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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 Peacemaker

This Biblical model for peacemaking and resolving differences is characterized by a commitment to Christ-like love, regardless of the wrong committed. Reconciliation as the ultimate goal.

Any student, parent, or employee that feels he/she has been offended by being subjected to any unjust act, policy, or procedure is encouraged to seek peaceful reconciliation by following this process. Morrison Academy uses the Peace Pursuit model. All employees are trained in the following Peace Pursuit terminology and process.

Stage 1
Before you decide to talk or not talk with another person complete these steps. Peace Pursuit’s Quick Start Guide explains each of these steps. (Col 3:13, Matt 7:1-12)

  • Avoid gossip
  • Analyze the nature of the relational problem
  • Evaluate the seriousness of the offense.
  • Make sure you are judging rightly.
  • Take the plank out of your own eye.
  • Forgive the offender.
  • Consider seeking wise, impartial counsel.
  • Ask God to reveal your motives to you.
  • Repent of any way you have contributed to the conflict.
  • Evaluate if you are the most appropriate person to approach the supposed offender.
  • Consider the possible consequences if you don’t talk to that person.
  • Prepare to lovingly talk to the supposed offender

If someone talks to you about a conflict not directly involving you, first decide if you are an appropriate person to help this person. If you are then avoid gossip, be objective, and provide wise counsel.

Stage 2
If it’s appropriate to meet with the other person, then communicate in the way, place, and time which will create the most effective environment for each person to humbly and honestly listen to each other and reach appropriate confession and forgiveness. This meeting should feel like a conversation, not a confrontation. If each person fulfills their role at Stages 1 and 2, they will most likely reach appropriate confession and forgiveness. (Gal 6:1, Eph 4:29, 2Cor 7:8-11, Jam 1:9, Luk 17:3-4, Matt 3:8)

If the other person does not listen after several conversations and reasonable time, you can move to Stage 3.

Stage 3
The two parties converse with each other in the presence of someone else. That third person is in the role of witness or mediator. Their purpose is to provide a safe, respectful environment for the two parties to listen to each other and reach appropriate confession and forgiveness, as necessary. (Matt 18:16, 2 Cor 5:20, Gal 6:1-2)

Stage 4
If reconciliation is still not reached, the two parties converse with each other in the presence of the appropriate SAC level administrator. If this administrator could have a conflict of interest then the two parties should appeal to the Superintendent. The administrator considers the interaction between the assumed offended person and the supposed offender, the nature of the offense(s), and appropriate input from credible witnesses or mediators. If the two parties do not reach peace, the administrator makes an impartial judgment of their relational problem. All parties should respect and submit to the administrator’s decision. Depending on the response of both parties and the nature of the offense(s) between them, the administrator approves a discipleship plan. The administrator can appoint a mentor to guide the offender through Stage 5 or refer the two parties to the Superintendent. (1Pet 5:1-4, Heb 5:14, 13:17, 1 Cor 6:1-8, Mat 18:17a)

Stage 5
A mentor approved by the administrator lovingly and patiently helps the offender complete the discipleship plan which was decided by the leader at Stage 4. (It is possible that the administrator could fill the mentor role themselves.) The goals of this discipleship plan include: reconciliation with God and the offended, renewal of mind, fruits of repentance, and training in righteousness. (2 Cor 7:10-11, Mat 3:8, Eph 4:21-32, Col 3:12, 2Tim 2:22-26, Rom 16:17a, 2Tim 3:16-17, 1Thes 5:14, 2Tim 4:2)

If the offender does not complete this discipleship plan, the administrator can move the process to Stage 6.

Stage 6
If the offender does not complete the Stage 5 discipleship plan, the administrator and/or Superintendent meets with the offender to give him or her one more opportunity to heed wise counsel and accept the loving grace and care of the community. If the offender remains unrepentant or unsubmissive to wise judgment and patient, loving discipleship, the administrator may implement disciplinary action. For students, this could include Discontinuation of Enrollment in accordance with procedure #255. For employees, this could include dismissal, in accordance with policy #3240, formally dismisses him or her from the community. (Mat 7:12, 1Cor 5: 9-13, 2Thes 3:14-15, Tit 3:10, Eph 5:3-5, 2 Tim 3:5, Mat 18:17b)

If anyone believes they have been subjected to any unjust act, policy, or procedure involving the Superintendent or a member of the Superintendent’s family, then the party may communicate this to the Board Chair in writing. If the Board Chair, at his/her discretion, believes that the Superintendent may have violated their duties as defined in policy #3613, then the Board may investigate the Superintendent’s performance.

