Welcome New Teachers!
Workplace policies are established to set boundaries, guidelines, and best practices for acceptable behavior at your school/job. The purpose of policies is to help the district tie together the Strategic Plan, mission, vision, values, and culture into clearly written and easily accessible documents to guide employees during their employment in Sweetwater #1. A summary of policies covered during new teacher week are available by clicking here. The searchable Sweetwater #1 policy repository is available by clicking here.
The primary purpose of teacher evaluation is personal and professional growth that leads to improved performance. Evaluation is changing in the state of Wyoming. The legislators passed the changes in 2019 and the new statues went into effect July 2019. The state board of education will publish general criteria for the evaluation system. School districts have the flexibility in designing teacher evaluations focused on improving classroom instruction. Evaluation documents currently used by Sweetwater #1 are available by clicking here.
Safety Response Protocol (SRP)
This document outlines The Standard Response Protocol (SRP) and offers guidance on incorporating this protocol into a school safety plan, for critical incident response within individual schools in a school district. The intent of this document is to provide basic guidance with respect for local conditions and authorities. The only mandate presented is that districts, agencies and departments retain the “Terms of Art” and “Directives” defined by this protocol. SRP is not a replacement for any school safety plan or program. It is simply a classroom response enhancement for critical incidents, designed to provide consistent, clear, shared language and actions among all students, staff and first responders. As a standard, SRP is being adopted by emergency managers, law enforcement, school and district administrators and emergency medical services across the country. Hundreds of agencies have evaluated the SRP and recommended the SRP to thousands of schools across the US and Canada. The SRP guidebook is available by clicking here.
District Hiring Practices
- Interview team needs to consist of a minimum of three people.
- Interview process needs to consist of a teaching observation, interview, and reference checks. This goes for all candidates
- Example: Interview Process/Scenario
- 1:00 – 1:30: Prep for a lesson
- 1:30 – 2:00: Teaching observation
- 2:00 – 2:45: Interview
- Selecting Your Candidate:
- Call HR (Ellen) or email to verify certification
- A minimum of 3 references have to be completed beyond the computer reference check list.
- Call at least one reference off of the reference list
- An administrator from the team is to call the references, not secretaries or teachers
- Scan all references and email to HR when recommending someone for hire. No hires will be approved until references are submitted
- Make sure candidate has all paperwork into the district and PTSB.
- Make Sure You Let All Candidates Know: “Pending School Board Approval & Proper Wyoming Certifications”
- All applicants for a position must be opened and reviewed in Applitrack
- Once approved and if the candidate accepts, please submit the following by email to Ellen and Nicole:
- Name of successful candidate
- Name of position
- All members of interview team
- How many files were reviewed
- How many interviews were conducted.
- Internal Transfers: Must complete the internal application, if selected for an interview, must complete the formal interview process, which includes the teaching interview. Candidates can utilize professional leave for such interviews. The key for this process to be successful is communication between the current principal to the prospective principal. (All internal applicants must be reviewed first, said differently, you must open their application and review thoroughly in Applitrack as this will footprint the date and time you reviewed the application.)
- Courtesy to fellow administrators: What to do when two principals want to hire the same person? Communication is key between administrators- let the candidate decide (pending HR approval)
- Link to Applitrack, the District’s online application system:
District Human Resources
Staff Employment and Certification:
- Sweetwater School District Number One follows all Professional Teaching Standard’s Board requirements for teaching certifications. We submit a report yearly documenting and verifying all certified staff positions and certification. All teachers are required to have a minimum of a bachelor’s degree with appropriate certifications for the level and subject(s) that they teach.
- Sweetwater School District Number One prides itself on hiring the best candidate for any position open.
Employee Handbook and Compliance Trainings
- Sweetwater School District Number One is a policy driven District. All processes and procedures can be accessed in the following link:
- All new staff to the District have a training over the evaluation systems and policies by the Human Resource Director.
- Principals at the beginning of every year review their non-negotiables and expectations of the staff along with review of specific policies each year. See attachment 1a as one school’s example.
- All employees each year are required to log into our Public School Works and complete the following trainings. Each training has a video to watch followed by a quiz. If there is a policy to review, it is also incorporated into the training.
- De-escalation Techniques
- Suicide Prevention Training
- Bloodborne Pathogens for School Employees
- Discriminatory Harassment
- Epinephrine Auto-Injector Use: United States
- McKinney-Vento 101: Identifying and Meeting the Needs of Students Experiencing Homelessness or transitional Housing
- Sexual Harassment