edison 09 detail 6

8/12/2019 Edison 09 Detail 6

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FY15 Organization Chart Company Confid

August 1, 2014

Leadership

Thom JacksonPresident & Chief Executive Officer

Maureen RyanChief Financial Officer

Tim NashManaging DirectorUK &International Enterprises

Jodi MastronardiSVP, Strategic Operations &

Charter Schools

Chris WilberdingSVP, Alternative Education

Mike WilliamsChief Information Officer

Kathy BassilloOffice Administrator

Laura HayesChief Academic Officer

Natalie WilliamsVP, Strategic Alliances

Arlene DoveSVP, Virtual Education

Solutions (Interim)

Darryl Wash

AscendVentures

Sue Levy WarnerSVP, Strategic HR &

Communication


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August 1, 2014

Gretel MunozDirector, Operations

Charter Schools

Jodi MastronardiSVP, Strategic Operations &

Charter Schools

Sabrena DavisDirector of Achievement

Leadership

Sandi HansenDirector of Achievement -

Leadership

Drew LaskowskiController -Managed

Ken PorterDirector of Achievement

Leadership


TBDBusiness Development

Resource


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August 1, 2014

TBHDirector of Achievement -

CurriculumSpecial Education

Laura HayesChief Academic Officer

Jennifer ParkerDirector, Product

Development & Training

Education


Sue GormanDirector of Achievement

CurriculumMath

Aundrea WaltonDirector of Achievement

CurriculumReading

Ted MarrLead Data Analyst

Lee PhillipsDirector, Product

Development & Training


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August 1, 2014

Benefits Manager

Recruiters

Director,

Human Resources

Director,

Communication

Sue Levy WarnerSVP, Human Resources &

Communication

VP, Total Rewards

and Risk

Management

Director, Talent

Acquisition

Human Resource

Payroll Analyst

Retirement Analyst

Payroll ManagerPayroll Analyst

Payroll SupportAnalyst

Payroll Analyst



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August 1, 2014

Maureen Ryan

Chief Financial Officer

Finance

Director, Financial

Planning & Analysis

Director, Accounts

Receivable

Director, Financial

Systems

Staff Accountant

Corporate Controller

VP, Strategic

Sourcing & Grants

Grants & FRL

Manager

Thom JacksonPresident & Chief Executive

Officer

AP Specialist

AP Specialist

Buyer

Buyer

Contracts Specialist

Contract Specialist

Travel & Procurement

Specialist

Accounting Specialist

VP, Accounts

Payable

Kylie Sachs

AscendVentures


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August 1, 2014

Mike WilliamsChief Information Officer

Sr. Director, School

Technology

Ryan BrogneriTier 2 Product Support

Supervisor

Virtual Support

Technician

Application Support

Virtual Support

Technician Tier 1

(eSw)

Virtual Support

Technician Tier 1

(eSw)

Virtual Support

Technician Tier 1

(eSw)

Service Desk

Specialist Level 1

SIS Specialist

SIS Specialist

Virtual Support

Technician Tier 1

(eSw)

Virtual Support

Technician Tier 1

(Operating Systems)

Virtual Support

Technician - Tier 1

(eSw)

Virtual Support

Technician -Tier 1

(eVal)


Technology

Java Engineer

Jr. Production Support

Engineer

Jr. Production Support

Engineer

DBA

VP, Infrastructure &Enterprise

Applications

Manager, ERP

Systems

Salesforce & eSource

& Business Analysis

Sr. Network

Administrator

Sr Systems Engineer

Sr Linux System

Administrator

Telecommunications

Manager

Application Developer

Service Desk

Specialist Level 2

Manager, Software

Development

Virtual Support Tech

App Support (eSW) /

QA

Java Enineer

Business Analyst

Virtual Technology

Specialist

Virtual Technology

Specialist

Virtual Technology

Specialist

Sr. Project Manager

Online Technical

Manager


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Charter School Board

SVP, Strategic Operations & Charter

Schools

Director of Achievement - Leadership

School Principal

School

Operations

Manager

Literacy /

Math

Coaches

Special

Education

Coordinator

Special

Education

Teachers

Lead

Teacher

House 1

Lead

Teacher

House 2

Lead

Teacher

House 3

Lead

Teacher

House 4

Lead

Teacher

House 5

*

* Note 1: Actual number of houses may vary in number and size dependent on tot

enrollment and enrollment configurations.

Note 2: Kindergarten aides would be linked to teachers they are aide to or to the

Literacy Coach.

Note 3: School Leadership Team includes Principal, SOM, Guidance Counselor,

Literacy Coach, SpEd Coordinator, Tech Mgr, and all Lead Teachers. Othe

members will vary depending on school size, needs, and funding variables

Note 4: Four teacher positions are of the senior teacher rank with those teachers

serving as the schools Curriculum Coordinators, content experts for math

science, social studies and writing.

Teacher Teacher Teacher Teacher Teacher

Teacher Teacher Teacher Teacher Teacher

Teacher Teacher

School

Secretary

Other

Admin.

Support

Nurse

Library

Media

Specialist

Library

Aide

Guidance

Counselor

Tech

Manager

Teacher Teacher Teacher

Primary Academy Elementary Academy

Lead

Teacher

House 6

Teacher

Teacher

Teacher

Junior Academy


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Issued By: Job Title: Revised Date: Page 1 of 3Human Resources Director of Achievement - Leadership 2012-08-01

Director of Achievement - Leadership

A World-c lass Education for Every Child

Reports to: Senior Director of Achievement

Direct Reports : Managed School Principals

Job Summary:The main responsibility of this position is managing Edisons primary focus of student achievement inschools. The role also ensures excellence in service delivery of all Edison products by collaboratingand partnering with district and charter school boards, driving consistently superior achievementgains and profitability within assigned sites. As required, this role will manage client relationships aswell as the operational/financial/budgetary/legal management of the schools.

Main Responsibilities:

Achievement Management

Monitor student achievement data (Benchmark analysis, formative and summativeassessments, teacher created tests) to ensure students are performing highly

Supervise, observe, evaluate and assess principals from an instruction, school culture andschool operations perspective.

Work collaboratively with local district superintendents and assistant superintendents toleverage influence in supervision and evaluation of the principals in schools where theprincipal reports to the district.

Formalize and execute customized professional development training modules specific to clienteleand work closely with district officials to create a plan and set measurable goals for programimplementation

Support and monitor professional development plans of teachers, house teams andcurriculum coordinators

Lead Professional Learning Communities in the schools Develop and annually adjust the school's support plans (mid-year for intensives); identify

areas of focus and improvement for particular schools and codify how Edison will supportschools to make improvements in these specific areas

Develop, conduct and participate in all Edison Achievement Conferences (HQ QuarterlyMeetings, Summer Institutes, Edison Leadership Development Academy, InstructionalLeadership Conferences, Client Conferences)

Prepare academic reports and attend board meetings in order to provide academic andfinancial updates on the sites. Ensure monthly academic and financial reports are submittedto headquarters. Prepare reports for specific school boards when requested

Develop and facilitate regional principal meetings by putting together the agenda andproviding professional development

Attend regional meetings called by Senior Director of Achievement or SVP Operations inorder to provide updates and keep the Sr. DoA and SVP, Ops informed of developmentswithin school achievement management

Participate in monthly HQ Update Call, providing back-up and support to the Senior Directorof Achievement where needed

Client Relationship Management


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Work with schools and Senior Director of Achievement to ensure that charters and allcontracts, and client contracts are renewed as directed by the business

Prepare reports for school boards when requested, keeping clients informed of academic andfinancial results in schools

Attend school district meetings when requested, staying abreast of local issues and buildingrelationships with client

Operations / Financial/ Budgetary/ Legal Management

Participate in HQ Meetings that supplement the monthly calls to build morale and schoolculture while developing short and long-term school plans

Supervise and support principals implementation of financial and operating activities,including supervision of School Operations Manager (Managed schools only)

Proactively resolve school operational issues in conjunction with the School OperationsManager

Maintain awareness of requirements dictated by teachers unions for specific school districts(i.e. contractual requirements, process for grievances, school policies, etc.)