SAC 4/20
References - Policy 3542 Peacemaker - Personnel
Policy 5470 Peacemaker - Student/Parent
Peace Pursuit
Mediation Quick Start Guide for Stages 3-7

511 Employment

Hourly Employees
The administrator shall be responsible for hiring needed hourly employees and for communicating their wage levels according to the Wage Schedule. Teacher substitute's wages will be calculated according to the actual teaching periods/days worked. The 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 ensure 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.”

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.

Consulting Agreements

The Superintendent may authorize a one-year consulting agreement for non-instructional positions when the best qualified candidate 1) essential short term professional services, 2) could not in good conscience sign Morrison’s Statement of Faith OR 3) does not need Morrison’s normal employment benefits. A consultant agreement must specify the duties, compensation, duration of one year or less. The Superintendent, Director of Learning, and Director of Finance, as well as the candidate must both sign the annual agreement.

SAC 4/21
Reference - Policies 3100s
Policy 4310 Budgeting Priority

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 ACSI.
  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 the Principal/Director of Boarding Services regarding available candidates and campus specific criteria to be considered 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

514 Taiwan Labor Insurance and Labor Pension

Taiwan is developing a more robust social welfare safety net, including Labor Insurance and Labor Pension. National employees have contributed to these programs for many years. From October 2020, all expatriate employees are also required to participate in Labor Insurance and all APRC holders are required to participate in Labor Pension.

Labor Insurance
Benefits include maternity allowance, old-age pension, job-related injury or sickness allowances (after depleting Morrison sick leave), disability pension, and death benefits. Morrison Academy will help qualified expatriates apply for maternity and old-age pension benefits. After meeting the qualifications for old-age benefits, those who have participated for over 15 years are eligible for a monthly payout and those under 15 years, a lump-sum payout.

Morrison’s employer contribution to the Taiwan Labor Insurance is NT$8 million annually. Employee contributions are approximately NT$1000 per month for a full-time employee and are automatically deducted from payroll.

Labor Pension
After age 60, employees who have participated in Taiwan’s Labor Pension program may apply for a lump sum payment. Those who have participated for more than 15 years may choose to receive either a lump sum payment or monthly payments. Morrison Academy will help qualified expatriates to apply for pension benefits.

The Labor Pension payments amount to 6% of the employee’s NHI Insurance level. Payments are automatically deducted from payroll. Expatriate employees with a permanent resident visa (APRC) and expatriate employees who enter Taiwan on an ROC passport must participate in the Taiwan Labor Pension. Morrison will make the required contribution (6% of an employee’s NHI Insurance level) into the Pension Plan from Morrison’s 13% Expatriate Retirement benefit. These expatriate employees are still eligible to utilize any remaining balance of their matching Expatriate Retirement Benefit, in accordance with procedure #765. For each national employee, the school contributes to the government Labor Pension Plan in conjunction with other retirement benefits, according to procedures #657 and #654.

SAC 8/20
Reference - Procedure #522 Employment
Procedure #654 Severance Pay
Procedure #657 National Retirement Benefit
Procedure #765 Expatriate Retirement Benefit

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
Min.Max. Max.
Teacher 22 96% Teacher 200625 450 NA
Manager 22 100% Employee 170550 9 9
Clerical 22 100% Employee 130450 9 NA
Skilled Labor 14 116% Skilled 110260 fixed 5
Unskilled Labor 14 119% Labor 105170 fixed NA

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

TCM 4/20
Reference - Procedure #608 Salary

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 fundraising 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. Also, 1.0 FTE / campus is allocated to support elementary teachers and relieve elementary teachers of some non-instructional duties.

FTE for secondary teachers is based on 40 minutes / day (160 to 225 minutes / 5 day week) of classroom instruction calculated at 0.17FTE. Full-time secondary teachers are assigned at least four classes equaling at least 160 minutes / day (at least 640 instructional minutes / 5 day week), unless the Superintendent has approved a lower number.

