A teachers’ handbook for Dorsey High School
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A TEACHERS * HANDBOOK FOR DORSEY HIGH SCHOOL
A Project Presented to the Faculty of the School of Education The University of Southern California
In Partial Fulfillment of the Requirements for the Degree Master of Science in Education
Mary Margaret Turner June 1950
UMI Number: EP46107
All rights reserved INFORMATION TO ALL USERS The quality of this reproduction is dependent upon the quality of the copy submitted. In the unlikely event that the author did not send a complete manuscript and there are missing pages, these will be noted. Also, if material had to be removed, a note will indicate the deletion.
UMI Dissattsfon. Publishing
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T h is p r o je c t r e p o r t, w r it t e n u n d e r th e d ir e c tio n o f th e c a n d id a te ’s a d v is e r a n d a p p r o v e d by h im , has been pre se n te d to a n d a c ce p te d by the F a c u lt y o f the S c h o o l o f E d u c a t io n in p a r t i a l f u l f i l l m e n t o f the re q u ire m e n ts f o r
the degree
of M a s te r of
Science in E d u c a tio n .
D a te ..
A d v is e r
Dean
TABLE OF CONTENTS CHAPTER I.
PAGE
STATEMENT OF PROBLEM, PROCEDURE AND ORGANIZATION The p r o b l e m ...................................
1
Statement of the p r o b l e m .............
1
Importance of the s t u d y ....................
2
Function of handbook ...........................
3
Ready reference Clarification
. . . . . . . .
.........
.
...............................
Method of p r o c e d u r e ........... Compilation of materials
...
.............
Organization of m a t e r i a l ........... City-wide policies
..........................
Local school policies
3 3 3
Sources of d a t a ........................
II.
1
3 4 4 5
......................
5
Loose-leaf f o r m .............................
5
THE LOS ANGELES CITY SCHOOL S Y S T E M .............
7
General information
.........
7
Board of e d u c a t i o n ............................. Board members
......................
Superintendent and assistants Superintendent Assistants
...............
8 8 8
...............................
8
...................................
8
Point of v i e w ...........
9
CHAPTER
PAGE Loyalty to American ideals
..................
10
Maintaining an effective program ...........
10
Function of c u r r i c u l u m ......................
11
Evaluation . . . . . . .
12
....................
School and community ........... III.
. . . . . .
12
PERSONNEL PROCEDURES FOR CERTIFICATED EMPLOYEES.
13
A b s e n c e s ........................................
13
Leaves
of a b s e n c e ..........................
13
Report
of and return a f t e r .................
13
B e r e a v e m e n t .................................
14
Exchange teaching position ..................
14
Illness or Injury leave of a b s e n c e .........
14
.........
15
Granting of formal leave
. . . . .
Return
after formal leave
.................
15
Formal
leaves without p a y .................
15
Physical examination after absence .........
16
.............
17
Sabbatical leave .............................
17
E l e c t i o n s ......................................
18
Quarantine health regulations
Assignment teaching contract
...............
18
C r e d e n t i a l ...............................
19
Eligible l i s t s ...........
19
Examination for teaching position
.........
20
Promotional examinations ...................
20
CHAPTER
PAGE
Employee services
...............................
20
Adjustment of g r i e v a n c e s ...............
20
Credit Union services
21
........................
Employee relations council
..................
.
21
Identification c a r d ..............
21
Injury in course of e m p l o y m e n t ...............
21
I n s t i t u t e ......................................
22
In-service training (Points)
..................
22
...............................
22
Accident and health, i n s u r a n c e ................
22
...........................
23
Medical services
Liability insurance
. . ...............
23
Salary or title of position c h a n g e ...........
23
Visiting d a y s ..........................
23
Welfare s e r v i c e s ...............................
23
R e t i r e m e n t ........................................
24
Local r e t i r e m e n t ...............................
24
State r e t i r e m e n t ...............................
25
Professional organizations
Salary . .
...............
Illness or Injury allowance Payroll deductions
25 . .
...........
25
.............................
26
Salary r a t e ...................................
26
Salary s c h e d u l e .................
27
Quarantine pay
28
..............................
iv CHAPTER
PAGE S e p a r a t i o n ............. Dismissal
28
.................................
R e s i g n a t i o n ................. Return after resignation Transfer
28
....................
..................
Glossary of assignment terms
28
. . . . . . . . .
29
..................
29
A c t i n g ..........................
29
Standard emergency .................. Provisional emergency
28
...........
. . . .
29
. . . . .
29
Temporary e m e r g e n c y ...........
29
Multiple assignments
........................
30
.............................
30
Permanent status
Probationary s t a t u s .............
30
Standard probationary
30
. . . . . . . . . . .
Provisional probationary ....................
30
Temporary p r o b a t i o n a r y ...........
31
Regular
...........................
Substitute .
. . . . .
31
...............................
31
Standard substitute
........................
31
Provisional substitute ......................
31
Relief substitute
...........................
31
Emergency substitute
........................
31
Stand-by substitute
........................
31
T e n u r e ........................................
32
V
CHAPTER IV.
PAGE
DORSEY HIGH S C H O O L ...............................
33
School history .................................
33
Early h i s t o r y ....................
33
Functional p l a n ........................•. . .
33
G r o w t h .......................................
34
C u r r i c u l u m ...................................
35
...............................
35
L o c a t i o n ......................................
35
C h a r a c t e r .................
35
School district
School colors, nickname, motto School colors School nickname
. . . . . . . . .
37
...............................
37
.............................
37
........................
37
School motto
.
........................
37
P r i n c i p a l s ...................................
37
Boys' V i c e - p r i n c i p a l s ......................
37
Girls' Vice-principals
37
Former administrators
....................
Susan Miller D o r s e y ..........................
37
Excerpts from Philosophy of Susan Miller D o r s e y ...............................
39
Self-culture
.............................
39
A better world ...............................
40
B e a u t y ........................................
40
Y o u t h ........................................
40
.
CHAPTER
PAGE Key qualities of Susan Miller Dorsey ......... Appreciation
V.
40
...............................
40
C o o p e r a t i o n .................................
41
C o u r a g e ......................................
41
F a i t h ........................................
41
G e n e r o s i t y ........................
41
H o n e s t y ......................................
41
K i n d n e s s ......................................
41
L o y a l t y .................................
42
Respect for l a w .............................
42
R e s p o n s i b i l i t y ...............................
42
PRESENT ORGANIZATION .............................
43
Administrative responsibilities
. ...........
43
P r i n c i p a l ...................................
43
Boys' V i c e - p r i n c i p a l ............................. 44 Girls' Vice-principal
...........
45
Functions and responsibilities of coordinators
46
Director of assemblies
. . . . .
......................
Coordinator of athletics
.............
Coordinator of a t t e n d a n c e ............. Coordinator of cultural activities
. .
.........
Coordinator of e m p l o y m e n t .................
46 47 47 47 48
Coordinator of English and school
publications
..............................
48
CHAPTER
PAGE Coordinator of
g u i d a n c e .................
Coordinator of
h e a l t h ...............
Coordinator of
student body activities
...
50
Responsibilities
of Department Chairman
...
51
......................
52
.................................
53
Duties of Classified Staff ....................
54
......................
56
...................................
56
Senior social sponsors Faculty roster
VI. GUIDANCE PROGRAM . . . . . . Organization
.
49
49
Grade C o u n s e l o r s ........................
56
Duties of Grade Counselors
. ..................
57
.........
57
General duties on all grade levels
Duties of Grade Counselors at specific grade l e v e l s ...............................
