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procedures_manual:500_personnel_administrative

ADMINISTRATIVE PROCEDURES

PERSONNEL ADMINISTRATIVE (Section 500)

500 System Administrative Council (SAC)

The purpose of SAC is to facilitate Morrison Academy's administrative duties which are at the system level. These duties normally include, but are not limited to, the following:

  • Articulate and evaluate the implementation of the VFOL and organizational vision statements.
  • Oversee the development and implementation of the School Improvement Plan.
  • Recommend an annual budget and budget changes to the Board of Trustees Finance Committee.
  • Make operating and capital budget decisions which require SAC approval as specified in the Financial Procedures Manual.
  • Develop and implement the school calendar for the next school year within the parameters of Policy # 5330 INSTRUCTIONAL TIME REQUIREMENTS.
  • Recommend new policies and changes in existing policies through the Superintendent.
  • Write and review system administrative procedures.
  • Appoint members to serve on administrative committees.
  • Receive and act on information from administrative committees.

SAC meetings are chaired by Superintendent. The Superintendent will distribute the agenda at least five days in advance of meetings. The Superintendent shall arrange for the distribution of the necessary supporting documents required to conduct a productive meeting.

SAC 1/14
Reference - Policy 2031 System Administrative Council (SAC)

502 Grievances

A grievance exists if a student, parent, or employee feels that he/she has been wronged, by being subjected to any unjust act, policy, or procedure. The grievance can exist against the action of an employee, a student, the Board of Trustees, or any organization or committee of the school.

The Morrison Academy Organizational Chart will serve as a guide to the appeal process of a grievance.

Informal Level I
A person who has a grievance is to first privately approach the person or people whom the grievance is against and communicate the grievance verbally giving opportunity for positive dialogue.

Informal Level II
If resolution is not reached, the person with the grievance, along with one or more witnesses, should make an appointment to meet with the person or people whom the grievance is against. Ideally, a written statement of the grievance should be presented to the person or people whom the grievance is against, again giving opportunity for positive dialogue.

Formal Level I
If resolution is still not reached; the person with the grievance and the witnesses should approach the appropriate administrator and share the grievance. The administrator will research the grievance, talk with all primary parties, and act upon the grievance in a timely manner. The administrator will document his/her decision. The administrator’s decision will be reported to all parties involved.

Formal Level II
If resolution is not reached at the site administrative level, the person bringing the grievance may address the Superintendent. The Superintendent will communicate with the administrator, reinvestigate the grievance and report his/her decision to all parties involved.

Formal Level III
If resolution is not reached at the Superintendent level; the person bringing the grievance may appeal to the Chair of Board of Trustees. All parties have the right to legal counsel and have the right to call witnesses during formal grievance meetings (Formal Levels I - III).

SAC 4/14
Reference - Policy 3542 Personnel Grievance Procedure, Policy 5470 Student Complaints and Grievances

511 Employment

Temporary Employees
The administrator shall be responsible for hiring needed temporary employees and for communicating their wage levels according to the Temporary Employees Wage Schedule. Teacher substitute's wages will be calculated according to the actual teaching periods worked. The Temporary Employees Wage Scale is determined by the Director of Finance.

The administrator shall insure that adequate supervision is provided for temporary employees.

The temporary employee's supervisor shall be responsible for keeping track of the number of hours worked and requesting salary payment to the administrator. No parent will serve as the direct work supervisor of his/her own child(ren).

In order to comply with Taiwan labor laws, all hourly paid temporary employees shall be at least 15 years old and fall in one of the following categories: expatriate in Taiwan with a Morrison work permit, student with ROC citizenship currently enrolled at Morrison Academy, or ROC citizen. Current students and Morrison alumni who do not have ROC citizenship or a Morrison work permit may apply to the Student Work program (see below) and Alumni Scholarship program (policy#4286) respectively.

ROC income tax withholding is mandatory for temporary employees who plan to reside in Taiwan less than 183 days during the current calendar year. When withholding is required, the cashier pays after tax wages to the temporary employee and the System Accountant pools withholding in a monthly payment to the Tax Bureau.

