Human Resource Management Policies Like other school districts, Blackfoot School District #55 (BSD#55) is governed by school board policies and procedures that are designed so that all staff members are working effectively, ethically, and legally in the school environment. Additionally, these policies are in place to encourage a safe, an engaging, and a learning-centered environment for all stakeholders. Three key groups identified in the BSD#55 human resource management policies include; administration, certificated employees, and classified employees. In turn, classified employee groups are subdivided further to include: educational assistants/paraprofessionals, custodial/maintenance, clerical, lunchroom employees, bus drivers, and college …show more content…
The employee drug and alcohol testing policy 403.5 is designed to promote safety and increased productivity and to ensure the district is in compliance with the Drug Free Workplace Act. Thus, the district has reserved the right to conduct testing on any employee reasonably suspected of being under the influence of an illegal substance or alcohol during work hours or at a district-sponsored activity (Blackfoot School District No. 55, 2012). The policy also outlines possible disciplinary actions associated with a violation of the policy. Bus drivers play a significant role in the safety of students and the community. As drivers operating under a commercial driver’s license (CDL) must meet the US Department of Transportation’s drug and alcohol testing requirements. Thus, the district’s human resource policy puts in place a more stringent drug and alcohol policy for bus drivers and other transportation employees that are responsible for safety-sensitive functions. Thus, bus drivers are required to undergo testing for alcohol and controlled substances prior to becoming employed, post-accident, on a random basis, and if there is reasonable suspicion. Additionally, any bus driver found in violation of the policy will …show more content…
Classified employees are defined as at-will employees and under the district’s personnel policy, an evaluation only has to be conducted one time per year. Currently, Mountain View Middle School (MVMS) conducts these evaluations two times each year. According to Wes Jensen, this provides improved opportunities to discuss expectations and provide input on how a staff member can improve performance (personal communication, November 30, 2017). However, due to the at-will status of all classified employees an evaluation is not required prior to discharge and an unsatisfactory evaluation can have immediate disciplinary action including “dismissal, probation, reassignment, or reprimand” (Blackfoot School District No. 44, 2012, p.