also establish a schedule of meetings and adopt general rules for its operation.
Responsibilities/powers/duties of the DAC shall be determined by state statute.
School Accountability Committees (SAC):
Each school accountability committee (SAC) shall consist of at least:
- three parents of students enrolled in the school
- one teacher who provides instruction at the school
- the principal or the principal’s designee
- one person from the community
- one adult member of an organization of parents, teachers and students recognized by the school
A person may not serve more than one of the required membership roles on the SAC. If, after making good-faith efforts, a principal or an organization of parents, teachers and students are unable to find a sufficient number of persons who are willing to serve on the SAC, the principal, with advice from the organization of parents, teachers and students may establish an alternate membership plan for the SAC. Such alternate plan shall reflect the required representation stated above as much as practicable.
The principal of each school shall appoint members of the SAC. The principal shall ensure, to the extent practicable, that the persons appointed reflect the student populations significantly represented within the school.
If the principal chooses to increase the number of persons on any SAC, the principal shall ensure that the number of parents appointed exceeds the number of representatives from the group with the next highest representation.
Members of the SAC shall serve terms of one year. Vacancies shall be filled by majority action of the remaining members of the SAC. The SAC shall select a parent representative to serve as chair or co-chair, who shall serve a term of a minimum of 2 years.
Responsibilities/powers/duties of the SAC shall be determined by state statute.
The Board of Education believes its primary responsibility is to provide leadership in the area of student achievement. To foster greater accountability and enhance improvement in student achievement, the Board shall enter into an accreditation contract with the State Board of Education regarding district accreditation and shall accredit the schools within the district.
The accreditation contract shall bind the Board to manage the district and its schools to meet certain standards, goals and requirements over the term of the contract, in accordance with the Education Accountability Act of 2009 and applicable State Board of Education rules. At a minimum, the accreditation contract shall address the following elements:
the district’s level of attainment on the four key performance indicators: student longitudinal academic growth, student achievement on statewide assessments, postsecondary and workforce readiness, and progress made on closing the achievement and growth gaps;
the district’s adoption and implementation of its performance, improvement, priority improvement or turnaround plan (whichever is required based on the district’s assigned accreditation category);
the district’s implementation of its system for accrediting its schools; and
the district’s substantial, good-faith compliance with the provisions of title 22, C.R.S. and other statutory and regulatory requirements applicable to school districts.
In conjunction with accreditation, the Board is committed to adopting content standards for student learning, achievement performance levels, systems for measuring student achievement and methods for improving student achievement.
While the state accredits the district, the Board accredits the schools within the district, including district charter schools. The Board’s accreditation of district schools shall emphasize attainment on the four key performance indicators: student longitudinal academic growth, student achievement on statewide assessments, postsecondary and workforce readiness, and progress made on closing the achievement and growth gaps. The Board may adopt additional accreditation indicators and measures for district schools that meet or exceed the state standards for district accreditation.
The Board directs the superintendent to develop a school accreditation process for the Board’s input and approval. Such process shall be developed in accordance with the Education Accountability Act of 2009 and shall assign an accreditation category to each district school on an annual basis. The accreditation process shall also require each district school to enter into an accreditation contract with the Board that is comparable to the accreditation contract between the Board and the State Board of Education. By October 15 of each year, the district shall provide the Colorado Department of Education with the accreditation category assigned to each district school.
In accordance with the process required by the Education Accountability Act of 2009 and applicable State Board of Education rules, the superintendent, principals and other district administrators shall develop a proposed school performance, improvement, priority improvement or turnaround plan for each district school. Pursuant to the Board’s constitutional and statutory authority to control instruction in its schools and determine the allocation of district resources, the Board shall review and approve all school plans, regardless of whether the plan is a performance, improvement, priority improvement or turnaround plan. Each school plan shall be submitted to the Colorado Department of Education in accordance with the timelines prescribed by applicable State Board of Education rules.
LEGAL REFS.: Colo. Const. Art. IX, Sect. 15 (board has control of instruction within the district)
C.R.S. 22-7-407 (adoption of content standards)
C.R.S. 22-11-101 et seq. (Education Accountability Act of 2009)
C.R.S. 22-11-307 (board accreditation of district schools)
C.R.S. 22-30-105 (school district organization planning process)
C.R.S. 22-30.5-104(2)(b) (district charter schools subject to accreditation by local board)
C.R.S. 22-32-109(1)(t) (board duty to determine educational program and prescribe textbooks)
C.R.S. 22-32-109(1)(mm) (Board duty to adopt policy for accreditation of district schools)
1 CCR 301-1, Rules 2202-R-1.00 (State Board of Education rules for the Administration of the Accreditation of School Districts)
CROSS REFS.: AE, Accountability/Commitment to Accomplishment
AE-R, Accountability/Commitment to Accomplishment-Regulation
AEA, Standards Based Education
IK, Academic Achievement
ILBB, State Program Assessments