Supervise principals ongoing budget and financial planning processes to ensure revenue,enrollment and expense targets are met (Managed Schools only)

Key Relationships:Internal: Supervises, observes, assesses and supports principals to effectively manage achievementin schools. Utilizes the Education Department for support when needed. Works with the FinanceManager and School Operations Manager to manage the operational and fiscal aspects of theschools.

External: Manages relationships with Edisons customers and constituency groups for their assignedsites (District Superintendents, District Boards, Charter Boards)

Key Behavioral Competencies:

Demonstrated ability to collaborate with team members located across multiple geographiesand organizational levels

Strong written and oral communication skills, extensive experience building clientrelationships

Adept at leading the change process

Demonstrates drive and commitment that inspires others to achieve results

Anticipates and creatively addresses obstacles to achievement of goals

Adept at dealing with changes in work schedules and assignments caused by developmentsthe external environment

Identifies and gains the support of key people by understanding and addressing their needsand concerns; builds strong working relationships; shares information and seeks input ofothers where appropriate

Creates opportunities to bring teams and/or cross-functional teams together to collaborate on

Edison initiatives

Requirements:

Mastery level knowledge of Standards-Based Instruction and Assessment; knowledge andexperience with what makes good school organizations, familiarity with state and federalstandards

Experience identifying good instruction, diagnosing problems and making effectiverecommendations in a school setting


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Familiarity with assessment methods and data analysis

Administrative certification

Minimum 10 years experience in K-12 education (3 or more years in 9-12 education)

Masters Degree in Curriculum and Instruction or in a specialty area such as ElementaryEducation, Secondary Education or Educational Administration & Supervision

Proficient in Microsoft Office (i.e. Outlook, Word, Excel, and Power Point) Candidate must live in the region in which he/she will work or relocate to that region

Preferences:

Minimum 3 years experience as a building administrator (principal/assistant principal) orcomparable educational supervisory position

Demonstrated knowledge of budget management, finance, and operating procedures tosupport P&L of up to $10 million


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Issued By: Job Title: Revised Date: Page 1 of 3Human Resources Director of Achievement - Curriculum July 1, 2013

Copyright 2013 EdisonLearning, Inc. All rights reserved.

Director of Achievement - CurriculumLocation:Region

Division/Department:Regional Operations

Reports to: SVP Operations / Senior Director of Achievement

Professional Supervision Strand Lead

Direct Reports : n/a

Job Summary:

The Director of Achievement - Curriculum (DoA-C) in conjunction with a Director of Achievement Leadership(DoA-L), support student achievement by providing direct support to principals and teachers of schools in theirregion. They provide pre-service and ongoing training to staff at both national conferences and at school sites.They are in schools approximately 80% of the time during the school calendar year. A DoA-Curriculum worksclosely with regional and central instructional support staff and assists in monitoring the implementation of coreprograms in classrooms. They develop materials and establish protocols that support their work.


The items outlined below identify a number of tasks and responsibilities that cover the key areas of the Educationdepartments expectations for the job of a DoA - Curriculum. Some of the roles and responsibilities may changeand additional responsibilities may be assigned throughout the course of the school year.

Working with principals and teachers for schools in their regions, a DoA-Curriculum supports student achievementby:

1) Assisting schools with their understanding of student achievement goals consistent with EdisonLearningsexpectations and available baseline and historical testing data

a. Analyze all assessment data with the regional team in order to create individual student and/orteacher intervention plans.

b. Assist schools with planning and preparing for appropriate, effective and timely administration ofstandardized tests

c. Assist schools with identifying, planning and undertaking appropriate next steps teaching forgroups of students as indicated by the assessment process

2) Assisting schools with their understanding and effective implementation of effective Pedagogicalapproaches consistent with EdisonLearnings expectations and milestones.

3) Developing and monitoring a school site support plan in coordination with the regional DoA-Leadershipa. Work with the regional team members in planning for all schools success.b. Become familiar with the program area standards and the materials that are core to instruction in

the contracted schools

4) Assisting teachers to differentiate instruction and support services in order to meet individual student needs


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a. Conduct site support visits in conjunction with members of the team, observing instruction in orderto assess program implementation and future professional development needs.

b. Model effective instruction for staff during site support visits.

5) Monitoring the implementation of the Student Achievement Plan and EdisonLearning Benchmarksa. Analyze monthly benchmark results in reading in order to evaluate students progress and set

instructional goals and coaching needs with each schools staff.b. Embed norm-referenced and criterion-referenced test expectations and formats into regular daily

instruction and periodic assessment

6) Provide ongoing professional development that supports all elements of the Student Achievement Plana. Deliver all or part of the curriculum area professional development modules during summer and fall

professional development conferencesb. Conduct in-service training as needed as part of the program support visit.

Work with the Education department to develop and revise professional development training modules forreading/writing

Key Relationships:

Internal: Close liaison with the Strand Leads, as well as other regional team members

External: School teachers, Principals, and other school based education staff


Demonstrated ability to collaborate with team members located across multiple geographies and organizationallevels

Strong written and oral communication skills, extensive experience building client relationships

Demonstrates drive and commitment that inspires others to achieve results

Anticipates and creatively addresses obstacles to achievement of goals

Adept at dealing with changes in work schedules and assignments caused by developments the externalenvironment

Identifies and gains the support of key people by understanding and addressing their needs and concerns;builds strong working relationships; shares information and seeks input of others where appropriate

Creates opportunities to bring teams and/or cross-functional teams together to collaborate on Edison initiatives

Background:

Masters Degree in specialty area (Reading/Language Arts, Math, Special Education or ELL) or ten+ yearsexperience teaching the subject area in K- 12

Excellent knowledge of Curriculum programs in area of specialism and of pedagogical approaches that haveimpact on student achievement and engagement.

Minimum of two years experience as a Curriculum Coach (or similar position) required

Must possess excellent research, written, and oral communication skills

Must be self-motivated and directed


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An Equal Oppor tuni ty EmployerIt is the policy of EdisonLearning, Inc. to provide educational and employment opportunities without regard to race, color,religion, creed, national origin, alienage and citizen status, age, marital status, disability, prior record of arrest or conviction(except as provided by law), sexual orientation, gender (sex), and to maintain an environment free of discriminatory harassment,including sexual harassment, or retaliation as required by civil rights law.


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Issued By: Job Title: Revised Date: Page 1 of 2Human Resources Controller July 29, 2014.