58
Homeroom T e a c h e r s .............................
62
Responsibility of homeroom teachers
.........
65
.........
65
...........
66
Special a i d s ...................................
67
General duties on all grade levels Duties for specific grade levels
Student educational data ....................
67
Program guidance b u l l e t i n ...........
67
Study Habit C h a r t s ...........................
68
Report to p a r e n t s ...........................
68
viii CHAPTER VII.
PAGE
HEALTH PROGRAM . . ............................... Teachers’ responsibilities
....................
70
Procedure in case of s i c k n e s s ................
71
Girls
......................................
71
Procedures In case of a c c i d e n t s .............
72
Accident reports
.............
72
.............................
72
Scheduled medical help ........................
73
FACULTY O R G A N I Z A T I O N .............................
74
Constitution and b y - l a w s ......................
74
Faculty committees
77
.............................
Organization representatives Faculty budget
..................
78
.................................
79
Code of ethics for California teachers
. . . .
81
Teacher training program ......................
82
Student teachers IX.
71
B o y s ..........................................
Location of first aid cabinets
VIII.
70
.............................
82
.............................
83
Bell S c h e d u l e s .................................
83
Additional bell s i g n a l s ......................
84
A s s e m b l i e s ......................................
84
Pay a s s e m b l i e s .................................
84
Scheduling assemblies
85
GENERAL REGULATIONS
........................
Nutrition period ..............................
85
PAGE Class d i s m i s s a l ............................ . .
85
Hall Passes
................
85
Noon lunch, p a s s e s ................
86
...........
86
...............
87
...
Teacher absence
...
Teacher attendance
Signing in and out ................
87
Teachers 1 Check-out Sheet
. . . .
87
K e y s ...............................
87
Leaving grounds
88
Mail boxes School mail
..................
........................
88
......................
88
U. S. mail . .................. .. Telephones
.
........................
Faculty rest rooms
88 89
. . ...........
89
Cafeteria service’ ...............
89
School calendar
89
.................
Bulletin ...........................
90
Bulletin notices
.................
90
Faculty meetings
..................
90
Departmental meeting .............
90
P.T.A. meetings
..................
91
Covering classes
..................
91
.............
91
..........................
91
Special assignments Supplies
X
CHAPTER
PAGE Roll B o o k s ...................................... .................................
92
V i s i t o r s ............... •.......................
92
Smoking
92
Seating charts
„........................
D i s c i p l i n e ......................................
92
Attendance at athletic events
. . . . . . . .
93
......................
93
Automobile registration
X.
91
P a r k i n g .................................
93
Traffic regulations
93
. . . . . . '
.............
Fire d r i l l s ....................................
95
Fire safety inspection of r o o m s .............
95
Rancho Cienega Playground
....................
96
T r i a n g l e s ......................................
96
Senior court
96
........................
. . . . .
Student Body S t o r e .............................
97.
Lost and F o u n d .................................
97
Candy S t o r e ...................................
.97
P o p c o r n ........................................
97
Student lockers
...............................
97
Study Hall c o n d u c t .............................
98
Use of the gymnasium f l o o r ....................
100
Scheduling social affairs
....................
101
SPECIAL I N F O R M A T I O N .............................
102
Qualifications for student body offices
. . .
102
CHAPTER
PAGE Student "body p r e s i d e n t ......................
102
Personnel vice-president
102
Service vice-president
....................
.........
. . . . . .
103
S e c r e t a r y ...................................
103
.........
103
Commissioner of fine a r t s ..................
103
Yell l e a d e r s .................
104
Commissioner of community finance
Activity T i c k e t ........................
104
The D o r s e y g r a m .................................
104
The C i r c l e ......................................
105
Trial P l i g h t s .................................
105
The Student Handbook ...........................
105
Award a s s e m b l y .................................
105
Service assembly ...............................
105
C o n t e s t s ........................................
106
Rings, pins, awards
106
School Drives
...........................
.................................
106
Sportsmanship Trophy ...........................
106
Alpine S c h o o l .................
107
Alumni Homecoming D a y ........................
108
Howdy D a y ......................................
108
Recognition D a y ...............................
108
May D a y ..........
108
Student teacher orientation day
. ...........
109
xii CHAPTER
PAGE Shakespeare Festival
...........................
109
....................
109
B o y s ’ Week
Girls ’ W e e k .....................................
110
Public School W e e k ...............................
110
Examination Week . . . . .
110
.....................
Noon Listening H o u r ........................... BIO Tea
Ill
...........................
Il
C l u b s ............................................ Club I n i t i a t i o n s ................... . . . . . .
Ill Ill
Interest c l u b s .................................
112
Boys 1 G l e e .................................... Circle-Ators
112
...................................
112
G.A.A............................................
112
Girls ’ G l e e ...................................
112
French C l u b ...................................
112
E u o d i a ...................................
113
Latin C l u b .....................................
113
P h i l h a r m o n i c ...................................
113
Slide R u l e .....................................
113
Spanish C l u b ...................................
113
Tennis C l u b .............
.
T r i - Y .......................................... Service clubs
....................
. . . . . .
Hostess C l u b ...................................
114 114 114 114
xiii CHAPTER
PAGE Key C l u b ................................ L . D . S ........................... Manager
114 . .
. . ...................................
115
S e c r e t a r i e s ...................................
115
Sound C l u b ...................................
115
T r i a n g l e .....................................
116
V i k i n g s ........................................
116
Honor c l u b s ..................................... L a d i e s ........................................ Knights
...........................
. . . . .
C . S . F ........................................... Criterions
XI.
115
(C.S.F.)
116 116 116 116
............................
117
Seal b e a r e r .....................................
117
E p h e b i a n s ........................................
117
GRADING SYSTEM— E V A L U A T I O N ......... ; ........... Subject achievement grades
119
....................
119
Definition of a g r a d e ........................
119
Uniformity of grading ........................
120
Determining Factors Considerations
............................
...............................
Standards for g r a d i n g ...........
120 120 121
Grade of A
.................................
121
Grade of B
.................................
121
Grade of C
.................................
122
xiv CHAPTER
PAGE Grade of D ...................................
122
Grade of P ...................................
122
.............................
Incomplete N . M .............
123
D r o p s ........................................
123
Change of p r o g r a m ...........................
123
T r a n s f e r s ..................
124
Character trait grades
........................
C o - o p e r a t i o n ............. ..
124
.
124
Work h a b i t s .................................
124
Extended absence and grading ..................
125
Regular attendance stressed Extended absence
Make-up tests
125 126
...........................
126
...............................
126
Homework assignments Policy . . . . .
. . . . . . . .
.............................
Excused absence
...........................
126
.............................
126
A m o u n t .......................................
127
Honesty in school w o r k ........................
XII.
123
127
A t t i t u d e ......................................
127
Teacher responsibility ......................
128
Handling cases
...............................
128
A T T E N D A N C E ........................................
130
Attendance keeping procedure ................
130
.
XV
CHAPTER
PAGE ...............
130
.................................
131
T a r d i n e s s ........................................
132
Procedure of reporting absence Re-admittance
D e f i n i t i o n .....................................
132
.................
132
Procedure of reporting Official action
...............................
Weekly absence and tardy report Teacher responsibility .
...............
133
....................
133
Recording attendance in roll b o o k ........... Absence
. . . . . . . .
132
......................
T a r d y ................................. .. Special re-admittance procedure
. .
133 133 134
...............
134
.................................
134
P r o c e d u r e .....................................