Teachers may also be assigned duties in accordance with the 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), Reassessment Mentor, Online Learning Monitor, AV Coordinator, HS Head Coach, HS Independent Study, Department Head, AP Prep, HS Drama Coach (Lead, Assistant), EMS Drama Coach, Worship Team Coordinator, after school activities approved by the Superintendent, translation, independent study, and HS Yearbook. A 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
30 DutyRoughly 30 hours per year0.02
60 DutyRoughly 60 hours per year0.04
90 DutyAt least 90 hours per year0.06
120 DutyAt least 120 hours per year0.08
180 DutyAt least 180 hours per year (HS Only)0.12
Course Preps4 or more core course preps for Secondary teachers0.08
EMS Mandarin teachers who have 5 or more core courses/day may qualify for a supplemental 10% of assigned instructional FTE. (e.g. Five 30 minute classes totaling at least 150 minutes/day would receive a supplemental 10%, for a total of 220 minutes / day.)

Part-time personnel 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 11/20
Reference - Policy 3300 Philosophy of Compensation
Procedure 283 Learning Needs Program
Procedure 295 Required Instructional Time

518 Retirement Benefits (Effective July 2021)

Expat employees: Until June 2021, Morrison offered a retirement program for expat staff in which participants had 7% withheld from base pay; Morrison contributed an additional 13% and the full 20% was sent to an account of the employee’s choosing, to be invested for the future. For years, Morrison explored options for providing a viable conventional US-based retirement plan with tax benefits, but its employer status as a Taiwan organization makes it difficult. A plan managed by a third-party provider plan comes with prohibitive fees and would not serve all expatriate employees, and would thus need to be voluntary.

National employees: The retirement benefit for Morrison’s national employees was based on a traditional defined benefit plan similar to Taiwan civil servants. Employees who worked for Morrison more than 5 years and reached the age of 55 could choose to retire, giving 6 months’ notice. Upon retirement, they would be eligible to receive 3 months’ of base salary times the number of years worked at Morrison. Beginning in January 2010, national staff began participation in the government’s Labor Pension plan, with a required 6% of salary contribution. The amount paid into Labor Pension was deducted from the Morrison retirement payout.

Unified salary and benefits
Beginning July 1, 2021, Morrison began the process of integrating national and expat salary and benefits into a unified system. For this reason, the national retirement program was discontinued and those who had been employed prior to July 2021 received a payout of retirement benefits based on the previous retirement procedures. Since the expat retirement program was essentially a cash benefit invested at the discretion of the employee, starting in July 2021, the retirement program was phased out and the equivalent monies integrated into employee salary scales. Morrison still encourages employees to send a portion of their salary to a personal retirement or investment account on a monthly basis and will assist with associated ACH transfers.

Government’s Labor Pension
Morrison is required to contribute 6% of salary (based on NHI level) for all Taiwan citizen employees, APRC holders, and ARC holders who are dependents of a Taiwan citizen spouse. Morrison makes the monthly contribution to the Labor Pension program for those whom it is required and a cash salary equivalent for ARC holders.

SAC 11/20
Reference - Procedure #514 Taiwan Labor Insurance and Labor Pension

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.

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 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 overtime that has been approved in advance by the appropriate administrator.

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.
    • Application form and signed Code of Conduct for Child Safety form submitted to the Principal's Administrative Assistant.
    • Complete the training and certification.
    • Background Check: 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

Independent Service Providers must complete a refresher child safety training course and re-sign the Code of Conduct for Child Safety every two years.

SAC 11/20
Reference - Policy 3020 Christian Behavior and Professional Ethics
Policy 5705 Child Protection
Procedure 210 School-Authorized Events/Programs
Procedure 540 Code of Conduct for Child Safety

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 & beverage 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.

Providing a coffee shop service on campus is a way to foster positive interaction among the Morrison community. The school may contract with a beverage/bakery service provider to operate a coffee shop service on campus. The service provider will supply all necessary equipment and staffing and be responsible for handling all financial transactions including reporting any taxable income generated. The school may provide a suitable location with utilities, on campus, and at minimal or no cost to the provider, and can determine parameters on what items are sold and reasonable pricing guidelines. The terms of agreement should be written in a contract for a period of one or two years, and may be renewable, offered by the Director of Finance, in consultation with the Principal.

