Mastery Charter Schools Employee Handbook
Revised August 2020
MASTERY CHARTER SCHOOLS
PA EMPLOYEE HANDBOOK
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TABLE OF CONTENTS
Welcome to the Mastery Schools Community ...........................................................................................................7
Mission ...................................................................................................................................................................8
Values .....................................................................................................................................................................8
Mastery – Vision and Principles .............................................................................................................................9
Human Resources .................................................................................................................................................... 10
Time Off Policies and Procedures ........................................................................................................................ 10
10.5 Month Staff .............................................................................................................................................. 10
12 Month Staff ................................................................................................................................................. 11
Paid Time Off Policy ......................................................................................................................................... 12
Requesting Time Off Policy .............................................................................................................................. 12
Requesting Time Off Procedures ..................................................................................................................... 13
Call Out Procedures ......................................................................................................................................... 13
School Closings ................................................................................................................................................ 14
Leave of Absence Policies ................................................................................................................................ 14
Families First Coronavirus Response Act - Emergency Leave Employee Policy ............................................... 22
Americans with Disabilities Act (ADA) ............................................................................................................. 24
Workday – Human Resources Information System ............................................................................................ 24
How to Login to the System .......................................................................................................................... 24
System Uses ..................................................................................................................................................... 25
Who do I contact if I need help? ...................................................................................................................... 25
General Human Resources Policies ..................................................................................................................... 25
Changes to Personal Data, Taxes, and Direct Deposit ..................................................................................... 25
Payroll Calendar............................................................................................................................................... 25
Summer Pay for 10.5 Month Employees ......................................................................................................... 26
Taxes and Deductions ...................................................................................................................................... 26
Background Check Policy ................................................................................................................................. 26
Employment Documentation Requirements ................................................................................................... 27
Immigration Act Compliance Procedures ........................................................................................................ 28
Request to Review Personnel Files ................................................................................................................... 28
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Contracts and Offer Letters ............................................................................................................................. 29
Job Postings and Transfers .............................................................................................................................. 29
Open-Door Policy ............................................................................................................................................. 29
Grievance Policy ............................................................................................................................................... 29
Anti-Racism Policy ........................................................................................................................................... 30
Nondiscrimination Policy (Equal Employment Opportunity Employer) ........................................................... 30
Policy against Harassment and Retaliation ..................................................................................................... 31
Policy against Sexual Harassment ................................................................................................................... 31
Relationships with Students ............................................................................................................................ 32
Driving Students in Personal Vehicles .............................................................................................................. 32
Administration of Medication to Students ...................................................................................................... 32
Child Abuse Reporting Policy ........................................................................................................................... 33
Fraternization Policy ........................................................................................................................................ 33
Alcohol and Drug Policy ................................................................................................................................... 34
Non-Smoking Policy ......................................................................................................................................... 34
Violence in the Workplace ............................................................................................................................... 34
Professional Dress and Appearance ................................................................................................................ 35
Conflict of Interest ........................................................................................................................................... 35
No-Solicitation/No-Distribution ....................................................................................................................... 37
Political Activities ............................................................................................................................................. 37
Recording Policy............................................................................................................................................... 37
PA Code of Professional Practice and Conduct for Educators ......................................................................... 37
Educator Misconduct ....................................................................................................................................... 38
Corporal Punishment ....................................................................................................................................... 38
Whistleblower Policy ....................................................................................................................................... 38
Title IX Notice and Complaint Procedure ......................................................................................................... 39
Acknowledgement of Risk................................................................................................................................ 40
School Property and Equipment ...................................................................................................................... 40
Social Media Policy .......................................................................................................................................... 40
Employment Separation .................................................................................................................................. 42
Employment Status Categories........................................................................................................................ 45
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Employment of Minors .................................................................................................................................... 46
Work Hours ...................................................................................................................................................... 46
Overtime .......................................................................................................................................................... 46
FlexWork .......................................................................................................................................................... 46
FlexWork – Guidelines ..................................................................................................................................... 47
Benefits ................................................................................................................................................................ 49
Eligibility .......................................................................................................................................................... 49
Domestic Partnerships ..................................................................................................................................... 49
COBRA .............................................................................................................................................................. 50
Retirement Programs ...................................................................................................................................... 50
Professional Development Reimbursement ..................................................................................................... 51
Certification and Highly Qualified Status ............................................................................................................ 52
Overview .......................................................................................................................................................... 52
Definitions ........................................................................................................................................................ 52
Submitting Certification ................................................................................................................................... 52
Technology and Business Equipment Policies ..................................................................................................... 53
Laptops And Desktops ..................................................................................................................................... 53
Cell Phones and Smart Phones ........................................................................................................................ 54
Photocopiers .................................................................................................................................................... 54
Employee Identification and Security Badges.................................................................................................. 54
Other Business Equipment ............................................................................................................................... 55
Data Storage and Backups .............................................................................................................................. 56
Voicemail ......................................................................................................................................................... 56
Limited Rights of Use ....................................................................................................................................... 56
No Expectation of Privacy ................................................................................................................................ 56
Internet and E-mail Etiquette .......................................................................................................................... 57
Computer, Device, and Internet Use ................................................................................................................ 57
Responsibility For Use and/or Misuse.............................................................................................................. 58
Equipment Return Policy.................................................................................................................................. 58
Performance Based Teacher Advancement System............................................................................................ 58
Overview .......................................................................................................................................................... 58
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Advancement Criteria ...................................................................................................................................... 59
Reviews ............................................................................................................................................................ 60
Performance Category Guidelines ................................................................................................................... 61
End-of-Year Decision Guidelines ...................................................................................................................... 62
Teacher Incentive Fund .................................................................................................................................. 63
Contracts (10.5 Month Staff Members) ........................................................................................................... 63
Appeals of Salary Determination ..................................................................................................................... 64
Performance Improvement Plan (PIP) ................................................................................................................. 64
Process ............................................................................................................................................................. 64
Outcomes ......................................................................................................................................................... 65
Teacher Load and Compensation ........................................................................................................................ 65
Overview of Contracted Loads ......................................................................................................................... 65
Additional ‘On Time’ Compensation ................................................................................................................ 65
Additional Caseload Compensation ................................................................................................................. 66
Additional Preps............................................................................................................................................... 66
Other Additional Compensation .......................................................................................................................... 67
Higher Education ............................................................................................................................................. 67
Teacher Leaders ............................................................................................................................................... 67
Grade Team Lead ............................................................................................................................................. 67
Extra-Curricular................................................................................................................................................ 67
Internal class coverage .................................................................................................................................... 67
Saturday school ............................................................................................................................................... 67
Summer school ................................................................................................................................................ 68
School Leaders, Culture, College, Support .............................................................................................................. 68
Mastery Schools Management Model ................................................................................................................ 68
Overview .......................................................................................................................................................... 68
Advancement Criteria ...................................................................................................................................... 68
Reviews ............................................................................................................................................................ 69
Performance Categories and Expectations ...................................................................................................... 69
Decision Making .............................................................................................................................................. 70
Appeals Process ............................................................................................................................................... 71
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Appendix .................................................................................................................................................................. 72
Appendix 1: .......................................................................................................................................................... 72
Management Standards ...................................................................................................................................... 72
Appendix 2: Salary Scales .................................................................................................................................... 79
Mastery Schools Management Model ................................................................................................................ 79
Appendix 3: .......................................................................................................................................................... 81
Salary Scale – Teacher Advancement System ..................................................................................................... 81
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WELCOME TO THE MASTERY SCHOOLS
COMMUNITY
Mastery Schools is a public institution, and as such we must examine how we contribute to, and push to
eliminate systemic racism. In order to become a model urban school district, Mastery must also be a model
anti-racist school district. Schools are the anchors and perpetuators of our culture – we must push back against
the way racism is embedded in our systems or we will fail to make our society more just and more free.
We believe that educational inequity is one of the most pressing social problems facing our country. Together,
we will ensure that all students learn the academic and personal skills they need to be truly prepared for
postsecondary success and able to pursue their dreams. Mastery Schools exists to solve the problem. We
believe it is imperative that every child receives a quality, college-preparatory education. With your support,
Mastery Schools is creating a network of exceptionally high performing urban schools that demonstrate that all
students—not just those attending selective schools—can succeed and achieve academically.
Through our Culture of Excellence, our purpose is to raise the bar for urban education and prompt system
changes. We must, and we will, deliver for our students through the following:
Deliver instructional excellence
Ensure learning is sacred
Expect and demand the best
Execute the common foundation with excellence
We are relentlessly committed to student achievement. We know that all students can and must achieve. Our
expectations are high, and our timeline is aggressive. We use clear measures to determine achievement. When
we fail, we own it and look to develop better and more effective methods. We constantly explore new
strategies to increase our effectiveness. We know that high expectations must be matched by high and efficient
support. We are united by our shared mission, the urgency of the calling and our pursuit of academic
achievement for all. Our program is distinct in several ways. Most importantly, our employees are outstanding
and committed to student achievement.
Mastery Schools creates an achievement-focused school culture by fostering meaningful, personalized
relationships between students and adults. To support the transition to a high expectations culture, we explicitly
teach students problem-solving and social-emotional skills. All secondary students receive workplace skills
training and participate in internships to ensure they develop the real-world skills required for postsecondary
success. In short, Mastery Schools insists on high expectations and high support so all students can achieve
success.
We strive every day to do better and to be better, and invest in resources and develop strategies that enable us
to disrupt inequity and become the model anti-racist school district.
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MISSION
We do whatever it takes to meet our MISSION.
VALUES
Our actions are supported by our VALUES.
1. Student Achievement -- Above All
Student achievement is the civil rights issue of our
time and the reason we exist. Each staff member is
responsible for our students’ success.
2. Pursue Equity
We disrupt systemic racism and the inequities that
limit our students’ choices. We nurture a culture
where all staff, students, and families are seen and
valued.
3. We Serve
We serve students and their families first. Our
business is their success.
4. The High Road
We do the right thing. We are fair and treat folks
with respect.
5. Joy and Humor
Our positive, caring culture supports student and
staff success. We like fun. We love to laugh.
6. Straight Talk
We face reality, communicate honestly and
respectfully, and hold each other accountable.
7. Open Doors
Everybody is welcome to talk to anybody. We are
open and transparent.
8. Continuous Improvement
We seek a better way – always. We are engaged in
an ongoing cycle of goal setting, action,
measurement, and analysis.
9. One Team
We are in this together. We may disagree, but at the
end of the day, we support each other 100%.
All students learn the academic and personal skills they need to be
truly prepared for postsecondary success
and able to pursue their dreams.
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MASTERY – VISION AND PRINCIPLES
Vision:
Mastery Schools are joyful, authentic communities where students learn how to think critically and act
independently so they are truly prepared for post-secondary success.
Principles:
1. Love and Outcomes
Students thrive when rich experiences and measurable outcomes are highly valued. Our schools foster joy,
wonder, independence and urgency, structure, and accountability. Our lessons are authentic and engaging and
drive toward clear, rigorous goals. Our programs build the personal and academic skills essential to students’
success.
2. A Great Teacher in Every Classroom
We do whatever it takes to ensure every classroom has an inspired and effective teacher. We provide
exceptional teacher training and coaching and prioritize recruiting, developing, and retaining top talent.
3. High Expectations, High Support
Our students are brilliant. We hold students to unwaveringly high expectations. We know that students enter at
varying levels and therefore we provide multiple pathways and responsive supports that ensure students have
opportunities to catch up, accelerate, and advance.
4. Cultural Context
Our students’ cultures and identities are a source of strength and opportunity. We know that culture, race, and
identity strongly influence how we teach, students learn, and the school community interacts. We intentionally
develop our staff’s cultural competence to enable authentic student-staff relationships that support
achievement. We intentionally develop our students’ positive identity and prepare them with the skills they
need to navigate the real world.
5. Families Are Our Partners
Families are our students’ first and most important teachers. We engage families as authentic partners in their
children’s academic achievement and development.
6. Data Driven
Data guides our collective work. Data drives decisions about instruction, programming, and the ongoing
improvement of our organization.
7. A Common Foundation
We leverage common approaches to instruction, management, and professional development that ensure
alignment, efficiency and quality. Our leaders and teachers take responsibility for their students’ success and are
empowered to act – they build on our shared foundation to meet the specific needs of their school
communities.
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HUMAN RESOURCES
TIME OFF POLICIES AND PROCEDURES
All full-time, salaried employees are eligible for paid time off (PTO) depending on the individuals’ position type
below.
10.5 Month Staff
Type of Time Off
10.5 Month Staff
Paid Time Off Bank Policy
Paid Time Off
Up to 56 hours per school year
Max of 112 hours in bank
(accrual rate is 2.43 hours per pay
period)
Advanced and Master core
teachers will have an additional 16
hours of PTO added to their banks
at the start of each school year
In addition to the scheduled closings listed
below, Mastery’s 10.5 month staff are
provided with PTO to be used during the
school year. PTO should be scheduled and
approved by your supervisor with as much
notice as possible. We recognize that there
are times when advance scheduling of PTO is
not possible and, in those situations, you
should make every effort to notify your
supervisor as soon as you can.
PTO will accrue at a rate of 2.43 hours per pay
period. 10.5 month staff are eligible to receive
up to 56 hours of PTO per school year. PTO
hours will continue to accrue to a maximum
cap of 112 hours. Once the maximum cap of
112 hours is reached, time will stop accruing.
Time will not accrue over the summer months
for 10.5 month staff. Advanced and Master
core teachers will have an additional 16 hours
of PTO added to their banks at the start of
each school year. The additional hours are
subject to the 112 hours maximum accrual.
Employees may use time before it is accrued.
Mastery will allow a maximum of negative 40
hours in the PTO banks. Time taken off beyond
negative 40 hours will be unpaid. Negative PTO
balances will carry over to the next school
year. Employees who terminate from Mastery
with negative hours in their PTO bank will have
the payment for these hours deducted from
their last paycheck.
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Scheduled School
Closings
Winter Break, Spring Break, and
Summer Break
N/A
Holidays*
See school calendar for exact
dates
N/A
*Eligible, salaried full-time employees will receive a paid day off for each school-observed holiday, where the holiday falls on a workday.
Specific school schedules distributed at the beginning of each school year identify the calendar for the year, the number of school days to
be worked by teachers and administrative staff plus any additional school scheduled breaks. Please see Families First Coronavirus
Response Act section for more information on Paid Sick Leave.
12 Month Staff
Type of Time Off
Paid Time Off Bank Policy
Paid Time Off
In addition to the scheduled closings listed
below, Mastery’s 12 month staff is provided
with PTO to be used during the year. PTO
time should be scheduled and approved by
your supervisor with as much notice as
possible. We recognize that there are times
when advance scheduling of PTO time is not
possible and, in those situations, you should
make every effort to notify your supervisor
as soon as you can.
PTO will accrue at a rate of 5.53 hours per
pay period. 12 month staff are eligible to
receive up to 144 PTO hours per school year,
with a maximum cap of 240 hours. Once the
maximum cap of 240 hours is reached, PTO
will stop accruing.
Employees may use time before it is
accrued. Mastery will allow a maximum of
negative 40 hours in the PTO banks. Time
taken off beyond negative 40 hours will be
unpaid. Employees who terminate from
Mastery with negative hours in their PTO
bank will have the payment for these hours
deducted from their last paycheck.
Scheduled School
Closings
N/A
Holidays*
N/A
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*Eligible, salaried full-time employees will receive a paid day off for each school-observed holiday, where the holiday falls on a workday.
Specific school schedules distributed at the beginning of each school year identify the calendar for the year, the number of school days to
be worked by teachers and administrative staff plus any additional school scheduled breaks.
PAID TIME OFF POLICY
Paid Time Off (PTO) is available to eligible regular, full-time employees and must be taken in compliance with
Mastery Schools' PTO policy. Employees may use time before it is accrued to a maximum of negative 40 hours;
however, if the employee utilizes time before it is accrued and terminates employment, the payment for these
hours will be taken out of the last paycheck. PTO is not accrued during any unpaid leave of absence period.
Should employment with Mastery Schools end without 30 days’ written notice to their supervisor, the employee
forfeits the rights to receive their PTO hours cashed out to them at 50% of their value. If an employee provides
at least 30 days’ written notice to their supervisor, they shall receive their PTO banks paid out at 50% of their
value. Employment cannot be extended by using unused PTO days.
PAID SICK LEAVE FOR PART-TIME EMPLOYEES WORKING IN PHILADELPHIA
In accordance with the City of Philadelphia’s Promoting Healthy Families and Workplaces Ordinance, part-time
employees who work at least 40 hours per year are allowed to accrue paid sick leave (excluding part-time
employees hired for a term less than six months). Paid Sick Leave for part-time employees is intended to provide
for time off in cases of personal/family emergency and sickness. If the paid sick time is not for an emergency or
health purposes, staff must request the paid sick leave in advance and must receive approval from his/her
supervisor. Paid sick leave time should be used during normally scheduled working hours. Mastery Schools
retains the right to request verification, deemed satisfactory to Mastery Schools, from a licensed healthcare
provider for all unplanned absences of more than two consecutive days due to illness. If requested personal
time is longer than 5 days, you will need to notify your manager 30 days in advance. Once allotted paid sick
leave hours are exhausted, employees will not be permitted to request paid sick leave time off - any request for
time off after an employee has exhausted all available leave should be designated as unpaid time off and still
must be approved by a manager. All employees should adhere to their individual schools’ absence policy. Paid
Sick Leave hours may be rolled over into the next school year up to a maximum of 40 hours. Unused paid sick
leave cannot be cashed out.