134
Special cause
Absence due to Christmas employment
...........
135
P o l i c i e s ........................................
135
Attendance and subject achievement grades Absence defined
. .
135
.................................
136
...............................
136
Legal a b s e n c e .................................
136
Single period absences
........................
137
P e t i t i o n s ........................................
137
Illegal absence
R e g u l a t i o n s ...................................
137
Attendance committee ...........................
138
CHAPTER
PAGE P o l i c i e s ......................................
138
Lists p u b l i s h e d ....... , ............
139
....................
139
Recording in roll b o o k ......................
139
Activity sponsors
..................
140
....................
140
Teachers' responsibility ....................
140
Advance notice of absence
. . . .
Notice of extended absence
Students checking o u t ............... Clearance
XIII.
. .
140
.............................
140
Homeroom attendance sheet record .............
141
Special record ...............................
141
TEACHING AIDS AND S E R V I C E S ......................
143
Library services and r e g u l a t i o n s .............
14-3
H o u r s ........................................
143
Types of service to s t u d e n t s ...............
143
Classes accompanied b y teachers
.........
Individual students from regular classes
143
.
144
Individual students from Study Hall
. . .
144
Instruction in the use of the library
. . .
14-5
C l a s s e s ................................... Circulation to teachers
145
....................
145
Quantity and time l i m i t ..................
145
Returned books
.............................
146
M a g a z i n e s .................................
146
xvli
CHAPTER
PAGE T e x t b o o k s ....................................
146
Issued and c o l l e c t e d ......................
146
O r d e r s .....................................
147
Student receipt cards
....................
147
Lost b o o k s .................................
148
...............
148
Teacher textbook clearance
Delinquent l i s t ........................... Clearance Cards
............................
Audio--Visual Materials
. . .................
Ordering motion pictures
..................
148 149 149 149
Scheduling pictures for s h o w i n g ......... -
149
Requests for projectors and projectionists
150
Ordering other audio-visual aids ...........
151
Scheduling SVE machines
152
...........
Scheduling record p l a y e r s Scheduling the sound system
.
152
...............
152
...............................
153
R e g u l a t i o n s .................................
153
School journeys
P r o c e d u r e s .................................
153
Number of t r i p s ............................
154
Transportation
...............................
154
Standards of behavior on b u s e s .............
155
Rules for behavior on b u s e s ...............
155
Clerical Services
............................
156
xviii CHAPTER
PAGE R e g u l a t i o n s ............................... P r i n t i n g .................. Requests
157
...........................
Materials from outside organizations
. . . .
R e q u e s t s .................................... XIV.
SPECIAL PROCEDURES
...............................
Opening instructions
156
157 158 158 160
...........................
160
First W e e k ....................................
160
Second W e e k ..................................... 163 Closing instructions
...........................
165
Examination W e e k .............................
165
Final W e e k ....................................
166
Report card instructions Making out report cards Circulation
...................... .
................
...............................
Checking b y homeroom teacher
................
Directions for recitation teachers
.........
167 167 167 168 168
CHAPTER I
STATEMENT OF PROBLEM, PROCEDURE AND ORGANIZATION
CHAPTER I STATEMENT OP PROBLEM, PROCEDURE AND ORGANIZATION Because of the rapid growth in school population, more new teachers are being absorbed into the profession than ever before.
A teachers' handbook is one of the best
means of orienting these teachers to their new schools, and serving as a guide, and a ready reference for authoritative answers to questions of school routine, and administrative policy. A teachers' handbook is helpful to those just starting to teach; it serves the experienced teacher who is new to a school or a school system; it serves the substitute teacher who is only in a school for a short time; and it serves the student teacher assigned to the school in the teacher train ing program.
A teachers' handbook is a primary means of
unifying procedure for all of the personnel of a given school.
I.
THE PROBLEM
Statement of the problem.
It is the purpose of this
study to compile a Teachers' Handbook for Dorsey High School, Los Angeles, California, which would assemble in organized form materials now available only in scattered bulletins. Furthermore,
it would set forth In printed form a statement
2'
of policies and procedures that are otherwise passed on b y word of mouth. Importance of the s t u d y .
The school is now over
twelve years old and matters of school routine and of admin istrative policy are well established, yet these have never been assembled in any organized form.
Hence there is a
definite need for a handbook which would do this and serve as a common source of information for all teachers.
At
the same time, a handbook would relieve some of the burden of valuable administrative time which is consumed in answer ing routine questions. At the present time, routine information and state ments of school policy are to be found in many different sources.
There is a school bulletin, called the Circular,
issued three times a week; from time to time, the admin istrators issue bulletins; special bulletins on attendance and all matters pertaining to it are issued b y the attend ance office; the counselor's office issues frequent bulletins dealing with matters of counseling and guidance, as well as program making,
reports to parents, study habit charts,
report cards, and program plans.
The librarian, the business
manager, the textbook clerk, the health coordinator, the audio-visual representative, indeed every coordinator and special committee representative in the school, issues one or more bulletins each semester in conjunction with his
3
work and the administration of his responsibilities. During faculty meetings and at departmental meetings, matters of policy and procedure are discussed and established. Often these are not set down in bulletin form, but are under stood to b e the policy or procedure from then on. In addition, there are endless office forms which are used in conjunction with the complicated routine of a large metropolitan high school.
II.
FUNCTION OF HANDBOOK
Ready reference.
As a result of having no authorita
tive compilation of these many sources of information, regular faculty members are often confused b y certain routines, and teachers new to the school and substitutes have no ready source for answers to their myriad questions. Clarification.
A teachers' handbook therefore, would
relieve this situation and clarify matters of procedure and policy for all concerned.
It should contribute immeasurably
to the smooth functioning of a large school which has a very full and often crowded schedule of duties for each day of the school year.
III.
METHOD OF PROCEDURE
Compilation of materials.
School bulletins were
4 consulted and interviews were held with coordinators, d e partment chairmen, and directors of all special activities of the school, in order to clarify and bring procedures up-to-date. The attempt was to clarify and compile all data in one compact form rather than to initiate any new procedures. The administration was consulted on all points, and the principal gave his final approval to the handbook as presented. Sources of da t a.
Data was obtained from the Central
Administrative offices for the entire school system, and from within the school itself for local regulations.
Pam
phlets and bulletins were read, and personal interviews held wherever clarification or amplification was needed. Having been a member of the faculty since Dorsey High School was established, gave the added advantage of first hand knowledge of all procedures and policies set forth,
IV.
ORGANIZATION OF MATERIAL
The handbook will be divided into two sections. y
The
first part will deal with the regulations which emanate from the Central Offices of the whole Los Angeles City School System; the second part will deal with the regula tions which apply specifically to Dorsey High School.
5
City-wide policies.
Since there is no official hand
book in printed form setting forth the regulations which apply to all teachers employed in the Los Angeles. City Schools, Part I will deal with these regulations and will set forth in a condensed form some of the general policies and points of view of the whole system* Local school policies.
This section will set forth
the specific rules, regulations, and policies of Dorsey High School.
Of necessity, this will he the longest and most
detailed part of the study.
This compilation should prove
to he a means of saving hours of time and energy on the part of the clerical force,
the faculty, and the administration,
and should prove almost indispensable to the smooth, and efficient operation of the school. Loose-leaf f o r m .
In no way is this to he considered
the unalterable statement of any procedure or policy.
It
is to he published in loose leaf form so that it c.an he amended and revised as the need arises.
Changes will he
inevitable and the loose-leaf form will provide an easy way to keep each teacher’s handbook current.
