POLICY ON LOYALTY I. Graceville Christian School expects loyalty from all her staff. Staff members are not allowed to accept other jobs and responsibilities to the school. They are encouraged to foster good working relationships with each other and with management and at the same time carry out their jobs diligently to help grow the school. As such, no staff is allowed to trade in any kind of commodity on the school premises. Any staff who takes on responsibilities that interfere with their working hours and productivity will be queried by management. II. Loyalty also means that staff should respect each other and expect to be shown respect in the workplace. It is the nature of a workplace to have a hierarchy or chain of command. Instructions from senior staff members should be acted upon by all staff with unity. If any concerns arise from the instructions given, these concerns are to be directed to management. POLICY ON CANVASSING. Staff should not unduly advertise themselves to gain undue advantages over other colleagues. They are discouraged from approaching the school management to seek personal benefits. The standard of remuneration based on the school’s salary structure is the standard staff benefits that will be reviewed and this is done collectively for every staff when able. However, excellence in staff members would be acknowledged in the forms of a step up in remuneration. POLICY ON TEAMWORK Staff members in the school are considered as fellow workers committed to a common goal. There is therefore, no room for a “One man show” or “a lone ranger” approach in Graceville Christian School. Everyone is expected to work with a team spirit, affirming and supporting each other. A staff member’s posture should not be the type that sets out to compete with a fellow staff but rather to listen to one another and offer assistance to each other. Staff are discouraged from forming cliques, snobbish and individualistic stance. Insistence on one’s idea makes it difficult to achieve the set goal of the institution. Therefore, teamwork is our Remo in Graceville Christian School. Here, we are charged to personally strive to ensure that issues, attitudes and actions that lead to conflicts are avoided as a matter of duty. POLICY ON INTERPERSONAL RELATIONSHIP I. Each staff is to recognize individual uniqueness and differences and so give respect and honor to whom it is due. Although there is something in every person that desires to be accepted and appreciated, it should not be satisfied at the expense of the truth. II. Graceville staff must desire the growth and progress of the institution as well as cordial workplace relationships. Staff must not be silent on things that are wrong or improper but instead bring them to the attention of other staff members and management so that issues are quickly resolved. III. To interact or deal with others, it is all about making it more pleasant for others to be around you. Thus, each one is required to develop in him or her skills, good habits and attitudes such as courtesy, acceptance manners, friendly and cheerful disposition, attractive appearance, good listening skill and sensitivity to others. IV. Staff should not abuse his or her position of responsibility for financial or personal gain. V. Staff should respect the responsibilities and authority of other colleagues. POLICY ON BULLYING Below are information for parents and students/pupils relating to bullying; WHAT IS BULLYING It’s a behavior by an individual or group, repeated over time deliberately with an intention to harm or hurt someone who does not have the power to stop it either emotionally or physically. HOW GRACEVILLE CHRISTAIN SCHOOL DISCOURAGE BULLYING Graceville Christian school operates a “zero tolerance” for every form of bullying, harassment or any form of discrimination. It is seen as immoral and unlawful because it interferes with the right of others to feel safe and valued as a member of the school community. Graceville school frowns at bullying in form of: 1. Face-to-face fighting, pushing, taunting, insulting, embarrassing, intimidating, invading personal space of students and other staff members. 2. Verbal mockery, teasing and psychological harassment of students. 3. Sexual harassment such as unwanted sexual touching, inappropriate joking, exposure, sexual advances towards students and other staff members. 4. Causes of hurt by spreading of harmful rumors against fellow staff members. WHAT IS EXPECTED OF STAFF MEMBERS IF ANY STAFF, PUPIL OR STUDENT IS BEING BULLIED Staff members are strongly encouraged to inform a high-ranking member of staff if they are being bullied or if they know/think other staff or students have reported being bullied. Staff should be aware that parents will be invited to share with the school any report of bullying they hear from their ward. All allegations are taken seriously, investigated and discussed with the victim, the alleged bully and all witnesses and appropriate strategy is put in place for dealing with the matte. In cases of staff/students bullying, parents will be consulted in the event of repeated or substantial allegation being made. SANCTIONS 1. Cases of bullying are designed to be handled sensitively by the management staff at the school. 2. Careful calibration of the school’s response is done so as to ensure that the incident is dealt with seriously without overreaction. 3. The aim of the school pastoral action is to bring the bullying to a halt; help the bully understand the inappropriate nature of their action and to provide a different effect 1 John 3:18 4. Where students/pupils are involved, disciplinary measures will be applied fairly, consistently and reasonably taking into account any special educational needs or disabilities from the students and the needs of vulnerable students. 5. Sanction may include query, suspension and in most serious of cases sanction of termination of appointment. Bullying can have extremely serious implication for the well-being of the students and staff and can lead to physical or psychological damage for both the victim and the bully. The school therefore, makes every effort to support the perpetrators of bullying by helping them to recognize the error of their ways and offer counseling. 1peter 3:8 As part of the regular mandatory training, staff members are reminded of the anti-bullying policy, the procedures and the sanctions. ANTI-BULLYING POLICY Policies aimed at stopping or preventing bullying. Every effort is made in Graceville school is made to provide prompt, sensitive and effective support for victim and bully. Support from external services will be sorted where appropriate. The motivation behind the bullying behavior will be considered. Frequent monitoring will also be done after incidence to prevent repetition. A record of incidents of bullying is kept by the management and school counselor who are the designated safeguarding lead of the school. These are regularly reviewed to enable patterns over time to be identified. POLICY ON GRIEVANCE PROCEDURE/CONFLICT MANAGEMENT Getting along is a conscious effort – it is a deliberate action and a matter of choice. Each staff therefore owes the pupil/student the responsibility of making the school a more positive, productive, supportive and stress-free place for learning. Staff also owe each other a duty of support, care and concern to help promote a healthy working environment for all. 1 thessalonians 5:12-22 I. Staff members should cultivate the habit of resolving differences internally .where this could not be resolved amicably, instead of making a scene, the issue should immediately be referred to senior staff, the school head staff, and finally the board depending on the seriousness of the issue before seeking redress from the court of law. II. All grievances should be settled through the officially laid down channel based on the official model for conflict resolution as found in Matthew 18:15-17. First, inform a higher-ranking member of staff of the case before calling the staff in question. Secondly, approach the member of staff with whom you have a grievance privately, you will find that most dispute are easily settled when two people have open and respectful communication. If he/she takes correction, then its done. Thirdly, if the staff is defensive and will not take correction, you may need to involve one or two other higher ranking member of staff who is uninvolved in the dispute to help foster communication. If this fails, take the dispute to either the school manager, the proprietor or the board depending on the officer involved. iii. Staff members are discouraged from discussing grievances against fellow staff with non-staff members. This may create an unhealthy work environment. iv. Negative observations about the school should be discussed and corrected internally for the growth of the school. It is against school