Controller

Primary Function:

This role serves as the regional finance leader, performing regional performance analyses and advisingthe Director of Achievement on financial matters to drive operating performance to deliver projected P&Land cash results across all clients within the multi-state region. The Controller is a hands-on contributorwho balances detailed financial and operational responsibilities, training and problem-solving against thedevelopment of financial and operational strategies. This person has a functional (dotted line) reporting

to the Chief Financial Officer and functional oversight of each clients School Operations Manager (SOM).

Principal Duties and Responsibilities:

Compliance and Reporting

Prepare quarterly financial reports in statutory formats in each state of operation tosatisfy authorizer and bond trustee requirements

Ensure that all reporting requirements are met for each EdisonLearning product line ineach state within the region through regional expertise in Federal, State and Districtfunding streams and restrictions

Establish process for billing and collecting client funding from District or State sources. Coordinate with EdisonLearning HQ and client to collect on amounts due to

EdisonLearning and resolve disputes or discrepancies Review and approve purchases to ensure compliance with budgets, contractual terms,enrollment, grant restrictions and Title funding

Client Support / Process Improvement Provide financial information to sales development team for contract renewals and new

business opportunities. Contribute financial assumptions and contractual terms andreview for achievability and reasonableness as needed.

Oversight of financial processes performed at sites such as payroll, AP, procurement,food services, and facility maintenance.

Establish and implement internal controls in accordance with EdisonLearning policies,statutory guidance, and external auditor recommendations; including authorization,receipt of goods and spending limits.

Ensure development of timely and accurate annual budgets, monthly forecasts and

monthly analysis through the oversight and monitoring of the School OperationsManagers.

Budget Management Drive the annual budgeting process in collaboration with the RGM, EdisonLearning HQ,

and Principal. Collaborate with EdisonLearning and client personnel to identify


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Issued By: Job Title: Revised Date: Page 2 of 2Human Resources Controller July 29, 2014.

operational improvements to remain within budget, and to comply with statutory andcontractual boundaries.

Evaluate and prepare proposals for major capital expenditure projects, including NPVcalculations. Collaborate with RGM, VPES and EdisonLearning HQ.

Analyze and provide analysis of financial activities upon request of client, regulators orHQ with the assistance of the SOM.

Lead the monthly close process for each client. Manage each SOM through reportreview, accruals and adjustments.

Present monthly and year-to-date financial results to regional team and client. Provideanalysis to HQ monthly.

Ensure monthly P&L forecasts are prepared and adjusted as needed. Take primary responsibility to ensure timely completion of audit. Coordinate efforts of

external auditors, SOM, HQ Finance and client board, and gather/prepare necessarydocumentation.

Minimal Qualifications:

CPA with a national public accounting firm

Private accounting or finance experience

Experience managing financial process in a multi-location environment, and ability to manage dotted-line reports (up to 10).

Training and developing people at various levels of financial proficiency.

Hands-on budget development and managing costs throughout the year to remain within budget.Experience in developing strategies to take corrective budgetary actions when necessary.

Financial analysis experience, including budget to actual analysis, and ability to identify trends toreforecast.

Experience in establishing policies, procedures and controls.

Translating financial reports into multiple formats, and presenting financial information to non-financialaudiences or regulatory bodies.

Have an understanding of grants, in order to budget grant revenues and manage eligibleexpenditures effectively.

MBA preferred

Knowledge of Lawson preferred Computer proficiency in use of accounting software and Excel

Behavioral/Competency Skills

Organizational Awareness

Commercial Awareness

Technical Expertise

Service Orientation

Integrity

An Equal Opportuni ty EmployerIt is the policy of EdisonLearning to provide educational and employment opportunities without regard to race, color,religion, creed, national origin, alienage and citizen status, age, marital status, disability, prior record of arrest orconviction (except as provided by law), sexual orientation, gender (sex), and to maintain an environment free ofdiscriminatory harassment, including sexual harassment, or retaliation as required by civil rights law.


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Issued By: Job Title: Revised Date: Page 1 of 3Human Resources Hr Business Partner November 4, 2009


HR Business PartnerRole: HR Business Partner

Location:NYC / Within region

Division/Department:Human Resources

Reports to: Head,HR Regional Management

Direct Reports: None

Job Summary:

The HR Business Partner serves as the HR generalist for external and internal clients, providing strategic andoperational support for the clients Human Resource needs. This position will proactively work with regional, siteand divisional leadership to develop human resource strategies to meet the region, site or divisions talent needs.The HR Business Partner will manage all aspects of the implementation of the plan, from org design andrecruitment, through talent management and employee relations, to meet the identified goals. The HR BusinessPartner will also ensure the effective deployment of EdisonLearnings strategic HR objectives in conjunction withbusiness initiatives and requirements.


Strategic HR Planning

Develop strategic partnerships with clients (site, regional and divisional) with a goal of developing strategichuman resource plans that support the clients current and future needs

Working with clients, review critical HR areas, including staffing design, recruitment, performancemanagement, and professional development, to develop & implement specific plans to achieve goals

Regularly review and revise strategic HR plans

Provide counsel to clients on HR perspectives and requirements related to all HR issues

Effective Implementation of HR Strategies and Processes

Provide small group and one-on-one training to clients, to ensure they are knowledgable about and able toimplement HR practices and policies

Regularly visit clients to support the implementation of strategic HR plans, conduct file audits, interviewcandidates, and handle other HR specific needs (investigations, terminations, etc.)

Review and advise on staffing changes to ensure proposed changes are in compliance with all company,

state and federal laws and policies Assist with termination decisions, discussions and ensure all appropriate termination documentation and

payments are prepared as necessary

Serve as the main HR contact for all regional startups, ensuring all HR-related tasks are completedaccurately and on time

Manage the annual contract renewal process for sites

Ensure sites have current documentation (handbooks, contracts, code of ethics, etc.)

Stay current on all state and federal employment laws


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Manage Employee Relations

Provide counsel to clients on all employee relations issues

Conduct formal investigations and provide reports/determinations on all HR related issues

Recruitment

Manage the recruitment process, with the support of the HQ recruitment support team, for all client

positions, including sourcing, posting, pre-screening, interviewing, tracking applicant status, and makingoffers

Provide recruitment related data to key stakeholder (HQ, regional staff, boards, etc.)

Define, follow and assess current recruitment practices to look for improvements to client service andefficiency

Ensure High Quality HR Service Delivery

Serve as the liaison to corporate Human Resources departments (HR Ops, Benefits, Recruitment) toensure quality service delivery; serve as path of escalation when clients are not receving high qualtyservice

Partner with other corporate Human Resources departments to maintain open communication, stay currenton processes and information, and determine best path to provide clients with high quality service

Key Relationships:

Internal: Principals, SOMs, RGMs, VPESs, RCs, Division Heads, Department Managers the HR Business Partnerwill serve each of these clients in slightly different capacities, but the overall goal is the same to provide strategicplanning and implementation support related to all employment processes; Law department, to work through legalissues.

External: School Boards; Vendors HR Business Partners that support schools may need to establish relationshipswith school boards in their regional, as well as vendors for recruitment support

Key Behavioral Competencies: Customer Service Orientation - Demonstrates concern for meeting internal and external client and stakeholder

needs in a manner that provides satisfaction for the customer, (within the resources that can be madeavailable). Shows a passion for improving service delivery and a commitment to continuous improvement,including:

Makes frequent and regular contact with clients to keep them informed of and to learn of any new issues orchallenges that can impact expected outcomes

Makes clients needs a top priority; takes any and all actions to meet these needs.