SAC 2/20

525 National Health Insurance

National and expat head of household contracted employees (0.5 FTE or greater) will receive National Health Insurance (NHI) coverage for themself, their spouse and qualifying child dependents. If their spouse is employed somewhere other than Morrison, only the Morrison employee and their dependent child(ren) may receive the benefit.

For expat non-head-of-household employees, Morrison only covers the NHI for the Morrison employee, not their spouse or their children. For employees moving to Taiwan for the first time, NHI coverage normally begins on arrival date in Taiwan for those with a resident visa.

TCM 6/21
Reference - Policy 3400 Expatriate Employee Benefits

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 Workers Wage Schedule).

Before the applicant begins work the following must be completed. (These documents are available on Morrison Academy’s child protection webpage. (

  1. Application form and signed Code of Conduct for Child Safety form submitted to the Principal's Administrative Assistant.
  2. Complete the training and certification.
  3. Background Check: Apply for a Police Criminal Record Certificate at personal expense or provide one from their own passport country.
  4. The Principal may request a work permit application to be processed by the Administrative Assistant for the Superintendent. Superintendent may authorize a Taiwan Visa and ARC application for the purpose of filling Morrison’s personnel needs.

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 two years.

SAC 11/20
Reference - Policy 5705 Child Protection
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 1. 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 1.

Transfers will be made only after the administration determines that the transfer is in the best interest of the students and the school. The Superintendent 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.

  1. Application form and signed Code of Conduct for Child Safety form submitted to the Principal's Administrative Assistant.
  2. Morrison’s Child Safety Training (in person or on-line video)
  3. Background Check: 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.)

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.

Volunteers must complete a refresher child safety training course and re-sign the Code of Conduct for Child Safety every two years.

SAC 11/20
Reference – Policy 3150 Volunteers
Policy 5705 Child Protection
Procedure 210 School-Authorized Events/Programs
Procedure 465 Child Safety and Protection
Procedure 540 Code of Conduct for Child Safety

536 Volunteer Athletic Coaching Stipend

Morrison recognizes the time and effort coaches take to engage students. Contracted employees assigned to coach are compensated as part of their salary and benefits in accordance with the appropriate duty level listed in 517 Full-Time Equivalent (FTE) Procedure #517. Employees who do not receive FTE for coaching are eligible for the cash stipend. Non-contracted volunteer coaches approved by the Athletic Director may receive a stipend in recognition of their time and effort.

Athletic Directors and administrators may authorize a taxable, cash stipend to volunteer or non-FTE coaches for regular season HS and MS sports teams, up to one head coach and one assistant coach per team (or the amount split between two assistant coaches). Combined gender sports, such as track and swimming may have two assistant coaches. If cash cannot be received by the volunteer, an in-kind equivalent amount may be given. The stipend will come from the athletic staff account and correspond to the following chart that indicates the maximum stipend.

Eligible Sport Head Coach NT$ Assistant Coach NT$
HS Varsity30,00015,000
HS JV20,00010,000

TCM 4/21
References - Procedure #517 FTE
Procedure #535 Volunteers

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
    • Initiation of social media friend requests or following of current students
  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 4/20
Reference – Policy 1651, 3105 & 5705
Procedure 255, 465 & 535

540 保護學生安全之行為準則


  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)。


  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
    • 於在校學生之社交媒體中主動加入為其好友或進行追蹤
  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 2020年4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

560 Member Care

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
  • Missionary partnerships in accordance with procedure 781 up to NT20,000 once a year
  • Professional Christian counseling
  • Mentoring/Coaching
  • Program fee, meals and registration for spiritual, marriage or singles retreats
  • Reimbursed copay for up to the cost of staying in a basic single hospital room
  • 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.
  • Providing a caregiver during a hospital stay. Because nursing support is limited during a hospital stay, it is necessary for a friend or family member to be constantly present. To ease the burden on our staff, we would offer to pay for a hospital provided caregiver.

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

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 2/20
Reference - Policy #3040 Member Care
Policy 3120 Missionary Partner
Policy #6490 Confidentiality
Procedure #530 New Staff Orientation
Procedure #745 Healthcare Benefit

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