policy to speak against a staff member with parents or any non-staff without first trying to resolve issues using the guidance given in (ii) above. v. Staff should not be found fighting or exchanging abusive words with each other. This is not tolerable in the growth-minded and progressive workplace that the Graceville administration wants to cultivate. Anyone found to be guilty of this offense will either be suspended or have his/her appointment terminated without benefit. vi. Staff must avoid making negative remarks about the school. Appropriate avenues for complaints and suggestions have already been made. If staff members have complaints or suggestions for management, they are encouraged to put this in writing to the sectional heads who will try to act on the suggestions if possible. Anonymous letters with helpful suggestions would also be accepted. It is the school’s goal that staff members are proud of this school and the work that they do. The administration also hopes that staff would instead market and promote the school externally. Complaining about the school externally does not fix problems, but instead gives a bad reputation to the institution that we are trying to grow and sustain. POLICY ON COMMUNICATION Effective communication will keep the entire school operation successful and the relationship of staff cordial. Remember, “Good intentions can be misunderstood if not presented properly”. Effective communication involves using the right word at the right time and directed to the appropriate channel. Therefore; I. Every staff member MUST choose his/her words well. II. Apart from verbal discussion and warnings, reports, letters, and memoranda of operation keep staff informed about every situation. This is important between junior/junior management staff and senior management staff. III. All official letters/memos to the proprietor shall be routed through the school Administrator. IV. English language shall be the means of communication among staff, between staff and pupils/ student, and between staff and Parents. Except for parents who finds it difficult to communicate in English. Staff should strive to improve on the standard of their spoken and written English as role models to the pupils/students. V. Staff secretary is expected to constantly write the minutes of every staff meeting and submit them for verification within 24 hours of each meeting. POLICY ON MODE OF DRESSING I. Staff members are expected to be suitably attired and groomed during working hours or when representing the school. II. Teachers are expected to dress decently and corporately from Monday to Thursday according to the designated color of outfit decided by the school by-laws III. Staff members are advised to always use their identification card during working hours. IV. Staff members are not expected to put on bathroom slippers while in their offices, classrooms, or around school premises. POLICY EXTENT OF SERVICE WORKING CONDITIONS: For all the staff that are on permanent employment with Graceville are entitled to all benefits and entitlements due to full-time staff. This includes child school fees subsidy, payment of fees at staff convenience within a term and discounts on certain school items. 1. Every staff except for the security guards is expected to resume work not later than 7:30am and to close not earlier than 3:30pm daily (Monday through Friday). Lateness after three consecutive times shall be queried. 2. Every staff member must sign the IN and OUT sections of the staff attendance register. 3. Permission must be taken if the staff ahs to leave the school premises during work hours, the movement book must be signed before going and on return to school. 4. Absenteeism is not accepted. Permission for a genuine reason to be absent must be forwarded to the appropriate head in writing not later than a week before the time and approval in writing must be received to that effect. For teachers, a clear lesson plan to cover the subject to be taught during the period of absence must be submitted to the school head. And such permission must not exceed two days. In exceptional circumstances, permission will be granted on a case-by-case basis. 5. Attendance at staff fellowship every morning at 7:40 am is strongly encouraged because it is a forum where all staff meets to pray and fellowship in unity before assembly. 6. Attendance at staff meetings is compulsory for all staff. 7. Teachers on duty are to ensure the assembly ground, the gate, and pupils are supervised according to the current duty roster at break times. It is the staff members, responsibility to check when they are on duty. 8. Lesson plans are to be prepared for each subject and submitted to the designate authority every Friday at 1:00pm in preparation for the following week’s teaching and learning activities. 9. Class records must be properly kept and updated weekly and at the beginning of every session. They must be submitted when requested by the management. 10. Staff are encouraged to keep updated on the payments of fees of all students within their class. POLICY ON OTHER ISSUES OF IMPORTANCE POLICY ON CONDUCT: No staff of Graceville shall involve in the consumption, sale, or distribution of alcohol or narcotic drugs, cultism, sexual, homosexual relationship, verbal or physical assault, human trafficking, sexual relationship with students and staff members either single or married. Any staff found engaging in such conducts shall be made to appear before the senior management staff for appropriate disciplinary measures. POLICY ON EXAMINATION MALPRACTICE: Staff members are not allowed to aid students in examinations as this act attracts outright termination of appointment. POLICY ON REVISION: Staff members are not allowed to use examination questions for revision because it is a form of examination malpractice. POLICY ON CHILD SAFETY AND SECURITY I. Staff members are not allowed to send pupils/student on errands during lesson hours or outside the school premises at any time. II. Every child’s safety from accidents, robbery, kidnapping and all forms of abuse are every staff’s responsibility. III. No child is allowed outside the gate once the gate is closed until the parents come to sign out the child at closing hour except for the pupils that go home by themselves. POLICY ON CRISIS AND DISASTER MANAGEMENT: Each staff member must be conversant with disaster management and crisis drills and must be ready to carry out such act regularly with his/her students. POLICY ON CLASS MANAGEMENT ETHICS: Teachers are to put their phone on silent in the class to avoid distractions of learners. Teachers are not to use their phones to make or receive calls during teaching time. They may do so at break time or after closing hours. POLICY ON CHANGE OF NAME: Changes of name shall be formally communicated to the management with proof. POLICY ON STAFF AWAITING RESULTS ON EMPLOYMENT: Staff members awaiting certain certificates or result when employed are required to get the results and submit certificates within the one-year probation period or such staff stands the risk of losing his or her job with the school. POLICY ON LONG VACATION SCHEDULE: Every staff comes to work as drawn on the timetable from 9am to 2pm daily. However, a week before the beginning of a new session, every staff resumes officially roe inventory, planning, testing, student placement, and staff training. POLICY ON STAFF APPOINTMENT 1. All new staff appointments will be on probation for one year after which the appointment shall be confirmed subject to satisfactory performance on duty. 2. Every staff of the school shall have a formal letter of employment indicating job description, grade level, and step. 3. Staff is required to submit a medical report from a recognized hospital, showing his/her physical and mental fitness at least a month after assumption of duty. 4. No staff shall be confirmed without completing and submitting appropriate reference forms. 5. An appraisal of staff shall be done by the school heads to be approved by the school manager at the end of the Academic session. 6. Any staff that has been dismissed or had their appointment terminated due to misconduct shall not be reabsorbed by this institution. 7. Any staff whose service is dispensed with as a result of restructuring or who has resigned for further studies and reapplies for employment could be considered for re-absorption if they had an impressive track record and provided there is a vacancy. POLICY ON CONDITIONS OF SERVICE 1. Remuneration and benefits of staff shall be commensurate with their qualification, job description, experiences and other professional qualification. Graceville staff shall be paid per the school’s salary structure in operation. 2. NOTE: Promotion depends largely on hard work, integrity, performance assessment, grade level, and length of service. The terms of reference for employment are subject to review. 