Paid Sick Leave Details:
Part-time employees accrue one hour of paid sick leave time off for every 40 hours worked
The maximum paid sick leave accrual for part-time employees is 40 hours per year
New hires may use accrued time after 90 days from their date of hire
Part-time employees can carry over unused accrued sick time into the next school year to a maximum of
40 hours
Part-time employees will accrue paid sick leave each pay period of actual hours worked
REQUESTING TIME OFF POLICY
All employees are expected to manage and schedule their time away from work with as much advance notice as
possible and obtain the approval of their supervisor. Doing so allows campuses and administrative departments
to plan for absences and ensure appropriate staffing. Excessive absenteeism (i.e. more time than allotted in
personal bank, last minute call outs and patterns of absences, regardless of time available in your personal bank,
and time not covered by FMLA) impacts our ability to meet the needs of our students. Any employee who does
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not receive manager approval for time off and/or personally call out each day due to emergency situations will
be subject to disciplinary actions.
Failure to manage your time appropriately and non-compliance with campus or administrative call-out
procedures may result in disciplinary action, up to and including termination. Any employee who fails to report
to work for two consecutive workdays, without notification or approval of absence from manager, will be
considered to have voluntarily resigned from employment at Mastery Schools. If an administrator or manager
experiences this situation with an employee, he/she should contact the Human Resources immediately.
A leave of absence for purposes of vacation, personal leave, military or jury duty, or other planned absence, are
further described in this manual.
REQUESTING TIME OFF PROCEDURES
In general, PTO must be requested in advance and employees must receive approval from the school’s
operations lead/supervisor via Workday notification. All time off requests are entered through the Workday
system (described below). Each school manages the process differently, so employees should speak with the
Assistant Principal of Operations (APO) at their campus for the specific policies and procedures. Network
Support Team (NST) employees should contact Human Resources at hr@masterycharter.org with questions
about time off requests. To enter a request, log into Workday, click the Absence application on your Home
Page, and click Request Absence under Request. For more information, please review the user manuals on the
employee portal, OneTeam, that detail how to request time off and other functions.
Mastery Schools retains the right to request verification, deemed satisfactory to Mastery Schools, from a
licensed health care provider for all unplanned absences of more than two consecutive days due to illness. If
requested PTO is longer than 5 days, you will need to notify your manager 30 days in advance. Once allotted
PTO hours are exhausted, employees will be permitted, but not required, to request PTO hours up to negative
40 hours. Any request for time off after an employee has exhausted all available time off (greater than -40), will
be designated as unpaid time off and must be approved by a manager. All employees should adhere to their
individual schools’ absence and call-out policy.
CALL OUT PROCEDURES
When preparing for a non-emergency day off, employees should request time off in Workday to be approved by
the school’s operations lead/supervisor (school-based employees should follow the school’s procedure).
Requests for time off may be approved or denied for any reason. Once the request is approved, the employee
may be requested to contact a substitute service provider, if applicable. Employees are strongly encouraged to
give three (3) days advance notice. This allows the school to prepare for the absence and increase the likelihood
that a substitute instructor will be assigned.
In the event of an emergency absence, employees must follow their school’s emergency call out procedures,
such as contacting the Assistant Principal of Operations – APO (or school designated emergency contact) or their
supervisor. Employees are strongly encouraged to call as soon as possible. If the APO or Supervisor does not
answer, it is expected that the employee will leave a message indicating the employee’s name, contact
information, reason for calling out, and date of return. Upon returning to work, the employee submits an
“Absence Request” in Workday to be approved by the designated approver.
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Examples of Emergency/Non-Emergency Absences (not limited to):
Non-Emergency Day Off
Emergency Day Off
Settling on a house
Sick (you or your family)
Preparing for wedding, vacation,
other significant life event
Death in family (covered under
Bereavement Policy)
SCHOOL CLOSINGS
In the event of a weather-related closing, Mastery Schools will make an independent decision regarding the
closing of schools. Often, Mastery follows the Philadelphia School District closing policy, but students and staff
should wait for an official announcement from Mastery Schools regarding the official stance.
Should a Mastery school close for any reason, we communicate closing information on our website
(www.masterycharter.org). In the event of a school closing, employees can also tune to 6ABC, Fox29, CBS3, and
KYW radio 1060 for information.
At times, emergencies such as severe weather, fires, power failures, or national emergencies, can disrupt school
operations. In extreme cases, these circumstances may require the closing of schools. When operations are
officially closed due to emergency conditions, the time off from scheduled work will be paid. If an emergency
closing has not been authorized, employees who fail to report for work will not be paid for the time off.
LEAVE OF ABSENCE POLICIES
Family Medical Leave
It is the policy of Mastery Schools to comply with all Federal and State requirements and laws governing leave
under the 1993 Family and Medical Leave Act (FMLA). The purpose of the Act is to help balance the demands of
the workplace with the needs of families by allowing eligible employees to take up to 12 weeks of unpaid, job-
protected leave for specific family emergencies such as serious illness or the birth of a child.
Reasons for Leave
All employees who meet the applicable time-of-service requirements may be granted a total of twelve (12)
weeks of unpaid leave (during any 12-month period) for the following reasons:
o the birth of a child and to care for the newborn child within one year of birth;
o the placement with the employee of a child for adoption or foster care and to care for the newly placed
child within one year of placement;
o to care for the employee’s spouse, child, or parent who has a serious health condition;
o a serious health condition that makes the employee unable to perform the essential functions of his or
her job;
o any qualifying exigency arising out of the fact that the employee’s spouse, son, daughter, or parent is a
covered military member on “covered active duty;” or
o Twenty-six workweeks (26) of leave during a single 12-month period to care for a covered service
member with a serious injury or illness who is the spouse, son, daughter, parent, or next of kin to the
employee (military caregiver leave).
Eligibility
To be eligible for FMLA, an employee must have worked for Mastery Schools for at least 365 days (12 months)
and have contributed 1,250 hours of service. Under the federal act, an eligible employee can take up to 12
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weeks of unpaid, job-protected leave during any 12-month period. Mastery Schools will measure the 12-week
(or 26-week) period backward from the 1st date an employee uses any leave under this policy. Each time an
employee takes leave, the amount of leave will be subtracted from the 12 (or 26) weeks of available leave, and
the balance remaining will be the amount the employee is entitled to take. Please note that periods of
Pregnancy Leave, Parental Leave, and Workers’ Compensation Leave count against an employee’s 12 (or 26)
weeks of FMLA leave entitlement. More information can be found at http://www.dol.gov/index.htm.
Same employer limitation
Married couples or domestic partners who are eligible for FMLA leave and are employed by the same covered
employer are limited to a combined total of 12 weeks of leave during a rolling 12-month period if the leave is
taken to care for the employee's parent with a serious health condition, for the birth of the employee's son or
daughter or to care for the child after the birth, or for placement of a son or daughter with the employee for
adoption or foster care or to care for the child after placement. If one spouse or domestic partner is ineligible for
FMLA leave, the other spouse or domestic partner would be entitled to a full 12 weeks of FMLA leave. Where
married couples or domestic partners both use a portion of the total 12-week FMLA leave entitlement to care
for the employee's parent with a serious health condition, the birth of a child, for placement for adoption or
foster care, or to care for a parent, the married couple or domestic partners would each be entitled to the
difference between the amount he/she has taken individually and 12 weeks for FMLA leave for other purposes.
For example, if each spouse or domestic partner took six weeks of leave to care for a parent, each could use an
additional six weeks due to his/her own serious health condition or to care for a child with a serious health
condition. If leave is taken for other reasons, such as the employee’s own serious health condition or to care for
a child with a serious health condition, each spouse or domestic partners can each use up to 12 weeks of leave
individually.
For employees not eligible for job protected leave under the Family and Medical Leave Act, Mastery Schools
may grant the leave and will make every effort to maintain your position dependent on the functionality of the
school. Employees not eligible for job protection under FMLA are those who have worked less than a year or less
than 1,250 hours in the previous 12 months or those that have exhausted leave under FMLA.
Leave Schedules
Medical leave for an employee's serious health condition or to care for a family member with a serious health
condition may be taken intermittently or on a reduced leave schedule if medically necessary; in all other
situations, FMLA leave may not be taken intermittently or on a reduced leave schedule unless agreed to by
Mastery Schools. When approved leave is intermittent or on a reduced leave schedule, the employee may be
placed temporarily in an alternative assignment that better accommodates the need for such leave.
Special Rules for Schools
The FMLA provides special rules for certain types of local educational agencies. Because of the special and
important relationship teachers have with students and the need for continuity of the teaching process in
classrooms, the FMLA has two special rules applicable to instructional personnel as noted below:
20% Rule for Intermittent/Reduce Schedule Leave
When a teacher needs intermittent or reduced schedule FMLA leave, there is a potential interruption of and lack
of continuity in the instructional process. There are special rules for this situation if the leave time requested
represents more than 20% of the total number of working days over the period of time the leave will be taken.
Under these circumstances, there are two available options:
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o Take FMLA leave for a period of a particular duration, not greater than the planned treatment if
employer can accommodate or
o The employee can transfer temporarily to an available alternative position for which the employee is
qualified.
Leave at the End of an Academic Term
FMLA regulations provide that leave taken for a period that ends with the school year and begins the next
semester is considered consecutive leave, not intermittent leave. Because the employee would not have been
required to report to work during summer vacation, that period of time is not counted against an employee’s
leave entitlement.
Example: Mastery Schools last day of school is June 20
th
. If an employee delivers their child and begins their FMLA
6 weeks prior to the last day of school, they are entitled to use their remaining 6 weeks of FMLA at the start of
the next school year.
When a teacher or instructional employee takes FMLA leave and is expected to return just prior to the end of an
academic term, testing, grading and other end-of semester issues can become problematic. The FMLA has
special rules for instructional personnel that dictates that Mastery Schools can require that the leave continue to
the end of the term. The additional leave time required by Mastery Schools will not count against the
employee’s FMLA entitlement.
Leave during School Breaks
Because the employee would not have been required to report to work during scheduled school breaks i.e.
winter break/spring break, that period of time is not counted against an employee’s leave entitlement.
Employees will not receive regular pay for the breaks that fall during their leave but will be paid according to
leave pay guidelines under parental leave and short-term disability.
Example: If an employee begins their FMLA in March and it extends through May, the one week of spring break
will not count against the 12 weeks of FMLA that they are entitled to, nor will the employee receive one week of
regular pay for spring break.
Use of Paid Time Off (PTO) during Leave
Employees who are eligible for a leave of absence are required to use accrued PTO during the unpaid portion of
their leave of absence period. To use PTO during the unpaid leave period, employees must enter their time off
requests in Workday and the PTO will be paid in accordance with our bi-weekly pay schedule. Employees who
do not follow the procedure listed above for PTO usage during leave will have the balance of their PTO banks
cashed out upon returning to work. See above PTO plan policies for cash out details.
FMLA Outsourcing
Mastery has contracted with Cigna Leave Solutions in order to properly manage and administer FMLA leaves.
These services include:
o Coordination of FMLA and disability claim paperwork
o Review and approval of all FMLA leave requests
o Written communication of FMLA approval or denial
o Tracking of FMLA time used
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o Submission of disability claim forms to carriers as required including any claim paperwork required for
state mandated leave
o Pay beyond the waiting period
o Coordination of medical re-certification as required
o Facilitation of return to work notifications
o Assistance with claim appeals
FMLA LEAVE REPORTING AND OTHER INFORMATION
How to report a disability and/or family medical leave: 1.888.84.Cigna (24462) or 1.866.562.8421 (Español)
Or Visit: myCigna.com
Please have this information handy:
Your name, address, phone number, birth date, date of hire
Social Security number and your employer’s name, address and phone number
Date of your claim and when you plan to return to work.
If you’re pregnant, give your expected delivery date.
Name, address and phone number of each doctor you are seeing for this absence.
Benefit Coverage during Leave
1. During a period of family, medical or military leave, an employee will be retained on Mastery Schools’ health
plan(s) under the same conditions that applied before leave commenced. Mastery Schools shall continue to
pay premiums during family, medical or military leave. All benefit premium deductions which would have
been taken during the leave of absence period will be deducted in a lump sum upon the employee’s return
to active status. If the premium deductions constitute more than a single paycheck, applicable deductions
will continue until all premium payments have been received. If the employee fails to return to work after
the expiration of the leave, all applicable deductions will be taken from the employee’s last paycheck. An
employee is not entitled to the accrual of any seniority or employment benefits that would have accrued if
not for the taking of leave. An employee who takes family and medical leave will not lose any seniority or
employment benefits that accrued before the date leave began. While on unpaid leave of absence an
employee will not accrue any leave time or receive Holiday pay.
Restoration to Employment
2. An employee eligible for family medical or military leave - with the exception of those employees designated
as “highly compensated employees” - will be restored to his or her former position or to a position with
equivalent pay, benefits, and other terms and conditions of employment. Mastery Schools cannot guarantee
that an employee will be returned to his or her original job. A determination as to whether a position is an
“equivalent position” will be made by Mastery Schools.
Return from Leave
3. Employees returning from leave for their own serious health condition must present a Fitness for
Duty/Return to Work Certification Form. The form must be sent to HR@Masterycharter.org BEFORE
returning to the work location. No employee should return to performing any job responsibilities in a full or
partial capacity without such form.
Failure to Return From Leave
4. The failure of a Mastery Schools employee to return to work upon the expiration of a family, medical or
military leave of absence will subject them to immediate termination unless an extension is granted or in
certain cases where a continued disability exists. An employee who requests an extension of family, medical
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or military leave due to the continuation or recurrence of their own health condition or their family
member, must submit a request for an extension in writing to their direct manager and Human Resources.
This written request must be made at least two (2) weeks prior to the expiration of the FMLA. If an
employee fails to make the written request for an extension of the FMLA, the employee will be expected to
return to work at the end of the expiration date of FMLA and if the employee does not return to work,
he/she may be terminated from employment. Extensions will be granted with written approval and, where
applicable, as required by law. If an employee cannot return to work after an extension, he/she may be
terminated from employment. Once an employee is able to work and has a clearance from a healthcare
provider, the employee may apply for any current open positions for which he/she may qualify.
Prorated Summer Pay for 10.5 Month Employees Who Take A Leave of Absence
5. All full-time, 10.5 month employees taking a leave of absence or unpaid time off for any length during the
school year (for any reason) will have their accrued, summer pay prorated commensurate with the amount
of time that has been worked throughout the school year. This prorated summer pay will be dispersed on a
bi-weekly basis throughout the summer.
Failure to meet the terms of this policy may lead to disciplinary action, up to and including termination of
employment.
Break Time for Nursing Mothers
In accordance with The Patient Protection and Affordable Care Act (“Affordable Care Act of March 2010”),
Mastery Schools provides reasonable break time for an employee to lactate for her nursing child for one year
after the child’s birth. Mastery Schools has also designated private space at each campus for nursing mothers.
Employees needing to use or identify lactation space should contact the APO at the Mastery Schools campus for
information. NST employees should contact HR. For questions about this policy, please contact Human
Resources at HR@masterycharter.org.
Parental Leave
In addition to FMLA leave, all Employees who have worked with Mastery Schools for at least 90 days are eligible
to paid parental leave. Primary caregivers may take up to 15 consecutive days of paid leave at the time of birth.
Alternate caregivers may take up to 5 days of paid leave (consecutively or intermittently) within a year after the
birth or adoption of a child. This paid leave can be used in addition to the employee’s accrued PTO, which need
not be taken first.
For employees who are also eligible for FMLA leave, any period of parental leave shall count towards the
employees’ FMLA entitlement of 12 weeks (see above). Subject to the terms, conditions, and limitations of the
applicable plans, Mastery Schools will continue to provide health insurance benefits for the full period of the
approved family leave. If an employee is requesting Parental Leave, they should contact Human Resources.
Adoption and Foster to Adopt Leave
Employees who are in the process of adopting a child and meet the criteria below are eligible for the following
leave policy:
Employee has worked for Mastery Schools for at least 12 consecutive months as of the date the
adoption or foster placement leave begins
Employee meets the Family and Medical Leave Act (FMLA) criteria for an adoption or foster placement
leave
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Employee can certify that he/she is the primary caregiver for the adoptive or foster child—the child
must be under the age of 18 on the date the leave begins
Employee’s status is full-time
** If both parents work for Mastery Schools, only one may be designated as the primary caregiver.
Upon the adoption or foster placement of a child, the FMLA entitles the primary caregiver to an unpaid leave for
up twelve (12) consecutive weeks. To employees who adopt a child or are fostering with the intent to adopt,
Mastery offers employees a lump sum payment representing five (5) weeks of paid leave at 60% of the
employee’s salary, up to $750 per week provided that the FMLA leave is taken immediately upon the placement
of the child in the employee’s home. This payment is to help defer the cost of adoption and aligns to Mastery’s
disability policies. Paid adoption leave does not apply to an employee adopting a blood relative or the child of
the employee’s spouse or other member of the employee’s household. Employees must be full-time to be
eligible for this payment. In the case of fostering with the intent to adopt (in lieu of direct adoption), the
employee will need to provide documentation that sufficiently verifies that they are fostering to adopt.
Examples include a letter from their case manager stating this intent.
In addition to the adoption payment, employees are eligible for Parental Leave (please refer to above policy).
Mastery’s employees are expected to provide as much advance notice to their supervisor and human resources
as is possible. If leave is foreseeable, Mastery Schools asks that the request be made at least 30 days prior to
the expected leave period to allow for planning of coverage in the employee's department or school.
Please refer to the FMLA policy for more information regarding procedure.
Bereavement Leave
Employees who wish to take time off for bereavement due to the death of an immediate family member should
notify their supervisor immediately and provide documentation (copy of obituary, note from Funeral Home)
supporting the need for leave. Full-time employee shall be entitled to paid days off for bereavement as follows:
Up to five (5) days off with no loss of salary or benefits for spouse (licensed or common law), domestic
partner, mother, father, parent surrogate/guardian, mother-in-law, father-in-law, child, stepchild,
adopted child, sibling (brother and sister)
Up to three (3) days off with no loss of salary or benefits for an employee’s relative who is not an
immediate family member (such as, grandparents, grandchildren, niece/nephew, cousin, aunt/uncle,
brother/sister-in-law)
If additional time off from work is needed beyond the above, employee should discuss with his/her
supervisor to request additional time off utilizing available time in employee’s paid time off (PTO) bank.
