SOUTHERN ILLINOIS UNIVERSITY HEAD START PROGRAM PERSONNEL POLICIES AND PROCEDURES TABLE OF CONTENTS Page Chapter I Introduction A. Purpose B. Mission 1 C. Authority and Governance Chapter II Appointment Policies A. Nondiscrimination/ Appointments B. Positions and Salaries 2 C. Recruitment D. Selection Chapter III Work Rules and Conditions of Employment A. Probationary Period B. Performance Evaluation 6 C. Health Requirements D. Criminal Background Check E. Dress Code F. Confidentiality G. Work Schedules H. Disciplinary Action I. Grievance Procedure J. Conflict of Interest K. Nepotism L. Political Activities M. Public Appearances N. Driver’s License O. State Officials and Employees Ethics Act Chapter IV Compensation, Benefits and Leave Policies A. Compensation B. Benefits 17 C. Leave Policies Chapter V Employee Development A. Orientation 22 B. Career Development C. Training D. Personnel Files Chapter VI General Policies A. Emergency Closures B. DrugFree Workplace C. Clean Air Policy D. Aids 24 E. Sexual Harassment 1 F. Travel INTRODUCTION A. Purpose This handbook provides information regarding personnel policies of the SIUC Head Start program addressing specifically, guidelines for Head Start civil service employees, faculty and administrative/professional staff. This statement of personnel policies is issued as the official understanding of the obligations of the SIUC Board of Trustees and the Head Start employees to each other and the public. Its purpose is to insure consistent personnel practices designed to best utilize the educational, social economic, and personal needs of the community in the achievement of the University's goals and objectives. This Head Start manual incorporates an abridged version of SIUC policies with the federal requirements of the Head Start program. For complete coverage of SIUC's policies see the respective handbooks or the policies of the board of trustees. B. Mission Project Head Start is now in its 30 plus year of operation throughout the United States. Enrolling students from Jackson and Williamson Counties in Southern Illinois, SIUC Head Start actively promotes the educational, social, health and emotional well being of disadvantaged preschool age children and their families. C. Authority and Governance The SIUC Advisory Board approves Head Start personnel policies. All Head Start staff are under the general policy authority of the Board of Trustees and the Head Start Advisory Board. The board sets university policies while their execution is the responsibility of university officers acting under general supervision. The Advisory Board, in conjunction with the program's Executive Director, the Policy Council and the Head Start director carry out the responsibilities of the Head Start program. According to 1304.50 Program Governance, the Head Start Advisory Board has the general responsibility to determine and approve Head Start personnel policies; the Executive Director has general responsibilities; the Head Start Policy Council must approve or disapprove the policies; and the Head Start director has the operating responsibility of these policies. These major parties are partners in sharing specific functions and responsibilities of the Head Start program. 2 3 CHAPTER II APPOINTMENT POLICIES A. Nondiscrimination/ Appointments Equal Opportunity/Affirmative Action It is the policy of Southern Illinois University at Carbondale Head Start program to provide equal employment and education opportunities for all qualified persons without regard to race, color, religion, sex, national origin, age, disability, sexual orientation or marital status. The university is committed to the principles of equal employment opportunity and affirmative action and will continue to conduct all personnel actions in accordance with the letter and spirit of applicable state and federal statutes and regulations, including Order 11246 as amended. Personnel actions include, but are not limited to, recruitment, hiring, position assignments, compensation, training, promotion, tenure consideration and award, retention, layoff, termination and benefits. For more information regarding appointment policies, employees should refer to the employee handbook. B. Positions and Salaries SIU Head Start operates four facilities and three colocation sites: Carbondale, Marion, Murphysboro and Johnson City and colocations in Carbondale and Carterville. A center director, supervising teachers, teachers, grill cooks, bus drivers and community workers normally staff each facility. The director's staff, located in Carbondale, is composed of coordinators for family & community partnerships, early childhood development, health/nutrition services, and collaboration/professional development, and specialists in education, disabilities/mental health, health support, enrollment/family/child care, collaboration training, accountant, secretaries and an administrative assistant/budget manager. Appointments of Head Start personnel may fall within three categories: civil service, faculty and administrative/professional staff. Actual civil service classifications, faculty ranks or administrative titles are listed with the functional title used by the program listed in parentheses. Civil Service Appointments 1. Status Civil Service a. Permanent positions at SIU Head Start are part of the central office staff and normally include: an accountant, office systems specialist 1 (secretary), business manager (administration assistant) and an accounting clerk (accounting/transportation clerk). 4 b. Contractual: These positions may be full or part time and are the same as permanent and continuous except the location of work to be performed is away from the university or its immediate environment. Applicants do not compete from a civil register but must meet the minimum qualifications of the classification and are entitled to the regular benefits of the university. Contractual positions in the SIU Head Start program include the campus transit operators, (bus drivers), community workers, grill cooks (cooks and head/supervising cooks). 2. Nonstatus Civil Service a. Extrahelp: These positions are temporary or emergent in nature and are limited to a maximum of 900 hours worked in any twelve consecutive months. Once a person in such a position has accrued 900 hours it may not be reestablished until six months have elapsed from date of termination of the position. An individual who has completed his/her 900 hours may not be rehired in another extrahelp position for 30 calendar days. These positions may be full or part time and offer no university benefits. Individuals are hired as extrahelp to serve as bus monitors, substitute teachers, substitute grill cooks and substitute bus drivers. Faculty Appointments 1. Faculty appointments are based on the collective bargaining agreement between the Southern Illinois University Board of Trustees and the nontenured track faulty association, IEA/NEA (July 1, 2006—June 30, 2009). For specific information regarding faculty contracts and appointments refer to the SIUC Human Resources Labor Relations website at www.siu.edu/~laborrelations/lrcontracts.htm 2. Term: Initial and Noncontinuing term appointments receive term appointments that are for a specified period of time as indicated on the Application for Appointment. Term appointments may be renewed; however, reappointment to such a position creates no right to subsequent employment or presumption of a right to subsequent employment based on the time frames stated in the collective bargaining agreement between the Southern Illinois University Board of Trustees and the nontenured track faulty association, IEA/NEA (July 1, 2006—June 30, 2009).. Nonreappointment of a term contract is not considered "firing" which requires Policy Council approval (1304.50 Program Governance). Individuals appointed on a term basis are eligible for university benefits as determined by the percent and length of appointment and are fully described in the handbook.. Term faculty appointments in the SIUC Head Start program are at the rank of instructor if the individual possesses a master's degree and the rank of assistant instructor if the degree is a bachelor's. 5 3. Continuing faculty appointments are based on the collective bargaining agreement between the Southern Illinois University Board of Trustees and the nontenured track faulty association, IEA/NEA (July 1, 2006—June 30, 2009). Individuals in these faculty appointments serve as teachers, supervising teachers, center directors, coordinators, and specialists. Administrative and Professional Staff Appointments 1. Term: Term appointments are for a specified period of time as indicated on the Application for Appointment. Term appointments may be renewed; however, reappointment to such a position creates no right to subsequent employment or presumption of a right to subsequent employment. Individuals appointed on a term basis are eligible for university benefits as determined by the percent and length of appointment and are fully described in the handbook. The director of the SIU Head Start program is appointed in an administrative/professional staff position. 