3. Salary increment: Staff at all cadres shall move a step higher as determined by the senior management and as the inflow can accommodate for sustainability. POLICY ON LEAVE 1. Confirmed staff of Graceville Schools will be entitled to an annual leave of six weeks to spread within the three vacation periods. The school has the right to call any staff back to school if exigency of work so demands with due notice given. Six weeks annual leave will still be realized. 2. Sick leave- Sick leave will be allowed for staff depending on the gravity of the illness. A medical certificate from the hospital shall back up each sick leave exceeding one (1) day. 3. Maternity leave- Female staff shall be entitled to maternity leave of not more than 6-8 weeks on full pay based on circumstance. She shall enroll the nursing child in the creche section of the school for effective performance of her duty. On resumption from leave, the baby shall be on a free service for six months provided there is a self-employed nanny to care for the baby. POLICY ON RESIGNATION OR TERMINATION OF APPOINTMENT 1. Resignation of appointment: A staff member of Graceville school is at liberty to terminate his/her appointment by giving the school one month notice in writing or tendering one month’s salary in place of notice. But all resignation of employment must be at the end of a term or an academic session. NOTE: This does not apply to senior management officers of the school. He/she is to give three months’ notice in writing for adequate planning of his/her replacement by the school owner. No tending of salary. 2. Termination of appointment: The school can terminate a staff’s appointment having giving a month’s notice in writing of her intention to do so, or having tendered a month’s salary in place of notice. 3. Because school staff work with children who are considered a vulnerable population, the private conduct of staff if deemed to pose a danger to the wellbeing of student/pupils or form a poor example of conduct for students/pupils, this shall form grounds for immediate termination. 4. Should staff be charged with a criminal offense or by reason of gross misconduct render it impracticable for the school to continue to employ you, then the period of notice necessary to terminate your appointment shall be at the discretion of the school management. 5. All employee must return all school property in their possession such as school records, textbooks, charts, ID card and staff handbook on policy and condition of service. The staff member shall settle any debt owed to the school before their final entitlement is paid if qualified for it. POLICY ON VANDALIZATION Any staff under whose supervision a school property is damaged or broken and did not report immediately will be responsible for its repair. POLICY ON STUDENT DISCIPLINE 1. Classroom management is the art of controlling, guiding and creating a good atmosphere for teaching and learning to strive. Student/pupils discipline on the other hand is meant for correction, re-direction and impartation in effective positive changes in the behavior or attitude of the students/pupils for future challenges. Hebrews 12:1-11 2. The purpose of discipline is to impact, guide and give motivate, monitor and model the colds path for spiritual, mental and physical growth. 1Thessalonians 2:7-12. POLICY ON STAFF PROGRESSIVE DISCIPLINE This policy and procedures are deigned to provide a structured corrective action process to improve and prevent a recurrence of undesirable employee behaviors and performance issues. Outlined below are the steps of Graceville schools’ progressive discipline policy and procedures. The school reserves the right to combine or skip steps depending on the fats of each situation and the nature of the offense. Some of these factors that will be considered are whether the coaching, counseling or training: the employee’s wok record and the impact the conduct and performance issues have on the school. PROCEDURES Step 1: Counseling and verbal warning ? The supervising officer discuss the nature of the problem or the violation of school policy and procedures and clearly describes expectations and steps the staff must take to improve his/her performance or resolve the problem. ? A written document of the verbal counselling will be prepared by the supervisor and the staff will be asked to sign the document to demonstrate his/her understanding of the issues and the corrective action. Step 2: Written warning ? A written warning involves more formal documentation of the performance, conduct and consequences. The supervising officer meets with the staff to review any additional issue and outline the consequences of the staff continued failure to meet expectations. ? The written warning may also include statement indicating that the staff may be subject to additional discipline or termination, if immediate and sustainable corrective actions is not taken. Step 3: Suspension and final written warning Some conducts are so problematic and harmful that the most effective action might be the temporary removal of the staff from the place of work. When immediate action is necessary to ensure the safety of the staff or others, the supervising officer may suspend the staff pending the result of an investigation. Suspensions that are recommended are subject to the approval from the Senior Management staff. Depending on the seriousness of the infraction, the staff may be suspended without pay but pay may be restored to the staff if the investigation of the incident absolves the staff of wrongdoing. Step 4: Recommendation for Termination of employment. The last and most serious step in the progressive discipline process is a recommendation to terminate employment. Management’s recommendation to terminate employment must be approved by the school manager with final approval from the Proprietor. Copies of these documents will be placed in the staff’s official personal file. SUMMARY OF CASES OF MISCONDUCT, GROSS MISCONDUCT AND THEIR CONSEQUENCES. ? MISCONDUCT Cases of misconduct include; 1. Sleeping on duty. 2. Lateness to work or leaving before the official closing hours without prior permission. 3. Absence from duty for a day without proper permission in writing or through calls in cases of emergency. 4. Use of abusive languages or calling of pupils/students names. 5. Trading while at work in the school. 6. Receiving calls in the classroom during teaching time. 7. Misuse of school equipments and damage of school property students or pupils due to negligence or attitude od indifference. 8. Bullying or abuse of student’s or pupil’s dignity in public or private is a complete disregard for rules and regulation. 9. Use of school vehicle for personal errands without written permission and approval. CONSEQUENCES OF MISCONDUCT Offences listed out above shall be dealt with as stated in the procedure above. A meeting with the management may be called to discuss the attitude to work and whether the school should continue to employ you. ? GROSS MISCONDUCT 1. Disobedience of direct order from the Proprietor. 2. Insubordination, outright disregard for authority. 3. Consumption, sale, or distribution of alcohol or narcotic drugs, cultism, and sexual misconduct with staff or students/pupils. 4. Any form of aiding and abetting examination malpractice. 5. Stealing, fraud and bribery. 6. Gross dereliction of duty. 7. Any sexual contact with students. This includes inappropriate touch, conversations of a sexual nature that are not part of the curricular activities, inappropriate private meetings with students and, sexual activity. 8. Use of physical violence. 9. Forgery and falsification of records. 10. Divulging official secrets of the school. 11. Sexual, mental and character abuse of students/pupils. 12. Obstruction to/or perversion of justice by staff. 13. Any act of sabotage in any form. For example; running down the school’s image before parents or prospective parents. 