Beaverton School District:

Employee Conduct and Responsibility

1. Use time during working hours and during time on authorized leave for the
intended purpose;
2. Maintain appropriate relationships with students and not use such relationships
for private advantage;
3. Distinguish between personal views and those of the District to avoid
misrepresentation of the District;
4. Influence professional colleagues without coercion;
5. Represent their own professional qualifications in a true and accurate manner;
6. Perform in accordance with the employees current position description,
performance goals and authorized directives from supervisory authority;
7. Perform all duties and responsibilities with reasonable care and at a level which is
generally recognized in the profession as reasonably adequate and efficient under
similar circumstances;
8. With respect to probationary and temporary personnel, perform at a level which,
in the judgment of the Board, demonstrates that consideration of continued
employment, renewal of contract or election to permanent status, as the case may
be, is justified; and
9. Use District vehicles/property for personal use only with expressed permission.

The Ethical Educator

The ethical educator is a person who accepts the requirements of membership in
the teaching profession and acts at all times in ethical ways. In so doing the ethical
educator considers the needs of the students, the District, and the profession.
1. The ethical educator, in fulfilling obligations to the student, will:
a. Keep the confidence entrusted in the profession as it relates to confidential
information concerning a student and family;
b. Refrain from exploiting professional relationships with any student for
personal gain, or in support of persons or issues;
c. Maintain an appropriate professional student-teacher relationship by:
I. Not demonstrating or expressing professionally inappropriate
interest in a students personal life;
II. Not accepting or giving or exchanging romantic or overly personal
gifts or notes with a student; page 4
III. Reporting to the educators supervisor if the educator has reason to
believe a student is or may be becoming romantically attached to the
educator;
IV. Honoring appropriate adult boundaries with students in conduct and
conversations at all times.
2. The ethical educator, in fulfilling obligations to the District, will:

a. Apply for, accept, offer, or assign a position of responsibility only on the

basis of professional qualifications, and will adhere to the conditions of a
contract or the terms of the appointment;
b. Conduct professional business, including grievances, through established
lawful and reasonable procedures;
c. Strive for continued improvement and professional growth;
d. Accept no gratuities or gifts of significance that could influence judgment
in the exercise of professional duties;
e. Not use the Districts or schools name, property, or resources for noneducational benefit without approval of the educators supervisor or the
appointing authority.
3. The ethical educator, in fulfilling obligations to the profession, will:
a. Maintain the dignity of the profession by respecting and obeying the law,
exemplifying personal integrity and honesty;
b. Extend equal treatment to all members of the profession in the exercise of
their professional rights and responsibilities; and c. Respond to requests for
evaluation of colleague.

Beaverton Schools Reporting Procedures

1. Believe what the child tells you. Reassure the child that the abuse is not his/her
fault and that you are concerned about the childs safety.
2. Report all cases to the building principal or counselor who may involve the school
nurse in documenting and making the report. The law applies to all persons who are
aware of the suspected abuse. You must also report the abuse to Washington
County Department of Human Services or local law enforcement yourself.
3. The report is to be made immediately to the State Office for Services to Children
and Families. This agency will conduct the investigation and determine whether any
school personnel are to be present during the interview.
4. For the childs safety, school employees are not to contact family members
regarding the report.

Confidentiality of Student Records

a. The district shall designate an employee to coordinate special education records
(designated coordinator). In addition to all procedures and safeguards detailed in
Board policies JO, JOA, JOB and JOD and accompanying administrative regulations,
the designated coordinator shall ensure that the district provides access to and
protects the confidentiality of student education records.
b. The designated coordinator ensures that the confidentiality of personally
identifiable information is protected at collection, storage, disclosure and
destruction stages.
c. The district ensures that each person collecting or using personally identifiable
information shall receive training or instruction regarding the policies and
procedures governing confidentiality of personally identifiable information.
d. The district maintains for public inspection a current listing of the names and
positions of the employees who may have access to personally identifiable
information and keeps a record of any authorized personnel not on the listing who
review the record.