Individual
pages can be issued at anytime with directions to insert them under the proper h e a d i n g s ; other pages can be complete ly removed if necessary.
This flexible form, together with
a good index, should make this handbook very useful to
6
every member of the faculty, and to the administration as well.
CHAPTER II
THE LOS ANGELES CITY SCHOOL SYSTEM
CHAPTER II THE LOS ANGELES CITY SCHOOL SYSTEM "The Los Angeles City Schools serve people of all ages, abilities, interests, races, creeds, national and socio-economic backgrounds.
Its central purpose is to help
each individual learn ho w to live in such a way that he makes the most of himself as an individual, and makes his finest contribution to society.
I.
GENERAL INFORMATION
The Los Angeles City School System is now the second largest in the United States; New York ranks first.
In
area it is the largest, encompassing a total of 828.39 square miles.
There is a f ifty mile radius from the most
distant school in the valley to the most distant in the harbor area. As of February 1949, the Los Angeles School System consisted of 429 schools, enrolling 379,273 schools which were staffed b y 12,495 teachers and administrators.
There
are 321 elementary schools with an enrollment of 190,185; thirty-three junior high schools with an enrollment
(in
cluding six-year high schools and special schools) of
"Point of View," Los Angeles City School District Publication, Number 470, 1949. p. 7.
8
76,135; three junior colleges with an enrollment of 14,644; twenty-five adult schools with an enrollment of 52,144. By 1960 it is estimated that the total enrollment will he 439,453 and that 3,634 additional classrooms will he needed to carry the load.
In order to keep up with need,
it would he necessary to huild one classroom a day for the next ten years.2
II. Board m em be rs .
BOARD OF EDUCATION The seven members of the Los Angeles
City Schools' Board of Education are:
Mrs. Eleanor B. Allen,
Mr. Earle D. Baker, Mr. Roy J. Becker, Mr. Olin E. Darby, Mr. J. Paul Elliott (President), Mr. Lawrence R. Larrabee, Mrs. Gertrude H. Rounsavelle.
III.
SUPERINTENDENT AND ASSISTANTS
Superintendent.
Dr. Alexander J. Stoddard is the
Superintendent of the Los Angeles City Schools. Assistants.
Because Dorsey High School is a senior
high school, only the two assistants directly responsible for this'area are being listed.
2 Ibid., p. 36.
Mr, G. Millage Montgomery
9
is the superintendent in charge of secondary education, and Mr. Claude L. Reeves is his associate assistant in this area.
IV.
POINT OP VIEW
Dr. Alexander J. Stoddard, Superintendent of Schools in his introduction to ’’Point of View, "3 which sets forth the educational policy of the Los Angeles City Schools, says that it is difficult to define the point of view of a great school system.
He goes on to say that its present
roots are deep in the past, and that the schools have no monopoly on either the substance or processes of education, but that they do constitute one of the most powerful of all forces that determine human growth and destiny.
He further
states that the schools are most effective when they cooper ate with the home, the church, and the many other kinds of youth services in a modern community.
All of these agencies
serve most effectively when they know one a n ot he r ’s points of view. The'toint of V i e w ”^ of the Los Angeles City School System in part centers around:
3 I£id., p. 11. 4 I bi d., pp. 12-36
10
Loyalty to American ideals.
An abiding loyalty to
the ideals of our American democracy and to such institu tions as. the American home,
the free church,
and free schools.
Through emphasis on living together, a program of good inter-racial and intercultural relations is being developed, that helps our people regard one another as neighbors with mutual hopes, ambitions and ideals. The purposes of education must be based on effective living in our American democratic society.
Schools have a
definite obligation to help each individual pupil attain the fullest educational growth consistent with his needs, abili ties, and interests.
The educational program must not be
static, but must adjust itself to advancing knowledge, and to changing conditions and needs. Maintaining an effective p ro g ra m.
The basic policies
for maintaining an adequate and effective program are: the procurement and maintenance of the best personnel and facilities that can be obtained with the resources avail able]; the most efficient organization that research, study, and experience can provide; a unified program of education; training, and guidance, effectively coordinated and articulat ed from kindergarten through the adult schools. Educational purposes should be based on the needs of effective living in our American democracy based on
11
training in:
citizenship,
character, human relations, basic
skills, health, safety, understanding environment, vocational competence, consumer effectiveness, successful family life, use of leisure time, appreciation of beauty,
effective think
ing and world-mindedness. Function of curriculum.
These educational purposes
are achieved b y directing the curriculum, the co-curricular activities, and the guidance program toward these aims.
Since
learning is a process of growth and comes about through the learner in relation to his environment, the learner is best served b y the teacher who understands the nature and needs of the learner and the factors that contribute to the success of the learning process. The Los Angeles City Schools have gone "on record" regarding belief in the following: a.
Democratic procedures in the classroom and student government groups,
-
b.
Optimum^
standards of achievement.
c.
Wide participation in curriculum planning.
d.
The textbook is a tool in the service of learning which should be supplemented b y other publications, direct experience, and audio-visual materials.
e.
Democratic disciplined living is essential.
f.
Promotion policies do not imply the adoption of a "no-failure" program.
12
Vital current issues should be discussed in the class room in accordance with the maturity level of the students. All viewpoints should be presented, an objective attitude should be maintained, and the advantages of our American form of government kept in the f oreground. Evaluation.
The evaluation of instruction implies
measurement of pupil growth toward objectives of education. Evaluation in the basic skills must be supplemented b y growth measurement in understandings, attitudes, apprecia tions, and behavior. School and community.
The school is not an isolated
entity, but an integral part of the community.
Hence the
schools should cooperate with all constructive agencies of the community, and make participation in community life a living part of the school program.
CHAPTER III
PERSONNEL PROCEDURES FOR CERTIFICATED EMPLOYEES
CHAPTER III PERSONNEL PROCEDURES FOR CERTIFICATED EMPLOYEES Regulations which apply to all certificated employees In the Los Angeles City Schools are briefed in this chapter. These include such Items as:
absences, elections, services
to employees, retirement, salaries, and separation from employment,
I.
ABSENCES
Leaves of absence. Leaves of absence are classed as either formaT or informal, A .formal leave is a leave granted to a certificated employee for a period of more than twenty days. An informal leave is one granted to a certificated employee for a period of tw en ty or fewer days, A leave may be granted for any purpose for a period of less than five days upon approval of the principal and for a period of five to t w e n t y days, inclusive, upon ap proval of the division head. If an informal leave extends beyond twenty days, a formal leave approved by the division head must be filed. REFERENCE: Leaves of Absence Regulations for Certificated Personnel, Personnel Division Bulletin No. 39, 11-7-47. Report of and return a f t e r , The Personnel Division or your school should be notified as soon as possible after 7:30 a.m.,-on days on which absence is necessary, in order to expediate the assignment of a substitute. The Personnel Division should be notified not later than three o'clock on the school day immediately before intended return, so that the substitute can be released. If the notification is not received until after three p.m. and the substitute Is not reached b y the Personnel Division that day, the substitute has the right to return to the position on the following day and to receive pay for that day. REFERENCE:
Day to Day Assignment,
Gen. Bull. No. 2, 9-12-47
14 Bereavement. Certificated employees, except sub stitutes, are allowed full pay not to exceed three days within seven calendar days when absent on account of loss b y death of persons closely related by blood or marriage or, if not closely related, persons whose domestic rela tions are close, provided the recommendation for such pay is made on the timesheet b y the principal, or the person reporting the employee*s time. R E F E R E N C E : Leave of Absence Regulations, Certificated Per sonnel, Pers. Div. Bull. No. 39, 11-7-47. Exchange teaching position. A teacher who has served as a permanent teacher in one of the Los Angeles City School Districts for a period of at least 150 days during the school year immediately preceding may apply for exchange of positions with a teacher in another school district in this or another state, in any possession of the United States, or in any foreign country, subject to the provisions of the Education Code of t h e State of California and the regu lations of the Board of Education. Available exchange teaching positions are announced b y the Personnel Division Bulletins. REFERENCE: Exchange Teacher Leaves of Absence, Personnel Division Bulletin No. 67, 1-12-48. Leave of Absence Regu lations for Certificated Personnel, Pers. Div. Bull. No. 39, 11-7-47. Form: Application for Exchange Position, Form 31.52. Illness or injury leave of a bsen ce . Any certificated employee, except a substitute, who has been compelled to be absent from duty on account of illness or Injury shall be granted an illness leave of absence for a maximum period of four consecutive semesters. An extension of two addi tional semesters may be granted to those certificated em ployees whom the Health Services Branch considers able to return within that additional period. REFERENCE: Leave of Absence Regulations for Certificated Personnel, Personnel Division Bulletin No. 39, 11-7-, and No. 49, 2-6-48.