14. Having two queries on the same offense in your personnel file. CONSEQUENCESOF GROSS MISCONDUCT Offenses listed out above shall attract summary dismissal. The Senior Management staff with the Proprietor shall meet to discuss gross misconduct. POLICY ON RETIREMENT/RETIREMENT PLAN Any staff that is 65 years of age or has served the school for 30 years, will be retired and such staff will be entitled to a monthly allowance as stated below according to the cadre; ? Senior Management staff: #20,000 ? Intermediate staff: #15,000 ? Non-Teaching staff: #10,000 POLICY ON WAGE AND SALARY Salary policy are practical documents to aid in the administration of employees’ salaries. They set the frame work in which remuneration of employees is determine, base salary brackets, salary increases and other related salary issues. The salaries typically determined by referring to the position being filled by the staff, job related experience, knowledge and skill, current pay, the salaries of other employees performing similar job functions. The provision in Graceville salary guidelines and policies are to ensure that the same decision and priorities are consistently applied when adjusting salaries of staff members approving salary actions. Salary equity among staff is considered seriously, since perceived inequity impact on staff moral and motivation and can trigger contention of discrimination and other grievances. Graceville Christian school possesses a clear organizational structure, job description and staff performance measurement policy on which the salary policy is based. For the purpose and link to integrity, in other to compare the pay for staff of Graceville in similar, will carefully analyze job related characteristics to each staff such as 1. Job content (are staff doing similar work) 2. Years of experience 3. Qualifications and education 4. Job related knowledge 5. Skills required 6. Technical expertise 7. Performance 8. Value of job in the labour market POLICY ON STAFF REMUNERATION This is designed to attract and retain high quality talent that gives the school a unique advantage and enables it to achieve its objectives. This policy is a key and integral component of the brother human resource strategy of our school, while focusing on remuneration and related aspects of performance it aligned with and reinforce the staff value for position of superior quality of work life that includes an enabling work environment, an empowering and engaging work culture and opportunities to learn and grow. The compensation approach endeavors to align each staff with the schools superordinate goal and enables a contingence between individual aspirations and the schools mission and vision. SCHOOL POLICY ON STAFF SALARY STRUCTURE 1. To ensure that the remuneration practices support and encourages meritocracy. 2. To ensure that the remuneration is market led and takes into account the competitive context of schools. 3. To leverage remuneration as an effective instrument to enhance performance and potential and therefore, to link a significant component of remuneration to both staff and collective performance. 4. To adopt a comprehensive approach to remuneration in order to support a superior policy of personal and work life combining both cash and non-cash component benefit in a manner so as to judiciously balance short term with long term priorities. 5. To design remuneration practices such as there reinforce Graceville school value and culture and to implement them in a manner that complies with all relevant regulatory requirement. POLICY ON TEACHER ENTITLEMENT We are clear that all teachers are entitled to support to enable them to develop outstanding practice. This support includes: a. Clear guidance on every aspect of outstanding teaching and learning at Graceville Christian school. b. Planning resources such as detailed Schemes of Learning which provide clear guidance for each lesson including methods of assessment and how to measure student progress. c. Accurate and live data to plan outstanding lessons. d. Training and coaching through a minimum of six 30-minute observations per year with prompt feedback and clear steps for further development. e. Teachers will have access to interactive tools and academic literature to improve their understanding of pedagogy and practice. f. Appraisal linked to teaching and learning. POLICY ON THE STAFF ROLES AND RESPONSIBILITIES ? The Senior Executive Staff Team will; 1. Monitor and evaluate the delivery and impact of the policy. 2. Provide appropriate support, training and resources for departments and individuals. 3. Modify and update the policy in the light of ongoing developments and changing needs of the school. ? The School Manager through the Subject Leaders ( Principal, Dean of Studies and Nursery and Primary Sectional Heads) will: 1. Coordinate the long, medium- and short-term planning of schemes of learning taking into consideration the aims and objectives of the policy. 2. Monitor and evaluate consistent delivery of the policy for all members of their team. 3. Provide appropriate support to the staff on their team through training and coaching. POLICY ON STAFF JOB DESCRPITION/DUTIES. ? THE SCHOOL MANAGER Is a senior member of Non-teaching staff by recommendation is expected to report directly to the School Governing Board/Director/Proprietor and is responsible for managing the entire school activities; 1. General overseer. 2. Coordination/supervision and general Inspection. 3. Organizing training for teachers and planning orientation for students/pupils and other staff. 4. Improving academic, moral and Spiritual standard of learners. 5. Writes, Establishes and Implements policies and procedures 6. Carry the school’s vision, mission statements and the core values. 7. Set educational goals and standards. 8. Manage and coordinating the educational and administrative affairs of the school. 9. Supervise staff, including the Heads of units, support staff, Finance officers, Resource personnel, counsellors, librarians, hostel parents and school nurse to bring in the best in the students, staff and the school. 10. Monitoring and evaluating the school work/ program; inspection, judgements and school responses. 11. Manage day to day activities in school 12. Create new instructional ideas 13. Ensure school security as well as health and safety policies are followed. 14. Ensure curriculum design is not just in line with government education policies but also try to be ahead of government curriculum. 15. Ensuring provision of a coherent, flexible, broad based and balanced curriculum that is in line with the aims of education. 16. Promoting education for all learners of Graceville Christian School and leading the school to strive for excellence and continuous improvement. 17. Building relevant network with outside bodies and securing community resources to enhance teaching effectiveness. 18. Setting the direction for long term development of the schools and giving teachers sufficient flexibility and authority to implement specific duties. 19. Ensuring that every staff brings out the best in every student /pupil in all ramification 20. Abide by the school rules and regulations of Graceville Christian schools. 21. Organizing teacher/parent forum, a meeting point to deliberate on issues that will move the schools forward aside PTF congress. OTHER RESPONSIBILITIES OF THE MANAGER STAFF APPOINTMENT, PROMOTION AND SUCESSION PLANNING. ? Setting criteria and procedures for staff selection ? Observing the minimum entry requirements for thee relevant staff as stipulated in the Graceville Christian School code of conduct. ? ensuring letters of appointment and entering into agreement on the terms of contract with the staff concerned. ? Defining clearly the functional duties of promotion, post and informing the staff accordingly . ? Ensuring an open fair and transparent selection system. ? Reviewing regularly the assessment criteria of Graceville Christian School and selection procedures. ? Preparing succession plans of teaching staff to meet the needs arising in school development and the implementation of education initiatives. DISCPLINARY ACTION AND TERMINATION ? Formulating a set of open, fair and formal procedures for handling termination of employment. PERFORMANCE MANAGEMENT ? Establishing an appropriate staff appraisal system. ? Evaluating the strengths and weakness of the staff and formulating staff professional development policies. ? Reviewing regularly; the content and format of the appraisal mechanism to ensure the assessment truly reflects staff performance. ? Promoting a self-learning culture foe self-improvement and pursuit of excellence. COMMUNICATION CHANNELS ? Established effective communication channels, strengthening the sense of belonging among staff and building up a collaborative school culture. ? Developing a set of rationale, fair and impartial policies and procedures to handle complaints from staff as well as from people outside school. ? THE FINANCE OFFICER/SCHOOL BURSAR He/she by recommendation is expected to report directly to the School Manager and to perform the following duties: 1. Assisting in the preparation of budget. 2. Keeping and managing records accurately and receipts. 3. Reconciling daily, monthly and yearly transactions. 4. Preparing balance sheets. 5. Developing in-depth knowledge of organizational products and process. 6. Processing invoices. 7. Carry the school’s vision, mission statements and the core values. 8. Abide by the school rules and regulations of Graceville Christian School. THE CCTV OPERATOR He/she by recommendation is expected to report directly to the school manager to perform the following duties: 1. Operating and maintaining surveillance equipment. 