Student Work program
Student Work scholarships may be granted to currently enrolled students of Morrison Academy. These scholarships will be awarded based upon services provided to Morrison Academy. Each scholarship will be funded by the accounts that are authorized by account authorizers. The scholarship may be given directly to the students. Scholarship recipients will receive year end wage statements to use when filing the income on their parent(s) tax filing as a dependent, if under 20 years old. Payment and tax will be handled according to the following chart:

Worker Status Payment Method Tax Filing Method
Morrison Student and recently graduated seniors
Taiwan Citizen
Taiwan Citizen and in-country on Taiwan ID status.
NT$ Cash with no tax withholdingIf over 20 years old and not enrolled in university, the worker can file independently.
Expat with ARC (>183 days)
Expat in Taiwan on ARC status for more than 183 days (half the year) in the current calendar year.
NT$ Cash with no tax withholdingChild and parents must stay in Taiwan over 183 days in the year, otherwise Morrison will withhold and/or ask worker to reimburse 20% of their earnings before they leave.
Expat with ARC (<183 days)
Expat who plans (or is highly likely) to be in Taiwan less than 183 days in the current calendar year.
NT$ Cash with 20% tax withholdingMorrison is required to withhold 20% from income since it is reported as ‘other income.’ If the worker ends up staying longer than 183 days in the year, their income (included on the parents’ tax filing) will be taxed at the parents’ normal rate.
Expat without ARC
Regardless of number of days in Taiwan during the year.
NT$ Cash with 20% tax withholdingTaxes do not need to be filed and 20% will be withheld from pay with no refund possible.
Morrison alum 22 years old or younger
Taiwan Citizen
Taiwan citizen and in-country on Taiwan ID status.
NT$ Cash with no tax withholdingIf over 20 years old and not enrolled in university, the worker can file independently.
Expat Morrison Alum
University enrolled Morrison alum working during the summer months regardless of visitor or resident status and number of days in Taiwan, in accordance with Policy 4286.
US$ Check with no tax withholdingWorker will receive a US$ check made out to their university overseas. No tax filing is necessary. (Explanation: because the individual is no longer an enrolled student at Morrison, the school is unable to issue an income statement with ‘other income’ as it can for enrolled students).

Expatriate Employees
The Superintendent, with the assistance of the Director of Human Services, will be responsible for recruiting employees for positions requiring English. The Superintendent, after consulting with the site-level administrator, will make hiring decisions. All initial hiring decisions will be reported to the Board of Trustees.

All expatriate Head of Household staff are considered part of the Protestant missionary movement in Taiwan, therefore, the spouse of all new employees must complete Morrison’s employment application form, sign the statement of faith and sign the Code of Conduct for Child Safety, even if they are not a Morrison employee.

Only the Board of Trustees has the authority to dismiss employees. Administrators will be responsible to follow proper due process procedures and provide documentation on all potential dismissals. The Superintendent should be kept informed by the site-level administrator regarding potential dismissals. The Superintendent will be responsible for making dismissal recommendations to the Board of Trustees.

It is the responsibility of the site-level administrators and Director of Human Services to insure that all employment decisions fall within the authorized FTE parameters established in the budget, procedures and job descriptions. Exceptions may be authorized by the Director of Human Services.

Contracted expatriate employees normally have an ROC resident visa and work permit valid for Morrison employment. They must also have a work permit for any/all other employment within Taiwan while employed by Morrison Academy unless they have an “open work permit.” Those who do not have a valid ROC resident visa and work permit are required to participate in the Taiwan Labor Insurance program and Taiwan Government Pension plan at their own expense.

Working conditions and benefits for expatriate employees are listed in procedures 700 through 799.

National Employees
Citizens of the Republic of China are normally classified as “national” employees and their working conditions are covered in the National Personnel section of this procedure manual. See procedures 600 through 699.

The Director of Human Services is responsible for recruiting national employees (teachers and professional staff) for positions requiring English language ability. The General Manager is responsible for recruiting contracted staff for positions not requiring English who are national employees. The recruiting process for national employees includes advertising the opening, collecting application documents (i.e. references, medical tests, background check, credentials), arranging interviews, and recommending a hiring level.

The Administrator requests the Superintendent to issue a contract.

Employment of Married Couples
When husband and wife both are employed at Morrison, their employment contracts must fit in one of the following categories.

  • Both are national employees.
  • One is a national employee and one is an expatriate non-Head of Household employee.
  • One is an expatriate Head of Household and one is a non-Head of Household expatriate personnel.

When a school employee marries another school employee their benefits will be adjusted when their current employment contract(s) expires.

SAC 11/16
Reference - Policies 3100s

512 Employee Selection Process

The Director of Human Services coordinates the following process of screening and hiring for new contracted expatriate positions and professional national positions.