Military Leave
A military leave of absence will be granted to employees who are absent from work because of service in the
U.S. uniformed services in accordance with the Uniformed Services Employment and Reemployment Rights Act
(USERRA). If an employee is a member of the Reserve Corps of the U.S. Armed Forces or the state National
Guard, the employee is eligible to take a military leave of absence without pay if required to go on active duty or
active duty training. However, employees may use any available paid time off for the absence. To help Mastery
Schools cover the position while the employee is on leave, the employee must notify the supervisor and the
Human Resources Department of the expected date of departure and, where possible, the employee’s return as
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soon as orders are received. If the employee is returning from active duty, the employee must apply for
reinstatement within 31 days after being released from military duty or that employee will be considered to
have resigned.
Continuation of health insurance benefits is available as required by USERRA based on the length of the leave
and subject to the terms, conditions and limitations of the applicable plans for which the employee is otherwise
eligible. Employees returning from military leave will be placed in the position they would have attained had
they remained continuously employed or a comparable one depending on the length of military service in
accordance with USERRA. They will be treated as though they were continuously employed for purposes of
determining benefits based on length of service.
Sabbatical Leave
Mastery understands the significance of having employees who are leaders in their field and who participate in
experiences to encourage innovation and creativity. It is Mastery’s policy to allow eligible, full-time employees
the opportunity to take an unpaid, sabbatical leave for a specified period of time, up to 12 months. Employees
may request up to a 12 month leave of absence to participate in sabbatical leave activities such as continuing
education, writing a book or peer-reviewed publication, conducting focused research in the employee's
particular area of expertise, an international teaching experience, etc.
Eligibility
Employees must have been employed full-time by Mastery Schools for at least five years and must meet the
following criteria (to be determined at the discretion of the employee’s manager and Human Resources):
The employee is meeting expectations for work performance
The employer deems that there are acceptable resources and adequate coverage available during the
employee's absence
The employee provides a detailed description and documentation of the leave opportunity
The employee understands and accepts that this is a leave without pay
The employee has not taken an unpaid leave of absence in the prior two years
No more than one employee per calendar year per campus may be granted a work sabbatical.
Procedure
Sabbatical leaves must be requested at least 90 days prior to the start of the leave. Employees interested in
requesting a sabbatical leave must complete the following actions:
Inform your supervisor about your desire to take a sabbatical leave and discuss eligibility requirements
as noted above.
Submit a completed Sabbatical Leave Form to Human Resources at [email protected] and cc’ your
supervisor on the message; a Human Resources representative will respond to your request in writing
within seven (7) business days.
Employees who opt to discontinue health benefits must understand that, upon returning to work, they
will be treated as a new employee as they reenroll (this may impact your status in PSERS, if enrolled).
Employees choosing to continue their benefits by way of COBRA continuation coverage must
understand that the benefit coverage is for opportunities within the location where they live and work.
If the work sabbatical takes them to another city/state, then the coverage does not include being
treated in that new location and the rules of the employee's health plan apply.
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Approved sabbatical leaves dates cannot be changed without a written request and approval by the
manager and Human Resources, this includes changes that would result in an earlier return to work.
The total sabbatical leave taken may not exceed 12 months.
Employees on sabbatical leave will not be required to use any accrued PTO during this period and will
also not accrue any additional leave during the sabbatical period.
The employee and supervisor agree and understand that the employee’s position will remain open and
available to the employee upon return from the sabbatical leave. Should the employee fail to return to
work at the conclusion of the approved sabbatical leave end date, the employee, will be terminated
from the position.
**This leave is not intended to be an extension of FMLA, STD/LTD and/or any other current benefit provided by Mastery Schools. This
policy does not constitute a guarantee of continued employment; rather, employment with Mastery Schools is on an "at will" basis.
Jury Duty
Mastery Schools encourages employees to fulfill their civic responsibilities by serving jury duty when required.
All regular, salaried staff members will be paid their regular salary. Hourly employees will not be paid for time
away from work serving jury duty. Employees must show the jury duty summons to their supervisor as soon as
possible so that the supervisor may make arrangements to accommodate their absence. Employees reporting
for jury duty who are dismissed are expected to report for work for the remainder of each day on which this
occurs. Employees who are notified that they do not need to report to the court on any day of their jury duty
service are required to come to work. Time off for jury duty does not count against a salaried employee’s
accrued PTO banks. If your jury duty is more than 5 consecutive days, please contact Human Resources.
Workers Compensation
If an employee is injured while working or suffers from a work-related illness, the employee may be entitled to
workers’ compensation benefits through his or her employer. The workers’ compensation system provides
employees with medical treatment and wage replacement that typically supplies employee with up to 66% of
their wages. The steps to follow when a work injury occurs are as follows:
1. Report any work-related illness or incident that occurs within the scope of your employment to your
manager immediately. If serious injury and medical attention is needed, go to closest hospital
emergency room.
2. The employee or their manager should report incident to the APO immediately.
3. The employee or their manager should document the incident using Mastery’s Incident Report Form and
send to Human Resources who will follow-up with the employee.
4. Human Resources will inform the employee of the treating physician panel and have them sign the
“Rights and Duties” form which indicates:
a. The duty to obtain treatment for work-related injuries and illnesses from one or more of the
designated health care providers for 90 days from the date of the first visit to a designated
provider.
b. The right to seek emergency medical treatment from any provider, but subsequent
nonemergency treatment shall be by a designated provider for the remainder of the 90-day
period.
c. The right to have all reasonable medical supplies and treatment related to the injury paid for by
your employer as long as treatment is obtained from a designated provider during the 90-day
period.
d. The right, during this 90-day period, to switch from one designated health care provider to
another designated provider.
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e. The right to seek treatment from a provider if you are referred to that provider by a designated
provider.
f. The right to an additional opinion from a provider of your choice when invasive surgery is
prescribed by the designated provider.
g. The right to seek treatment or medical consultation from a non-designated provider during the
90-day period, but the services shall be at your expense for the applicable 90 days.
h. The right to seek treatment from any health care provider after the 90-day period has ended.
5. The duty to notify your employer of treatment by a non-designated provider (after the 90-day period)
within 5 days of the first visit to that provider. The employer may not be required to pay for treatment
rendered by a non-designated provider prior to receiving this notification. Human Resources will report
the work injury to the Insurance Company and provide the employee with the claim number and
insurance contact information.
6. Once the employee is confirmed to return to work, Human Resources will confirm the return to work
details with the employee’s manager.
FAMILIES FIRST CORONAVIRUS RESPONSE ACT - EMERGENCY LEAVE EMPLOYEE
POLICY
Updated and implemented April 1, 2020, and effective until December 31, 2020
The Families First Coronavirus Response Act (FFCRA), effective April 1 through December 31, 2020, outlines two
new categories of leave related to COVID-19: Paid Sick Leave and Paid Expanded Family and Medical Leave.
Qualifying Reasons for Leave
Under the FFCRA, an employee qualifies for Paid Sick Leave if the employee is unable to work or telework due to
a need for leave because the employee:
is subject to a Federal, State, or local quarantine or isolation order related to COVID-19;
has been advised by a health care provider to self-quarantine related to COVID-19;
is experiencing COVID-19 symptoms and is seeking a medical diagnosis;
is caring for an individual subject to Federal, State, or local quarantine or isolation order related to
COVID-19 or has been advised by a health care provider to self-quarantine related to COVID-19;
is caring for a child whose school or place of care is closed (or child care provider is unavailable) for
reasons related to COVID-19; or
is experiencing any other substantially-similar condition specified by the Secretary of Health and Human
Services, in consultation with the Secretaries of Labor and Treasury.
Under the FFCRA, an employee qualifies for expanded family leave if the employee has been employed by
Mastery for 30 calendar days and is caring for a child whose school or place of care is closed (or child care
provider is unavailable) for reasons related to COVID-19.
Duration of Leave and Calculation of Pay
Qualifying leave reasons are listed below with their corresponding pay entitlements. Employees may, but are
not required to, use any other leave prior to using Emergency Paid Leave and/or Emergency FMLA.
If an employee is unable to work or telework because the employee is: subject to a Federal, State, or local
quarantine or isolation order related to COVID-19; has been advised by a health care provider to self-quarantine
related to COVID-19; or is experiencing COVID-19 symptoms and is seeking a medical diagnosis:
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The employee shall be paid at either their regular rate up to $511 per day and $5,110 in the aggregate
(over a 2-week period).
Full time employees are eligible for up to 80 hours of leave over a 2-week period.
Part time employees are eligible for the number of hours they are normally scheduled to work over a 2-week
period.
This leave may be taken intermittently.
If an employee is caring for an individual subject to Federal, State, or local quarantine or isolation order related
to COVID-19, or has been advised by a health care provider to self-quarantine related to COVID-19; or is
experiencing any other substantially-similar condition specified by the Secretary of Health and Human Services,
in consultation with the Secretaries of Labor and Treasury:
The employee shall be paid at 2/3 their regular rate up to $200 per day and $2,000 in the aggregate
(over a 2-week period).
Full time employees are eligible for up to 80 hours of leave over a 2-week period.
Part time employees are eligible for the number of hours they are normally scheduled to work over a 2-week
period.
This leave may be taken intermittently.
If the employee is caring for a child whose school or place of care is closed (or child care provider is unavailable)
for reasons related to COVID-19:
The employee shall be paid at 2/3 their regular rate up to $200 per day and $12,000 in the aggregate
(over a 12-week period—two weeks of paid sick leave followed by up to 10 weeks of paid expanded
family and medical leave).
Full time employees are eligible for up to 12 weeks of leave at 40 hours a week.
Part-time employees are eligible for the number of hours they are normally scheduled to work.
This leave may be taken intermittently.
Your eligibility for expanded family and medical leave depends on how much leave you have already taken
during the last 12-months. If you have already taken all 12 workweeks of FMLA leave during this 12-month
period, you may not be eligible to take additional expanded family and medical leave.
Process for Requesting Leave
If you meet any of the above circumstances and seek paid sick leave or expanded paid FMLA, please take the
following steps:
Email HR (HR@masterycharter.org) indicating the need to take leave and the circumstances, being sure
to indicate this is at all related to COVID-19.
Contact your healthcare provider or Teladoc for medical care and to obtain proper documentation,
and/or your childcare provider if appropriate.
Alert your manager/school leader.
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AMERICANS WITH DISABILITIES ACT (ADA)
The Americans with Disabilities Act (ADA) and the Americans with Disabilities Amendments Act, known as the
ADAAA, are federal laws that require employers with 15 or more employees to not discriminate against
applicants and individuals with disabilities and, when needed, to provide reasonable accommodations to
applicants and employees who are qualified for a job, with or without reasonable accommodations, so that they
may perform the essential job duties of the position. An accommodation may include a change to the work
environment or to the way in which a job is usually performed.
Mastery Schools will reasonably accommodate qualified individuals with a disability so that they can perform
the essential functions of a job unless doing so causes a direct threat to these individuals or others in the
workplace and the threat cannot be eliminated by reasonable accommodation and/or if the accommodation
creates an undue hardship to Mastery Schools.
All employees are required to comply with Mastery’s safety standards. Current employees who pose a direct
threat to the health and/or safety to themselves or other individuals in the workplace will be placed on
appropriate leave until an organizational decision has been made in regard to the employees’ immediate
employment situation.
Eligibility:
An employee has a disability if he or she has an impairment that substantially limits one or more major life
activities or a record of such impairment. “Substantially limits” under the ADAAA has been broadened to allow
someone with an impairment to be “regarded as” having a disability, even without the perception that the
impairment limits a major life activity, provided that the impairment does not have an actual or expected
duration less than or equal to six months.
The ADAAA provides examples of “major life activities,” including “caring for oneself, performing manual tasks,
seeing, hearing, eating, sleeping, walking, standing, lifting, bending, speaking, breathing, learning, reading,
concentrating, thinking, communicating, working, and the operation of a major bodily function, such as
functions of the immune system, normal cell growth and digestive, bowel, bladder, neurological, brain,
respiratory, circulatory, endocrine and reproductive functions.”
The steps to requesting a reasonable accommodation are as follows:
1. Contact Human Resources with your request for accommodation
2. Human Resources will connect you to the appropriate information for getting a claim started with our
third-party administrator
WORKDAY – HUMAN RESOURCES INFORMATION SYSTEM
How to Login to the System
Go to https://wd5.myworkday.com/masterycharter/login.htmld
o There is also an icon on your desktop.
Your login information is as follows:
o Username: Your Mastery username (e.g. jdoe00)
o Password: Your Mastery password
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This is the same password you use to log onto your laptop or access the copier
If you have any trouble logging into the system, please send an email to HR@masterycharter.org.
SYSTEM USES
There are user manuals available on OneTeam
Viewing Personal Information
o Pay history and paystubs, W-2’s, taxes, direct deposit, address, key dates, and more
Changing Payroll Information
o Direct Deposit, W-4 (taxes)
Changing Personal Information
o Contract and Personnel Information
Requesting Time-Off (for non-emergency time-off)
Viewing your time-off requests (approved and pending requests)
Approving time-off requests from your team – Principal/Supervisor/APO Only
Viewing all time off (approved, pending, denied) for your school – Principal/Supervisor/APO Only
Viewing and approving timesheets for hourly employees –Supervisor/APO Only
Requesting payment for additional work hours (e.g. class coverage or building engineer call back time)–
Eligible employees only
Requesting job changes or new positions – School Leaders/Supervisors Only
WHO DO I CONTACT IF I NEED HELP?
Your first line of contact is the APO at your school. If they are unable to help or unavailable, please email
HR@masterycharter.org.
GENERAL HUMAN RESOURCES POLICIES
CHANGES TO PERSONAL DATA, TAXES, AND DIRECT DEPOSIT
The information in the employee's personnel file is permanent and confidential and must be kept up to date.
The employee should inform Mastery Schools immediately by entering updates into Workday whenever there
are changes in personal data such as address, telephone number, direct deposit information, marital status, and
emergency contact information. This information should be provided directly to the Human Resources
Department via Workday and will be available to the employee’s direct supervisor via Workday.
**Please note that information must be updated in Workday the Friday before a pay date or the change will not take effect until the
following pay date.
PAYROLL CALENDAR
All Mastery Schools employees are paid on a bi-weekly schedule, which means pay is distributed every other
Friday. Employees are paid on the Friday after a completion of a two week pay period. In cases where a payday
falls on a holiday, employees will be paid on the business day prior to the holiday. A copy of the current year’s
payroll calendar can be found on the employee portal, One Team.
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SUMMER PAY FOR 10.5 MONTH EMPLOYEES
Summer bi-weekly payments for full-time, 10.5 month employees are based on actual time worked throughout
the school year. If your contracted start date with Mastery was after August 3, 2020, you will receive a prorated
portion of your summer pay. Additionally, full-time, 10.5 month employees who take a leave of absence or
unpaid time off for any length during the school year (for any reason) will have their summer pay prorated
commensurate with the amount of time that has been worked during the school year. Prorated summer pay will
be dispersed on a bi-weekly basis throughout the summer.
TAXES AND DEDUCTIONS
Taxes
The amount of tax deductions depends on the employee's income level, marital status and number of
dependents the employee claims on the W-4 form. You can log on to the Workday system at any time to update
your W-4 form or view your tax deductions.
Deductions
Deductions from an employee's gross pay period earnings are of two types: mandatory and voluntary.
Mandatory deductions are those required by federal or state law or court order. Mastery Schools is required by
law to make the following deductions from an employee's check (when applicable). Employees will be notified
before a deduction is implemented.
Possible Mandatory Deductions
Healthcare Deductions
Pennsylvania State Employee Retirement System
(PSERS)
403(b) Retirement Account
Employees not enrolled in PSERS
Child Support Payments (when applicable)
IRS Tax Levy (when applicable)
Other Wage Garnishments (when applicable)
Voluntary deductions are those requested by the employees to be made on their behalf and may include
contributions toward health insurance premiums, tax-sheltered annuities, etc. Voluntary deductions will not be
made without the employee's written request or authorization.
Possible Voluntary Deductions
Vision Insurance
Flexible Spending Accounts
Transit Account
BACKGROUND CHECK POLICY
It is Mastery’s policy to conduct background checks on employees and applicants in order to provide a safe
working and learning environment for staff members and students. The employee’s employment is contingent
upon successful completion and adherence to Mastery’s background check processes. All Mastery employees
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are required to obtain and maintain complete criminal history background checks per the Pennsylvania Public
School Code. Employees who do not submit all required criminal background checks, will not be permitted to
work in any Mastery School and could be subject to a delay or termination of employment.
Background checks will include:
Criminal History
The Pennsylvania Public School Code requires that all applicants for employment in public schools undergo
background checks if they will have direct contact with children. “Direct contact with children” is defined as “the
possibility of care, supervision, guidance or control of children or routine interaction with children.”
The following three background checks are required in order for employees to start and continue work at any
Mastery school:
1. Department of Human Services Child Abuse History Clearance
2. PA State Police Request for Criminal Records Check
3. Federal Criminal History Record Information (CHRI)
If the employee does not provide all of the above clearance documents by the first day of employment, the
employee may face a delay in employment start date or termination of employment.
The employee’s position may also require a New Jersey Clearance Letter.