2. Watching both live and recorded video surveillance footage. 3. Reporting incidents or suspicious behaviours of pupils, students, staff or visitors. 4. Contacting the authority when necessary. 5. Making note of any unusual occurrences and interactions with pupils and students/parents. THE SCHOOL CHAPLAIN He/she by recommendation is expected to report directly to the school manager to perform the following duties: 1. To be in charge of every Christian programs in the school such as Thanksgiving services, Fasting and Prayer, Graceville Assembly (prayer day), Graceville shines the light on Carol Day and Easter period. 2. Responsible for the spiritual counselling of the students. 3. Responsible for drawing programs that will build the spiritual life of both the students and staff of the schools. Such as student Sunday service, variety Sunday and weekly Bible study. 4. Lead parents teacher fellowship and delegate responsibilities to other teachers that will join in prayer on such a day. 5. Give report every term on events of the Chapel to the school manager and details of finance (offering collected and expenses). THE SCHOOL NURSE He/she by recommendation is expected to report directly to the school manager to perform the following duties: 1. Performs a critical role within the school health program by addressing major health problems experienced by learners. 2. Provide basic healthcare to students/ pupils in case of injuries and reports acute illness immediately for parent’s attention 3. Develops health plans for students/ pupils with disabilities 4. Educate students/ pupil and staff on healthy habits such as proper nutrition and hygiene 5. Detects staff health problems in early stages through regular check ups 6. Carry the school’s vision, mission statements and the core values 7. Abide by the school rules and regulations of Graceville Christian school. THE PRINCIPAL He/ she by recommendation is expected to report directly to the school manager and perform the following duties as you work hard to raise high both the Academic and Administrative standard of the school: 1. As a principal teacher, he/she focuses on instruction along with and by the teachers. 2. Carry the school’s vision, mission statements and the core values 3. Provide leadership, direction and coordination within the school 4. Provides strategic direction in the school system 5. To oversee day to day school operations’ 6. Manage school logistics 7. Develops standardize curricula, assessing teaching methods and monitors student achievement. 8. Set learning goals for students and teachers based on National curricula 9. Monitors and reports on teacher’s performance 10. Presents data from school performance to the school manager 11. Researches new resources and techniques to improving teaching in the school 12. Encourage parent involvement 13. Oversees the school facilities and reports issues of concern to the school manager 14. Abide by the school rules and regulations of Graceville Christian schools. THE VICE PRINCIPAL ACADEMICS He/she by recommendation is expected to report directly to the principal and perform the following duties: 1. Supervising and overseeing all academic affairs 2. Serves in a leadership capacity, responsible for coordinating all the academic schedules of duties of the Head of departments 3. Assists the principal in planning and supervising teaching methods to ensure targets academic achievements are met 4. Abide by the school rules and regulations of Graceville schools 5. Carry the school’s vision, mission statements and the core values. THE VICE PRINCIPAL ADMINISTRATION He/she as a key member of the management staff by recommendation is expected to report directly to the principal and to perform the following duties: 1. Overseeing all non-curriculum areas 2. Overseeing the facility management and operations 3. Responsible for supporting holistic education outcomes and learning experience of students through effective school administration and efficient management of resources 4. Overseeing inventory and student related administration and operations to ensure compliance with relevant policies/ guidelines and procedures and alignment with school’s strategic plan. 5. Overseeing the facility management and operations and incorporating best and conducive learning environment. 6. Abide by the school rules and regulations of Graceville schools 7. Carry the school’s vision, mission statements and the core values. THE SECTIONAL HEADS AT THE NURSERY AND PRIMARY He/she have been appointed to serve as the head of the specified section at the academy in the capacity of the head teacher are expected to report directly to the school manager and perform the following schedule of duties as they work hard to raise high both the academic and administrative standard of the school: 1. To motivate and to manage staff by delegating responsibilities 2. Set expectations and targets for staff 3. Evaluates staff performance against set targets 4. Handles authorized emergency and safety procedures 5. Enforces the implementation of all school policies effects and take action where necessary 6. Develops responsive approaches to teaching and learning 7. Supervises and evaluates school policy effects and take action where necessary 8. Plans, supports and assesses individual teamwork 9. Ensures a good teacher-management relationship is maintained 10. Ensures a reasonable staff-school work balance 11. Sustains staff performance management effective system to monitor and supervise class and subject teachers of creche to kindergarten 2 ass they attend to their classes daily. 12. To ensure consistent checking of the class teachers under your supervision to enforce proper class control/management, ZERO TOLERANCE for noise making, shaming, name calling and bullying of other pupils. 13. Ensure proper coordination of the the pupils during break and closing time to no rowdiness, hurtful play, running around the school compound or up and down the stairs. 14. To monitor and supervise staff on duty to ensure they are on their duty post at all times and address immediately any observed inconsistencies daily. 15. To educate the teachers under your supervision to ensure proper handling of school properties in each class level and absolute cleanliness of all classes and entire school environment at all times. 16. To report any inconsistencies observed in these various aspects to the school manager for quick action either privately or for correction during general staff meetings. 17. Ensure proper mapping and breakdown of curriculum at the beginning of the academic session 18. Ensure prompt submission of statutory records, duty reports, examination questions as well as result summary sheets as at when due. 19. To coordinate committees during speech prize, graduation, clubs days, inter house sports, Christmas fun fare, mission outreaches and any other special event 20. A member of the examination committee, to design and plan normal lessons and exam time table together with the school manager. Note: They will also be required to carry out any other responsibilities that may be assigned to them by the school manager from time to time. They mut be resourceful, dynamic, effective and efficient because they will be held accountable for any failure observed in all of these areas they are responsible for. THE DEAN OF STUDIES He/she by recommendation is expected to report directly to the vice principals Academics and to perform the following duties: 1. To monitor and supervise class teachers and subject teachers mark class attendance register as they attend to their classes daily. 2. To report any inconsistencies observed in the teaching of the various subject teachers to the assistant head teacher for quick action either privately or for correction during general staff meetings. 3. To design and plan normal lessons and exam time table together with the acting assistant head teacher and HOSs. 4. To get forms or inform parents of graduating pupils to get forms from reputable schools for common entrance examination. 5. As a member of the examination committee, to monitor the entire examination processes readiness of examination, conduction and invigilation in the company of the assistant head teacher and the HOD of both the upper and lower primary. 6. To be resourceful and dynamic, bringing about rapid growth to the school. 7. You will also be required to carry out any other responsibilities that may be assigned to you be the administrator, head teacher or the assistant from time to time. Must be resourceful, dynamic, effective and efficient because you will be held accountable for any failure observed in all these areas you are responsible for. 8. Abide by the school rules and regulations of Graceville Christian school. 