15
Granting of formal leave. A formal leave of absence may be granted to any certificated employee who has served the two preceding consecutive semesters with not less than 150 full days service in each semester, except that such prior service shall not be required in the case of military leave, maternity, care of own child, illness or injury, leave to serve as president of a Los Angeles City School professional organization, or leave to serve in a repre sentative body of.a federal, state, or local governmental jurisdiction. Unless otherwise designated, a formal leave of absence ma y be granted for a period of not to exceed two semesters and may be renewed for a total period not to exceed four semesters, if the termination of the second year of such leave is subsequent to the end of the second school month of a semester, such leave m a y be extended to the close of the semester. REFERENCE: Leave of Absence Regulations for Certificated Personnel, Personnel Division Bulletin No. 39, 11-7-47 and No. 49, 12-6-48. Return after formal leave. Thirty days before t h e expiration of a formal leave of absence, the certificated employee shall file a request for reassignment or shall request an extension of leave of absence if eligible for such extension. Failure to report for duty at the expira tion of a leave of absence shall be considered adequate cause for dissmal. REFERENCE: Leave of Absence Regulations for Certificated Personnel, Personnel Division Bulletin No. 39, 11-7-47. Formal leaves without p a y . Formal leave of absence without pay may be granted for the following reasons and for maximum periods of time as indicated: Personal reasons--l semester. Study in residence--4 semesters. Matrimony— 1 semester. Rest or recuperation— 4 semesters. Travel and educational preparation— 2 semesters. Opportunity of a superior character which will result in the certificated e mp lo ye e’s rendering more effective service to the School Districts upon his return— 4 semesters. To teach university extension courses or university summer school courses--2 hours leave for each class hour.
16
Maternity--maximum period of 2 full semester and a minimum of 6 calendar months. Care of own child and maternity leave--not to extend beyond the second birthday of the child; under the second maternity leave, care of own child leave may be granted provided that the total peri od of leave, including the additional maternity leave, shall not exceed 4 years. Military leave— shall be granted any certificated employee in accordance with Sec. 13204.1 of the School Code of the State of California and other leaves as provided. REFERENCE: Leave of Absence Regulations for Certificated Personnel, Personnel Division Bulletin No. 39, 11-7-47. Physical examination after absence. Any certificated employee absent from duty because of illness or injury for a period of time in excess of five consecutive working days or not to exceed ten working days, either shall report for examination to the Health Services Branch on his return to duty or shall submit to the principal of the school, the Employees Health History and Physical Examination Form 33.14 or its equivalent, completely filled in by a physician licensed to practice medicine in the State of California. Any certificated employee absent from duty because of ill ness or injury in excess of ten consecutive working days shall either report for examination to the Health Services Branch or submit Form 33.14 or its equivalent at the Health Service Branch in person and receive a health clearance card which he should present to his principal before return ing to work. Any certificated employee absent from service for any reason other than illness or injury for more than twenty days shall be subject to health examination b y the Health Services Branch or b y a licensed physician as prescribed above. Such examination is to be made within the s ix w e e k s ’ period immediately preceding the date he will r e turn to service. Such report if prepared b y a private physician shall be filed in person b y the certificated e m ployee with the Health Services Branch. REFERENCE: Communicable Diseases and Quarantine Rules and Regulations, School Publication No. 359, 1943. Leave of Absence Regulations for Certificated Personnel, Personnel Division Bulletin No. 39, 11-7-47.
17 Quarantine health regulations. The physician or other medical attendant should notify the health depart ment of the city in which the employee resides (or if such city has not a health department, or if th e employee does not. reside within the limits of any city, the county health department) of the quarantine within twenty-four hours. After the teacher has "been released from quarantine,.he shall report for exclusion and readmission cards to the city or county health department with a release from quaran tine from the physician or other officer who authorizes the exclusion. These cards must bear the actual dates of b e gi n ning and release of the quarantine period. The two cards shall then be taken to the Health Services Branch, Board of Education Administrative Offices. These forms will be filed and the employee given a quarantine card. The employee should take the quarantine card immediately to the Personnel Division, Board of Education Administrative Offices, where it will be filed and exchanged for a "Permission to Return After Quarantine" slip. The "Permission to Return After Quarantine" slip.shall be taken to the principal, and it is essential that this be obtained before a teacher is permit ted to return to service. REFERENCE: Communicable Diseases and Quarantine Rules and Regulations, School Publication No. 359, 1943. Form: Permission to Return After Quarantine. Sabbatical leave. A certificated employee is eli gible to make application for sabbatical leave provided he has rendered service in a position requiring certifica tion qualifications in one of the Los Angeles City School Districts for seven consecutive years preceding the be gin ning of said leave and during that time has served for a minimum of 150 days during each of such years. Time spent in military service while on leave from a certificated posi tion will not be counted in computing the seven consecutive years of service nor shall it be considered as a break in the continuity of service. Pay during sabbatical leave is fifty percent of the employee’s regular salary and is dependent upon the employee serving two years after return to duty in the same district from which he took his leave. The salary for the leave may be received under one of two plans. Plan A — Two equal annual installments during the first two years following the return from the leave. The first installment is paid at the end of the first semester after the return of the teacher from the leave provided he has received salary, other than for illness or quarantine,
18 for a minimum of 75 days of the first semester. The second installment shall be paid at the end of the third semester if the employee has received pay for a minimum of 75 days of that semester. Plan B — Salary can be paid monthly if the employee posts a bond indemnifying the Board of Education against loss in the event that the employee fails to render at least two years* service upon the employee’s return from leave. The employee must file a monthly statement with the Controlling Division, on an approved form, prior to each salary payment that he is complying with the conditions of the sabbatical-leave agreement. Certificated employees de siring payment under Plan B must communicate with the Con trolling Division regarding bond after the granting of the leave and prior to the effective date. REFERENCE: Leave of Absence Regulations for Certificated Personnel Division Bulletin No. 39, 11-7-47. Form: Appli cation for Sabbatical Leave, Form No. 31-47.
II.