While employed at Mastery Schools, the employee is expected to comply with all Mastery rules and
procedures regarding maintenance of up-to-date criminal background checks
Employees are required to report any changes to their criminal background history, such as arrests and
convictions, that could impact their continued employment; reports of such changes must be made to the
Human Resources department within 72 hours of the incident
Personal and Professional References
Confirms employment with previous employers and provides Mastery with additional information pertaining to
performance and professional history; generally, Mastery will contact individuals listed as a reference by the
prospective employee and may conduct a social media search
EMPLOYMENT DOCUMENTATION REQUIREMENTS
In order to be employed by Mastery Schools, either as a full time, part time, or temporary employee, all
employees are required to submit the following documents in order to receive pay. These documents are
provided to the employee before or at the time of hire. Any misrepresentations or falsifications of the
information provided, or failure to submit any of the following forms may result in the exclusion of the individual
from further consideration for employment or, if the person has been hired, termination of employment. New
employees will be required to complete and sign all new hire documentation before reporting to their first day
of work. In addition to completing and submitting the below documents, employees are required to maintain
updated contact and other employee information in the Workday system. In the event an employee has not
returned all required clearances s/he will not be eligible to work in a Mastery Schools campus. The employee
can reach out to Human Resources for help completing New Hire Paperwork prior to reporting to work for
his/her first day.
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Required by all Mastery Schools New Hires and Employees
Required Documentation*
IRS Form W-4
Immigration Services Form I-9 (w/ copies of appropriate
identification)
Direct Deposit Form
Child Abuse History Clearance (Act 151)
FBI Fingerprint & Criminal History Record (Act 114)
Pennsylvania Criminal Records Check (Act 34)
Arrest or Conviction Form (Act 24)
Copy of Certification or Transcripts (where applicable)
Proof of Education (copy of degree/official or unofficial transcripts
Completed TB Test
Sexual Misconduct/Abuse Disclosure Release (Act 168)
Applicable State Tax Form (dependent upon home address and
state worked)
IMMIGRATION ACT COMPLIANCE PROCEDURES
Mastery Schools is committed to employing only citizens or nationals of the United States, lawful Permanent
Residents or aliens authorized to work in the United States. Mastery Schools does not unlawfully discriminate
because of citizenship or national origin.
In compliance with the Immigration Reform and Control Act of 1986, each new employee, as a condition of
employment, must complete the Employment Eligibility Verification Form I-9 and present documentation
establishing identity and employment eligibility. Former employees who are rehired must also complete the
form if they have not completed an I-9 with Mastery Schools within the past three years, or if their previous I-9
is no longer retained or valid.
The employee must complete and sign an “Employment Eligibility Verification Form” (Form I-9) within three (3)
business days of his/her hire date. If an employee is unable to present the required document or documents
within this period, the employee must produce a receipt showing that he or she has applied for the document.
In such situations, the employee must present the original documents within ninety (90) days of the hire date.
This form will be held confidentially as part of the personnel file.
REQUEST TO REVIEW PERSONNEL FILES
An official personnel file for each employee will be kept secured with the Human Resources Department.
Employees may have access to review their file by submitting a written (email) request to the Human Resources
Department and scheduling an appointment in advance with an HR representative.
Release of personnel file information to anyone other than the employee would be executed only through a
federal, state, or local court order; an employee signed release; or on a “need to know” basis as determined by
Human Resources. Personnel files are the property of Mastery Schools and may not be removed from Mastery
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Schools’ premises without written authorization from Human Resources. Mastery Schools will maintain a
physical personnel record for the 5 years required by law.
CONTRACTS AND OFFER LETTERS
Upon hire, all full-time or part-time employees receive an offer letter or contract via email from Human
Resources, which they are required to sign electronically and return to Human Resources. Both documents
include the title of the position the employee will fill, employment classification, and compensation. This
document will be maintained in the employee’s personnel file. If the employee’s title or job description
significantly changes, a new offer letter or contract will be produced to outline the new terms of employment;
however, in the interim, duties are to be performed as assigned.
JOB POSTINGS AND TRANSFERS
Mastery Schools is committed to hiring a diverse workforce and the most qualified candidates who are aligned
with our mission and values. When appropriate, Mastery Schools will notify employees of available job
openings and post the job openings for general public view. To apply for an internal transfer, follow the steps
outlined below:
1. Speak with your current supervisor and/or principal about your desire to apply for a new position.
2. Apply online for the position that you are interested in at www.masterycharter.org. Click on the
‘Careers’ tab.
3. Recruitment and/or Human Resources will speak with your current supervisor about your performance
to date. Employees in a probationary status, on an improvement plan, or who have received a formal,
warning letter for violation of policies/professional expectations, will not be eligible for a transfer. If
employee has been in good standing for six (6) months or more, Human Resources will make a
determination on employee’s eligibility for transfer.
4. If eligible to move forward in the transfer process, you will interview and/or demo with members of the
NST and/or School leadership teams. Employees must be in their positions for at least six (6) months to
be eligible for a transfer. Under certain circumstances and with the approval of Human Resources,
employees may be allowed to transfer prior to six months of employment after they have completed
their probationary period.
5. Recruitment/HR will notify candidates of their status.
OPEN-DOOR POLICY
Mastery Schools strongly believes in an open-door, open-communication policy and feels it is an important
benefit to the organization. Mastery Schools encourages employees to discuss their problems with their direct
supervisor in order to resolve the issues quickly and efficiently. If an employee has or foresees a problem which
may interfere with that employee's ability to adequately perform his/her responsibilities, the employee should
discuss the matter with his/her supervisor. If the immediate supervisor is not able to answer the employee’s
questions regarding the interpretation or application of this handbook or any other workplace issue, then the
employee may contact Human Resources for guidance.
GRIEVANCE POLICY
Mastery Schools recognizes that there are times when the need arises for employees to express concerns or
complaints in a formal manner. The following process will ensure that employees receive a fair and unbiased
review of workplace concerns.
1. Attempt to address the issue directly with the party concerned.
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2. If the matter is not resolved, address the concern to your supervisor, if appropriate.
3. If the matter is not resolved, address the concern to the Principal or the next person in the chain of
command if appropriate.
4. If the matter is not resolved, the concern can be addressed to the Human Resources Department. HR
will respond within 5 business days and consult with senior management, if necessary. The decision of
HR (in consultation with senior management) is final, unless new evidence or other circumstances
warrant an additional review of the complaint.
At any point in the process the employee or supervisor may contact Human Resources in order to help facilitate
discussions.
ANTI-RACISM POLICY
Mastery is an antiracist organization, committed to eliminating systemic racism, and disrupting inequity - in all
forms. Mastery defines antiracism as the policy or practice of proactively opposing and not tolerating racism,
prejudice, bigotry, and discrimination.
We believe in fostering diversity, equity, inclusion, and belonging. More specifically, we believe in fostering an
authentic sense of belonging through the diversity of thoughts, ideas, beliefs, experiences, and the inclusion and
equality of people regardless of their race, color, religion, sex, sexual orientation, gender identity or expression,
age, disability, marital status, citizenship, veteran status, military membership, national origin, genetic
information, or any other characteristic.
As an antiracist organization we are committed to educating ourselves and purposefully identifying and
challenging racism, discrimination, and oppression and the impact they have on our organization and the larger
community. We are committed to maintaining an environment where all employees, students, parents,
consultants, vendors, partners, and visitors feel safe and know they are valued.
We strive every day to do better and to be better, and invest in resources and strategies that enable us to
disrupt inequity, and become the model anti-racist school district.
For the purposes of this policy, racism and racist expression includes, but is not limited to: macro and micro-
aggressions (assaults, insults, invalidations), language (jokes, taunts, etc…), imagery (words/terms, logos,
pictures, etc…), or behaviors (non-verbal cues, hand gestures) that put forth or support racist ideologies or
indicate intentional racial bias or intent to harm based on the same. We will immediately move to investigate
and address any such reports. Any employee who believes that they have been the victim of or have witnessed
racism or racist expression in the workplace is encouraged to bring these issues to the attention of their
immediate supervisor, or their Human Resources Partner. Employees can raise concerns and make reports
without fear of retaliation. Anyone found to be engaging in racist behavior/expression against an employee OR
who retaliates against an employee who has made such a complaint, will be subject to disciplinary action, up to
and including termination of employment, termination of contract (vendor/contractor), or other appropriate
sanctions (parents/visitors). Any supervisory employee to whom an employee brings such a complaint but who
fails to take appropriate action to resolve it will also be disciplined.
NONDISCRIMINATION POLICY (EQUAL EMPLOYMENT OPPORTUNITY EMPLOYER)
Mastery Schools is committed to being fair and impartial in all of its relations with its employees and applicants
for employment and to make all employment-related decisions without regard to race, color, religion, sex,
sexual orientation, gender identity or expression, age, disability, marital status, citizenship, veteran status,
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military membership, national origin, genetic information, or any other characteristic protected by law. This
policy applies to recruitment, hiring, training, promotion and all other personnel actions and conditions of
employment such as compensation, benefits, layoffs and reinstatements, training, tuition assistance and
disciplinary measures. Decisions regarding employment and promotion will be based solely upon valid job-
related factors.
Any employee with questions or concerns about any type of discrimination in the workplace is encouraged to
bring these issues to the attention of their immediate supervisor, or the Human Resources Manager. Employees
can raise concerns and make reports without fear of retaliation. Anyone found to be engaging in any type of
unlawful discrimination, or who is found to have retaliated against an employee who has made a complaint of
discrimination, will be subject to disciplinary action, up to and including termination of employment.
POLICY AGAINST HARASSMENT AND RETALIATION
Mastery Schools fosters a work environment free from illegal harassment, which includes taunting, bullying,
intimidation, insult or other similar conduct or actions based on race, color, religion, sex, sexual orientation,
gender identity or expression, national origin, age, disability, marital status, citizenship, veteran status, military
membership, genetic information, or any other characteristic protected by law, or that of his or her relatives,
friends or associates, severe or pervasive enough to create a hostile, abusive, or intimidating work environment
for a reasonable person. Every staff member must be assured that he/she can work in an environment that is
free from unwanted and unwelcome harassment and discrimination. As a result, Mastery Schools expects that
all employees will treat each other with fairness and respect. Harassment on the basis of any of the
characteristics listed above or any other protected characteristics will not be tolerated and is strictly prohibited.
Any person who believes that he/she is the victim of any type of harassing conduct should bring that conduct to
the immediate attention of his/her supervisor or the Human Resources Department. Mastery Schools will
conduct a prompt and thorough investigation of all the circumstances surrounding the alleged incident(s) in a
confidential nature. If the investigation discloses that an individual has committed an act of harassment as
defined in this policy, that individual will be subject to appropriate disciplinary action, up to and including
termination. Retaliation in any form against an employee who complains of harassment or who provides
evidence relating to such conduct is strictly prohibited and will result in appropriate disciplinary action. Any
supervisory employee to whom an employee brings a complaint of harassment and who fails to investigate or
promptly report the matter to Human Resources will also be disciplined.
POLICY AGAINST SEXUAL HARASSMENT
Mastery Schools prohibits any employee from making unwelcome and unsolicited sexual advances, unwelcome,
offensive or inappropriate comments regarding an employee’s gender or engaging in other verbal or physical
conduct of a sexual or gender-offensive nature; Mastery Schools also prohibits conduct when an individual’s
submission to that conduct is made explicitly or implicitly a term or condition of that individual’s employment,
or when that conduct creates an intimidating, hostile, or offensive working environment.
Sexual Harassment includes (not limited to)
Sexual Harassment
Unwelcome or unwanted sexual advances
Requests or demands for sexual favors
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Verbal abuse, kidding, or physical contact that is sexually oriented
and considered unacceptable by the target of the abuse
Any type of sexually oriented conduct that interferes with
another's work performance
Sexually oriented conversations or activities that create a work
environment that is intimidating, hostile or offensive to any staff
member
Verbal abuse, kidding, remarks or comments that intimidate,
ridicule, and maliciously demean the status of an individual’s
gender
Any person who believes that he/she is the victim of any type of discriminatory conduct, including sexual
harassment, should bring that conduct to the immediate attention of his/her supervisor, the Human Resources
Manager or any member of management. If any employee has violated the policy, the violator will be subject to
appropriate disciplinary action, up to and including termination. Retaliation in any form against an employee
who complains of discrimination or harassment is strictly prohibited and will result in appropriate disciplinary
action. Any supervisory employee to whom an employee brings a complaint of sexual harassment but who fails
to take appropriate action to resolve it will also be disciplined.
RELATIONSHIPS WITH STUDENTS
Mastery Schools believes that the professional relationship between a student and an employee is vital to a
student's educational development and affirms that the teaching relationship is based on trust, confidence and
dependency. In this context, a professional relationship is defined as one where there is an assessing,
supervising, tutoring, teaching, mentoring, coaching, or pastoral role, or a role providing administrative or
technical support. Students are entitled to equality of treatment, and it is important that a personal relationship
between a member of staff and a student is not perceived by others to prejudice that equality of treatment.
Employees are prohibited from entering into a sexual/romantic relationship with any student on or off the
premises of Mastery Schools while employed at Mastery Schools. Further, staff should not enter into a
personal, business, commercial or financial relationship with a student which could compromise, or could be
perceived to compromise, the objectivity and professional standing of the teaching relationship. Employees
who fail to comply with these guidelines will be subject to disciplinary action up to and including termination.
Depending on the situation, conduct may also be subject to legal actions.
DRIVING STUDENTS IN PERSONAL VEHICLES
It is Mastery’s policy that students should be transported to/from school related events and activities by way of
school administrator/guardian-approved transportation services (such as a bus or van service). Employees are
prohibited from transporting students in their personal vehicles to/from school related events and activities.
ADMINISTRATION OF MEDICATION TO STUDENTS
Under no circumstances are any Mastery staff or contractors other than the school nurse, school physician, or a
substitute school nurse able to administer any medication to a student. This includes individuals with a medical
license not employed or contracted to serve as a medical professional at the school. This also includes all
members of the school’s leadership team, specialized services team (social workers, case managers),
instructional, or culture staff. Even with the express permission of a parent/guardian, Employees, except nurses,
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should not administer any kind of medication, prescription or over-the- counter to the students. If you have
concerns or questions about administering medication, please speak with the school’s nurse. Any Employee
found to be in violation of this policy may be immediately dismissed.
CHILD ABUSE REPORTING POLICY
All Mastery Charter School employees are mandated reporters of suspected child abuse and are therefore
required to make a report in any situations where they have reasonable cause to suspect that a student is being
physically abused, emotionally abused, neglected, or sexually abused. To make a report, staff members must
either call Childline by calling 1-800-932-0313 OR make a report online at the Pennsylvania Child Welfare Portal
(CWP: https://www.compass.state.pa.us/cwis/Public/home). Following the report, the staff person is required
to notify the school social worker, who is the contact person for the Philadelphia Department of Human Services
(DHS). The social worker may also involve the school nurse to examine physical injuries related to suspected
abuse claims. If the report relates to the conduct of a Mastery employee, the staff person must also notify the
school principal immediately after making the report.
All school staff members are mandated to keep confidential any discussions regarding suspected child abuse;
however, the school social worker may share some information with staff members on a need-to-know basis for
the benefit of the student, keeping in mind the student’s right to confidentiality. Once a report of suspected
abuse is made to Childline, all staff members are required to cooperate with investigators and are allowed to
share basic educational information as well as information related to the original report of suspected abuse. If,
after making a report of suspected abuse, a Mastery Schools staff person is contacted by the Philadelphia
Department of Human Services (DHS) or the Philadelphia Police Department, he or she should contact the
school social worker to discuss the request before sharing information.
FRATERNIZATION POLICY
Mastery Schools’ fraternization policy is intended to provide guidance in areas where personal relationships
overlap with working relationships to ensure that individual members of staff do not commit acts of
impropriety, bias, abuse of authority, or conflict of interest, and do not lay themselves open to allegations that
they have done so.
Mastery Schools values and relies upon the professional integrity of relationships between members of staff as
well as between an employee and a student. In order that Mastery Schools business is conducted and perceived
to be conducted in a professional and proper manner, it is necessary to distinguish between, and take account
of, personal relationships which overlap with professional ones.
In the context of this document, a Personal Relationship is defined as:
A family relationship, by blood or marriage (or whose relationship is similar to that of persons related by
blood or marriage [e.g. Common Law, Domestic Partnership, etc.]
Individuals not related by blood or marriage but who share a residence
A business/commercial/financial relationship
A sexual/romantic relationship
Relationships between Employees
Although the existence of a personal relationship between members of staff does not necessarily constitute a
bar to the employment or promotion of either party, staff should declare to the Human Resources Department
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any personal relationships which may give rise to a real or perceived conflict of interest, trust or breach of
confidentiality.
Where a personal relationship exists or develops between members of staff who are in a line management or
supervisory relationship at work, they must not be involved in recruitment, selection, appraisal, promotion or in
any other management activity or process involving the other party. Additionally, staff in a personal relationship
should not work together in any circumstance whereby a conflict of interest, breach of confidentiality or unfair
advantage may be perceived to be gained from the overlap of a personal and professional relationship. In any
such circumstances, the relationship must be declared in confidence to the Human Resources Department. The
Human Resources Department will then make alternative management arrangements and confirm the
arrangement in writing to the individuals concerned. If it is considered unavoidable to inform other members of
staff about the relationship in order to explain a change in management arrangements, this will be discussed
with the individuals concerned, before it is disclosed.
Employees who are uncertain about whether they should take action regarding a personal relationship are
invited to seek guidance in confidence from Human Resources. A case whereby any personal relationship as
defined within this policy manual, is not declared – whether or not the personal relationship results in an unfair
advantage or disadvantage to either of the parties of the relationship (be they a member of staff or a student) -
will be considered a serious matter and may lead to disciplinary action, up to and including termination.
ALCOHOL AND DRUG POLICY
It is Mastery Schools desire to provide a drug-free, healthful, and safe workplace. To promote this goal,
employees are required to report to work in appropriate mental and physical condition to perform their jobs in a
satisfactory manner.
