Section A. Foundations and Basic Commitments

 

ABB: STAFF INVOLVEMENT IN DECISION MAKING

 

The best interests of MEAA students should be the goal of the curriculum and overall school programming. Meaningful participation and input from professional staff is necessary in achieving that goal. Collaboration, cooperation, and accountability, with a clear focus on student learning, form our foundation. 

 

The formulation of policy involving the curriculum, instruction and the overall school program is one of the primary responsibilities of the Board, and the Board reserves the right to make the final decision regarding such policies.  The Board believes that the best interests of the school’s students should be the principle guiding the adoption of all educational policy.  The Board further believes that appropriate input from the professional staff is important to the decision-making process.

 

The Executive Director or his/her designee(s) shall ensure that there is a process in place to encourage meaningful professional staff input prior to making recommendations regarding curriculum, instruction and the school program to the Board.  The process should be conducted in a spirit of cooperation, with a clear focus on student learning as the most important function of the school, and with the understanding that the staff is collectively responsible for student performance.  Participation in the decision-making process is accompanied with an expectation of accountability by the professional staff.  

 

The Executive Director or his/her designee(s) shall ensure that the administrative team has the appropriate support to lead an effective instructional program with a consistent focus on student learning and outcomes.

 

 AC: NONDISCRIMINATION/EQUAL OPPORTUNITY AND AFFIRMATIVE ACTION

 

MEAA is an Equal Opportunity Employer and does not discriminate on the basis of gender, race, religion, color, age, veteran status, physical or mental disability, sexual orientation or identification, ancestry or national origin, or any legally protected status.   The school shall provide notice of compliance with federal and state civil rights mandates to all applicants for employment and others as required by law.  The school will require all persons, agencies, vendors, contractors, and other persons and organizations doing business with or performing services for school to comply with all applicable federal and state laws.

 

 AC-R   AFFIRMATIVE ACTION GRIEVANCE PROCEDURE

 

Steps:

  1. Grievance - a complaint alleging any policy, procedure or practice which would be prohibited by non-discrimination laws.

 

  1. Grievant - any student or employee of this school who submits a grievance relevant to nondiscrimination laws or an individual or group submitting a grievance on behalf of student(s) or employee(s).

 

  1. Claim - is the charge spelled out in its entirety, of discrimination and is limited to the provisions contained within the Affirmative Action Plan.

 

  1. AAO Coordinator - the employee designated to coordinate the School Board’s efforts to comply with the Affirmative Action Program.  The person with whom a grievance may be filed.

 

  1. Respondent - person alleged to be responsible for the violation alleged in the grievance.

 

  1. Grievance Answer - the written statement of the respondent regarding the grievance allegation.

 

  1. Grievance Decision - the written statement of a hearing officer of her/his findings regarding the validity of the grievance allegation and the corrective action to be taken.

 

  1. Hearing Officer - the representative of the school board who is the delegated authority for hearing/resolving a grievance at a LEVEL 3 or LEVEL 4 proceeding.

 

  1. Corrective Action - action taken by the school board or its delegated representative to eliminate or modify any procedure or practice found to be in violation of nondiscriminatory regulations and/or to provide redress to any grievant injured by the identified violation.

 

  1. Day - MEAA a working day; the calculation of days in a grievance processing shall exclude Saturdays, Sundays and holidays. 

 

Filing of Grievances

 

  1. Eligibility for Filing: any student or employee, or any individual or group acting on behalf  of a student or employee may file a grievance with the AAO Coordinator or Human Resources. 

 

2.  Informal Grievance Procedure - Level 1: 

 

  1. A written or verbal report of the incident or concern must be made to Human Resources of MEAA.  Human Resources will investigate the matter, which may include meeting with the grievant and respondent or others to clarify the specific behaviors or event(s) alleged.  Where warranted, Human Resources will impose consequences and/or inform the respondent of consequences if the unacceptable behavior continues.

 

 An incident report will be kept by Human Resources with a copy sent to the AA Coordinator.

 

  1. Informal Grievance Procedure - Level 2: 

 

  1.  A grievance may be filed with the AA Coordinator or Human Resources in writing and should be filed within six months of the alleged act.  Human Resources and the AA Coordinator shall hold an informal conference to discuss the grievance. 