ELECTIONS
Assignment teaching contract. An official assign ment order signed b y the head of the Personnel Division is required on all certificated assignments. No written em ployment contract is issued. The Education Code of the State of California grants continuous service to certifi cated probationary and permanent personnel if t he y are not given formal notice prior to May 15 of the intention of the Board of Education to dismiss them for cause at the close of the school year. An acceptance of employment signed b y the certificated employee a t the time of proba tionary assignment constitutes completion of a contract of employment and is effective -until dismissal, resigna tion or retirement. REFERENCE: Education Code, State of California, Ch. B., Art. 1, Sections 13002 and 13003.
19 Credential* In order to serve as certificated employee and to receive pay f o r such, service in the Los Angeles City School Districts, an employee must possess an appropriate valid California State Credential which has been registered with the Los Angeles County Superintendent of Schools. Each certificated employee's credential must be in full force and effect at all times during his em ployment. Responsibility for renewal of credentials and certificates Is upon the employee. Renewal procedure: Secure application form from the Los Angeles County Superintendent of Schools, 808 North Spring Street, Los Angeles 12. Secure verification of teach ing experience from Personnel Division Los Angeles City Board of Education. Send application and verification with four dollars ($4.00) fee in form of postal money order (not postal note) or certified check payable to t h e State Depart ment of Education, Sacramento. Mail direct to the State Department of Education, Sacramento, California. On receipt of State Credential, file same at the Los Angeles County Board of Education, requesting that County Certificate be sent to Personnel Division, Los Angeles City Board of Educa tion . REFERENCE: ’’Opportunity for You in the Los Angeles City Schools" (Recruitment Section) ; Regulations relating to credentials for public school service, Bull, of California State Department of Education, March 1946; Renewal of regular credentials, Pers. Div. Bull. No. 16, 9-8-48, and Pers. Div. Bull. No. 23, 9-17-48. Eligible li sts. Certificated employees are sele ct ed from lists of eligibles established as a result of opencompetitive examinations. Assignments to positions are made in relation to the order in which applicants appear on the lists. When vacancies are in prospect, the Personnel Division notifies the administrative officer concerned of the names of those eligible for assignment. When an eli gible 's name nears the top of the list, the Personnel Divi sion communicates with him to ascertain whether he is avail able for assignment. An eligible may reject three offers of employment. The rejection of a fourth offer will cause his name to be dropped from the eligible list. Eligibles who will not be available for assignment for a period of time during the life of the eligible list may so notify the Personnel Division. These individuals will not be offered assignments
20
until they declare themselves available. REFERENCE: 16.104.
Administrative Guide, Sections 16.71. 16.103,
Examination for teaching po sition. Any person who believes he meets the preliminary qualifications listed for applicants for day teaching positions in the Los Angeles City Schools may file a request for notification of examina tion in the Certificated Examination Section, Personnel Division. During the one year period from the date of his request, the applicant will receive notice of examinations scheduled in the fields of his request. The request for notification may be extended b y the a pplicant from year to year. When an examination has been scheduled, applications m ay be filed on forms obtained from the Certificated Exam ination Section, Personnel Division, Administrative Offices, Los Angeles City Board of Education. These forms may be obtained by calling in person, or b y a mailed request a c companied b y a self-addressed, legal-size, stamped envelope. REFERENCE: Administrative Guide, Sections 16.57, 16.61, 16.67, 16.68 and 16.69.
16.58,
Promotional examinations. A certificated employee who has the proper administrative or supervisory credential and who can meet the experience requirements is eligible to take a promotional examination for an administrative or supervisory position. Experience requirements are speci fied in the promotional examination bulletins. Administrators, supervisors, counselors, and registrars, in general, are selected b y promotion from persons already employed in the Los Angeles City Schools.
III.
EMPLOYEES SERVICES
Adjustment of grievances. A regular procedure exists for adjustment of differences and for assuring that all per sonnel are treated fairly. REFERENCE: Adjustment Procedure for certificated and classi fied personnel, Pers. Div. Bull. No. 52, 12-6-48.
21
Credit Union services. Any probationary or permanent certificated employee (and in some cases substitutes may become a member of the Los Angeles City T ea ch er ’s Credit Union and may be eligible to borrow under terms of the Credit Union upon payment of a one dollar ($1.00) entrance membership fee. Members of the C.T.A. may also use the service of the L 03 Angeles City Teachers’ Credit Union. REFERENCE:
By-Laws, Credit Union Act, Revised 1946.
Employee relations council. The employee relations council for certificated personnel has been established in order to provide a means for carrying on a consml'tabive service between the administration of the Los Angeles City Schools and its certificated employee organizations for the purpose of reconciling diverse interests before poli cies and regulations are recommended to the Board for adoption. Its membership is composed of one representative of each ac credited employee organization and the administrative staff heads. REFERENCE: Relationships with organized employee groups, Pers. Div. Bull. No. 84, S u p t ’s. Bull. No. 6, 4-24-46; Appearance of representatives of teacher organizations b e fore the faculty, Pers. Div. Bull. No. 48, 12-4-47. Establishment of employee relations council for certifi cated personnel. Identification card. Identification cards for each school year are issued to certificated personnel. Dupli cate cards are issued if necessary. In .jury in the course of employment. An employee who is injured while at w o r k in the performance of his assigned duties should immediately notify his principal. Treatment for the injury ma y be received from a regularly practicing licensed medical doctor, osteopath, or chiro practor. A change of doctors cannot be made without first obtaining the permission of the State Compensation Insurance Fund Administration. Bills for medical service should not be paid by the injured employee. The employee should in struct the physician to send his bill and Physician’s R e port of the case to the State Compensation Insurance Fund, which includes payments for hospitalization and medical care, sick leave salary allowance is paid b y the Board of Education. The combined payment may not exceed the regular
22
amount the employee would be entitled to while on regular illness leave. REFERENCE: Employee accidents arising out of and in the course of employment, certificated and classified; Informa tion regarding the W o r k m a n ’s Compensation Law of California. Institute. The institute for Certificated Personnel is planned each year to provide training in service. In accordance with the requirements of the Education Code of the State of California, certificated employees assigned on a ten-month school-year basis shall attend ten one-hour sessions in order to meet institute-service payroll require ment s . REFERENCE: Los Angeles City Schools Institute for Certificat ed Personnel Handbook 1948-49. In-service training (points) . A comprehensive program of projects, workshops, and study groups, designed to assist in the improvement of instruction, is organized and admin istered b y the In-Service Training Supervisors of operating divisions. Employees who are on preparation-type salary schedules may, in many cases, accumulate points for salary advancement through successful completion of such projects. FORM: Institute attendance report plan for placement and advancement of teachers on the preparation-type single sal ary schedule, Pers. Div. Bull. No. 77, 2-2-48. Medical services. Group medical services are avail able through the ATOLA to certificated employees who are accepted as subscribers to the Ross-Loos Medical Group, Blue Cross, or the California Physicians and Hospital Service. Accident and health insurance♦ Group accident and health insurance is available through the Occidental Life Insurance Company and the Continental Casualty Company. The Continental Casualty Company is the only company spon sored b y the ATOLA. REFERENCE: Information for subscribers to the Ross-Loos Medical Group ATOLA; Teachers I Something Unusual (L.A. Federation of Teachers).