Resolves requests and complaints in a timely manner, demonstrating a high level of commitment tomeeting requirements within policy and compliance guidelines

Relationship Building - Establishes rapport with people easily, develops and maintains a network of contactswho can provide information, help and access to others, including:

Identifies and gains the support of key people in potential client organizations by understanding andaddressing their needs and concerns.

Proactively approaches others with a view to engaging in dialogue and building strong workingrelationships.

Courageous Leadership - Addresses difficult issues; puts self on line to deal with important problems; standsfirm when necessary, including:

Critically evaluates risk associated with various courses of action and makes calculated decisions, withcontingency plans to mitigate risk

Leads initiatives to change the structure, system or talent mix of the organization to more effectivelysupport the business strategy. Addresses the causes and not just symptoms of problems


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Personal Accountability - When commits to do something, does it decisively, responsibly and with urgency.Can be relied on consistently.

Assumes personal accountability for ensuring everything is done to achieve results; does not blame othersfor mistakes, oversights or omissions

Consistently delivers on agreed goals and tasks and can be relied upon to meet or exceed expectations

Background:

7 - 10 years HR generalist experience required, including combination of employee relations, recruiting, talentmanagement, and planning

Experience in education arena preferred Strong employee relations experience and knowledge of employment laws preferred Superior interpersonal and relationship building skills, including excellent verbal and written communication

B.A. in Human Resources or related field required, Masters degree a plus skills Proficiency in MS Office required, comfortable using web-based tools Ability to travel up to 75%

The EdisonLearning VisionA world-class education for every child.

The EdisonLearning Mission At the heart of all of EdisonLearning partnerships, services, and programs is a set of core values to which allmembers of the EdisonLearning community subscribe. By actively promoting and embracing these values, weprovide a clear reference point that encourages a positive ethos and guides all that we do. This is true for allmembers of the EdisonLearning community including teachers, administrators, support staff and students.

The EdisonLearning Schools Core ValuesWisdom; justice; courage; compassion; hope; respect; responsibility; and integrityprovide the basis for ourcharacter and ethics curriculum and student management system that contribute to building a positive learning

environment. Helping students develop into responsible citizens is an integral part of the EdisonLearning program.



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Issued By: Job Title: Revised Date: Page 1 of 2Human Resources Principal July 31, 2014


Principal

Role: Principal

Location: Site Based

Reports To: School Board and EdisonLearning DoA-Leadership

Direct Reports : Academy Directors, Teachers, School Operations Manager

Job Summary:

An EdisonLearning principal is responsible for providing the instructional, operational and administrative leadershipnecessary to ensure the success of the managed school including primary responsibility for achievement andfinancial performance. The Principal is the overall leader of the school, with a dominant focus (estimated at 75% oftime spent) on instructional leadership. The partnership school principal will be held accountable for the continuousimprovement of the school and its staff and for increased student achievement.


Achievement Management

Implement School Organizational Structure including culture, staffing, scheduling, and Student ManagementPlan

Ensure teachers receive training in curriculum, learning environment, benchmarks and assessment Monitor student achievement (Benchmark analysis, Scholastic, teacher created tests, and DIBELS)

Implement Student Achievement Planning and Execution including annual adjustment in the school'sinstructional plans

Recruit select and hire school staff (teachers and school-based support staff)

Ensure effective implementation of student support systems

Engage parents in a collaborative effort for implementing and planning of school programs (parent meetings)

Complete and present the annual school progress report to EdisonLearning, district and/or charter board andschool community

Support and monitor PD plans of teachers, house teams, curriculum coordinators (works w/ AD andcoordinators)

Observe instruction of all teachers and tutors regularly Supervise and evaluate staff to ensure quality instruction and student achievement

Financial Management

Ensure revenue, enrollment and expense targets are met (profit and loss)

Ensure facility and operational services are effective

Steward of company assets


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Issued By: Job Title: Revised Date: Page 2 of 2Human Resources Principal July 31, 2014


Relationship Management

Build/maintain client relationships (i.e. Board leadership, superintendents, authorizers, community leadership,political leaders, etc.)

Develop and maintain positive community and parent relationship

Compliance Management

Oversee compliance to federal, state, local and contractual requirements

Key Relationships:Internal: Regional Finance Manager, Regional General Manager, Education Centers of ExcellenceExternal: EdisonLearnings customers and constituency groups, Charter Boards and Districts, Parents

Key Competencies:

Uses different behaviors as necessary to achieve desired outcomes; able to amend own behavior to influenceand gain acceptance

Shift priorities to address changes in events or assigned goals

Inspires groups of individuals to work together to achieve a common purpose; promotes a culture of opencommunication and respect

Actively establishes and promotes best practices for EdisonLearning work processes and standards

Analyzes reasons behind results, takes actions to address failures and seeks to improve outcomes

Never accepts excuses for breaches of ethics, values or regulations and confronts potentially unethicalbehavior in others

Develops and uses subtle strategies to influence others in order to achieve organization objectives; anticipatesreactions and works hard to find common ground between stakeholders within opposing views

Coaches employees and team members on ways to enhance their level of performance and develop their skills

Encourages constructive feedback and a culture that provides opportunities for development. Attracts,assesses, develops, motivates and retains a diverse workforce that drives results

Background:

Masters Degree in Curriculum and Instruction or Masters Degree in a specialty area such as ElementaryEducation or Secondary Education or Masters Degree in Educational Administration & Supervision

Minimum of 5 years teaching experience

Minimum of 5 years experience in instructional leadership including at least two years as an assistant principal

Administrative Certification

Ability to recognize good instruction based on current teaching methods

Knowledge of teacher evaluation and observation methods

Knowledge of various instruction and teaching methodologies

Excellent organizational, planning and implementation skills

Proficiency in Microsoft Excel, PowerPoint, Word and Outlook



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Issued By: Job Title: Revised Date: Page 1 of 2Human Resources Academy Director June 2009

Academy DirectorA World-Class Education for Every Chi ld

Location:Regional within geographic proximity of assigned EdisonLearning siteReports to: Principal and School Operations Manager

Direct Reports : Direct Reports: No direct reports; acts as proxy for principal in observation and supervision

of teachers as assigned by principal as well as for the following positions:

Nurse/Wellness staff

Student Support Manager

Librarian

Job Summary:

Under the supervision of the Principal, the Academy Director assists in providing the instructional leadership,administrative duties and operational responsibilities necessary to ensure the success of the school. TheAcademy Director participates in decision making as part of the leadership team and assumes theresponsibilities of principal when the principal is not on site.


Administ rat ive Support Regularly observing classroom instruction of all teachers monitoring their effectiveness and success

in implementation of EdisonLearning curriculum, processes and tools (e.g., Companion Guides,

Benchmarks); coach and assist teachers where needed

Managing extracurricular activities (i.e., before/after school programs, sports, science fairs, school

plays, picnics, etc.)