 

  1. The AA Coordinator shall hold a pre-grievance meeting between the respondent and grievant within five days of filing, to collect data and shall make a reasonable effort to resolve the problem without utilizing the formal grievance procedure. 

 

  1.  This informal procedure shall not be a prerequisite to filing a formal grievance.

 

  1. If the matter is not resolvable within ten days, the formal grievance procedure may be        

     initiated by the grievant.

 

4.      Formal Grievance Procedure - Levels 3 and 4:

 

  1. The grievant shall inform the AA Coordinator that he/she is initiating the formal grievance procedure. 

 

  1. Within five days of the filing of the grievance, the AA Coordinator shall notify the respondent of the grievance and of his/her responsibility for submission of a written response  within five days after receipt of the grievance notification.

 

  1. Respondent’s Grievance Responses - the respondent shall, within five days of receipt of a copy of the grievance, submit to the AAC a written response to the grievance, which shall:

 

  1.  Confirm or deny each fact alleged in the grievance;

  2. Indicate the extent to which the grievance has merit; and 

  3. Indicate acceptance or rejection of any desired redress specified by the grievant, or outline an alternative proposal for resolution. 

 

  1. The AA Coordinator will send a copy of the grievance and the respondent’s grievance answer to the Executive Director or  his/her designee(s).

 

 Level 3:

 

  1. The hearing officer serving at all Level 3 grievance activities shall be the Executive Director or his/her  designee.  In the event that the Executive Director or his/her designee(s) is the respondent, the School Board will delegate a hearing officer.

 

b. The Executive Director or his/her designee shall, within five days of referral, submit a written grievance decision to the grievant, the respondent and the AA Coordinator.  The decision shall:

 

  1. Confirm or deny each fact alleged in the grievance and in the respondent’s answer;

  2. Indicate the extent to which the grievance has merit;

  3. Indicate acceptance or rejection of any redress specified by the grievant or respondent; or

  4. Indicate that the hearing officer will conduct an informal hearing on the grievance before rendering a decision.

 

F.      Level 3 - Hearing:

  1. The AA Coordinator shall arrange a date for the Level 3 Hearing and notify the grievant, the respondent and the Executive Director or his/her designee(s).  The hearing shall be held within five days after the appeal.

  2. Persons present at the formal hearing shall be the grievant, the respondent, any individual requested by either party to provide assistance relevant to consideration of the grievance and the AA Coordinator.

  3. Any procedures established to govern the conduct of the Level 3 formal hearing shall be at the discretion of the AA Coordinator.

  4. Within five days of the hearing, the Executive Director or his/her designee(s) shall issue a written hearing decision which includes a statement regarding the validity of the grievance allegation, and a specification of any corrective action to be taken.  Copies of the decision shall be sent to the grievant, respondent and the AA Coordinator. 

 

G.      Level 4:

  1. If the grievant rejects the Level 3 hearing decision or receives no written decision within the time specified above, he/she shall, within six days of receipt of the hearing decision, notify the AA Coordinator of his/her intent to appeal to Level 4.  This notification shall be in writing.

  2. The hearing officer serving in Level 4 hearings shall be the school board or representatives designated by the board.

  3. For any grievance referred for hearing at Level 4, there shall be three alternative methods for grievance processing:

  1. The grievance hearing may be conducted by the board in its entirety.

  2. The grievance hearing may be conducted by a sub-group of at least three members of the board.

 

  1. The grievance hearing may be conducted by a hearing panel established by the Board for that purpose, consisting of no fewer than three persons.  Criteria for selection shall include such factors as representation of the various constituencies of the board, male/female representation, knowledge of the particular grievance area.

  2. The hearing shall be held within 15 days after appeal of the grievance to Level 4 or no later than the next regularly scheduled board meeting.

  3. Any written materials or records submitted to the board by the AA Coordinator shall also be transmitted to the grievant and the respondent.  Both grievant and the respondent shall have the right to present such witnesses as they deem necessary to develop the facts pertinent to the grievance.

  4. Issuance of the final hearing decision shall be by written statement regarding the validity of the grievance and any corrective action to be taken within five days after the Level 4 hearing.  The decision shall also include a statement of the reasons on which the decision has been based.  Copies of the decision shall be sent to all members of the board, the grievant, the respondent and the AA Coordinator.

  5. The AA Coordinator shall act as grievant advocate if so desired by the grievant.  If not so requested, she/he will observe the hearing and act as recorder.