  1. Post all relevant application documents on the Recruitment Database.
  2. Post openings on the recruiting webpage and with recruitment servers, such as Mission Teach.
  3. Arrange for a face to face interview, when possible, with the goal of determining whether or not the candidate is a good fit with Morrison’s mission and vision.
  4. Consult with Principal/Director of Boarding Services regarding available candidates and campus specific criteria to be considering in the selection process.
  5. Refer specific candidates to the Principal/Director of Boarding Services for a professional interview. This interview is for the purpose of determining academic capabilities or job related abilities of the candidate.
  6. Consults with the Principal or Director of Boarding Services about who to recommend to the Superintendent. The Superintendent then sets up a hiring interview and decides whether or not to offer a contract. If a contract is offered, the Superintendent decides on FTE and hiring level.
  7. The Superintendent is responsible to let the Director of Human Services and the administrator know when a contract has been offered.
  8. The candidate normally has one week to accept or reject the contract.
  9. When a contract is signed the Director of Human Services is responsible to let principals know as soon as possible
  10. The Director of Human Services ensures that a background check is in the new employee’s personnel file before they begin service. Background checks for spouses of new expatriate employees will be kept in the employee’s personnel file. Morrison Academy does not employ anyone with a prior conviction for or history of child sexual abuse or related offenses at any time during his or her adult life. Accurate employment references will be provided to other organizations regarding offenders.
  11. After a candidate is hired, the Director of Human Services is responsible to provide transition orientation and member care for new staff until they arrive on island. The Principal/Director of Boarding is responsible to answer questions regarding job assignment and duties. The Administrative Assistant for the Superintendent is responsible to help new staff apply for visas and work permits.

SAC 8/14
Reference – Policy 3100 & 3105
Procedures 540 & 545

513 Employment Qualifications for Expatriate Certified Personnel

The provisions of Policy #3110 for full-time, certified personnel will be applied to part-time teachers, with the exception that consideration will be given to individuals without a teaching certification, if there is other strong evidence that they have sufficient background, experience, and ability to fulfill the duties of the job for which they are being hired. An individual hired without the appropriate certification will be hired on a one-year basis, provided he/she continues to work toward certification.

SAC 11/08
Reference - Policy 3110 Qualifications For Employment

515 National Employee Salary Schedules & Benefits

The National Employee salary schedules will be based upon the current ROC Public Schools Employee Salary Scale adjusted for actual days of employment according to the following chart.

Morrison Scale Morrison Total
# of Levels
Morrison % of
Gov't Scale
Government Scale Salary level Work Support Level Supervisor Allowance
Max
Min.Max. Max.
Teacher 24 91% Teacher 180625 450 NA
Manager 24 93% Employee 150550 9 9
Clerical 24 93% Employee 110450 9 NA
Skilled Labor 13 113% Skilled 110245 fixed 5
Unskilled Labor 13 116% Labor 105170 fixed NA

Part-time employee salaries and benefits are prorated. Temporary, hourly paid employees do not qualify for benefits.

SAC 4/05
Reference - None

516 SAC Summer Administrators

SAC administrators continue oversight of essential administrative tasks via email throughout the summer holidays in accordance with the work requirement section of their job descriptions.

Each campus and Support Services may appoint a Summer Administrator to be available to oversee summer personnel, ensure that essential services are provided, and oversee renovation projects. Normally this does not include other duties on the administrator’s job description. The Summer Administrator's work season may begin the Monday after graduation and extend to two weeks before the first day of classes in the fall semester. Normally, summer administrator's hours do not exceed 3 hours a day, five days a week. Summer Administrators' pay must be authorized in advance by the Director of Finance. For mission-supported personnel who cannot receive cash payments, compensation may be in the form of job related equipment, donations to school authorized fund raising accounts, or student activity accounts.

SAC 5/12

517 Full-Time Equivalent (FTE)

Morrison recognizes the time and effort each contracted employee takes to engage students. Work assignments are made by the Principal and approved by the Director of Human Services. The following criteria will be considered in determining FTE. These are minimum requirements. Efforts will be made to maintain equity and consistency in the work day throughout the Morrison Academy campuses.

FTE for clerical and support jobs is based on 8.0 hours/day, not including lunch.

FTE for elementary teachers will be based on a minimum of 1350 instructional minutes/5 day week.