Dealing with discipline issues, including ensuring compliance with district/state regulatory processes,

investigating issues, determining consequences, communicating with parents and entering discipline

information into the Student Information System

Supporting and monitoring the professional development plans of lead teachers, house teams and

curriculum coordinators to continuously improve instruction and build site capacity

Preparing required reports and maintaining complete and accurate records for the school including

compliance in testing

Reviewing/approving lesson plans

Managing the Student Learning Contract process

Participating in the screening and selection of staff members for the school

Managing the schools daily substitute teacher needs


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Issued By: Job Title: Revised Date: Page 2 of 2Human Resources Academy Director June 2009

Compliance Management

Oversee compliance to federal, state, local and contractual requirements

Key Relationships:

Internal: Frequently communicates with teachers and other staff to foster achievement and smoothfunctioning of schools. Supports student endeavors and applies discipline to facilitate a positive schoolenvironment and school culture.

External: May communicate with parents to maintain positive relationships and address any student issues.Builds rapport and fosters relationships with community members by attending group meetings orparticipation in community activities.

Key Behavioral Competencies: Demonstrates a drive, commitment and sense of urgency that inspires others to achieve results Shift priorities to address changes in events or assigned goals Never accepts excuses for breaches of ethics, values or regulations and confronts potentially

unethical behavior in others Coaches employees and team members on ways to enhance their level of performance and develop

their skills Turns everyday situations and challenges into learning opportunities for self and others Proactively approaches others with a view to engaging in dialogue and building strong working

relationships Finds areas of agreement when working with conflicting individuals or groups Sources and listens to all points of view and respects differing opinions when developing solutions Takes the time to get to know other teams and their priorities to build good rapport and establish a

common bond

Background: Minimum of a Bachelors Degree Minimum of 2- 3 years teaching experience Administrative Certification in state of schools location Experience in leadership role i.e., department chair, lead teacher Ability to recognize good instruction based on current teaching methods Knowledge of teacher evaluation and observation methods

Knowledge of various instruction and teaching methodologies Excellent organizational, planning and implementation skills Proficient at documentation and report writing

Proficiency in Microsoft Excel, PowerPoint, Word and Outlook

An Equal Opportuni ty EmployerIt is the policy of EdisonLearning to provide educational and employment opportunities without regard to race, color,religion, creed, national origin, alienage and citizen status, age, marital status, disability, prior record of arrest orconviction (except as provided by law), sexual orientation, gender (sex), and to maintain an environment free ofdiscriminatory harassment, including sexual harassment, or retaliation as required by civil rights law.


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COMPANY CONFIDENTIAL

Issued By: Job Title: Revised Date: Page 1 of 3Human Resources School Operations Manager 05.07.2008

School Operations Manager

A World-c lass Education For Every Chi ld

Role: School OperationsManager

Reports to: Principal and the Regional Controller

Direct Reports :Administrative staff, non-instructional staff (Facilities, Front Office, Lunchroom)

Job Summary:

Oversees operational performance at a specific operating site, through undertaking, or managing,finance, administration and general school operations, in order to support site achievement and financialsuccess by allowing the Principal to focus on education related aspects of school performance. TheSchool Operations Manager is a member of the sites leadership team. This is a year round position.


School Operations

Responsible for site level procurement of supplies, materials, equipment, and inventory management

Local manager for Transportation, Food Services, Facilities Maintenance, and other 3rd party servicecontracts, ensuring ongoing monitoring and implementation of contracts

Manage all aspects of Free and Reduced Lunch program/process, including managing the entire

application process Site level responsibility for managing school security

Implement enrollment campaign for students (new, Intent to Return, etc.) including engagement inlocal marketing initiatives, demographic analysis, coordination with local/regional communicationsspecialists

Oversee enrollment at school site and, as required, drive the enrollment process by working with theschool leadership, secretaries, teachers and central enrollment department/advertising to meetenrollment targets

Work with school personnel to maintain integrity and accuracy of Student Records, includingmaintenance and tracking of attendance and retention

Work with school staff to manage reporting and data tracking for all Special Education programs

Prepare reports on site operations and attend board meetings

Act as lead in all operational and logistical projects for start-up operations

Respond to and resolve routine internal and external inquiries with parents, employees and schoolorganizations


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Financial Administration

Responsible for site level budget monitoring and management, with some input into budgetdevelopment

Review monthly financial reports and update monthly financial estimate templates

Coordinate with the HQ grants team for all Federal, State, Local grant applications and reporting

Prepare drawdown requests for state funds (charter schools only)

Manage and reconcile schools authorized bank accounts and petty cash funds

Provide financial oversight including invoice approval and developing the substitute budget

Manage AP and payroll processes

Oversee, in coordination with the Regional Controller, year end audits as well as any site audits fromState or Federal agencies

People Management/HR responsibil ities

Manage day to day activities of designated non-instructional staff

Partner with HR to implement policies and procedures at school site (e.g., compensation;vacation/sick days; all aspects of recruitment - screening, background checks, etc.)

Oversee the processing of all new hire paperwork

Responsible for maintenance of personnel files for all employees

Lead in orientation of new hires

Lead annual performance reviews for non-instructional staff

Key RelationshipsInternal: Work collaboratively with colleagues including Vice President, Educational Services, RegionalGeneral Manager, Regional Controller, Corporate Finance and Accounting Department and Site ServicesDepartment to ensure that site operations follow organization protocols and to report on site operationalperformance.

External: Develop and maintain a strong working relationship with District Superintendents, DistrictBoards, and/or Charter Boards to ensure that site finances and reporting are managed effectively, as wellas managing compliance issues related to the use of the District facilities. Work with vendors on a regular

basis to ensure service delivery in line with agreed contracts (when applicable). Support the Principal byworking with teacher unions to facilitate any issue resolution as necessary. Handle routine parent queriesand filter issues for the Principal.


Demonstrates persistence in overcoming and removing obstacles that impact goal achievement

Demonstrates a drive, commitment and sense of urgency that inspires others to achieve results

Implements and monitors relevant work procedures in line with defined internal and externalstandards

Proactively approaches others with a view to engaging in dialogue and building strong workingrelationships

Recognizes people who may be of critical importance to achievement of ones objectives and

involves them to get their input Requests input from others to work towards a more effective outcome

Holds employees/colleagues accountable for achieving results and publicly acknowledges effectiveperformance

Proven experience multitasking


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Background:

Demonstrated success in monitoring budgets of $5 million

Demonstrated success in managing contracts of up to $500,000

Experience in educational arena a plus, particularly in educational administration

Previous exposure to staffing processes and general HR procedures

Independently and effectively manage operations and facilities

Knowledge of financial modeling and cost analysis techniques

Skilled in interpreting and managing Service Level Agreements and contracts for outsourced services

Skilled in use of MS Excel or other financial and organizational modeling software

Demonstrated ability to manage staff of up to 5-10 exempt and nonexempt employees

BS in Business, Accounting or Finance

An Equal Opportuni ty EmployerIt is the policy of EdisonLearning to provide educational and employment opportunities without regard to race, color,religion, creed, national origin, alienage and citizen status, age, marital status, disability, prior record of arrest or

conviction (except as provided by law), sexual orientation, gender (sex), and to maintain an environment free ofdiscriminatory harassment, including sexual harassment, or retaliation as required by civil rights law.


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Page 1 of 2

AUNDREA R. WALTON8439 Dorchester Rd Apt 514, North Charleston, SC 29420 (843) 364.9529 [email protected]

Educational AdministratorEXECUTIVE PROFILEA dedicated and highly motivated organizational leader and advocate for the effective use of resources. Over 20 years

experience in educational leadership, and project management. Take-charge professional with a Bachelor of Science Degree in

Business Administration and Master of Education Degree with expertise in developing training programs/curriculum in support

of strategic educational needs and operational excellence. Results-oriented innovator of human resources designed to meet

specific organizational objectives for desired outcomes and an expert in research and fact gathering to facilitate course andprogram design serving diverse student bodies.