  6. The final Level 4 decision shall be made by a vote of the majority of the board. 

 

Other Issues

 

  1. Confidentiality - The grievant shall determine whether any grievance hearing or other grievance procedure shall be open to the public.  A grievant shall have the right to determine whether or not her/his grievance record shall be open or closed to the public.

 

(In general, grievance hearings should be conducted in such a way as to ensure confidentiality to all individuals involved.  It is recognized, however, that there are instances when an open hearing would be desirable as a method of demonstrating the grievance process or encouraging greater awareness and discussion of the issues involved.  If a determination is made to open the grievance hearing to others, it must be done at the request of the grievant or with the approval of the grievant.)

 

  1. Maintenance of Grievance Records

 

A. Any grievant may, at his/her expense, record any grievance hearing or proceeding on a tape recorder or similar device.

 

B. Written records of each grievance shall be maintained by the AA Coordinator.  These records shall be maintained on a confidential basis unless otherwise specified by the grievant.

 

c. Public grievance files shall be maintained by the AA Coordinator for purposes of grievance precedents.

 

D. This separate public file shall indicate only the subject matter of each grievance, the resolution of the grievance and the date of the resolution.  These records, which shall be open to the public, shall not refer to any specific individuals.

 

E. All written records shall be maintained for a minimum of three years after resolution of the grievance. 

 

Prohibition of Harassment

 

No person shall be subjected to discharge, suspension, discipline or harassment or any form of discrimination for having utilized or having assisted others in utilizing this grievance procedure.

 

 

Role of the AA Coordinator

 

It is the primary responsibility of the AA Coordinator to ensure the effective installation, maintenance, processing, record keeping and notification required by the grievance procedure. 

Nothing in this procedure shall prevent any grievant from filing a complaint directly with:

 

Maine Human Rights Commission

51 State House Station

Augusta, ME 04333

(207) 624-6050

 

Department of Education Affirmative Action Office

23 State House Station

Augusta, ME 04333

(207) 287-5800

 

Director, Office of Civil Rights

Department of Education

Washington, DC 20402

 

 ACAA:  HARASSMENT AND SEXUAL HARASSMENT OF STUDENTS

Any act of harassment of students relating, but not limited to, such issues as  race, gender, sexual orientation or identification, marital status, religion, ancestry or national origin, or disability is prohibited.  Such conduct is a violation of Board policy and may constitute illegal discrimination under state and federal laws. MEAA recognizes the right of each student to a learning environment free of harassment and sexual harassment. 

 

Harassment  

 

 Harassment includes but is not limited to unwelcome behavior such as:

  1. verbal abuse  

  2. harassment that rises to the level of physical assault, and/or abuse;  

  3. sexual advances, gestures, comments or contact;

  4. threats and bullying;

  5. offensive language, jokes and teasing;

  6. ridicule, slurs, derogatory action or remarks;

  7. abuse of power 

 

Sexual Harassment

 

Sexual harassment includes but is not limited to unwelcome sexual advances, requests for sexual favors or pressure to engage in sexual activity, physical contact of a sexual nature, gestures, comments, or other physical, written or verbal conduct that is gender-based that interferes with a student’s education.  School employees, fellow students, volunteers and visitors to the school, and other persons with whom students may interact in order to pursue school activities are required to refrain from such conduct.

 

Harassment/sexual harassment of students by school employees is considered grounds for disciplinary action, up to and including dismissal from employment.  Harassment/sexual harassment of students by other students is considered grounds for disciplinary action, up to and including expulsion.  The Executive Director or his/her designee(s) will determine appropriate sanctions for harassment of students by persons other than school employees and students.

 

The designated Title IX Coordinator(s), will investigate complaints of harassment in accordance with the Student Harassment Complaint Procedure.  School employees, students, and parents shall be informed of this policy/procedure through handbooks and/or other MEAA selected by the school administration. 

 

Cross Reference:  ACAD Hazing

 

 ACAA-R: STUDENT DISCRIMINATION AND HARASSMENT COMPLAINT PROCEDURE

 

This procedure has been adopted by the Board in order to provide a method of prompt and equitable resolution of student complaints of discrimination or discriminatory harassment as described in policies AC - Nondiscrimination/Equal Opportunity and Affirmative Action and ACAA - Harassment and Sexual Harassment of Students.