2. Restricted/Term Appointments: Restricted/term appointments may be used for a very limited duration to pay individuals for services involving teaching, training and/or tutoring. These appointments must be limited to a maximum of three months of fulltime work or 489.5 hours. Individuals appointed on the restricted/term basis do not receive any university benefits. The SIU Head Start program may use the restricted/term appointment to pay substitute teachers. Classifications of Parttime, Temporary and Contractual Individuals hired by Head Start on a temporary basis for longer than 30 days are subject to hiring approval of the Head Start Policy Council and are subject to Policy Council actions. This includes consultants (if hired for more than 30 days). C. Recruitment Generally, Head Start positions for which vacancies exist will be recruited by posting internally and/or by advertising in the local media. Specific procedures for faculty and A/P staff are contained in the handbook. The advertising process will be in accordance with university employment policies. The Head Start director (hiring unit administrator) submits a position description, announcement, ad copy and proposed recruitment procedures to the executive director's office for approval to advertise a position. 6 Step 1: When a vacancy occurs the Head Start director will: 1. Identify the vacancy. 2. Determine if the vacant position is a faculty, civil service or professional/administrative services position. Step 2: Head Start director and executive director, using university recruitment guidelines will determine the type of search (internal, local, regional or national). Normally all positions must be advertised for a minimum of 714 days, depending on the type of position. Step 3: If faculty or a professional administrative position, the SIU Head Start director will prepare the request and ad, and then submit the request to executive director for approval and forwarding to the Associate Provost for Academic Administration and Affirmative Action Office. Step 4: SIU Head Start director appoints screening committee to screen applications. Step 5: Following the deadline date, screening committee will meet to review all applications. Step 6: Screening committee, utilizing information provided on resume and reference checks, reduces the list of applicants. A list of qualified individuals is forwarded to the Head Start director for consideration for oncampus interviews to those applicants’ qualifications meeting ad qualifications. Step 7: Following the review, the director, in consultation with the executive director, determines how many candidates will be interviewed for each position. Step 8: The names and resumes of candidates selected for oncampus interviews are forwarded to the Associate Provost for Academic Administration and Affirmative Action Office for approval to precede with oncampus interview. Step 9: After approval is granted to interview, the SIUC Head Start director arranges for the candidate screening committee and other appropriate staff to interview. Step 10: Following the interview, the Head Start director makes a determination and forwards recommendations to the executive director for review, consideration and approval. The Head Start director submits a list of individuals that appear to be strong candidates for the position to the Human Resources Office. Background investigations will be conducted on the applicants. Step 11: The names of applicants acceptable to the executive director are forwarded to the Associate Provost for Academic Administration and the Affirmative Action Office for approval. 7 D. Selection* Faculty and Administrative/Professional Staff Positions A screening committee for potential employees at SIUC Head Start will be comprised of staff appointed by the Head Start director. The screening committee will review the interested applicant’s resume and references. The committee will screen all applications to insure minimum published education and established qualifications are met. After interview finalists have been selected by the screening committee and approved by the Affirmative Action Offices, the interviewing process begins. The screening committee and others designated by the Head Start director will conduct the interviews. Following the interviews, the committee will submit comments on each candidate to the Head Start director. The director will submit a recommendation for hiring to the executive director for approval. Upon approval by the executive director and the appropriate university office, the Head Start director makes a recommendation for hiring to the policy council. After the committee has received its charge from the hiring administrator, it proceeds as follows: 1. Selects chairperson, if this has not already been decided. 2. Establishes time frame and meeting schedule. 3. Determines ground rules for committee procedures. a. Are applications to be reviewed by all members or divided evenly among members to determine whether minimum qualifications are met? b. When reference letters have been requested in the position announcement, yet not provided, should the committee call for them? c. If name of references (to be contacted later) have been requested in the position announcement and some, but not all applicants have had reference letters sent, should those be considered at this point, or held until reference letters are requested from the remaining applicants? d. Determine related degree qualifications. When applicants’ vitas, letters of reference and other documents are received, a dossier should be created and acknowledgments of receipt for these documents should be sent to the candidates. The administrative assistant to the director should send a personnel data card to each applicant. The return of this card is not required but will be useful in identifying females and minorities. Review of candidates’ dossier may be done expeditiously in whatever manner the committee decides, depending on the number of candidates, the time available and the number of committee members. Regardless of the procedure chosen, it is important that all committee members agree upon and use the same screening criteria for all 8 candidates. Documentation of the screening criteria is essential and must be maintained on file for a minimum of two years. As soon as possible after the deadline for application, the search committee should meet to consider qualifications of all candidates and to evaluate them in terms of requirements for the position. The first screen is for minimum qualifications; any candidates not meeting the minimum qualifications are excluded and should be informed in writing that they are not on the committee’s short list. The second screen is for candidates who meet and exceed the minimum requirements. Every committee member should read and rate the dossiers of those candidates meeting the minimum requirement of the position. Any techniques or procedures used (i.e., discussions with references or evaluations of written materials) to select candidates must be applied uniformly to all candidates and documented. The search committee should work with the appropriate administrative officer to identify the qualified applicants. It is suggested that at least three qualified applicants should be interviewed for each fulltime position. However due to fiscal restraints this may not be possible. Therefore, a minimum of the top three candidates should be identified. The request to interview form and accompanying cover letter should indicate the name of the candidates and the number of interviews to be conducted. When a position is underutilized in protectedgroup representation, qualified applicants identified as members of a protected group normally should be considered for interview. In underutilized situations when considering qualified candidates, the hiring official may consider the race or sex of the applicant, as appropriate to the