*Director of Human Resources Operation *Educator/Reading Specialist

*Behavioral Interventionist *Educational Administrator

Dynamic senior-level management career that demonstrated leadership, teaching abilities, organizational operations facilitation,

and team-building skills.

PROFESSIONAL EXPERIENCE

GCU Faculty Site Supervisor ____________________________ August 2010-Present__ An adjunct faculty member entrusted with oversight responsibility for the development, implementation, and evaluation of

the Principal and Teacher candidates

Work as a liaison between mentors, candidates, program chair, and the college of education; successfully ensure quality and

integrity of the student teaching experience as per universitys standards

Foster professional working relationship among key stakeholders, including the cooperating school Observe performance of Principal and Teacher candidates to identify critical strengths and areas of improvement

Provide formal counseling to the Principal and Teacher candidates based on observation

Superintendent May 2009 August 2011KINGDOM PARTNERSHIP FOR EMPOWERMENT AND DEVELOPMENT (KPED)

Manage administration activities including developing and implementing budget plans for the academy

Manage all functions including staffing, compensation, and performance evaluation in non-profit academy

Provide leadership development for academy to assist students in retaining academics knowledge

Successful development and implementation of program, curriculum, assessment, and polices

Ensure smooth work environment for all by providing adequate resources to sustain successful program

Responsible for staff training and development

Consultant (Education & Business) September 2008 - May 2010

Employed as consultant with various organizationsWorked with various organizations providing consulting in the areas of Human Resources Management, and business start-up

Provided consulting services for a non-profit organizations in educational after-school programming and school start-up

Director of Human Resources July 2005 - August 2008NELSON COUNTY SCHOOLS | Bardstown, KY

A leadership position in Human Resources entrusted with managing all HR functions

Ensured continuous improvement in Human Resources operations through internal and external communication

Successfully managed all key undertakings of Human Resource department, including Recruitment, Training and

Development, Performance Evaluations, Compensation and Benefits, and managing employee relations

Restructured the department and completed District Development Plan and Country Strategic Plan.

Handled responsibilities for budgets, allocations, community relations, and regulatory compliance along with oversight of

operational matters

As a business leader, ensured risk mitigation and protection through fiscal and operational controls

Facilitated local schools in various Human Resources related activities particularly in the areas of Performance Evaluationand Training and Development

Represented the district at mediations, legal hearings, grievance meetings, and arbitrations. Served as liaison for the

Kentucky School Board Association on district policy updates

Kentucky DOE Minority Superintendent/Program/ Assistant Superintendent 2004 - 2006NELSON COUNTY SCHOOLS | Oldham Provided leadership to all schools within 2 districts in complete development and management of district educational

programs

Facilitated the strategic financial management tasks of forecasting, budgeting, and fiscal reporting while working closely

with the Director

Was responsible for the implementation of district policy on Curriculum & Instruction Development

As a senior resource, provided mentorship to school principals and staff while overseeing schools operations
mailto:[email protected]:[email protected]


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Page 2 of 2

Managed a collaborated effort with internal district departments to create the District Improvement Plan and develop a

comprehensive community relations plan

Facilitated the renewal of the Nelson County Strategic Plan

Educational Specialist 2002 - 2004

Sons of Issachar after School Academy

CANAAN COMMUNITY DEVELOPMENT CORPORATION (CCDC) Managed performance evaluation of each instructor and volunteer to ensure regulatory compliance

Researched, reviewed, and recommended academic materials while maintaining a comprehensive inventory

Administered successful grant application for afterschool program. 100% success student improvement

Fostered relationship among teachers, staff, students, and parents ensuring a positive educational environment

Created an internal system for designing programs according to learning ability and grade levels of students

Accountable for the development, training, and monitoring the performance of all required curriculum programs Managed staff workload distribution for clerical personnel and trained staff

Fort Knox Community Schools Administrator 2000 - 2004

DEPARTMENT OF DEFENSE SCHOOLS

Successfully demonstrated strong organization techniques for scheduling, curriculum development, budgeting, teacher team

building, and school administration management. Exceeded all goals and objectives Department of Defense Schools

Maintained oversight over facilities maintenance, teacher development, student programs, and public relations

Prepared and managed the annual school budget, human resources, records management, and fiscal reports

Worked directly with teachers and staff on development of curriculum and instructional plans to exceed standards

Supervised disciplinary actions, counseling programs, special education, and after-school activities

Developed and coordinated a systematic review of operations to identify and rectify internal issues

Project Manager 1999 - 2000

EDISON SCHOOLS INC

Managed daily operations of the newly established Kansas City-Missouri District Office. Effectively built successful teams

to implement short and long term initiatives based on company goals

Was accountable for planning and maintaining start-up activities for several new Kansas City and Missouri school sites and

the district office, including budgets, inventories, supplies, staffing, and facilities management

Established the policies and the directive to the new entities regarding student selection, enrollment, meetings, as well as

marketing, student applications processes, curriculum development, and professional development programs

Created a coalition of key constituents and other education advocates, government, business, and community leaders

Supervised a team from the ground up to lead, plan and implement the customer service needed sustaining successful

relationships

EDUCATIONPhoenix, AZ, Ed. D. Organizational Leadership (ABD) 2013

Grand Canyon University

Supervisor of Instruction and Director of Pupil Personnel Certification 2004Western Kentucky University, Bowling Green KY

Superintendent Certification, 2000; M.Ed. Educational Admin 1993

University of North Texas, Denton TX

B.S. Business Administration 1986

Texas Southern University

CERTIFICATIONS Minority Superintendent Intern Program, 2006

Kentucky First Year Superintendent Training Module, 2005

University of North Texas: Superintendent, Mid-Management Administrator, Elementary 1-8, 1986

PROFESSIONAL AFFILIATIONS & COMMUNITY ACTIVITIES (Selected)Actively engaged with different associations and initiatives in leadership position to proactively contribute my expertise and

experience

Kentucky Association of School Human Resource Managers | Kentucky Superintendents CEO Network; American

Association of School Personnel Administrators |Kentucky Association of School Administrators; Kentucky Association of

School Superintendents | American Association of School Administrators |Nelson County/Bardstown Chamber of Commerce;

Radcliff Chamber of commerce | Campbellsville University Chair of Teacher Educator Advisory Board | KASA Conference

Committee member | NELCO Industrial Consortium, President | Nelson County United Way Board Member | Governors

Task Force on the Economic Status of Kentuckys Women Kentucky Commission on Women-Committee on Education and

Leadership

References Available Upon Request


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SUSAN E. GORMANPhone: (309) 657-6504 5621 N. Rosemead Drive

Email : [email protected] Peoria, Illinois 61614

OBJECTIVETo secure a position that utilizes my skills, experience, and expertise in education, curriculum, instruction,

mathematics, the Common Core Standards of Mathematics, professional development,

and assessment

CAREER SUMMARY

Educational Consultant in curriculum, mathematics, professional development, and assessment

Administrative Manager of district technology team including scheduling, evaluation, management,and professional development