 

Definitions

For purposes of this procedure:

 

A “Complaint” is defined as an allegation that a student has been discriminated against or harassed on the basis of race, color, sex, sexual orientation, marital status, age, religion, ancestry, national origin, or disability.

 

“Discrimination or harassment” MEAA discrimination or harassment on the basis of race, color, gender, sexual orientation, marital status, religion, ancestry, national origin, or disability.

 

How to Make a Complaint

 

A.      Any student who believes he/she has been discriminated against or harassed should report the concern promptly to the Principal. Students who are unsure whether discrimination or harassment has occurred are encouraged to discuss the situation with the Principal.

School staff are expected to report possible incidents of discrimination or harassment of students.  Parents and other adults are also encouraged to report any concerns about possible discrimination or harassment of students.

 

Students and others will not be retaliated against for making a Complaint.  Any retaliation by students or school staff will result in disciplinary measures, up to and including expulsion or dismissal.

 

Students are encouraged to utilize the school’s Complaint Procedure.  However, students are hereby notified that they also have the right to report Complaints to the Maine Human Rights Commission, State House Station 51, Augusta, ME 04333 (telephone: 207-624-6050) and/or to the federal Office for Civil Rights, Regional Director, U.S. Department of Education, S.W. McCormack POCH Room 222, Boston, MA 02109-4557 (telephone: 617-223-9662).

 

Complaint Handling and Investigation

 

The Principal shall promptly inform the Executive Director or his/her designee(s) and the person(s) who is the subject of the Complaint that a Complaint has been received.

 

The Principal may pursue an informal resolution of the Complaint with the agreement of the parties involved.  The informal resolution is subject to the approval of the Executive Director or his/her designee(s), who shall consider whether the informal resolution is in the best interest of the school in light of the particular circumstances and applicable policies and laws. The Complaint will be investigated by the Human Resources Officer, unless the Executive Director or his/her designee(s) chooses to investigate the complaint or designates another person to investigate it on his/her behalf.  Any Complaint about an employee who holds a supervisory position shall be investigated by a person who is not subject to that supervisor’s authority.  Any Complaint about the Executive Director or his/her designee(s) should be submitted to the chairperson of the School Board, who should consult with legal counsel concerning the handling and investigation of the Complaint.

 

The person who is the subject of the Complaint will be provided with an opportunity to be heard as part of the investigation. If the Complaint is against an employee of the school, any applicable individual or collective bargaining contract provisions shall be followed.

Privacy rights of all parties to the Complaint shall be maintained in accordance with applicable state and federal laws.

The Human Resource Officer shall keep a written record of the investigation process.

 

The Human Resource Officer may take interim remedial measures to reduce the risk of further discrimination or harassment while the investigation is pending.

 

The Human Resource Officer shall consult with the Executive Director or his/her designee(s) concerning the investigation, conclusions, and any remedial and/or disciplinary actions.

 

The investigation shall be completed within 21 school days of receiving the Complaint, if practicable.

 

D.        If the Human Resource Officer determine that discrimination or harassment occurred, he/she shall, in consultation with the Executive Director or his/her designee(s):  

Determine what remedial action is required, if any;

Determine what disciplinary action should be taken against the person(s) who engaged in discrimination or harassment, if any; and

Inform the student who made the Complaint in writing of the results of the investigation and its resolution (in accordance with applicable state and federal privacy laws).

If the student’s parents/legal guardians are dissatisfied with the resolution, an appeal may be made in writing to the

Executive Director or his/her designee(s) within 14 school days after receiving notice of the resolution.  The Executive Director or his/her designee(s) shall review the investigation report and may conduct further investigation if deemed appropriate.  The Executive Director’s or his/her designee(s)’s decision shall be final.

 

If the student’s parents/legal guardians are dissatisfied with the decision of the Executive Director or his/her designee(s), an appeal may be submitted in writing within 14 school days after receiving notice of the decision.  The School Board will consider the appeal in executive session, to the extent permitted by law, at its next regular meeting.  The Executive Director or his/her designee(s) shall submit the investigation report and any other witnesses or documents that he/she believes will be helpful to the School Board. The student, his/her parents/legal guardians and his/her representative shall be allowed to be heard.  The person(s) against whom the Complaint was made shall be invited and allowed to be heard. The School Board’s decision shall be final.