FTE for secondary teachers is based on 45 minutes / day (or 225 minutes / 5 day week) of classroom instruction calculated at 0.17FTE. Full-time secondary teachers are assigned at least four 45 minute classes / day (or 900 instructional minutes / 5 day week), unless the Superintendent has approved a lower number.

Teachers may also be assigned duties in accordance with following chart, in order to fulfill their contracted FTE. These secondary duties are limited to: MS Coach, Advisor, HS Club Sponsor, HS Assistant Coach, HS Coach, HS Sponsor (Assistant), HS Sponsor (Lead), Study Hall/Online Lab Monitor, HS Head Coach, HS Independent Study, Department Head, AP Prep, HS Drama Coach (Lead, Assistant), EMS Drama Coach, after school activities approved by the Superintendent, translation, independent study, and HS Yearbook. Teacher may volunteer to perform additional duties that are not included in FTE or remunerated.

Duty Time FTE
Music Lesson30 min./wk0.02
45 min./wk0.03
60 min./wk0.04
Learning SpecialistILP0.02
45 min. period/wk inclusion0.02
45 min. period/wk resource room0.03
Minor DutyRoughly 30 hours per year0.02
Moderate DutyRoughly 60 hours per year0.04
Major DutyAt least 120 hours per year0.08
Heavy DutyAt least 180 hours per year (HS Only)0.12
Course Preps3 or more core course preps/day for HS teachers0.08
6 or more core course preps/day for Specialists10%

Part-time personnel's FTE will be prorated, based on actual hours or periods per day employed.

Voluntary involvement in co-curricular activities is encouraged and needed. These less formal interactions with students outside of the classroom often provide the best opportunities to build trusting relationships with students and model the VFOLs.

No employee, while fulfilling the terms of their contract, will engage in non-Morrison activities to the extent that such involvement precludes satisfactory completion of the responsibilities of their Morrison Academy contract.

SAC 11/16
Reference - Policy 3300 Philosophy of Compensation
Procedure 283 Learning Needs Program

519 Married Employees

Married couples are expected to reside together. When circumstances arise causing a couple to reside in different homes for more than 4 weeks, the employee needs to consult with the Director of Human Services ahead of time. If after consultation the employee still believes it is in his/her best interest to live separately from his/her spouse, the employee can ask the Superintendent for approval for up to one semester. Employees should realize that continued employment may be affected.

SAC 9/11
Reference – Policy 3113

520 Staff Attendance

Attendance records of each member of the school staff are kept in the site office. This record indicates the reason for the absence (i.e. sickness, personal, bereavement, mission business, etc.). It also indicates approved overtime.

At the end of each semester, each administrator or their designee is responsible to report all employee personal leave, sick leave, and other absences from the work place to the Director of Human Services. On-going records of leaves/absences are kept by the Director of Human Services.

SAC 93
Reference - None

523 Independent Service Providers

The Principal, or their designee, may authorize independent service providers to deliver optional professional learning services on campus for the benefit of Morrison Academy students and home-schooled MKs. Students from other schools do not qualify for these services. Independent service providers include, but are not limited to, private music lesson teachers, athletics instructors, speech therapists, tutoring and clinical counselors. These independent service providers are not employees of Morrison Academy.

These independent services are considered to be school-authorized, in accordance with procedure 210. Normally, independent service providers and their students are exempt from the facility use fee for their assigned facility. However, a utility fee may be assessed for facilities with relatively high operating costs, such as a large multi-purpose-room.

The school may provide the following support for independent service providers.

  • Advertise the services in regular school publications and communications
  • Recommend service providers to specific students who may benefit from these services
  • Billing and cashier services in accordance with the school’s fee schedule, wage scales, or contract with the independent service provider
  • Process expatriate independent music teachers visa and/or work permit applications

Independent service providers must accept the following responsibilities.