underutilization goal as a positive factor in the selection decision. In cases where an underutilization goal exists and few or no applicants have been received from females and minorities, the search committee may be required to reopen the search. If underutilization exists in the position and females and/or minorities are not in the group selected for interview, the Head Start director’s statement presents the reasons to the appropriate Vice Chancellor for recommending interviews of the selected applicants, at the time the request for interview (Hiring Audit Form Part I) is submitted. The Associate Provost and the Affirmative Action Office will review and approve both the search procedure and, at their discretion, the resumes of qualified applicants prior to scheduling interviews. Information concerning race, national origin and sex of applicants who responded to the personnel data cards will be provided by the Affirmative Action Office to the Associate Provost within two work days of the deadline date and as cards are received afterwards. The committee should: 9 1. Screen applications to select those for consideration. A checklist prepared from the job description to determine whether applicants meet the minimum qualifications in the initial screening, will facilitate this process and might include: a. Application received by cutoff date? b. Application complete? c. Required degree, qualifications, license, research, experience, etc.? d. All minimum qualifications met? e. Related/substitute degree, qualifications, etc., appropriate to the above? 2. Document reasons for all candidates screened out at this point, using the Hiring Audit Form codes for nonselection. 3. Committee screening (second screen) of remaining applicants. a. Candidates may be telephoned to clarify questions regarding their resumes to determine whether or not to interview them, or to request references. b. Committee members may wish to do a preliminary reference check on all remaining applicants at this point. c. Committee selects a designated number of finalists for interview and forwards their recommendations to the Head Start director. d. Complete Section I of the Hiring Audit Form. e. Associate Provost and University Affirmative Action Office approval must be secured through appropriate channels before inviting candidates for interview. Civil Service Appointments Recruitment procedures will include the hiring procedures, established by Human Resources and outlined the in the handbook, for all civil service hiring within the Head Start program. The Head Start director will submit job advertisements (if applicable) to the executive director's office for approval, which will be submitted to Human Resources for advertisement. Following examinations for vacant positions an employment counselor from Human Resources notifies all candidates eligible for the vacancy. The candidates schedule an interview with the Head Start program. The screening/search committee will follow the same procedures as for faculty/administrative positions, which includes submitting the recommendation for hiring to the policy council. Administrative Positions (Head Start Director) The executive director of the SIUC Head Start program will follow the recruitment, selection (including Affirmative Action) and hiring procedures as established by SIUC policies and guidelines. A search/screening committee appointed by the executive director will select a minimum of three applicants for interviews. The selected candidate will be presented to the Head Start Policy Council and Advisory Board for 10 approval. *Former or present Head Start parents who are one of the top three candidates for a nonprofessional position must receive preference for employment (1304.5 0 Program Governance). Applicants for some SIUC Head Start positions may be required to undergo preemployment background investigations, in accordance with the Illinois Campus Security Act. 11 PROCEDURES FOR SECURING POLICY COUNCIL APPROVAL 1. Head Start staff are responsible for advertising positions, initial screening of applicants, and scheduling and conducting interviews. 2. Parent representatives of the center where the vacancy occurs and chairperson of the Personnel Committee will be notified of the interview schedule and encouraged to attend. 3. Following the interviews and selection, the Head Start director will meet with the chairperson of the Personnel Committee or the total Personnel Committee and will submit his/her recommendations. During the meeting, the director will seek authorization to hire applicants pending approval of full Policy Council. 4. The following information will be provided at that time: a. A listing of all qualifying applicants b. Files of all interviewed candidates. c. Statement regarding a reason for selection of recommended candidates. 5. The chairperson of the Personnel Committee will be responsible for presenting the recommendations at the next Policy Council meeting. If the Policy Council does not approve the recommendation, the information would be provided to the Executive Director for consideration and resolution. 12 CHAPTER III WORK RULES AND CONDITIONS OF EMPLOYMENT General Requirements for Personnel Staff shall be able to demonstrate the skill and competence necessary to contribute to each child’s physical, intellectual, personal, emotional, and social development. Factors contributing to the attainment of this standard include: 1. Emotional maturity when working with children; 2. Cooperation with the purposes and services of the program; 3. Respect for children and adults; 4. Flexibility, understanding and patience; 5. Physical and mental health that do not interfere with child care responsibilities; 6. Good personal hygiene; 7. Frequent interaction with children; 8. Listening skills, availability and responsiveness to children; 9. Sensitivity to children’s socioeconomic, cultural, ethic and religious backgrounds, and individual needs and capabilities; 10.Use of positive discipline and guidance techniques; and 11.Ability to provide an environment in which children can feel comfortable, relaxed, happy and involved in play, recreation and other activities. A. Probationary Period The probationary period is part of the evaluation process and is used to determine whether an employee demonstrates the ability and qualifications necessary for satisfactory performance. 1. Civil Service Employment Most employees in a status appointment serve a sixmonth probationary period. An employee who has unsatisfactory work performance will be dismissed during probation and will be given the reason for dismissal although the reason will not be reviewable. 2. Faculty and Administrative Appointments Head Start faculty appointments are term, nontenurable and begin and end on the dates indicated on the application for appointment. Term appointments may be renewed. However, such reappointment creates no right to subsequent reemployment or presumption of a right to subsequent employment. 13 B. Performance Evaluation Civil Service Employees Formal evaluations will be conducted twice during the sixmonth probationary period and thereafter, annually on the anniversary date of appointment to the position. A negative evaluation will be followed up with monthly meetings to monitor the progress of improvement in the defined duties and behavior warranting improvement. Generally, the supervisor, center director or program director conducts evaluations. Faculty and Administrative Professional Staff The immediate supervisor will evaluate faculty and A/P appointees annually, no later than March 30, of each calendar year. Evaluations for faculty will be conducted based on the collective bargaining agreement between the Southern Illinois University Board of Trustees and nontenured track faculty association, IES/NEA (July 1, 2006—June 30, 2009). For specific information regarding faculty evaluations refer to the SIUC Human Resources Labor Relations website at www.siu.edu/~laborrelations/lrcontracts.htm. A/P staff hired during the program year will have evaluations conducted before the end of the first school year. Informal evaluations will be conducted on a continuing basis. The supervisory personnel will review each formal evaluation in the Head Start central office personnel files. The supervisor provides an assessment of the subordinate’s performance and makes recommendations to the Director. The Director has final approval of staff evaluations. C. Health Requirements All Head Start employees are required by the Illinois Department of Children and Family Services (DCFS) to have a physical exam, including an initial TB test, upon hire. The physical exam must be repeated every two years. For those employees who do not have health insurance, or for whom insurance does not cover the cost of the physical exam or partially covers the cost of the physical exam, Head Start will reimburse the employee up to $45.00 when the employee adheres to the reimbursement procedures. In addition, some Head Start employees are subject to the policies and procedures of the "Fluid and Blood Born Pathogen Exposure Control Plan". Upon hire, these individuals are required to receive training related to blood born pathogens and may opt to receive Hepatitis B vaccinations at the expense of the Head Start program. Individuals not choosing to receive the vaccination must sign a refusal statement. Annual refresher training is also required for individuals subject to this policy. 