While on Mastery Schools’ premises and while conducting business-related activities off Mastery Schools
premises, no employee may use, possess, distribute, sell, or be under the influence of alcohol or illegal drugs.
Further, the odor of alcohol or illegal drugs will create a perception of impairment or current consumption with
students or others and is also strictly prohibited. The legal use of prescribed drugs is permitted on the job only if
it does not impair an employee's ability to perform the essential functions of the job effectively and in a safe
manner that does not endanger students and other individuals in the workplace.
Violations of this policy may lead to disciplinary action, up to and including immediate termination of
employment and/or required participation in a substance abuse rehabilitation or treatment program. Such
violations may also have legal consequences.
NON-SMOKING POLICY
In keeping with Mastery Schools’ intent to provide a safe and healthful work environment, smoking and vaping
is prohibited inside all Mastery Schools buildings and within fifty feet of any Mastery Schools facility. This policy
applies equally to all employees, students, and visitors.
VIOLENCE IN THE WORKPLACE
Mastery Schools is committed to preventing workplace violence and to maintaining a safe work environment.
Mastery Schools explicitly prohibits any acts or threats of violence by any Mastery Schools’ employee or former
employee against any other employee, student, vendor, or visitor whether or not the employee is engaged in
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business with or on behalf of Mastery Schools, on or off Mastery Schools premises. Any reports of violence or
threats will be promptly and thoroughly investigated and, where warranted, ensure that appropriate action will
be taken. Any employee who violates this policy shall be subject to discipline, up to and including termination.
Such violations may also have legal consequences.
PROFESSIONAL DRESS AND APPEARANCE
Mastery Schools strives to maintain a workplace environment that serves as a role model for Mastery Schools
students and is free from unnecessary distractions. As part of that effort, we require employees to maintain a
neat and clean appearance that is appropriate for the workplace/school setting and for the work being
performed. Due to the school’s frequent interaction with students, parents and the general public, a high
standard of personal appearance is expected of employees.
Employees' attire while at Mastery Schools is to be appropriate to the extent that no distracting or disruptive
attention or reaction on the part of others is anticipated or caused.
All employees should choose clothing appropriate for a professional business setting. Guidelines for appropriate
dress are outlined below:
Jeans, leggings, and t-shirts are NOT considered professional dress, and should never be worn
Sweatpants and exercise wear should not be worn in the workplace, unless appropriate for the setting
(e.g., gym teacher) or event (outdoor/physical activity)
Clothing should not be ripped, dirty, frayed, revealing, or tight
Clothing should not contain words, terms, or pictures that: depict weapons or violence, sexually
objectify any person, or may be offensive to other employees, students or their families.
To create a favorable impression and be a role model to students, one must be clean and well-groomed
at all times.
Schools and departments that adopt casual or dress-down days may make exceptions to the above provided
guidelines.
If an employee comes to work in inappropriate dress, supervisors should discuss the issue with the employee in
private and indicate the specific areas to be addressed. The employee will be required to leave work and change
into attire that is considered appropriate for the workday and return to work. If the concern persists, supervisors
should follow the regular progressive discipline process.
CONFLICT OF INTEREST
Employees are expected to devote their best efforts and attention to the full-time performance of their jobs and
to act in the best interest of Mastery. Moreover, employees are expected to use good judgment, adhere to high
ethical standards and avoid situations that create an actual or potential conflict between their personal interests
and the interests of Mastery Schools. Employees may not receive any income or material gain from individuals
or activities outside Mastery Schools for materials produced or services rendered while performing their jobs for
Mastery. A conflict of interest exists when the employee's loyalties or actions are divided between Mastery
Schools’ interests and those of another, such as a competitor, supplier, or customer. Both the fact and the
appearance of a conflict of interest should be avoided. Employees unsure as to whether a certain transaction,
activity, or relationship constitutes a conflict of interest should discuss it with their immediate supervisor for
clarification or Human Resources.
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1. Coverage
All employees owe a duty of loyalty to the Mastery School employing them. In the event that a situation
arises for an employee that might in his/her judgment cause the employee to act in a way that is
detrimental to that loyalty, advice should be sought from that person’s immediate supervisor. Board
members and administrators (“covered persons”) have a higher duty which is imposed by the
Pennsylvania Ethics Act. “Administrators”, for these purposes are those who (a) take or recommend
official action which is “non-ministerial”, that is, the action is discretionary or (b) who exercise
management or operational oversight.
2. Prohibited conduct
a) Covered Persons are prohibited from using the authority of their office or employment or any
confidential information received through his holding of office or employment with a Mastery
school for the private pecuniary benefit of himself, a member of his immediate family or a business
with which he or a member of his immediate family is associated. “Immediate family” means a
parent, spouse, child, brother or sister. “Associated” means being a director, officer, owner,
employee or having a financial interest in any business including nonprofit enterprises.
b) Covered Persons are prohibited from soliciting or accepting anything of monetary value, including a
gift, loan, political contribution, reward or promise of future employment based on any
understanding of that Covered Person that his action or judgment would be influenced thereby.
c) Covered Persons are prohibited from accepting honoraria
3. Avoidance of conflict of interest
Any Covered Person who believes himself to be in a potential violation of the above should seek advice
of counsel and if so advised should recuse himself from participation in the action creating the potential
conflict. If the Covered Person is a member of the Board and, if advised by counsel, he should also
disclose the potential conflict at the meeting of the Board.
4. Disclosure
All Covered Persons shall file annually a Statement of Financial Interest with the school at which they are
employed or on which board they serve.
5. Prohibited Contracts
Subject to the provisions of the Pennsylvania Public Official and Employee Ethics Act, contracts between
a Mastery School and a business in which the covered person or his spouse or child is associated are
prohibited.
FORMS:
1. State Ethics Commission Statement of Financial Interests
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Any exceptions to this policy must be approved in writing by the CEO. Failure to adhere to this policy, including
failure to disclose any conflicts or to seek an exception, may result in disciplinary action, up to and including
termination.
NO-SOLICITATION/NO-DISTRIBUTION
The conducting of non-School business, such as canvassing, collection of funds, pledges, circulation of petitions,
solicitation of memberships, or any other similar types of activity as well as the distribution of non-School
literature, such as leaflets, letters, or other written materials is not permitted at any time in or around any
Mastery Schools facility. Further, such activities are not appropriate for dissemination through the company’s
intranet. This policy also applies to any other location while the employee is conducting work-related business.
POLITICAL ACTIVITIES
Mastery Schools recognizes and encourages the right of its employees, as citizens, to engage in political activity.
School property and school time, as a result of public funding, may not be used for political purposes. Mastery
Schools adopts the following guidelines for those staff members who intend to engage in political activities.
The collection of campaign funds and/or the solicitation for campaign workers is prohibited on school
property
The use of students for writing or addressing political material or the distribution of material to or by
students is strictly forbidden
Employees who hold elective or appointive offices are not entitled to time off from their Mastery duties
for reasons related to such offices, except as time that they may be entitled to under PTO pursuant to
the terms and conditions outlined by those policies.
Exempt from this policy are the discussion and study of politics and political issues when such discussion
and study are appropriate to classroom studies such as history, current events, and political science
Violations of this policy may result in disciplinary action up to and including termination.
RECORDING POLICY
Unauthorized electronic recording of employees is disruptive to employee morale and inconsistent with the
respectful treatment required of our employees. In Pennsylvania, it is also unlawful to record a conversation
with another person without that person’s knowledge and consent. For these reasons, no employee may record
another employee, including a manager or supervisor, in person or on the phone, without the other employee’s
full knowledge and consent. This rule is not intended, and should not be construed, to limit any employee’s
lawful engagement in protected activity as indicated by the National Labor Relations Act (NLRA). A violation of
this provision may result in disciplinary action, up to and including, termination of employment.
PA CODE OF PROFESSIONAL PRACTICE AND CONDUCT FOR EDUCATORS
All Mastery Schools employees are required to follow the PA Code of Professional Practice and Conduct for
Educators as laid out by the Pennsylvania Department of Education. More information about the provisions of
the code can be found at: http://www.pacode.com/secure/data/022/chapter235/chap235toc.html
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EDUCATOR MISCONDUCT
There are certain categories of conduct that may, or in some cases will, trigger professional discipline. The actual
contours of the professional educator discipline system are established in the Professional Educator Discipline
Act (Act) (24 P.S. §2070.1a et seq.). Professional discipline refers to action against an educator's professional
certificate or eligibility to work in a charter or cyber charter school as a result of a finding of misconduct by the
Professional Standards and Practices Commission (“PSPC.”) Action against an educator's professional certificate
or eligibility to work should be distinguished from disciplinary actions taken by a local school entity. The Act sets
forth the types of actionable misconduct for professional discipline, which includes violations of the Code. The
Act also defines the various types of professional discipline that can be imposed for misconduct.
Misconduct under the Act can be characterized as either criminal or non-criminal. The distinction between
criminal or non-criminal misconduct rests with the discretion that the PSPC has to fashion specific discipline if
the misconduct is established. In the case of misconduct that is prosecuted before the PSPC based on a specific
crime or crimes, the Act typically mandates a specific sanction, which in all likelihood will be revocation. It is
important to note that not all criminal conduct falls within this prosecutorial category. For example, if a teacher
is convicted of Simple Assault, which is not an offense that falls within the "automatic" criminal classification,
the Department may still elect to file charges against the educator, but the charges would be based on the
conduct underlying the conviction and not on the conviction itself. In contrast, if a teacher is convicted of a
crime that falls within the "automatic" criminal classification, the PSPC makes its determination based on the
conviction itself and does not look at the underlying conduct. Non-criminal conduct that may be addressed by
the PSPC includes immorality, incompetency, intemperance, cruelty and negligence. More information about
the provisions of Act can be found at: https://www.pspc.education.pa.gov/Promoting-Ethical-Practices-
Resources/Ethics-Toolkit/The-Commission-Professional-Discipline-and-the-code/Pages/Educator-
Misconduct.aspx
CORPORAL PUNISHMENT
Corporal Punishment is defined as the deliberate infliction of pain as retribution for an offense, or for the
purpose of disciplining or reforming a wrongdoer, or to deter attitudes or behavior that is deemed
unacceptable. Mastery Schools prohibits any use of corporal punishment toward another member of the
Mastery Schools community and any person that uses such action may be immediately dismissed.
WHISTLEBLOWER POLICY
The whistleblowing policy is intended to cover serious concerns that could have a large impact on Mastery
Schools, such as actions that may lead to incorrect financial reporting; are unlawful; are not in line with company
policy, including the Code of Business Conduct; or otherwise amount to serious improper conduct.
Reports may cover but are not limited to the following topics:
Ethical violations
Wrongful Discharge
Unsafe Working Conditions
Internal Controls
Quality of Service
Threats
Sexual Harassment
Vandalism and Sabotage
Theft
Discrimination
Conduct Violations
Alcohol and Substance Abuse
Fraud
Bribery and Kickbacks
Conflict of Interest
Improper Conduct
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Theft and Embezzlement
Violation of Company Policy
Violation of the Law
Misuse of Company Property
Falsification of Contract
Reports or Records
Note: Regular business matters that that do not require anonymity should be directed to the employee’s supervisor and are not addressed
by this policy.
Any employee of Mastery Schools may submit a complaint in good faith regarding accounting, internal
accounting controls, or auditing matters (“Accounting Matters”) to the management of Mastery Schools without
fear of dismissal or retaliation. Mastery Schools is committed to achieving compliance with all applicable laws
and regulations, accounting standards, accounting controls and audit practices.
In addition, Mastery Schools established a Whistleblower Hotline through Lighthouse Services, Inc. for a specific
purpose. That purpose is to report fraud, unlawful, unethical and other types of improper behavior. This
hotline is NOT a substitute for routine communications within our organization between Associates and their
supervisors and managers, particularly as to workplace duties. Likewise, it does not replace communications
with Human Resources staff about benefit issues or other job-related issues. The Whistleblower Hotline is an
additional communication tool for specific types of situations, and it is provided because we believe that it is a
good business practice to do so.
Regular business matters that do not require anonymity should be directed to the employee’s supervisor and
should not be submitted using this service.
Serious concerns relating to financial reporting, unethical or illegal conduct should be reported in either of the
following ways:
Toll-Free Hotline: 877-472-2110
E-mail: reports@lighthouse-services.com (must include company name with report)
Fax alternative for written documents: 215-689-3885 (must include company name with report)
Website: http://www.lighthouse-services.com/masterycharter
**The information provided by you may be the basis of an internal and/or external investigation into the issue you are reporting, and your
anonymity will be protected to the extent possible by law by Lighthouse. However, your identity may become known during the course of
the investigation because of the information you have provided. Reports are submitted by Lighthouse to a company designee for
investigation according to our company policies.
TITLE IX NOTICE AND COMPLAINT PROCEDURE
Mastery complies with Title IX regulations and does not discriminate on the basis of sex in its education
programs and activities. All questions regarding Title IX and its implementation within Mastery Schools may be
referred to Mastery's Title IX Coordinator, Michael Patron (Senior Director of Compliance).
Contact: Michael Patron (Senior Director of Compliance), 5700 Wayne Ave, Philadelphia PA, 19144,
(267) 671-2888, Michael.Patron@masterycharter.org
Information: Mastery’s full Title IX Notice and Complaint Procedures can be accessed here:
https://www.masterycharter.org/app/uploads/2019/01/Title-IX-Notice-and-Grievance-Procedures-Mastery-
January-2019-FINAL.pdf
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ACKNOWLEDGEMENT OF RISK
Schools are expected to resume direct instruction at some point during the 2020-21 school year. Students will
be separated into two cohorts, each of which will physically attend School for two days and receive three days of
in-home instruction. After thorough research, this approach has been determined to be the safest way to
restore the unique value of traditional face-to-face instruction during the current COVID-19 pandemic. COVID-19
is a highly contagious disease transmitted through human contact. Surfaces are a potential medium for
transmission but primarily the infection is carried through the air from one person to another in close contact.
The impact of infection is not entirely clear but the consensus of research at this point is that in the short term
those infected can suffer fevers, respiratory distress, muscle aches and other pain and that these symptoms
can range in severity form minor to catastrophic, including death. The longer term effects, including the impact
on vital organs are not yet known. Although the short term effects are not entirely predictable it has been
confirmed that individuals with other health vulnerabilities are more likely to be infected and more likely to
suffer more severe consequences from their infections. In order to mitigate risk and to keep Mastery students
and staff as safe as possible, social distancing, face covering, aggressive facility cleaning and related measures
will be instituted. A copy of the Health and Safety Plan adopted by the Mastery Boards of Directors, which
describes those measures in detail is attached hereto. By accepting employment at Mastery Schools and signing
the handbook acknowledgement, employees acknowledge the risk described above and agree to support and
implement the Health and Safety Plan to the best of their ability.
SCHOOL PROPERTY AND EQUIPMENT
It is the responsibility of Mastery Schools Employees to be accountable for Mastery Schools Property and
Equipment (this may include school money, laptop, projector, ID badge) when taken off campus. In the event
that Mastery Schools property is stolen, damaged or misplaced, the employee will be responsible for reporting
to his/her manager and the manager will work with Human Resources to determine the appropriate method of
replacement.
SOCIAL MEDIA POLICY
Mastery Schools is excited for you to thoughtfully share your connection to our mission. We respect your right
to create and use personal blogs, discussion forums, and Internet based social networking sites (such as
Facebook, Twitter, YouTube) during non-work time. However, whether at work or not, as an employee of
Mastery Schools, you have certain responsibilities to the organization, particularly when it comes to protecting
the privacy and respecting the wishes of our students and families. Therefore, you are expected to comply with
this policy when using social networking sites.
Definitions. For purposes of the following section, these definitions apply:
a) “Social Media” includes, but is not limited to, the various online technology tools that enable people to
communicate easily over the internet to share information and resources. Social media can include text,
audio, video, images, podcasts, and other multimedia communications currently in existence and which
may exist in the future.
b) “Technology” includes, but is not limited to, computers, notebooks, the Internet, telephones, cellular
telephones, MP3 players, USB drives, wireless access points (routers), or any wireless communication
device.
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c) “Mastery Technology” is that which is owned or provided by Mastery.
d) “Networking Sites” include but are not limited to websites, Facebook, dating sites, Flickr, Twitter,
YouTube, Instagram, LinkedIn, and Blogs.
e) “Official Mastery Networking Sites” include but are not limited to any Networking Site created by
Mastery directly promoting and/or related to Mastery.
f) “Personal Networking Sites” include all non-Official Mastery Networking Sites or non-Mastery Related
Sites.
General Guidance
Each of us has a deep respect and commitment to the communities we serve and to our collective work.
As such, when posting online, including on Personal Networking Sites, we expect all staff members to keep our
Values in mind and act in the same professional manner expected of them in the classroom. While Mastery staff
enjoys the rights of all citizens to express their views on matters of public concern, we should also consider how
our words might be perceived by people in the communities in which we serve, our colleagues and by the
broader education community. Inappropriate postings may include offensive posts meant to intentionally harm
someone’s reputation, discriminatory remarks, harassment, and threats of violence or similar inappropriate or
unlawful conduct. Such postings will not be tolerated and may subject a staff member to disciplinary action up
to and including termination.
Additionally, it is important to be honest and accurate when posting information or news, and any
mistakes should be corrected quickly. We should be open about any previous posts that have been altered.
Remember that the Internet archives almost everything; therefore, even deleted postings can be searched. We
should never post any information or rumors that are suspected or known to be false about Mastery, school
leadership, fellow staff members, students and their families, parent organizations, other schools or other
educational organizations. The intentional posting of false information may likewise subject staff members to
disciplinary action as noted above.
Whether using Mastery Networking Sites or Personal Networking sites, you are expected to follow the
guidelines of the Internet and Email Etiquette policy, and you should respect the copyright and other intellectual
property rights of others.