23 Liability insurance. Liability Insurance policies are available to all teachers from Charles, Ryan and. Rivers, Inc. 115 No. Robertson Boulevard, Los Angeles 36, at an annual premium of $3.00 for $50,000 coverage. A recent ruling of the County Council makes it il legal for the Board of Education.to carry such insurance on its personnel. Professional organizations. Teachers have the priv ilege of joining or refraining from joining any organized employee group. REFERENCE: Relationships with Organized Employee Groups Pers. Div. Bull. No. 84, 2-14-47. Appearance of Repres entatives of Teacher Organizations before Faculty, Pers. Div. Bull. No. 58, 12-4-47. Salary or title of position change. A certificated or group of certificated employees who believe that they are improperly classified either as to title or salary may request an adjustment through a review of the duties and responsibilities of positions involved. Requests should be prepared on Form 80.5 and submitted through the employee's Division Head. The request will be studied b y the Advisory Committee for Certificated Personnel on Compensation, Pol icies and Regulations. The decision of the Committee is presented to the Division Heads' Council, followed b y a recommendation to the Superintendent. All reclassification requests should be submitted prior to the end- of the seventh school month to be effective at the beginning of the follow ing y e a r . Visiting da ys . Each certificated employee desiring to visit another school or educational program may be granted, upon the approval of the principal, a partial or full day for this purpose once during the school year w i t h out loss of pay. REFERENCE: 1948.
Visiting days, S u p t . Bull. No. 2, January 27,
Welfare services. The Bureau of Welfare, C.T.A., maintains a home for retired employees and for certifi cated employees in need of rest and recuperation. This
24 organization also distributes beneficences to employees in need who cannot become members of the home.. REFERENCE:
Our Welfare Program (C.T.A.).
IV.
RETIREMENT
Local retirement. The Los Angeles City School District Retirement Plan provides that all regular full-time employees of the Los Angeles City School Districts, except those who claimed exemption from membership at the time the Retirement System was established on September 1, 1937, shall be members of the Retirement Plan as a condition of their employment. All certificated members of the Los Angeles School District Plan are also required to contribute to the State Teachers ’ Retirement System Permanent Fund and participate in the benefits therefrom as explained under "Retirement (State)." Each member contributes to the local plan a certain percentage of his salary according to his sex, and his age at the time he becomes a member. The rate is computed to provide at age 60 a retirement allowance equal to approxi mately 1/70 of his final average salary up to a maximum of $6000 per year, times the years of membership service. In other words, 35 years of service will produce approximately one-half salary at retirement, up to a maximum of $6000 per year. If the member remains in service beyond age 60 with 20 years of service, the allowance is proportionately larger. The contributions deducted from a m e m b e r ’s salary are used for his sole benefit as follows: (1) If he dies in service, every dollar he has contributed is refunded with interest to his beneficiary; (2) if the member is disabled after 10 years of service, his money is used to provide a disability retirement allowance equal to 90 per cent of 20 years of service at age 60; (3) if he resigns, every dollar he has contributed is refunded to him with interest upon request or, if'he has 5 years of service, he may elect to leave his funds in the system to accumulate and receive an annuity at the minimum service retirement age of 55 and an equal pension from the District. Minimum requirements for service retirement are 20 years of service in the Los Angeles School Districts and age 55. The minimum retire ment allowance is $50.00 per month providing the member has had 15 years of prior service or membership service or any combination thereof equalling 15 years and is age 65.
25
Applications for both refund and r etirement should be addressed to the Budget Division, Retirement Section, 451 Worth Hill Street, Los Angeles 12. REFERENCE: Local Retirement Act, as enacted b y the Calif ornia State Legislature and Rules and Regulations as Adopted b y the Los Angeles City Board of Education. State retirement. The Retirement Act provides that all certificated employees in the public schools of this state, except those who claimed exemption from membership at the time the Retirement System was established, are members of the State T eachers’ Retirement System. All members contribute to the State permanent fund at the rate of $60.00 a year and, if not contributing to the local retirement fund, to the retirement annuity fund at a rate of a per cent based on age and sex. The law provides for the refund of the permanent fund contributions paid since July 1, 1935, without interest, and for the refund of all annuity contributions with interest on termination of services. The following are the minimum eligibility require ments for retirement under the State System: Service R e tirement; 30 years of service, regardless of age, 15 years of which must have been served in this state, including the last 10 years immediately preceding retirement; 10 years of service, upon the attainment of 58 years of age, all of which must have been served in this state, immediately preceding retirement; 30 years of service, the last four of which have been served in this state, upon the attainment of 65 years of age. Disability Retirement; 10 years of service, all of which must have been served in this state, immediately preceding retirement— (disability must be determined b y a State doctor), 10 years of service, the last four of which have been served in this State, upon the attainment of age 65 (no medical examination is necessary at this age). Applications for b o t h refund and retirement must be filed with the State Retirement Board, 1408 J Street, Sacramento 14. All questions pertinent to retirement matters should be addressed to the above.
V.
SALARY
Illness, or in .jury allowance. Whenever any certificat ed employee, except a substitute, is compelled to be absent
26
from duty on account of illness or injury, such employee shall receive 50 per cent of his regular salary for the period of absence in any month not to exceed a cumulative period of 100 days in any one school year. REFERENCE: Leave of Absence Regulations for Certificated Personnel, Personnel Division Bulletin No. 39, 11-7-47. Payroll deductions. Payroll deductions, voluntary and compulsory, are indicated on the stub of the salary warrant. Each type of deduction is explained on the reverse side of the stub. Salary r a t e . Salary rates are reviewed each year and schedules are established in accordance with the rates author ized b y the Board of Education. The salary schedule has 13 steps and is divided into six preparation columns. REFERENCE: Salary Schedule, and Rates for Certificated and Classified Positions in the L. A. City School Districts, School Year 1948-9. Budget Division.
27 TABLE I SALARY SCHEDULE-TEACHERS (PROBATIONARY AND PERMANENT) 1949-1950 .COLUMN A ... COLUMN B COLUMN C COLUMN D COLUMN E COLUMN P Minimum Minimum Minimum Minimum Minimum Minimum Plus Plus Plus Plus Preparation Plus 14 pts. 28 p t s . 42 pts. 56 pts. 70 p t s , STEP Requirements 1 2 3 4 5 6 7 8 9 10 11 12 13
$283 297 311 325 339 353 367 381 395 409 423 437 451
$297 311 325 339 353 367 381 395 409 423 437 451 465
$311 325 339 353 367 381 395 409 423 437 451 465 479
$325 339 353 367 381 395 409 423 437 451 465 479 493
Rat© Indicated is for a four week-month, Step:
$339 353 367 381 395 409 423 437 451 465 479 493 507
$353 367 381 395 409 423 437 451 465 479 493 507 521
(10 months per year)
Applicants may Begin on the second step upon submission of evidence of three years of professional or military experience. Applicants may begin on the third step upon submission of evidence of four or more years of professional or military experience.
C o l u m n :Applicants ma y begin in the highest column for which they can submit evidence of college training. Minimum preparation requirements are: 120 college semester units, or possession of Bachelors Degree, or possession of certain Industrial Arts or Vocational Arts creden tials. A point is the equivalent of one college sem ester unit taken since- date of meeting minimum prepara tion requirements.
28 Quarantine p a y . A certificated employee is allowed 50 per cent of his regular salary when absent for not ex ceeding two weeks when quarantined b y city or county health officers because of a no th er ’s illness. No certificated em ployee shall receive quarantine pay for more than one period in any one school year. Health office exclusion and rea d mission cards must be filed before the employee returns to work. REFERENCE: Leave of Absence Regulations for Certificated Personnel, Personnel Division Bulletin No. 59, 11-7-47.
VI.