9. Carry the school’s vision, mission statement and the core values. THE HEAD OF DEPARTMENT He/she by recommendation are expected to report directly to the vice principal academics or assistant head teacher and perform the following schedule of duties: 1. To monitor and supervise class and subject teachers as they attend to their classes daily 2. To monitor and ensure proper handling of school properties and absolute cleanliness of all classes, corridors, toilets and entire school environment at all times. 3. To report any inconsistencies observed in these various aspects to the vice principal academics or the assistant head teacher for quick action either privately or for correction during general staff meetings. 4. To coordinate committees during speech prize, graduation, club day, inter house sports, Christmas fun fare, mission outreaches etc. 5. As a member of the examination committee, to design and plan normal lessons and exam time table together with the acting assistant head teacher and dean of studies. 6. To keep records of the school inventory books such as staff movement book, staff attendance register etc. 7. Will also be required to carry out any other responsibilities that may be assigned to you be the administrator, head teacher or the assistant from time to time. Must be resourceful, dynamic, effective and efficient because you will be held accountable for any failure observed in all these areas you are responsible for. 8. Abide by the school rules and regulations of Graceville schools. 9. Carry the school’s vision, mission statements and the core values. THE DISCIPLINARY MASTER He by recommendation are expected to report directly to the vice principal administration or assistant head teacher and perform the following schedule of duties: 1. To monitor and supervise cleaners and staff on duty to ensure they are on their duty post at all times and address immediately any observed inconsistencies daily. 2. To be alert and monitor pupils during lunch and short break to ensure they are not outside the class or littering on the field. No pupil is expected to play outside during breaks except at sport time. 3. To monitor and ensure a SERENE AND QUIETNESS ENVIRONMENT, NO NOISE OR ROWDINESS is allowed throughout school hours. 4. To ensure pupils safety during sporting activities, proper handling of school properties and absolute cleanliness of all classes, corridors, toilets and entire school environment at all times. No littering of the school environment is allowed. 5. To report any inconsistencies observed in these various aspects to the vice principal administration or the assistant head teacher for quick action either privately or for correction during general staff meetings. 6. To orderliness and organization during all school programs such as break observed each day, speech prize, graduation, club-day, inter house sports, Christmas fun fare, mission outreaches etc. 7. You will also be required to carry out any other responsibilities that may be assigned to you be the administrator, head teacher or the assistant from time to time. 8. Must be resourceful and dynamic, effective and efficient because you will be held accountable for failure observed in all these areas of your responsibility. 9. Abide by the school rules and regulations of Graceville Christian schools 10. Carry the school’s vision, mission statements and the core values. THE SCHOOL LIBERARIAN He by recommendation are expected to report directly to the principal or head teacher and perform the following schedule of duties: 1. Carry the school’s vision, mission statements and the core values. 2. Abide by the school rules and regulations of Graceville school. 3. Organizing and managing collections of journals, books, magazines, newspapers, electronic documents and other data resources. 4. Organizing storytelling and library time. 5. Serves as staff resource and helps students/ pupils develop attitudes, habits and skills that will enable them become lifelong readers and learners. 6. Prepares and administers the library budget. THE SECURITY OFFICER NOTE: He is also the school’s genitor in custody of all the keys to all rooms except personal offices and stores. A security officer must be hard working , observation skill and alert, honest, physically fit, have good communication skill, ability to serve guest’s needs and a good leader. When on day duty: 1. He comes to work earlier than other staff and opens all the classrooms. 2. Closes after all the staff and responsible for locking all the classes. 3. Responsible for protecting ALL the school property and asset 4. Controls access to the buildings and protecting the students, other employees and guests. 5. Monitoring and conducts surveillance 6. Patrolling areas and performing security checks 7. Inspect buildings and equipment 8. Enforces laws, rules and organization’s policies 9. Restrain trespassers 10. Gives activities and incident reports. GUEST SERVICES 1. Receives visitors 2. Greets visitors 3. Checks in visitors 4. Directs visitors EVENTS SECURITY 1. Assists in areas of traffic control 2. Ensures crowd control WAREHOUSE SECURITY 1. Focuses on securing warehouse and store facilities 2. Prevents looses 3. Prevents damages by reporting irregularities 4. Monitors the warehouse THE HOUSE MASTERS/ HOSTEL MATRON PRIMARY DUTIES 1. Leads and runs the boarding house as second parent of the students 2. Residence tutoring, teaching students to be responsible and disciplined in character 3. Deals with any problem the boarders may have PASTORAL OVERSIGHT 1. Maintains high standards of personal conduct in the boarding house in accordance with school policies 2. Foster homely, purposeful and safe atmosphere within the hostel 3. Induct new boarders and liaise closely with their parents before, during and after arrival at the school 4. Be proactive in seeking to forge excellent personal relationship with borders, their parents and guardians 5. Carry out day time and evening duties ACADEMIC DUTIES 1. Maintain an active interest in the academic progress of boarders in the house 2. Draw up duty roaster throughout the term and ensures that duties are divided up equally among students 3. Supervises all students activities 4. Takes responsibilities for ensuring students get up to pray, prepare for classes and be in classes before assembly daily 5. Observes and supervise homework hours OTHER RESPONSIBILITY 1. Observe and supervise bedtime 2. Ensure students don’t roam around the school compound without compound wear 3. Alcohol and drugs intakes are not allowed 4. Must be extra vigilant to prevent lesbianism, homosexuality and other immoral acts within the hostel 5. Avoid hate speech or discrimination THE SCHOOL SANITATION OFFICERS/ CLEANERSS He by recommendation are expected to report directly to the principal or head teacher and perform the following schedule of duties; 1. Carry the school’s vision, mission statement and the core values 2. Abide by the school rules and regulations of Graceville Christian school 3. Ensures the application of procedures and measures designed to protect the health of everyone within the school community. 4. Provision of clean water and disposal of waste and sewage 5. The disposal of sewage and waste 6. Maintains the school WASH facilities THE CLASS TEACHERS He by recommendation are expected to report directly to the heads of departments, vice principal academics or assistant head teacher as the case may be and perform the following schedule of duties: 1. The PURPOSE of teachers in Graceville school is CHRISTIAN EDUCATION! 2. He/she teaches the kingdom education that is Christ -centered in content, learner-centered in techniques and integrated with the Word of God for the purpose of shaping of the lives of learners for life. 3. Carry the school’s vision, mission statements and the core values 4. Abide by the school rules and regulation of Graceville Christian school 5. Make his/her class room a transformation center 6. Nurture his students/pupils as valued image-bearers of God. 7. Help learners acquire knowledge, skills and attitudes needed to function as respectful and self-directed citizens who contributes to a sustainable economy. 8. Use his/her own specific gifts and God-given resources as teachers to develop in the learner sense of responsibility and creativity. 9. Make Graceville an encouraging learning community that stimulates the learners to be and become followers of Jesus Christ 10. Invest in being competent in his/her discipline 11. Have a biblical reason for being teachers having a personal philosophy of education 12. Utilize creative ways to engage the learners 13. Have a heart that is full of love and service to God. THE CLASS ASSISTANT He/she by recommendation are expected to report directly to the class teacher and perform the following schedule of duties: 1. Works with the teacher to give CHRISTIAN EDUCATION 2. Carry the school’s vision, mission statement and the core values 3. Abide by the school rules and regulations of Graceville Christian school. 