Ultimately, each of us is solely responsible for what we post online. Because of our special position in
the community, we encourage the use of appropriate privacy settings to control who may access and view our
personal use of social media. No employee has the authority to engage in conduct which gives the appearance
of speaking on behalf or stating a position of Mastery Schools without express authority to do so. For this
reason, no employee should engage in non-school communications using Mastery Schools’ letterhead or
identifying logos or trademark of Mastery Schools. If any Mastery staff member identifies himself or herself as
an employee of Mastery on a Personal Networking Site, the posting should include a statement substantially as
follows: “The views expressed on this personal networking site are my own personal opinions, and do not reflect
the opinions of my employer, Mastery Schools.”
Guidance regarding Social Media and our Students
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The law provides broad protection of the privacy of students. Accordingly, Mastery Schools, in all its
activities, is careful not to disclose protected student personal information except as permitted by law. In
accordance with federal and state laws regarding privacy, we may not post any content that is considered
protected health information or protected student educational records, including student names, images,
student work, and health information, without a written authorization for the use of the disclosure from the
student’s parent or guardian and principal.
Photos, Audios and Videos. Photos, audio- recordings and video recordings of students may only be
publicly displayed on Official Mastery Networking Sites. Authorization and parental consent are required for any
such postings of students to Official Mastery Networking Sites. Any use of photos, video-recordings or audio
recordings absent prior authorization will be subject to review, editing, and removal. As appropriate, a
recommendation for disciplinary action may result from the unauthorized use of such images, audio, or video
recordings.
Personal Student Information. Internet predators and others can use personal information about
students to contact them with the intent to do them harm. Therefore, while it is fine to write in general about
students and experiences, it is potentially dangerous to expose personal information that makes a scholar easily
identifiable online, especially a scholar’s first and last name, neighborhood, or school name. Therefore, to
protect our students, we should not share any personal information about them online. As appropriate, a
recommendation for disciplinary action may result from such sharing.
Interacting with Students and their Families through Social Media. Staff members may not have online
interactions with students or student’s families using Social Media or on Networking Sites outside of the Official
Mastery Networking Sites. A Staff Member‘s Personal Networking Site, online profiles and accounts may not be
linked to students’ or their families’ online profiles unless otherwise approved by your principal. This includes
students who have withdrawn from any Mastery school. However, once students become adults and alumni,
connecting via social networking is permissible (and helpful for keeping in touch with alumni for support and
tracking purposes.)
Talking about Mastery Schools. We understand that many people feel the impulse to turn to social
media to vent and express their dissatisfaction with events in both their personal and professional lives. We
expect and encourage staff members to provide constructive criticism about Mastery, which we believe can lead
to better results for our students. However, staff members can best help strengthen Mastery by providing
honest, direct feedback and suggestions for improvement by directly speaking with their principal, other
instructional leaders, or managers. Nevertheless, if we decide to post complaints or criticism, we should always
be fair and respectful, and we should avoid using statements, photographs, video or audio that reasonably could
be viewed as malicious, obscene, threatening or intimidating, that might constitute harassment or bullying, that
indicate or promote racist sentiments, or that is likely to be unduly disruptive to Mastery’s operations.
EMPLOYMENT SEPARATION
General Statement
Pennsylvania is an “Employment At-Will” state, and Mastery retains maximum rights and authority allowed
under the law with regard to employment terminations. This means that you may terminate your employment
at any time, for any reason or no reason, with or without cause, and with or without prior notice or procedural
requirements. Likewise, Mastery may terminate your employment at any time, for any reason or no reason
(other than an unlawful reason), with or without cause, and with or without prior notice of procedural
Mastery Charter Schools Employee Handbook
43
requirements. No representatives of Mastery may enter into any agreements, or make any representations,
written or oral, to alter those rights or otherwise create any contractual obligation of continued employment
between you and Mastery. This Handbook and the policies contained herein are supplemental to your
Employment Contract, and are not, of themselves, intended to create (and shall not be construed as creating) a
contract (express or implied) between Mastery and any employee. To the extent an employee has a contract
with Mastery that contains notice of termination provisions, said notice of termination provisions supersede this
paragraph.
Probationary Period
In general, the first 90 days of employment at Mastery will be a probationary period between the
employee and the employer. An employee in probationary status may be terminated at any time
during the probationary period with or without cause and without notice. This period shall be used for
enhanced observation of Employee’s work performance and conduct.
Termination of Employment
Mastery looks to this Employee Handbook for guidance concerning termination of an Employee’s
employment. The following are examples of reasons for terminating employment; this list is not all-
inclusive:
Unsatisfactory Performance
Failure to Meet Professional Expectations of the Position
Misconduct
Notice/Layoff
Employee Abandonment of Position (considered voluntary termination)
Resignation of Employee Prior to End of School Year
Violation of: tenets provided in the Employee Handbook, other internal
policies/procedures/protocols, or any regulatory requirements
Revocation of certification
Termination for Unsatisfactory Performance
Where the Principal or Supervisor determines that the Employee’s performance is not satisfactory, the
School or NST may terminate Employment. Prior to such a determination, the School or Administrative
Supervisor will typically give the Employee notice of his/her unsatisfactory performance and supports
to improve his/her performance. These may include:
Written notice
Performance Improvement Plan (PIP)
Evaluation of Performance Improvement Plan
Supports to improve performance shall include coaching, observations, in-class support, and/or
modeling.
Failure to Meet Professional Expectations of the Position
We believe that in order to achieve our ambitious mission, all employees must uphold the Mastery Schools’
Values, fulfill their professional responsibilities and expectations, and contribute positively to the school
community. Fundamental professional expectations at Mastery include punctuality with arriving to work and
fulfilling job requirements (including mandatory trainings), meeting deadlines, fulfilling duties per the position’s
job description and at the direction of one’s supervisor, professional communication with families, students,
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44
peers and supervisors, professional attire (as outlined in our Professional Dress policy), and professional and
positive interactions with families, students, peers, and supervisors that align to our Values. Where the Principal
or Supervisor determines that the Employee is not meeting the professional expectations of his/her position, the
Principal or Supervisor will typically give the Employee notice of his/her failure to meet professional
expectations and opportunity to improve. If the concern persists, supervisors should follow the regular
progressive discipline process.
Termination for Misconduct
Where the Principal or Supervisor determines that there has been misconduct by the Employee, he
or she may terminate the Employee’s employment, and such termination will be effective upon
consultation with Human Resources and notice to Employee. Examples of employee misconduct that
may result in immediate termination include theft or destruction of School property; use of illegal
substance or the consumption of alcohol on School premises or during working hours; acts of sexual,
racial or other illegal harassment or any violent or abusive conduct toward a student or Mastery
employee; acts of forgery, plagiarism, or cheating, falsification of information either verbally or in
writing, falsification of documentation; any other conduct which the Principal or Administrative
Supervisor, or Mastery determines to constitute a threat to the safety or well-being of the students
or other Mastery employees or community.
Termination with Notice/Layoff
Under certain circumstances, including but not limited to funding reductions, enrollment changes, and
program changes, the Employee’s position may be eliminated. In this case, Mastery shall furnish the
Employee at least 30 days’ notice.
Job Abandonment
Mastery expects employees to report for work on time per the work schedule established by the
employee’s supervisor. An employee who is unable to report to work at the designated time is
required to notify his or her supervisor as soon as practicable and per the school/NST department’s
specified call out procedure, but no later than the employee's scheduled start time. An employee who
fails to report to work for two consecutive business days without notifying his/her supervisor of the
absence will be considered as having voluntarily resigned as a result of job abandonment.
If the employee is unable to contact the company for any absence, he or she should ask a
representative (such as a family member or friend) to do so on the employee's behalf. If the employee
or a representative is unable to contact Mastery due to extreme circumstances (such as a medical
emergency or natural disaster that prohibits the employee or his or her representative from contacting
the company within two days), the employee or his or her representative must contact Mastery as
soon as practicable to explain the situation. In extreme circumstances, Mastery will consider the
explanation and its timing before determining if the voluntary resignation will be upheld.
Employee Resignation
In order to ensure appropriate staffing levels and to plan for vacancies we have updated our expectations as it
relates to resignation guidelines. Employees who are resigning from Mastery are expected to provide 30 days’
advance notice. After notifying the direct supervisor, employees must submit their resignation in Workday.
Mastery will acknowledge and process all resignations – verbal and/or written – according to the last day
worked, either identified by the separating Employee’s notification of intent or as verified by Management.
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Employees and leaders who resign from Mastery and fail to provide appropriate notice will not be in ‘good
standing’ and their personnel files will reflect this status (not in good standing), which may impact re-hire
eligibility and any employment verifications that Mastery provides in the future. Failure to provide a proper 30
days’ written notice will result in forfeiture of paid time off (PTO) hours cashed out at 50% of their value.
Exceptions to the 30 days’ notice may be granted at the discretion of the supervisor who will make the request
to Human Resources. For resignations submitted near the end of the school year, notice must be submitted 30
days before the last day of school in order for employees to remain in ‘good standing’.
10.5 month staff who are paid over 12-months not intending to return for the next school year will be paid
through the last day of the school year and will have a termination date corresponding to the last day of the
school year. Benefits will end on June 30. Accrued summer pay will be paid out in a lump-sum payment in the
next pay cycle following the termination date.
It is our goal to take every measure to retain all of our staff and foster a reasonable transition plan for anyone
needing to resign. If you have any questions about these guidelines, contact your HR Partner.
EMPLOYMENT STATUS CATEGORIES
It is the intent of Mastery Schools to clarify the definitions of employment classifications so that employees
understand their employment status and benefit eligibility. These classifications are provided by the Fair Labor
Standards Act of 1938 (FLSA). Each employee is designated as either NON-EXEMPT or EXEMPT, which is notated
in the employee’s offer letter and can be verified by the Human Resources department
NON-EXEMPT - employees entitled to their regular wage/salary and if applicable, overtime pay under the
specific provisions of the FLSA. Non-exempt employees at Mastery Schools include, but are not limited
to administrative assistants, building engineers, and maintenance staff.
EXEMPT – employees excluded from specific provisions from minimum wage, equal pay and overtime pay
requirements of the FLSA. Exempt employees at Mastery Schools are executive, administrative, or
professional employees, including teachers and academic administrative personnel.
REGULAR, FULL-TIME - employees who are not in a temporary or introductory status and who are regularly
scheduled to work at least 30 or more hours per week. Generally, they are eligible for Mastery Schools
benefit package, subject to the terms, conditions, and limitations of each benefit program. Regular, full-
time employees who work between 30-39 hours per week will receive prorated benefits per the amount
of time worked per week (i.e., PTO accruals will be prorated).
PART TIME AND TEMPORARY - employees who are regularly scheduled to work less than 30 hours per week.
While they receive all legally mandated benefits (such as Social Security, workers' compensation
insurance and PSERS contributions), part-time and temporary employees are not eligible for all of
Mastery Schools’ other benefit programs or holiday pay compensation.
MID-YEAR HIRE (MY) – employees who are hired after January 1
st
of the current school year are not
subject to the guidelines set forth in certain policies and procedures . MY hires are not eligible for an
End of Year performance-based salary increase and will receive summer pay at a prorated amount based
on time worked.
LIMITED Term - employees hired for a specified period of time, generally one year, with a defined end
date and who are not in a temporary or introductory status and who are regularly scheduled to work at
least 30 or more hours per week. Generally, they are eligible for Mastery’s benefit package, subject to
the terms, conditions, and limitations of each benefit program.
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EMPLOYMENT OF MINORS
Employees under 18 years of age are prohibited by law from performing certain types of work such as machine
operation, or any other activities, which might expose them to conditions, defined by the Fair Labor Standards
Act (FLSA) of 1938 as hazardous to minors. Additional limitations apply to employment of persons under the age
of 16. In no case may minors under the age of 14 be employed in the organization. Minors must earn at least
minimum wage and should work no more than 8 hours per day (non-school day) or 3 hours per day (school day).
WORK HOURS
The work schedule for an employee will vary on job title, staffing needs, operational demands and may
necessitate variations in starting and ending times, as well as variations in the total hours that may be scheduled
each day and week. Each employee should refer to their offer letter or contract for their designated work
schedule. However, it is subject to change as needed by the supervisor.
Federal and state laws require Mastery Schools to keep an accurate record of time worked in order to calculate
employee pay and benefits. Full-time employees are required to follow daily check in procedures that are
provided by the APOs at each site or Human Resources for the NST. Non-exempt employees should accurately
record the time they begin and end their work in Workday. They should also record the beginning and ending
time of any split shift or departure from work for personal reasons. Time sheets for NON-EXEMPT and PART
TIME employees are to be submitted to the APO or Manager in Workday. Logging time in and out of work is to
be done by employees for themselves only. Signing other employees in or out is considered fraudulent and will
result in disciplinary actions, up to and including, termination.
OVERTIME
Overtime compensation is paid to all NON-EXEMPT employees in accordance with federal and state wage and
hour regulations. When operating requirements or other needs cannot be met during regular working hours,
nonexempt employees will be given the opportunity to volunteer for overtime work assignments. Overtime pay
is based on actual hours worked. Time off on personal leave, vacation leave or any leave of absence will not be
considered hours worked for purposes of performing overtime calculations. Overtime is calculated as having
worked more than 40 hours within a pay week (not including lunch breaks). Overtime work must always be
approved before it is performed.
FLEXWORK
Mastery Schools considers FlexWork (telecommuting/working remotely) to be a viable, flexible work option
when both the employee and the job are suited to such an arrangement. Working from Home (WFH) is the most
commonly practiced example of this type of flexible employment arrangement. FlexWork may be appropriate
for some employees and jobs but not for others. FlexWork is neither an entitlement, nor is it a companywide
benefit, and it in no way changes the terms and conditions of employment with Mastery.
It is strongly suggested that the employee and their manager work together to prepare for a remote work
arrangement by talking through the questions listed below:
1. Is FlexWork right for this position?
Can the job be done effectively and efficiently from a location outside of the office, classroom, or
regular workspace?
Will the needs of internal and external customer(s) continue to be met?
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Does the job include managing people?
How will the performance be measured?
Does the job require access to specialized equipment or files?
Are there any concerns with safeguarding confidential information?
What is the amount of work that is portable/amount of face-to-face contact required with people at the
office/classroom/regular workspace?
What are the tasks or responsibilities that are unpredictable or variable?
What job elements must be accomplished to make clear that the proposed remote work arrangement is
working well?
2. Is FlexWork appropriate for me - the employee?
Have I successfully completed the Initial 90-Day Period?
Am I highly motivated and comfortable working independently?
Have I demonstrated the ability to solve problems without supervisor intervention?
Am I able to effectively manage my own time?
Do I have a suitable environment to work away from the office which adheres to information security
guidelines?
Will I be free from distractions that may impact my ability to complete my work?
Do I have access to the necessary equipment and systems?
3. What are the indications of success?
Are operational and/or business needs and results being met?
Is the arrangement seamless to co-workers, customers, and stakeholders?
Are individual and/or team goals being met?
Is there effective communication with coworkers, customers, and supervisor?
FLEXWORK – GUIDELINES
The following guidelines are intended to govern remote/work from home arrangements.
Compensation and Work Hours. Employee compensation, benefits, work status and work responsibilities will
not change due to participation in a FlexWork arrangement. The amount of time the employee is expected to
work per day or pay period will not change as a result of participation in a FlexWork arrangement. Employee is
expected to observe a regular work schedule, to be accessible, and to perform the functions of the role just as if
working in a traditional work location.
Communication. Employees must be available by phone, email, and/or the NST approved instant messenger
solution during core business hours. All Mastery Schools digital/electronic interactions will be conducted on the
company site. Video/Web conferencing is permitted. Employee must be available for staff meetings, and other
meetings deemed necessary by management on a regular basis, to be conducted at the home office, Mastery
Schools campus, or other location as designated by management. Employee is expected to notify manager of
any potential availability conflicts ahead of such conflict.
Continuing Eligibility. Employees MUST: Successfully complete 90 day Introductory Period; Adhere to agreed-
upon, full time work schedule; Maintain expected levels of communication; Meet performance and behavior
expectations; Abide by all Mastery Schools policies, procedures, and practices; Maintain “Meets Expectations”
or above on performance feedbacks and assessments.
Professionalism: Professionalism will continue to be assessed as if working at a Mastery Schools site.
Expectations include, but are not limited to: on-time, regular attendance; participation in meetings by
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teleconference; responsiveness by email, execution of assignments according to plan; quality of work; and
meeting deadlines and other commitments. In addition, in the event that there is a business need, it is expected
that employee be available and able to report to the campus or NST office in order to participate in meetings
during core hours, as indicated.
Equipment/Tools. Mastery Schools will provide a lap top computer for employee to perform work duties.
Monitors will NOT be provided. Internet service costs will NOT be reimbursed. The use of equipment provided
by the Mastery Schools for use at the remote work location is limited to authorized persons and for purposes
relating to company business. Mastery Schools will provide for repairs to company equipment. We are is not
responsible for the purchase or maintenance of equipment not supplied by Mastery Schools. Please refer to
"Technology and Business Equipment Policies" for more details.
Workspace. The employee will establish a suitable workspace within the remote work location for placement
and installation of equipment to be used while engaging in the FlexWork program. Employee shall maintain
workspace in a safe condition, free from hazards and other dangers. Any company materials taken home should
be kept in the designated work area at home and not be made accessible to others. Mastery Schools will not be
responsible for costs associated with initial setup of the home office such as remodeling, furniture or lighting,
nor for repairs or modifications to the home office space.
Information Security. Consistent with the Mastery School’s expectations of information security for employees
working at the office, employees working from home/remotely will be expected to ensure the protection of
proprietary company and confidential student &/or Employee information accessible from their home office.