14 D. Criminal Background Check No one with a criminal history of child or sexual abuse and/or neglect will be employed or, when appropriate, be allowed to continue employment. Any employee with such a criminal history and/or record will be terminated. All Head Start employees undergo background investigations conducted by the Department of Children and Family Services (also, preemployment background investigations required for most Head Start positions and performed by Human Resources before employing individuals in security sensitive positions). E. Dress Code Head Start employees should present a businesslike appearance. Standards of dress in the academic community and the Head Start program should parallel those in the outside employment setting. Dress standards may affect the health, safety, or actual work performance of employees, coworkers or department clientele. F. Confidentiality Employees will exercise the utmost discretion in regard to all matters of official business and records. Any information, which has been received by an employee on a confidential basis, must be maintained in confidence. This includes, but is not limited to, all information contained in Head Start files, including children’s families, and other staff members. G. Work Schedules Work Schedule Head Start agency hours consist of 8:00 AM to 4:30 PM, Monday through Friday. Work hours are established to meet the needs of the Head Start program and are discussed with candidates prior to extending an offer of employment. 1. Fulltime: The work week for fulltime employees is 37.5 hours, which is 7.5 hours each day Monday through Friday with a one hour lunch period. 2. Parttime: Daily and weekly work schedules for parttime employees are created to meet the programmatic needs of the Head Start program. 3. Work Schedule Variations: a. Bus Drivers Normally, in centers operating double sessions, bus drivers have an 80% appointment and are scheduled to work 6 hours per day, Monday through Friday. Typically, the 6 hours a day will consist of 15 the following: 2 hours for the am route, 2 hours for the noon routes, and 2 hours for the pm route. This scheduled time will be utilized to complete the established bus routes, conducting bus walkaround inspections, completing required paperwork and reports, sharing information with center director as needed, daily cleaning of inside of vehicle, and when necessary transporting bus monitors. Additional hours may include field trips, transporting children for services, i.e., speech/language. These activities and other regularly scheduled bus routes may require the assigned driver to work more than 7.5 hours in a day. Exceeding 7.5 hours a day may not be considered as overtime. The negotiated work schedule, which is influenced by the specific nature of the program, will influence when a bus driver is entitled to overtime pay. Hours over the 2430 hours per week are to be negotiated and approved by the appropriate center director. Weekly work hours for the bus drivers may vary depending on center. Employees will be compensated for hours reported on the time sheet, which has been verified and approved by the center director. Hours worked over 37.5 in a week are considered to be overtime. All overtime must have prior authorization from the Head Start director. b. Cooks Each center has cooks employed full time (100%) and part time (80%) basis. Full time (100%) staff works 7.5 hours per day Monday through Friday and 37.5 hours per week. Cooks employed 80% work a total of 30 hours per week. The center director in consultation with the Head Start director establishes the daily working hours. Flexibility in establishing work schedules is necessary in order to meet the Head Start center’s particular needs. Normally, work schedules will be determined at the beginning of the program year, however, changes may occur. c. Teaching Staff Normally, teachers are scheduled to work 7:304 p.m., Monday – Friday. However, in order to meet program goals teaching staff will occasionally be required to perform duties outside the normal work schedule. Among the job responsibilities that will be performed outside of the regular work schedule are home visits, parentteacher conferences, staff training, Parent Activity Day, etc. These activities are considered to be among the teaching staff formal responsibilities and duties. 4. Flextime: Flextime is used to permit employees and their supervisors to establish work schedules that recognize individual needs. The Head Start program director must authorize in advance any changes to established work schedules. Employees requesting a change must do so 16 through their supervisor in writing, providing full justification. 5. Late arrival or absence from work: Employees unable to report to work on time or unable to report for a full day must inform their supervisor one hour prior the start of their shift or at a time previously stipulated by the immediate supervisor. H. Disciplinary Action Procedures The standards of SIUC Head Start employee conduct normally required in any place of employment (no fighting, use of obscenities, use of alcoholic beverages, controlled substances, theft or misuse of agency equipment) will be the standard of employee conduct. A fourstage process of disciplinary action will be carried out for Head Start employees: 1. Initial Warning, 2. Notice of Continual Concern, 3. Disciplinary Suspension and 4. Involuntary Termination. 1. Initial Warning When a violation of SIUC and/or Head Start policies, procedures or performance standards occurs, an initial notification outlining the disciplinary action will be documented on the appropriate Head Start form. An individual conference should be convened to fully explain and discuss the nature of the violation. A copy of the completed disciplinary action form will be given to the employee. It is the responsibility of the supervisor to review an employee's progress and prepare a written report of the status of the individual at the end of the designated time period given to correct the violation. 2. Notice of Continual Concern The supervisor or program director shall forward to the employee a description and documentation of the behavior or poor performance that is considered to be in violation of SIUC and/or Head Start polices or procedures or an indication of unfitness, inability, or lack of desire to continue in the program's employment. A detailed set of corrective instructions is to be included. The notice should inform the employee that in the event he/she is unable to correct the stated deficiencies within the designated time frame, the disciplinary process would be continued in accordance with SIUC policies. 