 

 

ACAB: HARASSMENT AND SEXUAL HARASSMENT OF SCHOOL EMPLOYEES

 

Harassment of school employees because of race, color, sex, sexual orientation, marital status, religion, ancestry or national origin, age, status as a veteran or disability is prohibited. Such conduct is a violation of School Board policy and may constitute illegal discrimination under state and federal laws. 

 

Harassment

Harassment includes but is not limited to verbal abuse, threats, physical assault against a person or their property based on race, color, sex, sexual orientation, marital status, religion, ancestry or national origin, age, status as a veteran or disability.    

 

Sexual Harassment

Unwelcome sexual advances, suggestive or lewd remarks, requests for sexual favors, and other verbal and physical conduct of a sexual nature constitute sexual harassment when:

 

Submission to such conduct is made either explicitly or implicitly a term or condition of an employee’s work environment or employee benefits. Submission to or rejection of such conduct by an employee is used as the basis for decisions on employment benefits; and/or Such conduct has the purpose or effect of substantially interfering with an individual’s work performance or creating an intimidating, hostile or offensive work environment. Any employee who engages in harassment or sexual harassment will be subject to disciplinary action, up to and including discharge.  All complaints of harassment will be investigated in accordance with the School Employee Discrimination and Harassment Complaint Procedure.  

 

Notice and Training

 

Annually, each employee shall receive a copy of this policy and the School Employee Discrimination and Harassment Complaint Procedure.  This may be accomplished by including the policy/procedure with employee paychecks or by using other appropriate MEAA to ensure that each employee receives a copy.  All newly hired employees shall be provided training about sexual harassment in accordance with Maine law. The Executive Director or his/her designee(s) is responsible for ensuring that the school complies with all legal requirements for posting, notification and training of employees regarding harassment and sexual harassment.  

 

ACAB-R: EMPLOYEE DISCRIMINATION AND HARASSMENT COMPLAINT PROCEDURE

 

Definitions

 

For purposes of this procedure:

“Complaint” is defined as an allegation that an employee has been discriminated against or harassed on the basis of race, color, sex, sexual orientation, marital status, age, religion, ancestry, national origin, status as a veteran or disability. 

“Discrimination or harassment” MEAA discrimination or harassment on the basis of race, color, sex, sexual orientation, marital status, age, religion, ancestry, national origin, status as a veteran or disability. 

 

How to Make a Complaint

Any employee who believes he/she has been harassed or discriminated against is encouraged to try to resolve the problem by informing the individual(s) that the behavior is unwelcome or offensive and by requesting that the behavior stop. This shall not prevent the employee, however, from making an immediate formal complaint.

Any employee who believes he/she has been harassed or discriminated against should report their concern promptly to the Principal. If the employee is uncomfortable reporting concerns to the Principal, he/she may report the concern to Human Resources.

   

Employees who are unsure as to whether unlawful discrimination or harassment has occurred are encouraged to discuss their concerns with the Principal. Employees will not be retaliated against for reporting suspected discrimination or harassment. 

 

Any employee who believes he/she has been discriminated against or harassed is encouraged to utilize the school’s complaint procedure. However, employees are hereby notified that they also have the right to report incidents of discrimination or harassment to the Maine Human Rights Commission, 51 State House Station, Augusta, Maine 04333 (telephone: 207-624-6050) and/or to the federal Office for Civil Rights, Regional Director, U.S. Department of Education, S.W. McCormack POCH Room 222, Boston, MA 02109-4557 (telephone: 617-223-9662)

 

Complaint Handling and Investigation

The Principal will promptly inform the Executive Director or his/her designee(s) and the person who is the subject of the complaint that a complaint has been received.

 

The Principal may pursue an informal resolution of the complaint with the agreement of the parties involved. The informal resolution is subject to the approval of the Executive Director or his/her designee(s) who shall consider whether the resolution is in the best interest of the school in light of the particular circumstances and applicable policies and law.

 

The complaint will be investigated by the Human Resource Officer, unless the Executive Director or his/her designee(s) chooses to investigate the complaint or designates another person to investigate it on his/her behalf. Any complaint about an employee who holds a supervisory position shall be investigated by a person who is not subject to that supervisor’s authority. Any complaint about the Executive Director should be submitted to the Chair of the School Board, who should consult with legal counsel concerning the handling and investigation of the complaint.