  • Complete the following tasks before they begin service. These documents are available on Morrison Academy’s child protection webpage. http://www.mca.org.tw/about-us/child-safety/
    • Application form and Child Safety form submitted to the Principal's Administrative Assistant.
    • Morrison’s Child Safety Training (in person or one on-line video per academic year)
    • Background Check:
      1. For US citizens, the Administrative Assistant sends the completed application form to the Director of Human Services who applies for the background check at the school’s expense.
      2. ROC citizens and citizens of other countries may apply for a Police Criminal Record Certificate at personal expense or provide one from their own passport country.
  • Abide by the standards of Christian behavior and professional ethics defined in policy 3020
  • Coordinate the service schedule (including any changes to the schedule) with the Principal or their designee

SAC 4/14
Reference - Policy 3020 Christian Behavior and Professional Ethics
Procedure 210 School-Authorized Events/Programs


524 Outsourced Service Contracts

Personnel provided by outsourced service companies are not employees of Morrison Academy. The General Manager may sign contracts with outsourced service companies for transportation, security, custodial, and food services. These contracts give the General Manager authority to require the outsourced service provider to replace any personnel that are not fulfilling their assigned duties or causing real or perceived damage to the school's reputation, property, or people related to the school. Similarly, the Director of Information Technology Services may sign contracts with outsourced technology service companies for technicians on each campus. Education Technology Coordinators will assign tasks to these technicians.

In order to ensure child safety within the school community, all personnel hired by outsourced service providers must participate in the school’s child safety training every year, sign the Code of Conduct for Child Safety, and provide a Police Criminal Record Certificate.

SAC 8/15


527 Substitutes and Temporary Employees

When a substitute is required, the employee will notify their immediate supervisor as soon as possible, prior to the beginning of their absence. The Administrative Assistant for the Principal will maintain a list of qualified, available substitutes. Substitutes should have previous experience and skills necessary to accomplish the job to which they are assigned.

The school will compensate all temporary employees according to the (Temporary Employees Wage Schedule).

Before the applicant begins work the following must be completed. (These documents are available on Morrison Academy’s child protection webpage. (http://www.mca.org.tw/about-us/child-safety/)

  1. Application form and Child Safety form submitted to the Principal's Administrative Assistant.
  2. Morrison’s Child Safety Training (in person or one on-line video per academic year)
  3. Background Check:
    • For US citizens, the Administrative Assistant sends the completed application form to the Director of Human Services who applies for the background check at the school’s expense.
    • ROC citizens and citizens of other countries may apply for a Police Criminal Record Certificate at personal expense or provide one from their own passport country.
  4. Work permit applications are to be processed by the Administrative Assistant for the Superintendent.

All substitutes and other temporary employees must complete a refresher child safety training course and re-sign the Code of Conduct for Child Safety every year.

SAC 4/14
Reference - Procedure 465 Child Safety and Protection
Procedure 511 Employment
Procedure 540 Code of Conduct for Child Safety

530 New Staff Orientation

In order to help new staff grow in their ability to live cross-culturally, Morrison requires new staff to attend a Pre-field Orientation (PFO) and participate in on-island orientation.

The Director of Human Services will assist the Principal and the Director of Boarding Services in planning and implementing the new staff on-island orientation for his/her new staff. This orientation will be held two weeks before school starts.

On-island orientation prior to the first day of classes needs to include the following elements:

  • Time with personnel from Support Services: (This will take around 6 hours).
  • Multiple trips in the community designed to help them with shopping.
  • Time in the community designed to begin to orientate them to the culture and neighborhood.
  • Time in the community designed to build confidence in their own ability to handle things without experienced staff with them.
  • The beginning of a required 10 session Survival Chinese language course.
  • An orientation packet that includes the Encyclopedia of Living in Taiwan (provided by Support Services), an English city map, name cards of frequented businesses as well as the school, a neighborhood map (if appropriate), Teacher Handbook, and any required reading determined by SAC.
  • An opportunity for new staff to ask questions from a variety of returning staff.
  • Accompanying spouses should attend culture related meetings.
  • Child care will be provided.

SAC 5/09
Reference: Procedure 153 New Staff Expectations

531 Contract Renewals

The performance evaluation and contract renewal process is designed to maintain high levels of job performance.

The supervisor who conducts performance evaluations is specified in the organizational chart, as well as in the job descriptions. Performance evaluation for professional positions will be directly related to the job-specific professional practice review (PPR) rubric. A copy of any formal written evaluation is given to the employee. An employee has the option of responding to the evaluation in writing. Any response will be attached to the file copy of the evaluation.

Contract renewal will be based on written performance evaluations. The Superintendent, in consultation with SAC level administrator, will determine whether a contract is offered and for how many years. Professional employees who the Superintendent and administrator believe are at the lowest level on any PPR benchmark may not be offered a new contract. Professional employees who are at next-to-lowest level on three or more PPR benchmarks may only be offered a one year contract renewal. All other employees are normally offered a two year contract renewal.