4. Getting the classroom ready for lesson 5. Listening to the pupil read, reading to them or telling them stories 6. Helping pupils who need extra support to complete tasks 7. Helping teachers to plan learning activities 8. Supporting the teacher in managing class behavior 9. Supervising group activities 10. Looking after pupil who are upset 11. Clearing away materials and learning equipment after lessons 12. Helping with outings and sport events 13. Taking part in trainings 14. Carrying out cleaning tasks. THE PUPILS/STUDENTS He/she by recommendation are expected to report directly to the class or form teacher and perform these responsibilities 1. Carry the school’s vision, mission statement and the core values 2. Abide by the school rules and regulations of Graceville Christian school 3. Paying proper and continuous attention towards his/her final goals 4. Provide proper respect and reverence to his/her teachers 5. Attending classes on time and regularly 6. Being prepared for classes with all necessary supplies. 7. Taking good care of school property. 8. Completing all homework assignments. 9. Organizing their time well. 10. Respecting themselves and others. 11. Reading on a regular basis. 12. Do their best to achieve the planned outcome. 13. Have a good health, for a sound mind lives in a sound body and as such take part in games and sport. POLICY ON SEXUAL HARASSMENT AND DISCRIMINATION By this policy, we define sexual harassment in the school and make our stance clear to parents/guardians and the general staff that Graceville Christian School is a safe place to be as regards the procedures for filing compliant, investigating sexual harassment claims, appropriate disciplinary measures in the case of violations, confidentiality of the compliant as well as the protection of the complainants before and after the investigation. INTRODUCTION Peer, employee to student/pupil and employee to employee sexual harassment are significant social problems with consequences for both students/pupils, the employee and the school. Graceville Christian School recognizes the seriousness of this conducts and therefore published guidelines to curb the conducts and steps to ensure compliance of pupils, students and employees. DEFINING SEXUAL HARASSMENT Sexual harassment is unwelcome conduct of sexual nature that is persistent or offensive and interferes with either a student/pupils learning or employee’s job performance or creates an intimidating, hostile or offensive learning or work environment. Sexual harassment is defined by the federal Equal Employment Opportunity Commission as unwelcome sexual advances, requests for sexual favours and other verbal or physical conduct of a sexual nature when for example; a. Submission to such conduct is made either explicitly or implicitly a term or condition of an individual’s learning, grading or employment. b. Submission to or rejection of such conduct by an individuals is used as the basis for grading, employment decisions affecting such individual. Or c. Such conduct has the purpose or effect of unreasonably interfering with an individual’s learning or work performance or creating an intimidating, hostile or offensive learning or working environment. Sexual harassment can be physical and psychological in nature. An aggregation of the incidents considered on its own would not be harassing. POLICY ON RESPONSE TO SEXUAL HARASSMENT ANND DISCRIMINATION ? If a pupil/student or an employee feels that he or she is being subjected to sexual harassment, he or she may immediately inform the harasser that the conduct and needs to stop. ? If the inappropriate conduct does not cease, or if the student/pupil or employee is unable to or uncomfortable with addressing the alleged harasser directly, he or she should report the incident to the class/form teacher or the school Manager or the next ranking officer depending on who the harasser is. ? It is helpful but not required to provide a written or recorded voice note of the event which captures the day, date, time and nature of the incident(s) and the name of any witnesses. ? It is important to report all concerns of sexual harassment or inappropriate sexual conduct to the school Manager as soon as possible. ? Management must be made aware of the situations so that it can conduct an immediate and impartial investigation and take appropriate action to remediate or prevent the prohibited conduct from continuing. POLICY ON COMPLAIMT RESOLUTION PROCEDURE • Complaints should be submitted as soon as possible after an incident has occurred, preferably in writing. • The class or form teacher of the pupil or student or HOD of the staff may assist the complainant in completing a written statement or, in the event an employee refuses to provide information in writing, the class or form teacher of the pupil or student or HOD of the staff will dictate the verbal complaint. • For a thorough investigation of sexual harassment complaint, the complaint should provide the following information as is possible. • The name, department and position of the person or allegedly committing harassment. • A description of the incident(s), location(s) and the presence of any witnesses. • The effect of the incident(s) on the complainant’s ability to learn or perform his or her job, or on other terms of conditions of his or her schooling/employment. • The names of other individuals who might have been subject to the same or similar harassment. • What, if any, steps the complainant has taken to try to stop the harassment. • Any other information the complainant believes to be relevant to the harassment complaint. POLICY ON MANAGEMENT RESPONSE TO SEXUAL HARASSMENT AND DISCRIMINATION. Management and supervisors/class and form teacher must deal expeditiously and fairly when they have any knowledge of sexual harassment within the school or department, whether or not there has been a written or formal complaint. They must; • Take all complaints or concerns of alleged or possible harassment seriously no matter how minor or who is involved. • Report all incidents to the Disciplinary panel and School Proprietor immediately s that a prompt investigation can occur. • Take any appropriate action to prevent the retaliation or prohibited conduct from recurring during and after any investigations or complaints. • Parents and guardian of student/pupil must be made aware of the incident and the steps the school management had taken, showing evidence of the written support summarizing the result of the investigation and making recommendations to the parents regarding their ward. NOTE: Manager or supervising officer/teacher who knowingly allow or tolerate sexual harassment or retaliation, including the failure to immediately report such gross misconduct to the school Manager are in violation of this policy and subject to discipline. POLICY ON DISCIPLINE OF SEXUAL HARASSMENT AND DISCRIMINATION Employees, students and pupils who violate this policy are subject to appropriate discipline. If any investigation results in a finding this policy had been violated, the mandatory minimum discipline is a written reprimand. The discipline for very serious or repeat violations is termination of employment of the employee and expulsion of the student or pupil. Persons who violate this policy may also be subject to civil damages or criminal penalties. ? PROHIBITRD SEXUAL HARASSMENT CONDUCTS AND CONSEQUENCES Though sexual harassment encompasses a wide range of conduct, some examples of specifically prohibited conduct in Graceville Christian School include the following; CONDUCTS CONSEQUENCES 1. Physical assault of students by employee such as rape, sexual battery, molestation or attempt to commit these assaults. These constitute 5 strike offences immediately which is grounds for outright dismissal upon conferring with disciplinary panel 2. Physical assaults of a younger or vulnerable students/pupil by an older student/pupil such as rape, sexual battery, molestation or attempt to commit these assaults. These constitute 5 strike offences immediately which is grounds for out of school expulsion upon conferring with disciplinary panel. 3. Physical assaults of junior staff by a senior employee such as rape, sexual battery, molestation or attempt to commit these assaults. These constitute 5 strike offences immediately which is grounds for outright dismissal upon conferring with disciplinary panel. 4. Physical conducts that is sexual in nature by an employee such as touching, pinching, patting, grabbing, brushing or poking away a student/pupil. These constitute 3 strike offences which is grounds for outright a month suspension without pay upon conferring with disciplinary panel. An apology letter is expected to be written and filed on resumption. 