e. The district provides parents or eligible students, on request, a list of the types
and locations of education records collected, maintained or used by the district.
f. The district will comply with a request from a parent or eligible student to inspect
and review an education record without unnecessary delay and:
(1) In no case more than 45 calendar days after the request has been made;
and
(2) Before any meeting regarding an individualized education program (IEP)
or hearing relating to the identification, evaluation or placement of the student.
g. The designated coordinator shall ensure that a parent or eligible student who
requests an explanation or interpretation of any information contained in an
education record receives an appropriate explanation or interpretation.
h. The district presumes that the parent has authority to inspect and review records
relating to his/her student unless the district determines that the parent does not
have the authority under applicable state law governing such matters as
guardianship, separation and divorce.
i. If a parent or eligible student requests a copy of the students records, the district
will give the parent or eligible student a copy except that:
(1) The district will not provide a copy of test protocols, test questions and
answers and other documents unless authorized by federal law;
(2) The district may charge a copying fee.

SUPERVISION RECEIVED AND EXERCISED

Receives supervision from a Human Resource Administrator May assign work to
lower level classifications and temporary employees as directed, but does not
supervise.
EXAMPLES OF DUTIES:
Duties may include, but are not limited, to the following:
1. Provides paraprofessional/technical support to and manages the assigned
Human Resources
activities. Follows assigned processes and procedures to ensure compliance with
appropriate policies and legal requirements.
2. Provides assistance and responds to inquiries and questions from applicants,
principals,
managers, supervisors, and employees; evaluates situations as to appropriate
human resources policies, procedures, and processes; refers more difficult questions
to the appropriate resource person.
3. Maintains and updates accurate and timely record-keeping and database
systems; assures
inclusion of information from required sources and accuracy of records; applies
applicable record systems processes and procedures; ensure confidentiality of
employee data.
4. Conducts formal studies and projects relating to training, staffing, and
employment,
compensation, etc.
5. Compiles, evaluates, and organizes information and data for review and
develops

preliminary recommendations and options; may conduct special reports or studies;

maintains documentation and files in a confidential manner.
6. Responsible for scheduling interviews, processing hires in coordination with
HR staff.
7. Screens, interviews and hires certain employee classifications as directed by
HR
Administrator; checks references and follows HR procedures in the hiring process.
8. Schedules and conducts surveys and interviews with employees and
managers or other
organizations. May be assigned to investigate situations and issues, and report
findings.
9. Participates in the design, implementation, monitoring and maintenance of
program
processes, procedures and systems.
10.Participates in the development of objectives and goals; recommends
changes to program
or operation policies and procedures.
11.Develops and reviews programmatic or operational processes and
procedures; makes
recommendations for improvements; oversees the implementation of changes to
processes
and procedures; drafts, reviews and revises policies and procedures; coordinates
program or
operation processes with other external and internal systems and activities.
12.Develops procedures, technical manuals, and forms as assigned; writes
instruction manuals
describing procedures and requirements; may write newsletters and maintain
websites;
writes project proposal descriptions, handbooks, program procedures, management
reports,
and business correspondence.
13.Participates in coordinating programs, projects and personnel within specified
timelines;
may independently facilitate meetings and present information to groups.
14.Develops work plans, timelines and resource allocations for assigned projects;
monitors
progress to ensure objectives and timelines are met.
15.Prepares and develops meeting materials; provides staff support during
meeting.
16.Participates in training and development activities and present information to
employee groups.
17.Performs a variety of general office support duties as required in the assigned
work area(s).
18.Participates on committees to provide input and recommendations.
19.Attends various training and development courses and programs in the
Human Resource
field to keep up-to-date with developments. May represents the program or
operational
area at task forces, committees, etc., as assigned.
20.Performs related duties and responsibilities as required.