Full-Time Contracts
Normally full-time employment contract renewals are distributed in early October. The deadline for contract renewal for full-time expatriate and national employees will be November 1. The Superintendent may approve an extension until the first day after Christmas break.

Departing employees are advised to inform their colleagues and students prior to December 1 so that other employees have a chance to request transfers before new staff are hired in January and February.

Part-Time Contracts
Normally part-time employment contract renewals are distributed in April. Normally, part-time employees are given one week to decide whether or not to sign the contract.

Contract Contents
The contract shall include the name of the employee, time period of the contract, and at least one job title. If more than one job title is listed, the FTE proportions for each duty will normally not be included so that duties can be adjusted during the contract period. The contract shall also indicate one of the three benefit packages: national employee, expatriate employee including head-of-household benefits, or expatriate employee excluding head-of-household benefits.

SAC 5/17
Reference - Policy 172 Professional Practice Review Rubrics
Procedure 612 Performance Evaluation Bonus
Policy 3110 Employment of Expatriate Personnel
Policy 2011 Organizational Chart
Policy 3200 Employee Contracts
Policy 3105 Hiring / Rehiring
Policies 3400 Expatriate Employee Benefits
Policy 3410 National Employee Benefits

532 Employee Transfers

Employees who want to transfer to a different position on the same campus the following school year should submit their request in writing to their Principal before December 15. Employees who want to transfer to a different campus the following school year should submit their request in writing to the Director of Human Services before December 15.

Morrison-initiated transfers will be made only after the administration determines that the transfer is in the best interest of the students and the school. The administration will consult with the affected employee in a timely manner. (See Procedure 755 Relocation Benefit.)

SAC 3/13

534 Personnel Records

Personnel records shall be kept for every employee by the Superintendent or the Superintendent’s designated representative. Files will be accessible only to the Superintendent, the Director of Human Services and to the Superintendent's Administrative Assistant. Letters of reprimand or complaint will be reviewed with the employee before copies are placed in the personnel file. Records shall contain application materials, service records, signed contracts, and other pertinent materials. When personnel leave, their administrator should send a copy of their most recent written evaluations and any disciplinary letters to be maintained in their personnel file which will be kept for 10 years.

Employees may review their own personnel records upon request. In order to review personnel records, an individual must make the request directly to the Superintendent. The Superintendent will allow the employee to review his/her own personnel folder within the confines of the support services office area, with the exception of confidential papers, which will be removed from the folder before it is released.

TCM 6/13
Reference - Procedure 410 Document Retention
Policy 4130 Document Retention

535 Volunteers

Morrison recognizes the value of community volunteers that support school programs. A volunteer is any unpaid adult (over age 18) who volunteers at school authorized events, or participates in curricular, co-curricular or other school authorized programs for more than 10 hours per year.

In order to ensure child safety within the school community, all volunteers must complete the following tasks before they begin service. More information is available on Morrison Academy’s child protection webpage. http://www.mca.org.tw/about-us/child-safety/

  1. Application form and Child Safety form submitted to the Principal's Administrative Assistant.
  2. Morrison’s Child Safety Training (in person or one on-line video per academic year)
  3. Background Check:
    • For US citizens, the Administrative Assistant sends the completed application form to the Child Safety Officer who applies for the background check at the school’s expense.
    • ROC citizens and citizens of other countries may apply for a Police Criminal Record Certificate at personal expense or provide one from their own passport country. (The General Manager may assist in the process of applying for a certificate from Taiwan.)

Each volunteer must complete a refresher child safety training course and re-sign the Code of Conduct for Child Safety every year.

Parents of current students who have not completed the volunteer training and screening procedure may participate in school activities under either of the following conditions.

  1. The activity provides no opportunity for interaction with students, such as assisting in the office or teacher workroom.
  2. The parent is visible and accountable to a Morrison Academy employee during the entire school sponsored activity and the duration of this level of participation totals less than 10 hours during the entire school year. These activities include participation in field trips or occasional coaching of athletic teams.

SAC 5/17
Reference – Policy 3150 Volunteers
Procedure 210 School-Authorized Events/Programs
Procedure 465 Child Safety and Protection
Procedure 540 Code of Conduct for Child Safety

540 Code of Conduct for Child Safety

In any settings where children are present, employees and volunteers should implement as many of the safeguards as possible, with a minimum of at least one of the following safeguards.