3. Disciplinary Suspension If suspension without pay or discharge for cause is contemplated, the Head Start director should contact the Director of Labor and Employee Relations to discuss the matter. Only Human Resources has the authority to suspend a 17 civil service employee without pay. 4. Involuntary Termination All termination procedures of Head Start staff will be in accordance with applicable SIUC personnel policies. After SIUC policy and procedural requirements are met, termination of Head Start staff will be ordered by the executive director upon recommendation by the Head Start director and approval by the policy council. The Head Start director will carry out the involuntary termination. When possible, an exit conference between the executive director, Head Start director, supervisor and the employee will occur prior to the termination. Standards of Conduct [Policy council approved the following on December 4, 2000]. SIUC staff, consultants and volunteers are required to abide by the program’s standards of conduct. These standards specify that: 1. They will respect and promote the unique identity of each child and family and refrain from stereotyping on the basis of gender, race, ethnicity, culture, religion, or disability; 2. They will follow program confidentiality policies concerning information about children, families, and other staff members; 3. No child will be left alone or unsupervised while under their care; 4. They will use positive methods of child guidance and will not engage in corporal punishment, emotional or physical abuse, or humiliation. In addition, they will not employ methods of discipline that involve isolation, the use of food as punishment or reward, or the denial of basic needs. Specific Violations/Infractions of Standards of Conduct 1. The following violations will result in immediate relief of duties with pay until further instruction from the SIUC Human Resources is received: a. Corporal punishment of Head Start children (spanking, hitting, etc.) and/or verbal abuse (yelling, screaming, cursing), and emotional abuse or humiliation. b. Physical contact with intent to do harm or injury to another individual (Head Start staff, parents, etc.) c. Possession of a firearm, fireworks, explosives on SIUC and/or Head Start property. 2. Disciplinary action for drug/alcohol violations and sexual harassment will follow SIUC Employee Policies. Refer to the handbook. 19 3. Disciplinary action will be taken for, but is not limited to, the following causes: a. Leaving children unattended. b. Finding of unauthorized use or reckless driving of a Head Start vehicle. c. Excessive tardiness, absenteeism, or early departure from the work site. d. Abuse of Head Start telephone or unauthorized use of credit cards. e. Failure to maintain Head Start personnel policies and/or other guidelines. f. Failure to notify designated Head Start staff members of absence before deadline. g. Insubordination (refusal to perform service connected with an employee's immediate supervisor or refusal to obey any reasonable order given by an employee's supervisor or by management). h. Failure to complete assigned tasks and paperwork in a timely manner. i. Failure to attend training sessions. j. Failure to report suspected child abuse to appropriate central office staff. k. Failure to maintain confidentiality of Head Start information. l. Incurring financial obligations to SIUC Head Start without proper authorization. m. Falsifying or misusing records or applications. n. Misrepresentation of job position, responsibilities and other important Head Start functions, i.e. entering into contracts, agreements, and binding decisions. o. Dishonesty or removal of another employee's and/or parent's and/or child’s property without permission. 20 p. Willful destruction of agency property or another employee's and/or client's and or child’s property. q. NegligenceThe commission of negligent or careless acts during working time or on SIUC Head Start property that result in personal injury or property damage or that causes expense to be incurred by the program. r. Engaging in confrontations of a personal nature during working hours with Head Start families or family representatives. I. Grievance Procedure Head Start employees are subject to other policies and procedures of SIUC's formal grievance procedures as described in the handbook. All Head Start staff is encouraged to resolve grievances through an informal conference prior to issuing formal grievance complaints. All efforts shall be made to resolve the grievance within the outlined time frame of the informal grievance process as described below. Informal Grievance Procedure Step 1 A discussion will occur within two working days of the action or inaction being questioned. This discussion will take place between the grieving staff member and the supervisor in an effort to resolve the situation to the satisfaction of all parties. If the discussion is unsuccessful in resolving the matter the employee may proceed with Step 2. Step 2. A written notice of the grievance will be presented to the immediate supervisor within two working days of failure to resolve the situation through informal discussion as described in Step 1. Continued attempts will be made to resolve the matter within two working days, prior to engaging in the next step. Step 3. If the matter is not satisfactorily resolved, the employee may submit the grievance in writing to the Head Start director. This must be done within two working days after the receipt of the decision in Step 2. The Head Start director is to review the facts and render a decision and reasons for the decision in writing to the employee within three working days after receipt of the grievance. Step 4. If the matter is not satisfactorily resolved the employee may submit the grievance in writing to the Head Start program's executive director. This must be done within two working days after the receipt of the decision in Step 3. The executive director is to review the facts and render a decision in writing to the employee within five working days after the receipt of the grievances. Step 5. If the matter is not resolved, the employee may submit the grievance in writing to the Head Start Policy Council for review. This request to review the grievance and make recommendation to the Head Start director and executive 21 director must be made within two working days of receipt of the decision in Step 4. The Head Start Policy Council has five working days to conduct all necessary investigations and meetings and render its recommendation in writing to the Head Start director and the employee. Step 6. If the grievance still exists, it shall be submitted in writing to the appropriate authorities in accordance with SIUC Grievance Procedures for Civil Service, Faculty and Administrative/Professional Staff. This includes compliance with the specified time frames and procedures as outlined in the handbook. J. Conflict of Interest The "Policy on Conflict of Interest: NonUniversity Activities and Financial Interests" is designed to implement an Illinois law requiring university faculty and, by extension, all employees to obtain written approval before engaging in remunerated research or consulting services for persons or organizations. The provisions of this policy are further designed to describe the type of nonuniversity relationships that generally carry a potential for abuse, to prevent conflicts between the university interests and an employee's private interest, and to avoid nonuniversity commitments that are likely to interfere with the performance of the individual's responsibilities to the university. Excerpts from the policy that are of distinct significance to the SIUC Head Start program are included below. The complete university policy and coinciding activity approval and financial disclosure forms are included in Appendix A. A conflict that is prohibited by this policy may occur as a result of either a conflict of interest or a conflict of commitment. A "conflict of interest" generally encompasses any situation wherein an individual employee influences university business, research, teaching or other decisions in ways that lead or could lead to any form of personal financial gain for the individuals or his/her family, or that gives or appears to give improper advantage to others to the detriment of the university. A "conflict of commitment" encompasses any situation wherein nonuniversity activities undertaken by the individual employee are sufficiently demanding of the individual's time and attention as to interfere with assigned duties or with his/her responsibilities to students or the university. Relationships and circumstances that may constitute a conflict that is prohibited, include but are not necessarily limited to the following situations: 1. When an employee directly or indirectly solicits or receives for personal benefit or the benefit of a family member any gift, gratuity, favor, loan or other thing of personal value from any external source as a condition, either expressed or implied, for influencing university business, research, teaching, or other decisions. This provision shall not be construed as limiting the solicitation or receipt of honoraria or other similar payments recognized as appropriate or customary in the university setting in connection with the performance of jobrelated activities, provided, 22 however, that such honoraria or other payments are disclosed to the university and approved in advance in accordance with procedures hereinafter set forth. a. Jobrelated activities are defined as: 1) Activities that are expressly delineated in the individual's job description, or 2) Activities clearly implied by the job description, including activities that fall within the general scope of the individual's job description and are consistent with the goals and mission of the university. b. Examples of jobrelated activities for which honoraria or other similar payments may be accepted include authored manuscripts, workshops, seminars, editorships, editorial board service, and invited lectureships for which university employees customarily receive honoraria or other similar payments. 