5. Physical conducts that is sexual in nature by an older student/pupil such as touching, pinching, patting, grabbing, brushing or poking against a younger or vulnerable student or pupil. These constitute 3 strike offences which is ground for outright 2 weeks suspension with additional punishment upon conferring with disciplinary panel. An apology letter is expected to be written and filed on resumption. 6. Unwanted sexual advances, proposition or other sexual comments by employee such as sexually oriented gestures, noises, remarks, jokes or comments about a student/pupil’s sexuality or private body parts. These constitute 3 strike offences which is grounds for outright a month suspension without pay upon conferring with disciplinary panel. An apology letter is expected to be written and filed on resumption. 7. Unwanted sexual advances, propositions or other sexual comments by student/pupil such as sexually oriented gestures, noises, remarks, jokes or comments about another student/pupil’s sexuality or private body parts. These constitute 3 strike offences which is grounds for outright 2 weeks suspension with additional punishment upon conferring with disciplinary panel. An apology letter is expected to be written and filed on resumption. 8. Unwanted sexual advances, propositions or other sexual comments by senior staff such as sexually oriented gestures, noises, remarks, jokes or comment about another staff’s sexuality or private body parts These constitute 3 strike offences which is grounds for outright a month suspension without pay upon conferring with disciplinary pane. An apology letter is expected to be written and filed on resumption. 9. Preferential treatment or promises of preferential treatment by an employee towards a student/pupil for submitting to sexual conduct, including soliciting or attempting to solicit any student/pupil to engage in sexual activity for compensation or reward. These constitute 5 strike offences immediately which is grounds for outright dismissal upon conferring with disciplinary panel. 10. Preferential treatment or promises of preferential treatment by a senior employee towards a staff at a lower cadre for submitting to sexual conduct, including soliciting or attempting to solicit any student/ pupil to engage in sexual activity for compensation or reward. These constitute 5 strike offences immediately which is grounds for outright dismissal upon conferring with disciplinary panel. PROHIBITED DISCRIMINATION CONDUCTS AND CONSEQUENCES 1. Subjecting or threat of subjecting a student/pupil to unwelcome sexual attention or conduct or intentionally making performance of the student/pupil’s learning more difficult because of that student/pupil’s sex. These constitute 5 strike offences immediately which is grounds for out of school expulsion upon conferring with disciplinary panel. 2. Subjecting or threat of subjecting an employee to unwelcome sexual attention or conduct or intentionally making performance of the junior employee’s job more difficult because of that employee’s sex. These constitute 5 strike offences immediately which is grounds for out of school expulsion upon conferring with disciplinary panel. 3. Sexual or discriminatory displays or publications on phone, class, journal or anywhere These constitute 5 strike offences immediately which is grounds for outright dismissal upon conferring with disciplinary panel. 4. Sexual or discriminatory displays or publications on phone, class, journal or anywhere These constitute 5 strike offences immediately which is grounds for out of school expulsion upon conferring with disciplinary panel. 5. Retaliation of a staff on a student/pupil for sexual harassment complaint due to age, race, sex, tribe or any form of vulnerability. These constitute 5 strike offences immediately which is grounds for out of school expulsion upon conferring with disciplinary panel. 6. Retaliation of a student/pupil on another student /pupil for sexual harassment complaint due to age, race, sex, tribe or any form of vulnerability. These constitute 5 strike offences immediately which is grounds for out of school expulsion upon conferring with disciplinary panel. POLICY ON CONFIDENTIALITY UPON SEXUAL HAARASSMENTS OR DISCRIMINATION. All complaints and investigations are treated confidentially in Graceville Christian School to the extent possible and information is disclosed strictly on a need-to-know basis. The identity of the complainant is usually revealed to the parties involved during the investigation and the panel takes adequate steps to ensure that the complainant is protected from retaliation during and after the investigation. All information pertaining to sexual harassment complaint or investigation is maintained in secure files within the school manager’s office. POLICY ON STAFF TRAINING DEVELPOMENT Graceville Christian School seeks the growth of its staff particularly in skill acquisition however, any staff that is sponsored for any training; workshop or seminar on professional capacity building must ensure to be; i. Open to life-long learning, teachable and ready to teach others on the dame skill. ii. Be willing to serve the school with the skill gained to the highest capacity. iii. Immediately handover all the original soft and hard copy materials to the management to be kept in the resource centre, it is the school’s property for other staff re-training. However, participants can have a photocopy if they so desire. iv. Participants must also submit reports on goal of skill application on the school. v. Certificates of attendance are to be submitted as well for the school to photocopy and file as evidence of its contribution to staff development. However, original certificate bearing the school’s name must be filed by the school. POLICY ON STAFF IN-SERVICE TRAINING Education is a life-long venture and Graceville Christian School is willing to give opportunity to staff that wishes to further their education. However, only part-time or weekend studying will be approved for existing staff. Such a staff must ensure that the management is formally and properly notified in writing with an attached admission letter from the institution otherwise, the staff will not be considered for time-out for exam or any activity relating to the program and the certificate obtained will not be recognized. Staff that desires to enroll in full-time program will have to resign. POLICY ON STAFF PERFORMANCE APPRAISAL OR REVIEW This is a comprehensive performance management process in which the achievement of set objectives is verified, the demonstration of good behavior and values are appreciated. This process empowers employees to have greater input to their personal career progression as well as enables the management better identify, recognize and reward individuals as a motivational tool. SCOPE OF PERFORMANCE APPRAISAL This sis applicable to both the permanent and part-time staff and specific around the job description of each staff. By this policy, the performance review is done at the end of an academic session not to witch hunt but in a way to convey that the school management appreciates each staff’s contribution and recognizes hard work and dedication towards work. This exercise provides the opportunity for the management to discuss performance, provide mechanism, plan and receive constructive feedback of existing staff members. By this appraisal, individual staff performance, job skill, teamwork, extra competencies, contributions, to the institution, results of given tasks, special achievements, social skills, behavior, work content, loads, volume, what has been achieved and disposition to duty are the important points considered for performance appraisal. The form is filled at the end of the exercise. AIM OF THE APPRAISAL ? To ensure that the performance of the staff is assessed as per the set norms of the institution. ? To promote talent, ensure the performance-oriented work environment in the institution and helps staff achieve the set objective. ? To make sure that performance grading is carried out in fair manner and performance review is undertaken regularly. ? To identify training, development and career need of each staff. ? To create trust among the staff regarding the institution’s performance appraisal system. ? Create a supportive environment in the institution to discuss the career aspirations and development. ? Build a pathway to bring job satisfaction among the staff. ? Identify and develop successors for the critical, high responsibility position in the schools. PERFORMANCE GRADING AND FURTHER ACTIONS The grading under performance is done on overall performance score depending on the area considered. Important scores which are considered for appraisal are behavioral score and essential skill compliance. To make the process transparent, the school operates open door policy where staff receive information about their performance however, the specific grades given by the supervising officers remain confidential.