  1. Visibility - When interacting with children the adult positions themselves in a place that is visible to other unrelated adults. This can be accomplished by such things as planning activities in areas where other adults are present, staying within view of the window in the door or keeping doors open.
  2. Accountability – Prior to any one-on-one interaction with a child, notify the child’s parent and an unrelated employee in the vicinity. This can be accomplished by a counselor phoning a colleague in the building at the beginning and end of a counseling session or a volunteer phoning a parent before driving a student home.
  3. Balancing Control - Adults, by virtue of their age, size, strength, and authority, exert control over children. Balancing control enhances child safety. This can be accomplished by sending two same age children to the bathroom together with an adolescent or adult helper, having a friend play in the room while talking to a student after school, asking the children to sit in the back seat of a vehicle, or inviting two or more students to work on a project.

Each of the following safeguards further improves safe interactions within the school community.

  1. Discipline should be used to teach and correct rather than punish. The following actions may involve abuse and are to be avoided.
    • Derogatory name-calling, ridicule, humiliation, shaming, publically singling out a child for negative treatment or exclusion, yelling at a child or other forms of hostile treatment
    • Hitting, slapping, or any behavior that assaults a child
    • Pushing or holding a child against their will outside the goals of protecting them from danger, providing them medical care or keeping them from harming themselves or others
  2. Touch should be in response to the need of the child and not the need of the adult. Side hugs or shoulder-to-shoulder hugs are generally appropriate. Chest-to-chest hugs should be avoided in order to teach children healthy touch. The following actions may involve abuse and are to be avoided.
    • Touching buttocks, chests, genital areas, or thighs except to keep young children clean or healthy
    • Any touching not conducted in a public place
    • Any form of affection that is resisted or unwanted by the child
    • Any behavior that could be interpreted as sexual in nature, including flirtatious or seductive looks
    • Assisting the child with anything of a personal nature that children are able to do themselves, including dressing and bathing
  3. Communications, including social media, should always be wholesome and above reproach. The following communications may involve abuse and are to be avoided.
    • shaming; belittling; humiliating; name calling
    • using harsh language that may frighten, threaten or humiliate the child
    • cursing or making derogatory remarks about the child, their family, and/or their place of origin
    • comments that relate to physique or body development or any sexually suggestive comments or pictures
  4. Avoid favoring particular children to the exclusion of others, or excluding children in a derogatory or embarrassing way in the presence of others.

SAC 8/13
Reference – Policy 1651, 3105 & 5705
Procedure 255, 465 & 535


540 保護學生安全之行為準則

有學生在場的任何情況下,教職員及志工應儘可能實施所有的安全保護,至少需包括以下措施之一。

  1. 明顯的場所 – 當成人與學生互動時,應選擇一處讓其他與該事件無關之成人可以看見的位置。例如: 應在有其他成人在場的地方; 他人從門上的窗戶可以看到的範圍; 將門打開。
  2. 信賴原則 – 在任何與學生進行一對一互動之前,需事先告知家長和附近一位與該事件無關之成人。例如: 輔導老師若要與學生進行諮商,應在開始和結束前告知同棟大樓的任何一位同事; 志工要開車載學生回家前,應先致電家長。
  3. 平衡原則 – 成人由於年齡、體型、力氣、和權威性都大於學生,因此掌握平衡原則有助於加強學生安全。例如: 若需由一位青少年或成人陪同學生去廁所時,應加派另一位同年齡的學生同行; 下課後,若需與一位學生談話時,讓他(她)的朋友在教室玩; 請學生坐在車子後座; 或邀請兩位以上的學生留在教室作功課 (即: 避免一對一的情況)。