Technology Director for K-8 school district focused on technology integration, support, and

professional development

Classroom teacher in mathematics for grades 5-8, science for grades 5-8, Title I reading/math forgrades 1-8, and all subjects for grade 4

Member of professional organizations to gain knowledge of new innovations and strategies


EDISONLEARNING, INC.,Knoxville, TN

Director of Achievement in Curriculum 2004-2007 and 2010-Present

Provided on-site and remote support and training for schools in California, Colorado, Illinois,

Indiana, Iowa, Louisiana, Michigan, Minnesota, Missouri, Nevada, Ohio, Pennsylvania, and

Wisconsin Produced increased proficiency in mathematics evidenced on high-stakes tests in many states

Conducted classroom observations during on-site visits to identify teachers strengths and assesstheir need for support and professional development

Supported on-site key math leaders as they work with teachers on pacing, alignment, curriculumimplementation, student engagement, and data analysis to increase student achievement

Worked with on-site math leaders and administrators to build site capacity in the areas of curriculum

and mathematics

Planned, created, and conducted professional development on such topics as rigorous math

instruction, the Common Core Standards, Eight Standards of Mathematical Practice, assessment,

differentiation, and data analysis for teachers and administrators

Aligned math curriculums with math standards in different states and the Common Core Standards

Worked jointly with EdisonLearning achievement teams for all schools to improve student

achievement and support all parts of the Student Achievement Plans

Analyzed data to determine student need, to plan adjustments in instruction, and to develop skill-

focused instructional plans for all grade levels

Created intellectual property to be implemented into schools for improved math achievement

Provided training and ongoing support for non-EdisonLearning schools who use the eValuate onlineassessment system


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Director of Elementary Teaching and Learning 2007-2010

Created and provided professional development on-site, via webinars, in online courses, and atconferences

Monitored the quality of instruction and the implementation of K-8 curriculum through site visits

Planned, coordinated, and regularly monitored the Certified Trainer program that built site capacityin schools and regions

Developed training modules on elementary curriculum, learning environment, and quality classroominstruction

Managed ordering of math materials for all EdisonLearning schools

Previewed curriculum programs and intervention software programs for possible implementation

Created and monitored use of online professional development courses

Reviewed and evaluated online e-courses for virtual schools

Planned and developed the logistics and content of key EdisonLearning conferences

Provided curriculum and instructional information for charter applications

Community Technology Manager 2000-2004

Served in administrative position to supervise, manage, and evaluate technology personnel for four

EdisonLearning schools in Peoria, Illinois

Planned and implemented all technology initiatives in the schools Provided professional development and support for all staff on utilizing technology during

instruction, implementing technology into students learning experience, online assessments, anddata analysis

Provided technology training for parents

Served on leadership team in each school

PRINCETON ELEMENTARY SCHOOL DISTRICT 115, Princeton, Illinois 1987-2000

District Technology Coordinator

Provided technology support for six buildings

Trained all staff on implementing technology into instruction

Maintained all equipment in six computer labs

Elementary and Junior High Teacher

Taught 5thgrade mathematics

Taught 4thgrade self-contained classroom

Taught 7thgrade mathematics

Served on county math consortium to create grade-level assessments

VALLEY COMMUNITY SCHOOL DISTRICT 45, Wyoming, Illinois 1980-1987

Math and Science Teacher in grades 5-8

Taught math and science for all junior high grades

Taught remedial reading and math for grades 1-8

EDUCATIONILLINOIS STATE UNIVERSITY, Normal, Illinois May, 1998

Administrative CertificationIllinois Type 75 Certificate General Administrative


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ANDREW J. LASKOWSKI

16 Sheffield Lane

Turnersville NJ 08012

Home Phone: (856) 227-0499 Cell Phone: (856) 952-9451

A seasoned Accounting professional with over 15 years of managerial experience, overseeing all Finance departments, as well as

conducting timely monthly, quarterly, and yearly accounting closes. Proven record of maintaining positive actual to budget

results, as well as budget development, in manufacturing and school facility settings. A mentor to staff and peers, innovative

problem solver, and results oriented. Outstanding interpersonal skills at all company and client levels. Proficient with MicrosoftPrograms (Excel, Word, and PowerPoint) and QuickBooks.

CORE COMPETENCIES

Budget Development & Management Capital Budgeting

Financial Analysis & Reporting Procurement/Vendor Negotiations

Operations Management Procedure/Process Reviews

Staff Management, Training, & Development Planning & Cash Flow Forecasts


EDISONLEARNING October 2003 to Present

Jersey City, NJ

REGIONAL CONTROLLER

Primary responsibility is to ensure that all schools within region are compliant with client-board approved fiscal budgets, and

ensuring growth in net assets from year to year, while supervising the School Operation Manager (SOM) at each school and working

with Principal and School Administration. The Regional Controller serves as the primary financial relationship manager between

EdisonLearning and Client School Boards.

- For the Year Ended June 30, 2014, managed eight site budgets totaling $65 Million.

- Review and approve all monthly site financial statementbefore submission to Client School Boards.

-

Oversee development of site annual fiscal budgets (Operating and Asset), working with SOMs, Principals, and School

Administration.

- Presentation of monthly financials and annual budgets to Client School Boards during monthly meetings.

-

Ensured successful fiscal year audit outcomes for nine years in a row.

- Present recommendations for client debt reduction and strategic planning, including Five Year plans.

-

Played significant role in developing current client financial structure with EdisonLearning and its Clients.

COUNTRY FRESH BATTER

King of Prussia, PA November 2001 to October 2003

CONTROLLER

The Controller had complete responsibility for the day-to-day financial and administrative operations of the company.

- Preparation of monthly financial statements, oversaw annual audit.

- Supervision of Accounts Payable, Account Receivable, and Human Resources associates.

- Implemented cost savings methods with raw material purchases and health care coverage.

- Played major role in resolution of several Workers Compensation claims, without litigation.

Previous work experience and references available by request.

EDUCATION

Rutgers University, B.S., Accounting, 1990, Camden NJ


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CONSOLIDATED STAFFING SUMMARY

POSITION # OF FTEs

Instructional:

Alternative Education Teacher 2.0

Teacher 160.0

ELL Teacher 30.0

Reading Specialist 7.0

Instructional Aide (Paraprofessional) 83.0

Math Specialist 7.0

Specials Teacher 66.0

Building Substitute 14.0

Special Education Teacher 51.0

Total Instructional 420.0

Technology:

Community Technology Manager (CTM) 1.0

User Support Technician (UST) 8.0

Data Owner 7.0Library/Media Specialist (LMS) 7.0

Total Technology 23.0

Administ rat ive:

Principal 7.0

Academy Director 15.0

Administrative Assistant 14.0

Registrar/Enrollment 7.0

Guidance Counselor 16.0

Security 2.0

School Operations Manager 7.0

Food Service Coordinator 1.0

Nurse 7.0Lunch Aides 29.0

Total Administrative Staff 105.0

OVERALL TOTAL 548.0


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School Name

Employee Handbook


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Dear Name of School Employee:

We are pleased to welcome you to a partner school of EdisonLearning, Inc. As an

employee of an EdisonLearning partner school, you are part of a talented, dynamicteam of individuals who have dedicated themselves to improving both the academicperformance and the educational experience of students in EdisonLearning partnerschools around the country. Your individual contributions to this team will allow us toimprove the quality of public education in the months and years to come.

