Mark Savel

*See Artifact 5

Indicator

The administrator demonstrates a personal and professional code of
ethics.
The administrator believes in, values, and is committed to development
of a caring school community.
The administrator believes in, values, and is committed to using the
influence of one's office constructively and productively in the service
of all students and their families.
The administrator has knowledge and understanding of various ethical
frameworks and perspectives on ethics.
The administrator has knowledge and understanding of professional codes
of ethics.
The administrator demonstrates values, beliefs, and attitudes that
inspire others to higher levels of performance.
The administrator serves as a role model.
The administrator opens the school to public scrutiny.
The administrator expects that other sin the school community will
demonstrate integrity and exercise ethical behavior.

Parents are an extremely valuable resource in schools. Without parent
volunteers, many schools would have to cut substantial programs and
change their way of business. Occasionally problems arise with parents
in the schools from inappropriate handling of students/student
discipline to leaks of confidentiality.

The Copper River School District has a specific protocol to follow for
parent volunteers that includes fingerprinting and background checks. I
found those things were great but did not really address the most
probable situations that may arise with parent volunteers. Since Gakona
School is very small with few volunteers, I host a short 45 minute
orientation which addresses the most important concerns I feel can occur
with parents in the school.

Artifact Five represents the orientation agenda that is followed when
parents volunteer in the school. It covers do/don'ts of discipline,
proper handling of body fluids, and student confidentiality. The result
has been parents are extremely conscious about their role and
responsibility in working with students.

It is the administrators responsibility to ensure student rights and
confidentiality are maintained. Parents are extremely valuable
resources in the schools and must feel welcome, however they must treat
all students with the same credence and responsibility as those on
staff.

Classified Employee Evaluation

*See Artifact 5.2

Indicator

The administrator has knowledge and understanding of the purpose of
education and the role of leadership in modern society.
The administrator believes in, values, and is committed to development
of a caring school community.
The administrator demonstrates values, beliefs, and attitudes that
inspire others to higher levels of performance.
The administrator serves as a role model.
The administrator expects that others in the school community will
demonstrate integrity and exercise ethical behavior.
The administrator protects the rights and confidentiality of students
and staff.
The administrator recognizes and respects the legitimate authority of
others.
The administrator fulfills legal and contractual obligations.
The administrator applies laws and procedures fairly, wisely, and
considerately.


Although daily discussions regarding issues and work performance,
formal classified employee evaluations are completed annually. The
procedure I follow is I request each employee to complete a short self
evaluation. I just ask them to tell me a couple of positive qualities
they feel good about and a couple of areas they feel they could improve
in. Generally, their thoughts coincide with my reflective opinion. I
take the information they give me to compliment the evaluation I have
completed.

The process is reflective for both the evaluatee and evaluator. It is
a great time to strengthen the relationship and work to achieve common
goals. It is often difficult to predict how one will take constructive
criticism and what the bearing will be upon the professional
relationship. Formal evaluations provide critical insight into
suggestions or activities that might otherwise be overlooked. The
evaluation tool, used fair and equitably, sets goals and objectives for
increased professional and personal growth thus increased student
performance and accomplishments.


School Meetings and Functions
Volunteer Orientation
Disseminate and Follow-Up with Twenty-Day Count
Disseminate and Follow-Up with 506 Forms
Complete Staff Evaluations
Complete Time sheets and Payroll
*See Artifact 5.3 and 5.4
Disseminate and Follow-Up with Impact Survey
Correspondence to District Office
Collaboration with itinerants regarding special education students
Completing yearly plans for all subject areas
Proposal of next year's plans and schedule