 

The person who is the subject of the complaint will be provided with an opportunity to be heard as part of the investigation.  If the complaint is against an employee of the school, any rights conferred under an applicable collective bargaining agreement shall be applied. 

Privacy rights of all parties to the complaint shall be maintained in accordance with applicable state and federal laws.

The Human Resource Officer  shall keep a written record of the investigation process.  The Human Resource Officer may take interim remedial measures (consistent with any applicable collective bargaining agreement provisions) to reduce the risk of further discrimination or harassment while the investigation is pending.

 

The Human Resource Officer shall consult with the Executive Director or his/her designee(s) concerning the investigation, conclusions, and any remedial and/or disciplinary actions.

 

The investigation shall be completed within 21 school days of receiving the complaint, if practicable.  If the Human Resource Officer determines that discrimination or harassment occurred, he/she shall, in consultation with the Executive Director or his/her designee(s):

 

Determine what remedial action is required, if any;

 

Determine what disciplinary action should be taken against the person(s) who engaged in discrimination or harassment, if any; and

 

Inform the employee who made the complaint in writing of the results of the investigation and its resolution (in accordance with applicable state and federal privacy laws).

 

If the employee who made the complaint is dissatisfied with the resolution, he/she may appeal to the Executive Director or his/her designee(s) within 14 school days after receiving notice of the resolution. The Executive Director or his/her designee shall review the investigation report and may conduct further investigation if deemed appropriate. The Executive Director’s or his/her designee(s) s decision shall be final. 

 

If the employee is dissatisfied with the decision of the Executive Director or his/her designee(s), he/she may appeal to the School Board within 14 school days after receiving notice of the Executive Director or his/her designee(s)’s decision.

 

The School Board will consider the appeal in executive session, at its next regular meeting. The Executive Director or his/her designee(s) shall submit to the School Board his/her decision, the complaint, any responses, the investigation report and related documents. The complainant shall be allowed to be heard. If present, the complainant’s representative and the representative of the person(s) against whom the complaint was made will also be given the opportunity to be heard.  

After reviewing the Executive Director’s or his/her designee(s)’s submissions and hearing from the parties, the School Board shall make a decision as to whether to affirm or modify the Executive Director’s or his/her designee(s)’s conclusions. The School Board’s decision shall be final.

ACAD: HAZING

 

Maine statute defines injurious hazing as “any action or situation which recklessly or intentionally endangers the mental or physical health of a student enrolled in a public school.”

It is the policy of the School Board that injurious hazing activities of any type including harassment, either on or off school property, by any student, staff member, group or organization affiliated with this school, are inconsistent with the educational process and are prohibited.

 

No administrator, faculty member, or other employee of this school shall encourage, permit, condone, or tolerate injurious hazing activities.  No student, including leaders of student organizations, shall plan, encourage, or engage in injurious hazing activities.

 

This policy and related rules apply to any student who is on school property, who is in attendance in school or at any school-sponsored activity, or whose conduct at any time or place directly interferes with the operations, discipline or general welfare of the school.  Although this provision does not authorize or require school officials or staff to take action at will for off-school premises misconduct, it does provide notice to students about the possible impact of their conduct, and provides school officials with the authority to assess the actual impact of off-school conduct on the school community.

In the case of an organization affiliated with this school which condones hazing, penalties include revocation of permission for that organization to operate on school property or to receive any other benefit of affiliation with the school.

 

Persons not associated with this school who fail to abide by this policy are subject to ejection from school property and/or other measures as may be available under the law.

 Administrators, faculty members, students, and all other employees who fail to abide by this policy are subject to disciplinary action which may include suspension, expulsion, or other appropriate measures. 

 

These penalties shall be in addition to any civil or criminal penalties to which the violator or organization may be subject.

 

The Executive Director or his/her designee(s) shall assume responsibility for administering this policy.  In the event that an individual or organization disagrees with any action -- or lack of action -- on the part of the Executive Director or his/her designee(s) as he/she carries out the provisions of this policy, that individual or organization may appeal to the full School Board.  The ruling of the School Board, with respect to the provisions of this policy, shall be final.

 

A copy of this policy shall be included in all school, parent, and faculty handbooks or otherwise.

 

AD: EDUCATIONAL PHILOSOPHY/MISSION

 

Purpose Statement:

“Transforming lives through arts and education.”