Steps include use of screen protectors, locked file cabinets and desks, regular password maintenance, and any
other steps appropriate for the job and the environment. Maintaining hard copy PHI and/or printing documents
is expressly prohibited. Strict adherence to all Information Security policies is required.
Office Supplies. Certain office supplies may be provided by Mastery Schools as necessary. Out-of-pocket
expenses for other supplies will not be reimbursed without prior management approval.
Worker’s Compensation. Employee is covered by worker’s compensation insurance during work hours and
while performing work functions in the designated work area of the home, consistent with Mastery Schools'
policy. Mastery Schools assumes no liability for injuries occurring in the employee’s home workspace outside
the agreed-upon work hours.
Liability. Mastery Schools is not liable for loss, destruction, or injury that may occur in or to the employee’s
home. This includes family members, visitors, or others that may become injured within or around the
employee’s home.
Dependent Care. FlexWork is not a substitute for dependent care. Employee is expected to be fully engaged in
work duties during agreed upon work hours.
Income Tax. It is the employee’s responsibility to determine any income tax implications of maintaining a home
office area. Mastery Schools will not provide tax guidance nor will the company assume any additional tax
liabilities. Employees are encouraged to consult with a qualified tax professional to discuss income tax
implications.
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49
Company Office Space. Employees entering into a work-from home agreement may be required to forfeit use
of a personal office or workstation in a company facility entirely, or in favor of a shared arrangement to
maximize the office space needs of the organization.
FlexWork Agreement
Before entering into any work from home arrangement, the employee and manager, with the assistance of the
human resource department, will evaluate the suitability of such an arrangement paying particular attention to
the following areas:
Employee suitability. The employee and manager will assess the needs and work habits of the
employee, compared to traits customarily recognized as appropriate for successful work from home
arrangements.
Job responsibilities. The employee and manager will discuss the job responsibilities and determine if the
job is appropriate for a work from home arrangement.
Other Requirements. The manager must consider equipment needs, office space considerations,
information security concerns and scheduling issues.
If the employee and manager agree, and the human resource department concurs, a FlexWork agreement will
be prepared and signed by all parties. The FlexWork arrangement can be discontinued at any time at the
discretion of Mastery Schools. Every effort will be made to provide 30 days’ notice of such a change to
accommodate commuting, dependent care and other problems that may arise from such a change. There may
be instances, however, when no notice is possible.
BENEFITS
ELIGIBILITY
Regular full-time employees, who work at least 30 hours or more per week, are eligible to participate in Mastery
Schools’ benefits. All regular full-time employees and their spouses/domestic partners and dependents are
eligible to participate in Mastery Schools' health, dental and vision plans. Employees are also eligible to
participate in retirement, life and disability insurance and other benefits as described below and in the benefit
guidebook. Health insurance benefits become effective the 1
st
day of the calendar month after the employee’s
hire date. New hires are required to make benefit elections within 30 days from their date of hire.
Part-time employees (who work between 20-29 hours per week) have the opportunity to participate in a
selection of voluntary benefits offerings. The voluntary benefits offerings include Vision, Flexible Spending for
Medical, Dependent Care, Transit, Voluntary Life Insurance and Disability, Voluntary Accidental Injury Insurance,
Voluntary Critical Illness, and Voluntary Hospital Care Coverage.
Mastery Schools reserves the right to eliminate or modify any of its benefits and eligibility requirements at any
time. Employees should review the Benefits Guide available on the SmartBen Homepage for detailed
information. Any benefit conflict between this handbook and the Benefits Guide will be superseded by the
Summary Plan Description (SPD).
DOMESTIC PARTNERSHIPS
Mastery Schools offers employees the option to provide benefits coverage to their partners with whom they
share a common living arrangement. Supporting documentation may be required as determined by Human
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50
Resources Department and/or the Carrier providing the benefit. Benefit eligibility for domestic partnerships is
subject to terms, conditions and limitations identified by law or Carrier.
During the course of the benefit plan year you may experience a life event where your domestic partner’s
relationship status changes. Employees should be sure to reflect this update in SmartBen and email
HR@masterycharter.org.
Making the change is a very simple process:
1) Log onto SmartBen
2) Complete a ‘Life Event’ benefit enrollment to update their status and provide the requisite
documentation to confirm the status change.
In situations where a domestic partner becomes a spouse, the taxation of the costs of their benefits (imputed
income) will no longer apply. This means the gross up included in your pay will also be removed. This will be
reflected in the pay cycle following the relationship status change.
COBRA
The federal Consolidated Omnibus Budget Reconciliation Act of 1985 (COBRA) gives most terminated employees
and their qualified beneficiaries the opportunity to continue health insurance coverage under Mastery Schools'
health plan. Under COBRA, the terminated employee or beneficiary pays the full or partial cost of health
coverage (depending on reason for departure) at Mastery Schools' group rate plus an administration fee.
Mastery Schools through its Administrator provides each eligible employee with a written notice describing
rights granted under COBRA and insurance premiums when the employee is terminated or resigns from
employment.
RETIREMENT PROGRAMS
As required by charter law, all full time Mastery Schools employees (employees who work 400 hours or more in
a calendar year) are automatically enrolled in a retirement plan.
Mastery has two retirement plan options. Both plans require an employee contribution that is deducted from
the employee’s paycheck. These options are Public School Employee’s Retirement System (PSERS), and the
PenServ 403(b) Plan.
Here is more information about the plans:
PSERS
Effective August 1, 2016, PSERS plan is closed to new employees.
Mastery Schools contributes to PSERS, as applicable, mandated by state law. The rate varies by
year. The exact contribution amount for both employee and employer is displayed on your paystub.
More information can be found on the PSERS website: www.psers.state.pa.us.
PenServ 403(b)
Effective August 1, 2016, all new hires are eligible to enroll in the 403(b) plan only. PSERS is not an
option.
The 403(b) plan has 2 components – mandatory and voluntary.
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51
Full time employees are automatically enrolled in the mandatory 403(b) plan at a contribution rate of
5% of the employee’s salary and receive a matching employer contribution of 5%.
Part-time employees who enroll in the voluntary 403(b) plan will be eligible for the mandatory 403(b)
plan after working 400 hours. At that time, they will receive the employer match (5%).
Mandatory Employee 403(b) contributions and the corresponding employer contribution are subject to
the IRS Limit on Annual Additions. These contributions do not have an impact on the voluntary elective
deferral limit.
All employees can enroll in the voluntary 403(b) plan at any time and contribute up to the annual IRS
limit on employee elective salary deferrals, even if they do not work 400 hours or more in a calendar
year.
Employees who are already enrolled in PSERS also have the option to enroll in the voluntary 403(b)
program with respect to salary reduction contributions. However, they are not eligible to receive the
employer match since Mastery Schools contributes an employer contribution to PSERS on behalf of
PSERS participants.
Mastery Schools has partnered with PenServ to administer our 403(b) option. Mastery Schools has also
partnered with a financial advisor to provide financial and investment advice. See contacts and
additional information in the benefit guidebook.
More information about 403(b) plans can be found on the IRS website: https://www.irs.gov/retirement-
plans/plan-participant-employee/retirement-topics-403b-contribution-limits.
PROFESSIONAL DEVELOPMENT REIMBURSEMENT
Mastery Schools encourages staff to continue developing their instructional practice by taking coursework and
workshops related to their field. Regular, full-time staff members are allotted up to $1,000 per contract/school
year towards reimbursements for professional development opportunities, education coursework, or
certification related expenses, as approved by your Supervisor.
Part-time employees, who work in positions requiring certification or Highly Qualified Status, are allotted $500
of professional development funds towards reimbursement for certification testing and related expenses to help
in obtaining HQ status.
The process requires the following:
Staff must first pay for and complete the professional development session, coursework, testing, and/or
workshops related to their position
Complete the professional development form (found on the Portal)
Attach receipts and proof of grades for coursework (must be a “C” or better) or proof of attendance
Submit the form to the Manager for approval
The Manager or APO will submit the form to Human Resources for processing within two pay cycles
Professional development requests must be made within the same contract/school year of the
coursework/seminar/certification testing completion date. Employees will have until August 31
st
of each
year to submit reimbursement requests from the previous year. Additionally, professional development
allowances do not rollover each year, allowances that are not used within the contract/school year, will
be lost.
Employees who separate from Mastery may still apply for professional development reimbursement by
submitting required documentation within 30 calendar days of termination date.
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CERTIFICATION AND HIGHLY QUALIFIED STATUS
OVERVIEW
Mastery Schools strives to hire the most talented and qualified employees for its schools. Mastery Schools must
comply with applicable laws regarding certification and highly-qualified status. Employees who are required to
be certified and/or highly-qualified must take the appropriate steps necessary to reach that status. Human
Resources support teachers in ensuring that they have the information needed for certification. It is the
responsibility of the employee to ensure he/she maintains or obtains the certification required for his/her
position.
DEFINITIONS
Certification
A certified teacher or administer obtains and maintains a position-appropriate certificate issued by the
Commonwealth of Pennsylvania. Mastery Schools requires that all instructional staff (teacher, principals, AP-
Instruction, and AP-Specialized Services) obtain and maintain the appropriate certification. To obtain this status,
employees may be required to take additional coursework and/or content tests, as well as apply for
certification.
In order for Paraprofessionals to be eligible for employment they must meet one of the following three
standards:
Completed 48 credits of higher education
Earned an Associate’s degree or higher
Has a High School Diploma and passed relevant content area Praxis exam(s)
SUBMITTING CERTIFICATION
Employees must provide proof of certification by their start date of employment. The Employee’s employment is
contingent upon evidence of appropriate certification and highly qualified status as recognized by the
Pennsylvania Department of Education. Each Employee must obtain appropriate certification for his/her
teaching subject area(s). Employees who do not provide proof of certification by their date of employment or
who fail to maintain appropriate certification and HQ status may be subject to termination, unpaid
Administrative leave, non-renewal of contract, or contract may be rescinded.
Emergency Permits
If the employee requires coursework to become certified, employee may use professional development
reimbursement to contribute to the cost of coursework. If the Employee is not certified in Pennsylvania, the
Employee must complete paperwork for an emergency permit within three months of hire. Principals and
Teachers of Special Education or English as a Second Language (ESL) who are not certified in PA must begin the
PA emergency permit process at time of hire. Employees who do not take action to complete the process in
obtaining an emergency permit may be subject to termination, unpaid Administrative leave, non-renewal of
contract, or contract may be rescinded.
Certification Salary Decrease
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53
Teachers and administrators who do not receive PA certification within 1 year of starting position requiring
certification will be subject to a $2,000 certification salary decrease if proof of certification is not received by
Human Resources within 1 year. Obtaining an emergency permit does not meet the requirement of having a PA
certification. Employees who obtain an emergency permit will be subject to the $2,000 salary decrease until PA
certification is obtained. The $2,000 certification decrease monies may be used toward additional professional
development reimbursement for that contract year.
TECHNOLOGY AND BUSINESS EQUIPMENT POLICIES
All Mastery Schools’ technology and business equipment (including but not limited to: ID badges, cell phones,
smart phones, laptops, tablets, projectors, printers, and fax machines) are to be used in a manner that protects
the information on the equipment and also protects the equipment itself. Mastery Schools employees are fully
responsible for Mastery Schools technology and business equipment when taken off campus.
Employees are responsible for taking appropriate precautions to prevent loss, theft, or damage to Mastery
Schools equipment. In the event that Mastery Schools property is stolen, damaged, or misplaced, the employee
will be responsible for reporting to their manager immediately and the manager will work with Human
Resources and Information Technology to take appropriate follow-up action including determining the
appropriate method of replacement.
In the event of negligence or abuse of Mastery Schools technology or business equipment, employees will be
responsible for all or part of the repair or replacement cost and may be subject to discipline up to and including
termination from employment.
Mastery Schools will retain ownership of all technology and equipment issued to employees – including but not
limited to: ID badges, computers, phones, and tablets – and all technology and equipment must be returned to
Mastery Schools when employment ends. Further, Mastery data and documents are not to be copied or
downloaded prior to return and hard copies of such data and documents are to be returned with the
equipment.
LAPTOPS AND DESKTOPS
Use of Mastery Schools issued laptops and desktops must conform to all use and etiquette policies and use is
restricted to authorized Mastery Schools employees. Use of Mastery Schools issued laptops and desktops for
personal purposes should be within the standards of good judgment and common sense and as required
through the terms and conditions of applicable software license agreements.
Care for Mastery Schools issued computers is the employee's responsibility, including appropriate precautions
to prevent loss, theft, or damage. Loss, theft or damage of a laptop or desktop must be reported to the
employee's manager as soon as it is discovered. In the event of negligence or repeated loss, theft, or damage of
Mastery Schools issued laptops or desktops, an employee will be responsible for all or part of the repair or
replacement cost.
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54
CELL PHONES AND SMART PHONES
Use of Mastery Schools issued cell phones and smartphones must conform to all use and etiquette policies and
is restricted to use by Mastery Schools staff. Use of school issued cell phones and smart phones for personal
purposes should be limited and within the standards of good judgment and common sense.
Cell phone and smart phone minutes usage is actively monitored and excessive minutes use beyond reasonable
business limits will be charged to the employee.
Care for Mastery Schools issued phones is the employee's responsibility, including appropriate precautions to
prevent loss, theft, or damage and/or the purchase of a protective case. Loss, theft or damage of a cell phone or
smart phone must be reported to the employee's manager as soon as it is discovered. In the event of
negligence or repeated loss, theft, or damage of Mastery Schools issued cell phones and smart phones an
employee will be responsible for all or part of the repair or replacement cost.
Employees who are issued smart phones are encouraged to back up or sync their smart phone regularly. Lost or
stolen devices will be remotely erased by Mastery Schools and recovery of data will not be possible even if the
device itself is subsequently recovered.
Mastery Schools has a zero-tolerance policy regarding use of cell phones and smart phones while driving. For
the safety of our employees and others it is imperative that employees pull over and stop at a safe location prior
to calling, texting, or emailing on a cell phone or smart phone. Under no circumstances are employees allowed
to place themselves at risk to answer a call, text, or email. Employees who are charged with traffic violations
resulting from the use of their cell phone or smart phone while driving will be solely responsible for all liabilities
that result from such actions.
Mastery Schools issues cell phones or smart phones to employees in specific roles/job titles as needed based on
job responsibilities. Employees opting out of or refusing a Mastery Schools issued cell phone in favor of a
personal cell phone will not be reimbursed for related costs or usage for business purposes.
Phone numbers associated with Mastery Schools issued cell phones and smart phones remain property of
Mastery Schools and may not be taken by the employee when employment ends.
PHOTOCOPIERS
The photocopiers are for Mastery Schools’ employee use only – students and visitors may not use copiers. Costs
related to copiers and supplies exceed $25,000 per year per school – so every effort should be made to conserve
paper and ink. Double siding, shrinking print, using half sheets, etc. are encouraged. Consider planning to make
copies well in advance of need. Any project over 200 copies should be confirmed with the Assistant Principal of
Operations at your school to determine if the job should be outsourced. Directors of Operations set and
monitor copying limits per staff.
EMPLOYEE IDENTIFICATION AND SECURITY BADGES
Mastery is committed to providing safe and secure buildings for all students and staff. It is our policy that all
adults within Mastery buildings are readily identifiable, are authorized to be on the premises, and have been
provided with the appropriate securities needed to access the necessary areas of each Mastery building.
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This policy applies to all Mastery employees and staff members and extends to vendors, third-party, contingent,
and contract workers.
Employee ID/security badge shall:
Display the photo, legal name (no nicknames), title and campus of the employee
Be worn in plain view at all times while on-site at a Mastery Schools location and displayed on the lanyard
provided- failure to wear your ID/security badge or excessive loss (two or more times) of your ID/Security
badge may result in disciplinary action
o
Replacement lanyards, ID holders may be provided by campus Operations Team upon request;
Be provided to new employees by HR during their scheduled New Employee Orientation session. No new
employee should begin working at any Mastery campus prior to attending and receiving their credential at
NEO.
Employees shall:
Immediately notify their campus Assistant Principal of Operations or Operations Manager who will submit
a replacement request to HR.
Only be granted a single ID/security badge at a time. If there is need for a new identification badge (due to
name or campus change for example) the employee is to relinquish their badge to HR or their campus
Operations lead prior to being issued a new badge. New identification badges will only be provided once a
year (prior to the subsequent school year), except in cases of lost badges.
Return ID/security badge to HR or campus APO/Manager upon termination, or the end of the agreed upon
contract term for vendors, third-party contingent and contract workers
Not manipulate, change, intentionally damage or otherwise alter their ID/security badge
Vendors, third-party contingent and contract workers:
Campuses in need of a badge for a contractor, vendor etc. must have their Assistant Principal of
Operations or Operations Manager submit the request to HR@masterycharter.org. Requests that are
not submitted by the Assistant Principal of Operations or Operations Manager will be denied.
o
Those with contracts/work assignments for a duration of less than one month will be provided
with a guest badge which is to be provided upon arrival at the campus. Guest badges are also
appropriate for daily usage for vendors, contractors etc. with work assignments of less than one
month.
Other Policies:
Photos will primarily be used for ID/security badge but will also be added to Outlook directory
All FOB access is assigned based on the role and relationship an employee/vendor has with the campus
and is limited to ‘Administrator’ or ‘Teacher’ level access. Those requesting or requiring access that
differs from their defaulted access level should contact their campus Assistant Principal of Operations or
Operations Manager.
Visitor/Guest Badges: Campuses will continue to follow their campus specific check-in procedures for
campus guests.
OTHER BUSINESS EQUIPMENT
Appliances, vending machines, fax/phone services and elevators are for Mastery Schools’ employee use only.
Only students with a documented medical injury or disability from a doctor are permitted to use the elevator.