2. When an employee (or firm, partnership, association, or corporation, of which he/she is the owner or principal owner or major officer or primary employee) holds any financial interest in any contract for the purchase of goods or services by the university, unless such purchase is deemed essential to university operations and is approved by the chancellor (or designee), in accordance with the "Joint Purchasing Rules Governing Procurement and Bidding at State Systems University in Illinois"; or when a member of the immediate family of an employee, or a firm, partnership, association, or corporation of which he/she is the owner or principal owner or major officer or primary employee contracts for the purchase of foods or services with the university, unless such purchase is deemed beneficial to university operations and is approved by the chancellor (or designee) and such approval is filed with the purchase order or contract, in accordance with the "Joint Purchasing Rules Governing Procurement with Bidding at State Systems Universities in Illinois." K. Nepotism The Head Start program is governed by the following policy established by Southern Illinois University at Carbondale for all employment situations involving persons related by blood or marriage* when both are employed at SIUC. Although opportunities for initial employment, leaves, promotion, tenure and other fringe benefits may not be limited because of marital relationship or immediate family relationship, the university does set reasonable restrictions on any individual's capacity to function as judge or advocate in specific situations involving members of her or his immediate family. 1. Prospective employees who are married to one another, or are immediate family members, will each be considered for any employment opportunity 23 for which they are qualified, completely independent of the fact that they are related. This is taken to mean that no one may be either denied or offered employment because of marriage or relation by blood to any employee or prospective employee. 2. If two employees in a single department are husband and wife or immediate family members, they shall be considered independently for all employee benefits such as, but not limited to, leaves, sabbaticals, promotions, salary increases, retention, or tenure; and neither shall vote, recommend, or have any other part in decisionmaking regarding the other's initial employment, leaves, sabbaticals, promotions, salary increases, retention, or tenure. Such decisions shall reside at the next higher administrative level. 3. No employee shall initiate or participate in institutional decisions involving a direct benefit (initial employment, leave of absence, tenure, promotion, sabbatical, retention, salary, etc.) to any person related to her or him by marriage or blood. 4. Each vice chancellor area shall insure compliance with this statement of nepotism in her/his case. *The term "related by blood or marriage" refers to the immediate family which is defined as inclusive of the following: mother, father, grandmother, grandfather, son, daughter, grandson, granddaughter, aunt, uncle, brother, sister, niece, nephew, or any relative by marriage comparable to the abovelisted relationships. L. Political Activities The Head Start Act (42 U.S.C. {9852) states that any agency, which assumes the responsibility for coordinating Head Start programs, shall be deemed to be a state or local agency under the Hatch Act. (5 U.S.C. {1501 et. seq.). However, the Hatch Act indicates that individuals who are employed by educational or research institutions are not covered by the Hatch Act. Nonetheless, the Head Start Act does prevent the use of program funds, provision of services, or employment or assignment of personnel in a manner supporting or resulting in the identification of such programs with: 1. Any partisan or nonpartisan political activity, 2. Any activity to provide voters or prospective voters with transportation to polls or similar assistance, or 3. Any voter registration activity. The university’s’ Head Start program does have to abide by these rules. 24 M. Public Appearances Any Head Start employee asked by an outside agency/organization to appear as a guest speaker or invited program participant representing the agency will obtain prior clearance from the program director or executive director if appropriate. N. Driver’s License Any Head Start employee who drives a university vehicle must have a valid driver’s license in their possession. Driving on a ticket is not allowed. CHAPTER IV COMPENSATION, BENEFITS AND LEAVE POLICIES A. Compensation Salary Payments 1. Civil Service Civil Service employees are paid on either an hourly or semimonthly basis. Hourly civil service employees are compensated for all hours worked and paid every other Friday for a twoweek period. Semimonthly employees are paid on the first and sixteenth of the month. Overtime Compensation: Nonexempt employees are required to maintain a salary time record and must receive overtime compensation for all hours in pay status in excess of 7.5 hours per day or 37.5 hours per workweek, unless otherwise defined in an applicable negotiated contract. The normal university workweek begins at 12:00 AM Sunday and ends at 11:59 PM the following Saturday. Work performed in excess of 7.5 hours per day in accordance with a preapproved flextime schedule is not considered overtime. There are two ways to compensate nonexempt civil service for overtime: compensatory time off or cash payment at 1.5 times the regular hourly rate. Overtime must be recommended by the immediate supervisor and approved by the Head Start director prior to performing the work. Arrangement for the overtime payments or compensatory time off should be discussed and approved by the Head Start director in advance of the work. In accordance with university policy accrual of compensatory time is not permitted. Therefore, compensatory time must normally be taken no later than the pay period following the one in which it was earned. 25 2. Faculty & Administrative/Professional Faculty and administrative/professional employees are paid monthly on the first day of each month for the preceding month's work. Faculty and administrative/professional staff at Head Start with less than a twelve month appointment are not allowed to prorate. Payroll Deductions Payroll deductions from employee's salary may include both mandatory and voluntary deductions. Mandatory deductions may consist of federal and state income tax, Medicare, retirement, employee portions of state health insurance and court ordered garnishments. Employees may opt for deductions such as optional health insurance, optional life insurance, taxsheltered annuities, flexible spending accounts, charities, etc. B. Benefits For eligible employees the university provides a package, which includes some benefits fully, paid by the employee, some fully paid by the employer and some partially paid by both. These benefits include those administered by the State University Retirement System and the Illinois Department of Central Management Services and SIUC Human Resources. For more information on benefit choices, eligibility and cost refer to the handbook or contact the office of Human Resources at SIUC. State University Retirement System All eligible employees (i.e., those with appointments for four months or more) are required to become participants in the State University Retirement System (SURS). Individuals with extrahelp civil service or restricted term appointments are not eligible for SURS and must instead pay Medicare and social security. Health and Life Insurance Benefits State health, dental, vision and life insurance benefits are available to permanent or contractual civil service; faculty; and administrative/professional staff; hired at 50% time or more. Benefits