SEPARATION
Dismissal. Dismissal of probationary and permanent certificated employees is made only for cause as specified in the Education Code of the State of California. Substitutes may be dismissed for unsatisfactory service or because they have made themselves unavailable for assignment for more than sixty days. REFERENCE: Education Code, State of California, Chapter 11, Articles 2, 3, and 4. Resignation. Certificated employees will be required to give at least 30 days notice before resignation so that the Personnel Division will have an opportunity to replace them with persons near the top of eligible lists. When such notice is not given the Personnel Division will place the employee on leave on the date he requests to terminate but will delay the effective date of the resignation to allow for the time necessary for replacement.Return after resignation. The Board of Education may accept the resignation of any certificated employee who wishes to resign, and m a y fix the time when the resignation is to take effect. Resignations should be in writing, preferably on the approved resignation form. A resigned permanent- employee may make application to the Certificated Recruitment Section for reinstatement, provided the elapsed time since his last day of paid service is not more than 39 months. A former employee may be reemployed after an absence of more than 39 months but without benefits accrued through his former employment.
29 REFERENCE: Modification of the rule providing for the classification of permanent certificated employees return ing to service after previous resignation, Pers. Div. Bull, No. 4-0, 10-21-47. Transfer. Requests for transfer from one school to another should he submitted before the first of June on Request for Assignment or Transfer Forms, At the elementary level the request should be submitted via the principal to the district superintendent, at the secondary level the request should be submitted via the principal to the assist ant superintendent, Junior or Senior High Education Division. Midyear requests for transfer are granted only under exception al circumstances. REFERENCES: Form: Request for Assignment or transfer (Form 31.54 for elementary teachers; and form 31.55 for secondary teachers).
VII.
GLOSSARY OF ASSIGNMENT TERMS
A c t i n g . Employee is serving temporarily in a regular position until such time as a regular appointment is made. Standard emergency. Employee has an emergency or provisional basic credential and was appointed from an eligible list to a regular position requiring examination or from an application list to a regular position not r e quiring examination. Provisional emergency. Employee has an emergency or provisional basic credential and was appointed from an application list to a regular position requiring examina tion and is qualified to take the examination. Temporary emergency. Employee has an emergency or provisional basic credential and was appointed to a tem porary position.
30 Multiple aa3ignments. A person who la a regular day time certificated position may hold an evening assignment not to exceed six hours per week* Permanent status. Probationary certificated employees who have served a minimum of 150 days during each of two consecutive school years as probationary in the elementary or high school districts or during each of three consecutive school years in the junior college district of the Los Angeles City School Districts, and who are reelected for the next succeeding year in the same school district and serve one day, become permanent in that district. The employee with permanent status has tenure in the class to which assigned, has a regular basic credential, and occupies a regular posi tion. Probationary status. Probationary certificated em ployees are those persons employed for the school year in positions requiring certification qualifications and who are not classified as permanent employees or a s substitute employees under provision of the Education Code. A probationary employee who is not to be continued in service beyond the close ofany school year on the grounds of unsatisfactory service shall be given a written notice of unsatisfactory service on or before March 15 of the year in which the notice of dismissal is to be given. Standard probationary* Employee is serving a proba tionary period, to which assigned, has a regular basic credential, was appointed from an eligible list to a regular position requiring examination or from an application list to a regular position not requiring examination* Provisional probationary. Employee is serving a probationary period in the.class, to which assigned, has a regular basic credential, was appointed from an applica tion list to a regular position requiring examination and is qualified to take the examination.
31 Temporary probationary. Employee has a regular basic credential and was appointed to a temporary position, REFERENCE: Section I; Committee of the T/foole ilfeport No, 1, January 10, 1949,. Regular., Employee has completed the probationary period for a teaching, an administrative, or a supervisory position, has a regular basic credential, and occupies a regular position. Substitute. Substitute certificated employees are those persons employed to fill positions of regular certi ficated employees who are absent from service. Duties are outlined in Personnel Division Bulletin No. 9, 9-5-47, Instructions for Substitute Teachers. If a substitute has served in a school for 5 consecutive days or more, he Is to be rated. Standard substitute. Employees has a regular, basic credential and is appointed from an eligible list to a substitute position requiring examination or from an appli cation list to a substitute position not requiring examina tion . Provisional substitute. Employee has a regular basic credential and is appointed from an application list to a substitute position requiring examination and is qualified to take the examination, Relief substitute. Employee has a regular basic credential and is appointed from an application list to a substitute position requiring examination but is not qualified to take the examination. Emergency substitute. Employee has an emergency basic credential and is appointed to a substitute position. Stand-by substitute. Employee has been appointed to act in the temporary absence of an administrator.
T en u r e .
See Permanent Status.
R E F E R E N C E ; Section 1, Committee of the Whole Report No. January 10, 1949.
CHAPTER IV
DORSEY HIGH SCHOOL
CHAPTER IV DORSEY HIGH SCHOOL I.
SCHOOL HISTORY
Although Dorsey High School is almost thirteen years old, it is one of the newest senior high schools in the Los Angeles City School System. Early h i s t o r y .
While under construction, the school
was known as the Western District High School, hut was named for Susan Miller Dorsey, a living pioneer in education, and the first woman Superintendent of Schools in Los Angeles. The school was dedicated on Friday, September 10, 1937, with 875 students,
thirty-nine faculty members, and
only five of the present buildings completed. Functional p l a n .
The architectural design and lay
out of its twenty acre site represented a new solution to the problem of designing a functional school. the designers and builders said in part,
Of their plan,
"It is our opinion
there exists a philosophical psychology of beauty, as .yet unrecognized,
that exerts tremendous influences upon every
one of us every day of our lives.
It is our hope that in
this and similar educational and other institutions, will be discovered and taught the facts concerning this psychology
54
of beauty, and that these facts will then be transformed into motives for personal conduct* Believing then that beauty is and can be b ea u ty within the concepts of the personal experiences of the individual, and also that beauty in form can only be the expression of a corresponding beauty of thought, it is our wish that truth, sincerity, simplicity, order, harmony,
good taste and a host
of other attributes of beauty will also become factors of the personal characters of those who will fill the classrooms and will become the inspirations of their individual reactions to their opportunities. Rancho Cienega Playground adjoins the school on the west.
Its facilities are used duripg school hours,
thus giv
ing D orsey the advantage of thirty acres of physical educa tion and recreational facilities. Growth.
Dorsey's growth has been rapid, in keeping
with the surrounding community.
During its first ten years,
it almost tripled its school population, and more than doubled its teaching staff.
Some new buildings were added,
and bungalows were brought in to take care of the expansion during the war years when the building program was curtailed*
C. E. Noerenberg, "New Type of School BuildingsDirect Expression of Function," Southwest Builder and Contractor, October 8, 1957, pp. 10-15.
35
Curriculum,
Over 50 per cent of the students take
an academic course, and about 55 per cent of the students go on to university or junior college after graduation. Students pursuing a commercial course form the second larg est group. A varied activity program engages the attention of most of the students.
The total activity enrollment is
larger than the actual school enrollment, showing that many students are engaged in more than one activity,
II. L ocation.
SCHOOL DISTRICT
Dorsey High School is located at 3537
Parmdale Avenue, Los Angeles 16, California.
This is west
of Crenshaw and east of La Brea Boulevards, between Exposi tion and Rodeo, in one of the fastest growing communities in Los Angeles. Character.
The school draws its pupils from a
surrounding area of about seven and one half square miles which can be considered middle class and above.
Well over
50 per cent of the students enrolled at Dorsey go on to take some additional educational training.
At present,
the enrollment is approximately 2000 students, and there are eighty teachers on the faculty.
36
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