  

Mission Statement:

Maine Arts Academy aims to transform students’ lives and contribute to the cultural capital of Maine by providing high quality, comprehensive, college preparatory academic and arts education in an inclusive, nurturing and culturally rich environment for high school age students.

 

Vision Statement:

Maine Arts Academy will serve as a center of excellence for both academic and arts learning in Maine. MEAA looks at education as both the accumulation of knowledge along with the cultivation of engagement, imagination, leadership and collaboration.  Through the initial introduction of music, theater, dance and visual arts, MEAA will be a witness to the magical power of the arts to bring people together, to create an engaged vibrant community and to cultivate the traits that are so vitally important in the next generation of citizens.  As a community of engaged learners, MEAA will develop more than musicians and artists, but also responsible, joyful, contributing citizens.  In this way, and by ensuring as many people as possible can benefit from the exposure to performing and creative arts, hiring talented arts educators who bring their expertise to our school and further collaborating with other educational, arts and cultural organizations, MEAA will become an integral part of the community and a much needed beacon for the arts.

 

Academy Targeted Student Population:

The MEAA, located on the campus of the New England Music Camp and Snow Pond Community Music School in Sidney, Maine, will be open to high school students residing throughout the State of Maine. 

 

Organizing Principles:

  1. Student ownership of the educational process through standards and a Personal Learning Plan:

  2. Actively engaged students – a project based orientation:

  3. Using the community and the natural world as the classroom:

  4. Building supportive relationships to create a strong sense of community; using Restorative Practices to create ownership of School values and behavioral expectations:

  5. A collaborative and reflective teaching model:

  6. Strong ties built between school and parents:

Approved by the MEAA Board of Directors: March, 2016

 

ADA: SCHOOL GOALS AND OBJECTIVES

 

The Board will strive to ensure that the resources of the school are used efficiently, effectively and directed toward meeting the educational needs of MEAA students.

 

The Board will develop annual goals based on input solicited from a variety of sources. At its annual goal workshop meeting, the Board will also review topics that have been raised by the public and not previously placed on an agenda and consider these topics as possible goals.

These goals will be shared with the community, the staff, and the students. The administration shall develop appropriate objectives designed to achieve the stated priorities. The Board will regularly evaluate progress toward meeting the goals and will adopt appropriate policies designed to facilitate their accomplishment.  Legal Reference: 20-A MRSA Section 4511(3)(A)

 

ADAA: SCHOOL COMMITMENT TO STANDARDS  

FOR ETHICAL AND RESPONSIBLE BEHAVIOR

 

The School Board believes that promoting ethical and responsible behavior is an essential part of the school’s educational mission.  The Board recognizes that ethics, constructive attitudes, responsible behavior, and “character” are important if a student is to leave school as a “responsible and involved citizen,” as described in the Guiding Principles of the Maine Learning Results.  The Board also recognizes that Maine law requires the adoption of a school-wide student code of conduct consistent with statewide standards for student behavior developed by the Commissioner of the Department of Education in compliance with 20-A MRSA § 254(11).

 

The Board seeks to create and maintain a school climate in which ethical and responsible behavior can flourish.  The Board believes that instilling a sense of ethics and responsibility in students requires setting positive expectations for student behavior as well as establishing disciplinary consequences for behavior that violates Board policy or school rules.  Further, the Board believes that in order to teach ethical and responsible behavior, adults who interact with students must strive to model and reinforce ethical and responsible behavior.  To that end, the Board supports an active partnership between the school and parents.

 

Recognizing that collaboratively identified core values are the foundation for a school culture that encourages and reinforces ethical and responsible student behavior, the Board has identified eight basic qualities of good citizenship: trustworthiness, responsibility, honesty, respectfulness, compassion, hardworking, and fairness. The Board is committed to maintaining and enforcing standards for behavior, including prescription of consequences for unacceptable behavior.

 

The Board assures that the school will maintain a Student Code of Conduct consistent with statewide standards for student behavior1 that shall, as required by law: 

  1. Establish standards of student responsibility for behavior;

     

  1. Define unacceptable student behavior;

 

  1. Prescribe consequences for violation of the Student Code of Conduct, including first-time violations, when appropriate;

 

  1. Describe appropriate procedures for referring students in need of special services to those services;

 

  1. Establish criteria to determine when further assessment of a current Individual Education Plan (IEP) is necessary, based on removal of the student from class; 

 

  1. Establish policies and procedures concerning the removal of disruptive or violent students from a classroom school bus, or other school property, as well as student disciplinary and placement decisions, when appropriate; and

 

  1. Establish guidelines and criteria concerning the appropriate circumstances when the Executive Director/designee may provide information to the local police or other appropriate law enforcement authorities regarding an offense that involves violence committed by any person on school grounds or other school property. 