are mandatory for full time employees who must pay a minimal charge including the premium for any optional coverage such as dependent health coverage and optional life insurance. Individuals appointed on a part time basis (50 % or more) may choose to carry all of the state insurance benefits (health, dental, vision and life); may choose to waive these state benefits completely; may choose health, dental and vision but no life insurance or may choose life insurance only. Part time employees must pay a prorated portion of the employer cost in addition to any employee premium. Other Benefits 26 Employees may be eligible for a variety of state and universitysponsored benefits including tuition and fee waivers, flexible spending accounts, taxdeferred annuities, deferred compensation plans and additional university sponsored life insurance. C. Leave Policies Vacation Generally, Head Start employees should request vacation time two workweeks in advance and the time off must be approved by the center director and the Head Start director. Each year an agency calendar is established indicating holidays, administrative closures, scheduled breaks and designated program vacation days. For designated program vacation days, the employee has the option of taking accrued vacation or absence without pay. 1. Civil Service Employees in a permanent or contractual type of appointment earn vacation on the basis of hours for which they are paid (pay status hours exclusive of overtime). The rate of vacation accrual is determined by the employee's years of service and their employment status (exempt or nonexempt). The maximum amount of vacation employees can accumulate is based on their rate of vacation accrual. Employees should consult the SIUC Employee Handbook for the rates of vacation accrual. 2. Faculty and Administrative/Professional Staff Employees with academic appointments do not accrue vacation time. The time in the calendar not covered by the contract period of annual service constitutes a vacation period. Individuals with fiscal appointments earn vacation based on their years of employment. Employees in term fiscal year appointments must use the vacation benefits during the period of appointment or the benefit will be lost to the employee. Sick Leave When an absence is due to illness or injury a properly completed absence form should be presented to the department on the day the employee returns to work. 1. Civil Service Permanent, apprentice, learner, trainee, and provisional employees will earn sick leave pay at the rate of 0.0462 hours for each hour of pay status service (exclusive of overtime). Upon termination of employment for any reason, an 27 employee or an employee's estate is entitled to be paid for onehalf of the unused sick leave which was accrued on or after January 1, 1984 and all accrued vacation except as limited by Illinois statute pertaining to the transfer or reemployment of State of Illinois employees to other state institutions or agencies. 2. Faculty and Administrative/Professional Staff Nonaccruable sickleave benefits will be granted to all faculty and administrative/ professional staff on fulltime academicor fiscal year appointments at the rate of 43 work days per contract year. Employees in term fiscal year appointments must use the vacation benefits during the period of appointment or the benefit will be lost to the employee. 28 Holidays Southern Illinois University at Carbondale will be closed and all employees will be excused, except in emergencies and for necessary operations, on the following holidays: New Year's Day, Dr. Martin Luther King, Jr. Day, Memorial Day, Independence Day, Labor Day, Thanksgiving Day, Christmas Day, and 5 holidays to be designated by the president of the university for publication by July 1 of each year. Other Leaves With or Without Pay SIUC employees may be granted leave of absence with pay for purposes which may include: jury duty, to participate as a member of a universitysponsored or recognized activity, for the fulfillment of annual military obligations, to participate in specialized disaster relief services as a certified disaster service volunteer of the American Red Cross. Any leave of absence for an extended period of time must be coordinated with Human Resources. The Illinois Department of Central Management Services and the State University Retirement System govern benefit options for employees on leave of absence. Family and Medical Leave Southern Illinois University is committed to full compliance with the federal Family and Medical Leave Act of 1993 which requires covered employers to grant unpaid family and medical leave benefits to eligible employees. 1. To be eligible for family and medical leave benefits, an employee must have worked for SIU for at least 12 months or 1 academic year and have worked at least half time during the preceding 12month period. 2. An eligible employee who has complied with notification requirements may request, and will be granted, family and medical leave to provide for the following contingencies: a. The birth of his/her child; b. The placement of a child with the employee for adoption or foster care; c. The care of a spouse, child, or parent with a serious health condition; 29 d. A serious health condition that prevents the employee from performing the functions of his/her job. 3. An eligible employee is entitled to receive a maximum of 12 workweeks of family and medical leave once every 12 months. 4. During the period of family and medical leave, an employee's health, dental and basic state life insurance benefits will be maintained under the same conditions that applied before the leave commenced. 5. Sick leave and/or vacation benefits may be used for all or part of a family and medical leave in accordance with applicable SIU personnel policies. Any portion of the 12week period for which such benefits are not applied will be leave without pay. 6. An employee returning from family and medical leave will be restored to his/her former position or to a position with equivalent pay, benefits and other terms and conditions of employment, contingent upon the employee's continued ability to perform the essential functions of the job. School Visitation When an employee's attendance is required at his/her child's school for conferences or classroom activities and these events can be scheduled only during working hours, he/she will be granted a leave without pay subject to the following conditions: 1. All accrued vacation must be exhausted before leave without pay will be granted; 2. A total of up to 8 hours of leave without pay will be granted during any school year, with not more than 4 hours during any given day; 3. A written request for the leave must be submitted to the supervisor at least 7 days in advance of the school visitation (in cases of emergency no more than 24 hours is required); 4. The employee must consult with his/her supervisor to schedule the leave so as not to disrupt unduly the operations of the employer; 5. Employees should be provided reasonable opportunity to make up time taken for school visitation unless this would require payment of overtime wages or unless there is no opportunity for productive work. For more information regarding leaves of absence with or without pay, employees should consult the SIUC Employee Handbook. 30 CHAPTER V EMPLOYEE DEVELOPMENT A. Orientation As soon as possible after the hire of a new employee and prior to the employee's first payroll, the Head Start employee will meet with the appropriate Head Start personnel and/or SIUC personnel staff to be informed about employment policies and procedures, general information about the SIUC Head Start program, services and programs available to employees and complete payroll deductions. The employee will receive a copy of the SIUC Head Start Personnel Policies, information about benefits and will make appropriate benefit choices. B. Career Development The Head Start program will provide its employees with the opportunity for personal professionalism and organizational effectiveness through staff development programs. These programs, designed in response to expressed needs and periodic assessments will be offered as resources permit. Release time to take required courses, during normal working hours, may be granted on an as needed basis and dependent upon approval by the Head Start director. Efforts will be made to fill open positions in the Head Start program with qualified persons from within, based upon previous job performance evaluations. Transfers from one position to another will be made in the best interest of the Head Start program, the university and the individual. All such transfers and/or promotions must be in accordance with SIUC's civil service, faculty and administrative/professional staff employment policies. C. Training InService training and training opportunities available through funding sources will be provided by the SIUC Head Start program. Attendance at training conferences provides Head Start staff and parents with the opportunities to increase skills and experience necessary for professional growth. The level and quality of staff members work performance will be used by SIUC Head Start director to determine who will participate in outofarea conferences and workshops. Training for Head Start positions requiring a Child Development Associate Credential (CDA) will be provided on site through college credit hours applicable and approved by the Head Start program director and executive director. 