EdisonLearning recognizes individual as well as team excellence. We offer thepotential for growth, a comprehensive program of employee benefits and a trulystimulating work environment. We hope that you will enjoy your association withEdisonLearning and that you will find continuing sources of inspiration and motivation inthe important work you do each day.

This Employee Handbook will provide you with an overview of the Schools employeebenefits and policies and procedures. If you have any questions about the Handbook,please contact the Principal or your Human Resources Business Partner.

Again, welcome to Name of School. We look forward to working with you.

Sincerely,

President and CEO


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2014 All rights reserved 3

TABLE OF CONTENTS

Table of Contents

TABLE OF CONTENTS ................................................................................................................................................ 3

Introduction .............................................................................................................................................................. 8

At-Will Employment .................................................................................................................................................. 9

1. EQUAL EMPLOYMENT AND ANTI-HARASSMENT POLICY ................................................. 10

1.1. Equal Employment Opportunity Policy ......................................................................................................... 10

1.2. Anti-Harassment Policy ................................................................................................................................. 11

1.2.1. Sexual Harassment ........................................................................................................................................ 12

2. COMPLAINT PROCEDURE ............................................................................................................. 13

2.1 Complaint Procedure ..................................................................................................................................... 13

2.2 Non-Retaliation .............................................................................................................................................. 13

2.3 Open-Door Policy ........................................................................................................................................... 14

3. COMMENCEMENT AND SEPARATION OF EMPLOYMENT .................................................. 15

3.1. Employee Performance Evaluations .............................................................................................................. 15

3.2. Employment Records/Personnel Files ........................................................................................................... 15

3.3. Medical Records ............................................................................................................................................ 16

3.4. Pre-Employment Background Investigations ................................................................................................. 16

3.5. Salary Adjustments ....................................................................................................................................... 16

3.6. Separation of Employment ........................................................................................................................... 16

3.7. Exit Interviews .............................................................................................................................................. 16

3.8. Staff Transfers ............................................................................................................................................... 17

3.9. Verification of Employment Requests ........................................................................................................... 17

4. CONDUCT AND OTHER WORKPLACE RULES ......................................................................... 18


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4.1. Appearance ................................................................................................................................................... 18

4.2. Attendance and Punctuality .......................................................................................................................... 19

4.3. Drug-Free Workplace .................................................................................................................................... 20

4.4. Employment of Relatives .............................................................................................................................. 20

4.5. Inclement Weather and Emergency Conditions ............................................................................................ 20

4.6. Personal Relationships .................................................................................................................................. 21

4.7. No Smoking Policy......................................................................................................................................... 21

4.8. No Solicitation/Distribution .......................................................................................................................... 21

4.9. Public Relations/Statements to the Media.................................................................................................... 22

4.10. Rules of Conduct ......................................................................................................................................... 22

4.11. Code of Ethics ............................................................................................................................................. 25

4.11.1. Overview .................................................................................................................................................... 25

4.11.2. Employee Responsibilities.......................................................................................................................... 25

4.11.3. Reporting Violations; Non-Retaliation ........................................................................................................ 26

4.12 Nondisclosure of Confidential Information .................................................................................................. 26

4.13. Use of Social Media ..................................................................................................................................... 27

4.13.1. Use of Social Media for Business Purposes ................................................................................................. 27

4.13.2. Personal Use of Social Media ...................................................................................................................... 28

4.13.3. Employer Monitoring .................................................................................................................................. 30

4.13.4. Enforcement and Discipline ........................................................................................................................ 30

4.14. Second Jobs................................................................................................................................................. 30

4.15. Immigration Compliance ............................................................................................................................. 30

4.16. Pay Practices/Work Hours ........................................................................................................................... 31

4.17. Non-Exempt Staff Pay Associated With Travel and Training ........................................................................ 33

4.18. Visitors ........................................................................................................................................................ 34

4.19. Investigations of Current Employees ........................................................................................................... 34

4.20. Breastfeeding Policy.................................................................................................................................... 34


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4.21 Staff Transporting Students ......................................................................................................................... 34

5. USE OF ELECTRONIC AND OTHER RESOURCES ..................................................................... 36

5.1. Prohibited Activities ............................................................................................................................... 37

5.2. Passwords .............................................................................................................................................. 39

5.3. Portable Storage Devices ....................................................................................................................... 40

5.4. Viruses ................................................................................................................................................... 40

5.5. Personal Electronic Devices .......................................................................................................................... 40

5.5.1. Third Party Devices ....................................................................................................................................... 41

5.6. Email Usage .................................................................................................................................................. 41

5.6.1. Prohibited Email Usage ................................................................................................................................. 42

5.6.2. Email Best Practices ...................................................................................................................................... 43

5.6.3. E-mail Disposal .............................................................................................................................................. 44

5.6.4. Drafting E-mails ............................................................................................................................................. 44

5.7. Phones and Phone Systems ........................................................................................................................... 44

5.7.1 Voicemail ....................................................................................................................................................... 45

5.7.2. Use of Cell Phones While Driving .................................................................................................................. 45

5.8. Other (Non-Electronic) School Resources and Equipment ............................................................................. 45

5.8.1. Stationery and Mail Services ......................................................................................................................... 46

5.8.2. Bulletin Boards .............................................................................................................................................. 46

5.9. Miscellaneous ............................................................................................................................................... 46

6. SAFETY, SECURITY AND COMPLIANCE ISSUES ...................................................................... 48

6.1. Health and Safety .......................................................................................................................................... 48

6.2. Policy Against Workplace Violence ............................................................................................................... 48

6.2.1. Prohibited Acts .............................................................................................................................................. 48

6.2.2. Enforcement ................................................................................................................................................. 49

6.3. Mandatory Abuse Incident Reporting Policy ................................................................................................. 49


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6.4. Security ......................................................................................................................................................... 50

6.5. Weapons ....................................................................................................................................................... 51

7. EMPLOYEE BENEFITS .................................................................................................................... 52

7.1. Employee Benefits Summary ........................................................................................................................ 52

7.2. Holidays ........................................................................................................................................................ 54

7.3. Vacation Time ............................................................................................................................................... 54

7.3.1. Vacation Accrual Rates ................................................................................................................................. 54

7.3.2. Vacation Carry-Over ...................................................................................................................................... 55

7.3.3. Vacation Scheduling ...................................................................................................................................... 55

7.3.4. Illness or Injury Before Vacation ................................................................................................................... 55

7.3.5. Vacation Credit Upon Termination ............................................................................................................... 55

7.3.6. Payment In Lieu Of Vacation ......................................................................................................................... 55

7.3.7. Breaks In Service/Rehires ............................................................................................................................. 55

7.4. Personal Days ............................................................................................................................................... 56

7.5. Sick Time ....................................................................................................................................................... 56

7.6. Short-Term Disability Policy .......................................................................................................................... 57

7.6.1. STD Benefit Accrual Rate .............................................................................................................................. 57

7.6.2. Applying For STD Benefits ............................................................................................................................. 58

7.6.3. Recertification Requirements During Course Of Leave ................................................................................ 58

7.6.4. Treatment of Health & Welfare Benefits While On STD Leave ..................................................................... 58

7.6.5. Cessation of STD Benefits ............................................................................................................................. 59

7.7. Family and Medical Leave ............................................................................................................................. 59

7.7.1. Coverage ................................................................................................

edison 09 detail 6

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