Board reviews personnel-policy updates including substitute evaluation and late-resignation language
Summary
Board members reviewed proposed policy edits on substitute evaluations, certificated salary schedule alignment with the negotiated agreement, and stricter language for late resignations after April 15. Board discussed balancing legal risk with staff morale for classified employees and agreed to continue the discussion with legal counsel.
The North Platte Public Schools board discussed a slate of personnel-policy revisions, including clarifications for substitute-teacher evaluations, changes to the certificated salary-schedule policy to match the district’s negotiated agreement, and new language addressing resignation requests submitted after April 15.
Board members said the proposed substitute-teacher language would clarify that substitutes are not certificated employees under state law and therefore not subject to the statutory evaluation process for certificated staff, but that long-term substitutes would receive written evaluations filed in personnel records. "Substitute teachers are not certificated employees under Nebraska law and are not subject to the statutory evaluation procedure for certificated staff. However, long-term substitute shall be evaluated under this policy," the draft language states.
Board discussion also focused on a new third paragraph proposed for the resignation policy. The draft cautions certificated employees that requests to be released from contract after April 15 are not guaranteed and that the superintendent will review the impact of late resignations before forwarding recommendations to the board. The board noted many peer districts use an April 15 deadline; some districts enforce it strictly.
Separately, board members and administrators said they had rewritten the certificated salary-schedule policy to match the negotiated agreement’s deadlines for transcript submissions and movement on the salary schedule.
Board members raised concerns about the policies that govern classified staff, who are generally employed at will. Several members said they want classified employees to feel secure and supported and suggested the district provide clearer progressive-discipline procedures in a classified-staff handbook or procedure, while recognizing legal counsel’s advice that adding too-specific policy language could create legal exposure. "If we can find a way to balance at-will, but also give...a sense of their security," one board member said, urging a process that shows the district will typically use progressive discipline.
The board asked staff to consult with legal counsel about recommended wording that avoids unintended legal consequences. Board members agreed to schedule a targeted discussion and to bring proposed language back for further review; the superintendent and staff will draft alternative wording and consult counsel before the board considers formal policy adoption.
Ending: The board asked staff to revise policy drafts, coordinate with legal counsel, and return recommended language to the board at a future meeting; no final policy votes occurred at this meeting.