Staff Ethics and Employee Conflicts of Interest

District employees shall strive to act in an ethical manner at all times. Employees
shall not engage in, or have a financial interest in, any activity that would raise a
reasonable question of conflict of interest with their page 15 duties and
responsibilities as staff members, or compromise their abilities to fulfill their
obligations to the District, its students, and its community in any way. This means
that:
1. Employees will not solicit for financial remuneration from students, parents or
staff;
2. Any device, publication or any other item developed during the employees paid
time shall be District property;
3. Employees will not further personal gain through the use of confidential
information gained in the course of or by reason of position or activities in any way;
4. Employees shall not use or attempt to use his or her official position or
employment at the District to obtain financial gain or the avoidance of financial
detriment for the employee, the employees relatives, or for any business with
which the employee or relative is associated;
5. No employee shall solicit or receive, either directly or indirectly, any pledge or
promise of future employment or financial gain based on any understanding that
the employees action or judgment in his or her capacity as an employee of the
District would thereby be influenced;
6. No employee may perform any duties related to an outside job during his/her
regular working hours;
7. No employee will use any District facilities, equipment or materials in performing
outside work unless such employee has utilized the District process for obtaining
public building use.
You are strongly encouraged to read Board Policy GBC, GBCA, and corresponding
Administrative Regulations GBC-AR and GBCA-AR for further definitions and
guidance. If a situation ever arises that raises a question for you regarding these
policies, you are advised to consult Human Resources immediately.

Scope of Practice for paraeducator

This position carries out program activities as planned and scheduled by licensed
personnel and provides instruction to individual and small groups as directed by the
licensed staff. This position monitors student safety and behavior in an alternative
program designed for students with behavior challenges.
1. High School Diploma required. Associate's degree (AA) or equivalent from twoyear College or technical school; or 72 credit hours from an accredited college or
university desired.
2. To perform this job successfully, an individual should be proficient with the
following: e-mail (MS Outlook), internet software and word processing (MS Word).
3. Ability to lift students from a wheel chair to the floor and back and on and off of a

changing table.
4. Certificates as determined by the District including a valid drivers license and
CPR certificate as well as instruction in blood borne pathogens. Other training as
required by District.
ESSENTIAL FUNCTIONS:
1.
Prepares instructional materials under direction of licensed teacher.
2.
Provides instruction under the direction of licensed teacher.
3.
Assists teacher in working with students to complete assignments.
4.
Assists teacher in grading and recording students' assignments.
5.
Takes and maintains data as needed and required by licensed teacher.
6.
Assists students with restroom needs as directed.
7.
Maintains students' safety and monitors appropriate behavior at recess, in
class and during bus loading and unloading.
8.
Participates in restraint training as required.
9.
Maintain regular and consistent attendance and punctuality
10. Work collaboratively and communicate effectively with staff and customers at
all organizational levels
11. Perform other duties and responsibilities as assigned.

Use of District Technology & Communication Services

Beaverton School District electronic communication services must be used in a
responsible, efficient, ethical and legal manner to manage the District and to help
students master the curriculum.
Acceptable Uses:
Acceptable uses include activities that directly support teaching and learning of the
District curriculum or that support attainment of the District mission and priorities.
Uses may include functions such as electronic or voice mail, real-time electronic
conferencing, reading or posting messages on computer bulletin boards, accessing
District information databases and other shared resources and accessing external
resources page 14 through the Internet. Personal use of these services is permitted
if there is no additional direct cost to the District and if personal use does not
interfere with student learning, conflict with the work responsibilities of District
employees, result in personal financial gain, or violate School Board Policy.
Unacceptable Uses:
A list of unacceptable uses or practices can be found in IIBGA-AR. Unacceptable
behavior or uses include, but are not limited to, those that are illegal, have no
reasonable basis for improving the teaching or learning of the District curriculum or
completion of District business, are offensive, harassing, or potentially harmful to
others, are for personal financial gain, or impair the maintenance, use, or
availability of equipment or services by others. You are strongly encouraged to refer
to IIBGA-AR for a detailed breakdown of unacceptable uses of District technology
and communication services.
Privacy:

All communications and data interchanges are subject to monitoring. The School
District does not consider any communication or data interchanges using District
materials, equipment, or electronic infrastructure to be private.
Staff Responsibilities for Personal and Student Use:
District administrators and staff are responsible for modeling and teaching students
the proper ethics, techniques and standards for the use of electronic communication
services and for enforcing compliance. Guidelines for acceptable and unacceptable
use should be discussed with students. Staff are responsible for monitoring student
use of electronic communication services to assure that Internet use is consistent
with grade-level guidelines and for guiding students to educationally appropriate
sections of the Internet. Staff must assure that non-E-mail Internet access is limited
to those students who have been granted permission by a parent or guardian.