 

The Student Code of Conduct will be reviewed periodically by the School Board, with input from administrators, staff, parents, students, and members of the community.

 

Students, parents, staff, and the community will be informed of the Student Code of Conduct through handbooks and/or other MEAA selected by the Executive Director /designee.  

 

Ethics and Curriculum 

 

The Board encourages examination and discussion of ethical issues within content areas of the curriculum, as appropriate.   The Board encourages integration of ethics into content areas of the curriculum, as appropriate. The Board also encourages the school to provide students with meaningful opportunities to apply values and ethical and responsible behavior 

 

Legal Reference:        20-A MRSA §§ 254, 1001(15)

 

ADC, ADC-R: USE OF TOBACCO ON SCHOOL PREMISES PROHIBITED, ADMINISTRATIVE PROCEDURE

 

The School Board is dedicated to providing a healthy atmosphere for its students, staff and visitors. The use of tobacco or tobacco products in any form is prohibited in all school buildings, offices, any school-approved vehicles, and on school grounds at any time, 24 hours per day, year round.  Visitors will be asked to follow the school policy or asked to leave.  Police may enforce the policy as provided by law.

 

Students are prohibited from possessing, selling, distributing or dispensing tobacco products in school buildings, facilities and on school grounds and buses during school-sponsored events and at all other times. 

 

Employees and all other persons are also strictly prohibited, under law, and this Board’s policy, from selling, distributing or in any way dispensing tobacco products to students. Furthermore, tobacco advertising, including the wearing of clothing advertising tobacco products is prohibited in school buildings, at school functions and in school publications. 

 

This policy applies before, during and after school hours, at school or in any other “school district location” as defined:

 

“School district location” MEAA in any school building or on any school premises; on any school-owned vehicle or in any other school-approved vehicle used to transport students to and from school or school activities; off school property at any school-sponsored or school-approved activity, event or function, such as a field trip or athletic event, where students are under the jurisdiction of the school district.

 

Information regarding this policy will be disseminated at least yearly to students/parents, staff and community through student handbooks, staff meetings, posted signs, facilities use contracts, announcements and other MEAA as decided by the Executive Director. 

 

Administrative Procedure:

  • Policy will be included in student and staff handbook

  • Distributed at the start of the school year.

  

Legal Reference:        22 MRSA §§ 15780(A)(3)

                        Me. PL 470 (An Act to Reduce Tobacco Use by Minors)

                        20 USC 6081-6084 (Pro-Children Act of 1994) 

ADF: COMMITMENT TO LEARNING RESULTS & COMMON CORE STANDARDS

 

The MEAA Board of Directors hereby adopts the system of Maine Learning Results and Common Core standards and the Maine Department of Education’s applicable rules.  The Learning Results system and Common Core standards are intended to serve as a foundation for education reform and to promote and provide assessment of student learning, accountability and equity.  The Board recognizes that the legislative intent of the Common Core system is to provide children with a school that reflect high expectations and create conditions where these expectations can be met.

 

Implementation of the Learning Results system and Common Core standards and the mandate to provide all students with equitable opportunities to meet the content standards of the system of the Learning Results system and Common Core standards has broad implications for the school, including curriculum, budget, professional development, student assessment, professional evaluation, and graduation requirements.  Therefore, the Board will examine its policies to ensure that they are consistent with the intent and goals of the Learning Results system and Common Core standards.  This will require a concerted and coordinated effort involving the Board, the Executive Director, administrators, teachers, parents, students, and the community.

 The Executive Director his/her designee(s) shall continue to evaluate the implementation of the Learning Results system and Common Core standards and any appropriate administrative procedures, including solicitation of feedback from the above mentioned parties. The Executive Director his/her designee(s) shall report these findings to the Board on a semi-annual basis. 

Legal References:       

© 2019 by MAINE ARTS ACADEMY

Maine Arts Academy

11 Goldenrod Lane,

Sidney ME 04330

(207) 618- 8908

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