31 D. Personnel Files A personnel file will be maintained on each Head Start employee. This file is a collection of employmentrelated information maintained by the university for an individual employee. Request for personnel copies, such as DCFS fingerprint background check, transcripts, letters of reference, physicals etc. must be requested 3 working days in advance. It is recommended that employee make copies of pertinent information prior to submission. Information that may be placed in a personnel file includes, but is not limited to the following: 1. Employment application and status documents and related correspondence. 2. Documents and correspondence which relates to the employee's training and development, professional activities, etc. 3. Documents and correspondence which relates to the employee's university benefits 4. Written evaluations 5. Any other personnel documents including physical exam which are, have been, or are intended to be used in determining the employee's qualification for employment, promotion, transfer, additional compensation, discharge or other disciplinary action will be included in that employee's personnel file at the appropriate level. Personnel files are maintained at the Employee Records Office, at the Head Start central office and at the employee's respective Head Start center in Jackson and Williamson Counties. 32 CHAPTER VI GENERAL POLICIES A. Emergency Closures (The following was approved by the policy council on June 2, 2003) Administrative Closure In the event of an administrative closure as determined by the Chancellor of SIUC, Head Start employees will be paid according to the SIUC policy as described in the handbook. Previously approved absence report forms cannot be changed from sick or vacation upon determination of closure. Their supervisors will contact Head Start employees and announcements will be made in the media in the event of any Head Start closure. Emergency Closures/Inclement Weather: In the event of bad weather conditions or an emergency situation, the Head Start director will make the decision to cancel or postpone classes. Announcements will be made on radio stations WCIL, WDDD, and WINI as well as television stations WSIL and KFVS. Staff AttendanceEmergency Closure/Inclement WeatherClasses Only Cancelled: It may be necessary for Head Start centers to not run busses and not provide services to children during inclement weather. However, this does not excuse any permanent Head Start employee from reporting to work. If classes only are cancelled, administrative, faculty and permanent civil service employees will be required to be at their workstations. Individual employees unable to reach their work site should inform their immediate supervisor before the agreed upon deadline, generally one hour before the start of the shift. Civil service and administrative professional staff employees are required to take accrued vacation, subject to approval of Head Start director, or absence without pay for days of work missed during periods of emergency closure/inclement weather. Faculty are required to take sick leave, subject to approval of the Head Start director, or absence without pay for days of work missed during periods of emergency closure/inclement weather. B. DrugFree Workplace Head Start employees must adhere to a code of conduct that recognizes that the unlawful manufacture, sale, delivery, unauthorized possession or use of any illicit drug is prohibited on property owned or controlled by the SIU Board of Trustees or as part of any university activity. The use, including the sale, delivery, possession and consumption of alcoholic beverages in or on property owned or controlled by the university or as part of any university activity is strictly prohibited except as otherwise provided in the "Regulations Governing Alcoholic Beverages at SIU." 33 If an individual associated with the university is apprehended for violation of any drug or alcohol related activity, the Head Start program under direction of the university will cooperate fully with the law enforcement and other agencies in administering a corrective or rehabilitative program for the individual. The SIUC Head Start program also reserves the right to initiate concurrent disciplinary action up to and including, where appropriate, the termination of the individual's association with the Head Start program. Employees should refer to the SIUC Employee's Handbook for further guidelines and disciplinary actions regarding a DrugFree Workplace. C. Clean Air Policy In accordance with the Clean Air Policy smoking is prohibited in all indoor areas of property owned or controlled by the university that includes all SIUC Head Start facilities. Refer to the handbook for complete regulations regarding this policy. D. AIDS The Head Start program will comply with SIUC's policy on AIDS including the practices of nondiscrimination and confidentiality. Employees should refer to the SIUC Employee Handbook for complete regulations regarding this policy. E. Sexual Harassment Sexual harassment is illegal and runs counter to the objectives of the university and the SIUC Head Start program. The Head Start program, under the direction of the university, will take whatever action is needed to prevent, stop, correct or discipline behavior that violates this policy. Disciplinary action may include, but is not limited to, oral or written warnings, demotion, transfer, suspension or dismissal for cause. Employees should refer to the SIUC employee handbook for completed information regarding this policy. F. Travel Local Travel Head Start Agency owned vehicles shall be used whenever possible. When agency vehicles are available for use, Head Start employees who select to travel in privately owned vehicles would not be reimbursed for mileage. Personal vehicles may be used for Head Start program business. Payment for use of privately owned vehicles will be made on a mileage basis per the currently approved University rate. Employees who use their private vehicle 34 must certify on the Travel Expense Voucher that they are duly licensed and that they carry the minimum required insurance. The Travel Expense Voucher should be completed and submitted at the end of the last working day of each month. Mileage reimbursement checks will be mailed to the employee's home address approximately one month after submission. OutofArea Travel The Head Start director must approve outofarea travel. Outofarea travel for Head Start program employees includes, but is not limited to, attendance at local, state and national conferences and training sessions. A Travel Expense Voucher must be approved by the fiscal officer to whom the traveler reports and should be submitted within 10 days of the conclusion of travel or at the end of the month. Modes of Transportation Modes of transportation authorized for travel for Head Start employees are described in the SIUC employee handbook. Per Diem The per diem allowance is allowed only when the travel period is overnight or exceeds 18 hours. The per diem allowance for travel on official business is described in the SIUC handbook on the Human Resources website www.siu.edu/~humres. All Head Start employees are responsible for following the Travel, Modes of Transportation and Per Diem policies as outlined in the SIUC employee handbook. RevisionGovernance Advisory Board Approval 82808 RevisionsPolicy Council Approval 5508 Policy Council Approval 70907 Governance Advisory Board Approval 61606 Revision Policy Council Approval 91106 Revision – Governance Advisory Board Approval 100206 35