以下每項措施都可更促進學校社群內的安全互動。

  1. 管教應用於教導和改正,而非處罰。以下行為可能涉及虐待,應該避免。
    • 辱罵、嘲笑、羞辱、公開指名某學生,予以負面對待或排拒、對某學生大聲吼叫、或其他不友善的對待方式
    • 打、摑、或任何攻擊學生的行為
    • 在非緊急情況下,違反學生意願推或抱抓他(她) (緊急情況包括: 避免學生遭受危險、提供醫療照顧、或避免學生受到自己或他人之傷害)
  2. “碰觸”應該是回應學生的需要,而不是為了成人的需要。側邊的擁抱或肩碰肩的擁抱才是恰當的。為了教導學生健康的碰觸,應該避免胸碰胸的擁抱。以下行為可能涉及虐待,應該避免。
    • 除了幫助小孩保持清潔或健康的目的外,碰觸屁股、胸部、私處、或大腿
    • 在非公開場所進行的任何碰觸
    • 任何學生抗拒或不想要的愛慕行為
    • 任何可被解釋為與性有關的行為,包括輕佻的舉動或誘人的外表
    • 幫助學生做任何他們能自行處理私密的事,包括穿衣服和洗澡
  3. 溝通應該是健康的且純正的 (此處所指之溝通包括藉由社交媒體的聯絡)。以下的溝通方式可能涉及虐待,應該避免。
    • 羞辱、輕視、辱罵
    • 使用嚴厲的話語,可能讓學生恐懼、受到威脅、或被羞辱
    • 咒詛或辱罵學生、其家人、和(或)其出生地
    • 評論體型或身體發育狀況,或任何有性暗示之評論或圖片
  4. 避免特別偏愛某些學生,而將其他學生排拒在外,或在他人面前以辱罵或羞辱的方式排拒他們。

行政主管會議通過 2013年8月
參考 – 政策 1651, 3105與5705
規章 255, 465 & 535


550 Christian Behavior and Professional Ethics

Each contracted employee is expected to demonstrate the following qualities listed in Policy 3020. The subsequent Bible references provide a partial explanation.

  • Love for others (1 Peter 4:8 & John 13:34-35)
  • A desire to develop trusting relationships with students (Col 3:14 & Matt. 20:25-28)
  • A commitment to evangelism, discipleship, and Christian service (Matt. 28:18-20 & 1 Peter 4:10-11)
  • Respect for all individuals, regardless of race, gender, denomination or religion
  • (Rom. 12:10 & Phil 2:3)
  • A teachable spirit (Rom. 12:3 & Prov. 10:17)
  • A willingness to live contentedly under authority, including submission to policies and procedures (Heb. 13:17 & 1 Pet. 2:13)
  • Honesty (Col 3:9 & Prov. 12:22)
  • Fairness and justice (James 2:1-5 & Mic. 6:8)
  • Confidentiality (Prov. 29:5 & Prov. 17:9)
  • Sensitivity and discretion in regard to potentially offensive public behavior, such as: (1 Cor. 8:9 & Rom. 14:21)
    • use of tobacco,
    • use of alcoholic beverages,
    • offensive language,
    • immodest attire,
    • media choices
  • A commitment to openness and accountability to God in healthy spiritual relationships through:
    • encouraging each other (Hebrews 3:13 & 10:24-25)
    • confessing sin to each other (Proverbs 28:13 & James 5:16)
    • intentionally sharpening each other (Proverbs 27:17 & Hebrews 10:24)
    • bearing one another’s burdens (Galatians 6:1-2 and Colossians 3:13)

SAC 4/14
Reference – Policy 3020 CHRISTIAN BEHAVIOR AND PROFESSIONAL ETHICS


560 Member Care

Services
A person’s church, friends and colleagues are also an important source of support. Beyond these, Morrison also provides additional support from the member care budget to contribute to the well-being of employees and their dependents. This support may include, but is not limited to, the following services.

  • Orientation and services for new staff during the first six months of transition
  • Professional Christian counseling
  • Mentoring/Coaching
  • Program fee, meals and registration for spiritual, marriage or singles retreats
  • Reimbursed copay for upgrade to a Taiwan semi-private or basic single hospital room, when available
  • Reimbursement of 80% of copay expenditures between NT30,000 and NT500,000 (per condition, per academic year) considered by NHI as non-elective medical services in Taiwan. The reimbursement excludes copay expenditures totaling less than NT30,000, dental expenditures, and visual expenditures

Taiwan tax laws consider most of these member care services as taxable income for the employee.

Communication
Staff members are encouraged to contact the Director of Human Services regarding personal needs, family needs or the needs of a colleague that cannot be met in their local church or community. These concerns, whether physical, emotional or spiritual, should be treated confidentially.

If an administrator becomes aware of a concern about the physical, emotional or spiritual health of a staff member, the administrator shall report the concern to the Director of Human Services.

SAC 8/17
Reference - Policy #3040 Member Care
Policy #6490 Confidentiality
Procedure #745 Healthcare Benefit


/home/wiki/public_html/data/pages/procedures_manual/500_personnel_administrative.txt · Last modified: 2017/10/05 23:13 by Sabrina Lee