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All business equipment, including but not limited to copiers, facsimile machines, computer systems, email,
internet systems, electronic storage, pre-paid postage machines, refrigerators, landline telephones, and
voicemail are the property of Mastery Schools and are restricted for use for school related purposes only.
DATA STORAGE AND BACKUPS
All employees will be provided with an online network drive (the "H" drive) that is backed up nightly. This
storage area should be used for all important documents and files that need to be retained even in the event of
computer failure. Files stored locally on a computer are not backed up and will not be recovered in the event of
computer failure.
Each employee's network drive has a size limit of 5 GB and users will be warned when usage reaches 90% of
their quota.
VOICEMAIL
Mastery Schools’ employees who are provided with landline telephones are expected to record a voicemail
message. When recording a voicemail message, please use the following as a guide:
School Employees - “Hello. You have reached the voice mailbox of [employee name]. Please leave a message
including your name, your child’s name, the nature of your call, and your phone number and I will return your call
at my earliest convenience. Thank you.”
Administrative Employees - “Hello. You have reached the voice mailbox of [employee name]. I am unable to take
your call at this time and your call is very important to me. Please leave a message, including your name and
phone number along with a detailed message describing the nature of your call and I will return your call at my
earliest convenience. Thank you.”
Mastery Schools employees are expected to check voicemail daily and return/respond to messages promptly
and not later than 2 business days.
LIMITED RIGHTS OF USE
Use of Mastery Schools’ technology and business equipment is a privilege, not a right. When necessary to
protect and ensure the operability, integrity, security and reliability of Mastery Schools’ resources, employees
may be denied access in whole or in part.
Materials created by staff members in or related to the performance of their employment duties, including
materials created on Mastery Schools, are property of Mastery Schools. Mastery Schools retains the right to
review, edit and/or delete any material posted on Mastery Schools’ web servers or web pages or on behalf of
Mastery Schools on other web servers or web pages at any time.
NO EXPECTATION OF PRIVACY
Employees have no expectation of confidentiality or privacy with respect to any communication or access made
though Mastery Schools technology, regardless of whether that use is for business-related or personal purposes,
other than as specifically provided by law. Mastery Schools may, without prior notice or consent, log, supervise,
access, view, monitor and record use or access of Mastery Schools’ technology (including reviewing files e-mails
and voicemail messages and other materials) at any time. Equipment supplied is not for personal use. By using
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or accessing Mastery Schools’ technology, employees agree to such access, monitoring and/or recording of their
use.
INTERNET AND E-MAIL ETIQUETTE
Mastery Schools’ employees shall ensure all communication through Mastery Schools e-mail or
messaging services is conducted in a professional manner. The use of suggestive, vulgar, or obscene
language is prohibited.
Mastery Schools’ users shall not reveal private or personal information of their own, of other Mastery
employees or of students or their families through school e-mail or messaging services without clear and
specific written approval from management.
Users should ensure that e-mail messages are sent to only those users with a specific need to know. The
transmission of e-mail to large groups, use of e-mail distribution lists, or sending messages with large file
attachments (attachments larger than 5.0 Mb) should be avoided.
E-mail privacy cannot be guaranteed. For security reasons, messages transmitted through the Mastery
Schools e-mail system or network infrastructure are the property of the Mastery Schools Charter and
are, therefore, subject to inspection. Employees should also be aware that deleted messages can and
will be inspected if deemed appropriate.
COMPUTER, DEVICE, AND INTERNET USE
Mastery Schools’ users who identify or perceive an actual or suspected security problem shall
immediately contact the Director of IT.
Mastery Schools users shall not reveal their account passwords to others or allow any other person,
employee or not, to use their accounts. Similarly, users shall not use other employees’ accounts.
Any and all use of IT assets is subject to monitoring by IT Security and access to Mastery Schools’
network resources shall be revoked for any user identified as a security risk or who has a demonstrated
history of security problems.
All terms and conditions as stated in this document are applicable to all users of the Mastery Schools
network and the Internet. Any employee violating these policies or applicable local, state, or federal
laws while using the Mastery Schools network shall be subject to loss of network privileges and any
other disciplinary actions deemed appropriate, possibly including termination and criminal and/or civil
prosecution.
Mastery Schools’ users are expected to use good judgment when using Mastery computers, devices,
email, other messaging services, and Internet connectivity.
o Appropriate use includes, but is not limited to using Mastery computers, devices, email, other
messaging services, and Internet connectivity:
To perform activities directly in support of official Mastery Schools business
For educational or research purposes.
o Inappropriate use includes, but is not limited to using Mastery computers, devices, email, other
messaging services, and Internet connectivity:
For any illegal or unlawful purpose. Examples of this include the transmission of violent,
threatening, defrauding, pornographic, obscene, or otherwise illegal or unlawful
materials.
For non-Mastery business.
To harass, intimidate or otherwise annoy another person.
For personal gain such as selling access of a Mastery Schools user login IDs.
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To circumvent or subvert security measures on either the Mastery Schools network
resources or any other system connected to or accessible through the Internet.
To intercept network traffic for any purpose other than engaging in authorized network
administration.
To make or use illegal copies of copyrighted material, store such material on Mastery
Schools equipment, or transmit such material over the Mastery Schools network.
RESPONSIBILITY FOR USE AND/OR MISUSE
Mastery Schools is not responsible for any information that may be lost or damaged (including being rendered
unavailable) by use or access of Mastery Schools technology or business equipment, including the Internet and
e-mail. Mastery Schools denies any liability or responsibility for communications made by any user of Mastery
Schools’ technology or business equipment.
Please also note that internet communications can be a source of entry and computer system corruption by
malware, computer viruses, or hackers seeking to modify, destroy, or gain access to data. This is something to
take seriously as it poses a threat to employee and student personal information, Mastery records, confidential
records and data, and the integrity of our computer systems.
EQUIPMENT RETURN POLICY
All Mastery property must be returned to Mastery at the end of employment. In the event of resignation or exit
from the organization, or change in status from employee to contractor, vendor, or third-party
contingent/contract worker, employees are required to return all Mastery equipment (i.e. ID badge, laptop, cell
phone, etc.) to the Assistant Principal of Operations (NST employees must return all equipment to Human
Resources). Employees who do not return equipment may be subjected to having the cost of the property
withheld from their last paycheck or charged for the cost of the equipment.
PERFORMANCE BASED TEACHER ADVANCEMENT SYSTEM
OVERVIEW
Mastery Charter School utilizes a performance-based teacher advancement system. By basing advancement on
performance rather than seniority, Mastery Schools intends to attract, support, and retain the highest quality
teachers and therefore provide our students with the best possible instruction. The system has four teacher
categories, each with a specific advancement criterion, performance expectation, and salary range. The teacher
categories are Associate, Senior Associate, Advanced and Master. Consistent with Mastery Schools Values, the
system strives to make the advancement standards, processes, and salaries fair and transparent.
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59
ADVANCEMENT CRITERIA
There are four criteria areas that determine advancement:
Student Achievement
The Student Achievement criterion holds the most weight of 45% of the total Advancement Criteria factors.
Student Achievement will be assessed by student growth measures. Depending on the content and grade level,
a teacher will have one or more of the following student achievement metrics: Mastery’s Value Added System
(MVAS), Common Assessment Goals (CAG), Student Learning Goals (SLG) or IEP Growth Goals (IEP). While
absolute measures such as pass rates, test scores, etc. are important, we believe that measures of growth are
more valuable when evaluating teacher performance as they take into account a student’s historical
performance data.
MVAS
Mastery’s Value Added System (MVAS) is a statistical process that uses the gains that each student makes
relative to their own individual test history to measure section and teacher performance. MVAS provides a view
of teacher performance that is neutral to students' starting proficiency levels because each student's predicted
test performance is tailored to that student’s individual history. This allows teachers the opportunity to show
growth along the path to bringing a student to proficiency while fairly representing the starting point and
varying challenges at different achievement levels. MVAS measures student achievement growth in four
subjects – Literature/Reading (3-12), Math (3-12), History/Social Studies (5, 7, and 9-12), and Science (4 and 9-
12) at all non-first year campuses. MVAS for first year campuses will be rolled out in the school's second year.
Instructional Effectiveness
The Instructional Effectiveness criterion holds the weight of 35% of the total Advancement Criteria factors.
Mastery’s Instructional Standards (IS) are the basis for our instructional model. The standards serve to create a
common definition of instructional quality. Instructional Effectiveness will be assessed by a series of classroom
observations in the form of formal observations, targeted observations, and quick visits. At the end of each
window, the teacher will have an end-of-window meeting and will receive a summative rating aligned to the
Instructional
Effectiveness
35%
Student
Perception
10%
Student
Achievement
45%
Mastery
Values
10%
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60
Instructional Standards. For more information on the Instructional Standards and teacher performance
expectations in this area, please refer to the Instructional Standards guide found on the portal.
Mastery Schools’ Values, Contributions and Responsibilities
The Mastery Schools Values criterion holds the weight of 10% of the total Advancement Criteria factors. We
believe that in order to achieve our ambitious mission, all staff must uphold the Mastery Schools Values, fulfill
their responsibilities and actively contribute to the school community. Consequently, teachers will receive
feedback regarding performance in:
Upholding the Mastery Schools Values in relationship to the Mastery Schools community, including
students, peers, administrators, and parents.
Fulfilling the responsibilities described in this handbook as well as other reasonable requests made by
their supervisor.
Contributing to the success of the school especially when going above and beyond the expectation.
Student Perception
The Student Perception criterion holds the weight of 10% of the total Advancement Criteria factors. One of our
3.0 principles is “Build Mindset” and there is now research to substantiate that student mindset is a predictor of
student learning. Student Perception will be measured by conducting student surveys twice per year – at Mid-
Year and End of Year. The student survey data gives us insight into the experiences of our students, and we’ve
seen strong, positive correlations between positive responses to the survey questions and student growth.
Depending on an employee’s content and grade level, they may not have student perception data. In that case,
the other sections will increase proportionally.
Special Education Teachers and Case Managers
Some Special Education teachers may serve in a dual role of both instruction and case management and others
may just manage cases. In these roles, teachers maintain a caseload of students who receive special education
services and will be responsible for the effective execution of the key case management duties. Caseload
amounts are determined by the Special Education Compliance Leader in accordance with the guidelines set forth
in the individual teacher’s contract. Special education teachers who case manage should refer to Mastery’s
Special Education Case Management Model and Evaluation System document (which can be found on the
Portal) for details on performance evaluation.
REVIEWS
Mid-Year Feedback
The midyear conversation serves as a structured time for Managers to provide feedback and for employees to
learn more about performance. The purpose of the conversation is developmental. Managers will highlight
areas where an employee is doing well and where they need further development. These conversations are
meant to reflect upon performance in the various Teacher Advancement System areas: Student Achievement,
Instructional Effectiveness, Values, and Student Perception.
End-of-Year Evaluation
The purpose of the end-of-year (EOY) evaluation is to provide feedback to employees related to their
performance throughout the year. During the EOY evaluation, managers will discuss all four areas of the
Teacher Advancement System while providing strengths and development areas. Employees will receive their
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61
performance category and salary for the following year during this evaluation. Employees starting after January
1
st
will not be eligible for a merit increase.
PERFORMANCE CATEGORY GUIDELINES
For each of the advancement criterion, the teacher’s performance category informs what the specific
expectations are for performance. The chart below details those expectations. The salary scale for this year is
located in Appendix 3.
Teacher Performance Category Expectations
Teacher
Category
Criteria
**Student Achievement
*Instructional
Effectiveness
Mastery Values and
Contributions
Student Perception
Input
MVAS
Observations
Principal Rating
Student Surveys
Associate
“Meets Expectation” (3)
or better
Student achievement
expectations met.
Academic goals met.
“Meets Expectation” (3)
or better
Fulfills Mastery job
responsibilities and acts
consistently with
Mastery’s values
Avg of 3.5 or better- Elem
Avg of 3.3 or better- Sec
Senior
Associate
“Meets Expectation” (3)
or better
Student achievement
expectations met.
Academic goals met.
“Meets Expectation” (3)
or better
Fulfills Mastery job
responsibilities and acts
consistently with
Mastery’s values
Avg of 3.7 or better- Elem
Avg of 3.5 or better- Sec
Advanced
“Exceeds Expectation”
(4) or better
Students demonstrate
accelerated academic
achievement on multiple
and varied measures.
Ambitious academic
goals met.
“Meets Expectation” (3)
or better
Fulfills and frequently
exceeds Mastery job
responsibilities and
exemplifies the
Mastery’s values.
Classroom and instruction
are exemplary. Supports
the success of other
instructors.
Avg of 3.9 or better- Elem
Avg of 3.7 or better- Sec
Master
“Exceeds Expectation”
(4) or better
Students demonstrate
accelerated academic
achievement on multiple
and varied measures.
Ambitious academic
goals met.
“Meets Expectation” (3)
or better
An instructional leader
that drives the Mastery
mission and values.
Displays consistent,
significant and measured
impact on the school’s
performance through
instruction, coaching,
leadership and PD.
Avg of 4.1 or better- Elem
Avg of 3.9 or better- Sec
**Teachers of non-tested grades and subjects that do not have MVAS data will have other Student Achievement metrics as
inputs, which will be determined by the Principal or Assistant Principal, in conjunction with the teacher, at the start of the
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62
school year. *Review the Instructional Standards guidebook for more details on instructional performance expectations for
each category.
Mastery Schools is committed to ensuring that our Teacher Advancement System is fair, consistent and easy to
understand. By following the guidelines that are set forth above:
If you do not meet performance category expectations, you can expect to receive the minimal increase
for the year or a salary increase below the average increase (additional measures, such as non-renewal
of contract, may be taken as mentioned below in the End-of-Year Decision Guideline section)
If you meet all performance category expectations, you can expect to receive an average salary increase
(depending on current placement in the range)
If you exceed performance category expectations, you can expect to receive a percentage increase
amount that is above the average increase (other factors considered such as position in the salary range)
or promotion to the next category, if eligible
Mastery Schools will set average salary and minimal increase amounts each year. The amounts will be based on
business, economic, and market conditions.
END-OF-YEAR DECISION GUIDELINES
Teacher
Renewal
Outcomes
Criteria
Salary Guideline
Student
Achievement
Instructional
Quality
Mastery Values
and Contributions
Student
Perception
Teacher Category
Promotion
Meets the criteria
for promotion in all
areas.
Teachers promoted
to a new category
will be placed at
the beginning of
the category salary
scale.
Meets student
achievement
criteria described
by promoted
category level.
Observation
performance is
always at the
promoted category
level.
Always meets the
described
performance level
for Mastery values
at the promoted
category level.
Student Survey
data meets or
exceeds the
average score
required for the
promoted level
Salary Raise
Meets the criteria
for current level and
exceeds criteria in
some areas.
Teachers who
meet all criteria for
the category may
be placed within
the first or second
quartile of the
salary range.
Teachers who
exceed in most
areas but have not
met the criteria for
promotion to the
next level may be
placed within the
third or fourth
quartile of the
salary range.
Meets student
achievement
criteria described
by promoted
category level.
Observation
performances are
mixed, with some
scores at the next
higher category
level and others at
the existing
category level.
Meets, and often
exceeds, the
described
performance level
for Mastery values
at the current
category level.
Student Survey
data meets, and
may exceed, the
average score
required for the
current category
level.
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63
Minimal Increase
Usually, but not
always, meets the
criteria for the
current level.
Teachers who are
struggling to meet
all criteria for the
category will
receive a minimal
increase.
Makes limited
progress toward
academic goals for
students.
Observation
performance is at
the current
category level
and/or some
scores may be
below expectation.
Meets the
described
performance level
for Mastery values
at the current
category level.
Student Survey
data meets
average score
required for
current category
level and/or may
be below
expectation.
Non-Renewal of
Contract
Generally, a teacher will have received warnings and/or a professional improvement plan before a decision to non-renew is made,
though not required. A single unprofessional act could be grounds for a non-renewal, irrespective of the issuance of a written
warning. Please see Performance Improvement Process.
**NOTE: Teachers starting after January 1
st
will not be eligible for an end of year increase.
The Teacher Advancement System is subject to modification with or without notification, as determined by
Mastery Schools.
Teacher Incentive Fund
The Teacher Incentive Fund (TIF) supports efforts to develop and implement performance-based teacher and
principal compensation systems in high-need schools. Mastery Schools has been awarded the TIF grant and is
able to implement the above system because of the awarded funds.
Goals include:
Improving student achievement by increasing teacher and principal effectiveness;
Reforming teacher and principal compensation systems so that teachers and principals are rewarded for
increases in student achievement;
Increasing the number of effective teachers teaching poor, minority, and disadvantaged students in
hard-to-staff subjects; and
Creating sustainable performance-based compensation systems.
Additionally, the TIF grant supports Mastery Schools’ expansion efforts, it covers annual increases for new
campuses, and it allows Mastery Schools to share best practices across organizations in an effort to improve
systems.
CONTRACTS (10.5 MONTH STAFF MEMBERS)
Contract Signing
In May, teachers are given notice of contract renewal decisions. In order to hold a position, contracts must be
signed and returned within seven (7) days of receiving it. If no timely response is provided, the offer will be
considered declined and Mastery will continue to fulfill our obligation to fully staff the position. Reneging on a
signed contract may result in the loss of the annual bonus described in the contract (if applicable) and
ineligibility for rehire.
Non-Renewal of Contract
Mastery Schools may, in its sole discretion, elect not to offer a new contract for the following school year. If
Mastery Schools decides not to renew a contract because the teacher’s evaluations have been unsatisfactory,
the teacher may not be offered a contract for the following school year. To ensure decisions based on
unsatisfactory performance are not capricious, the following procedures will generally be followed:
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64
The teacher will generally receive a warning regarding unsatisfactory performance, which clearly
establishes areas of concern for development.
A warning letter (or other written communication) will generally be offered with notice that
performance is unsatisfactory and that a teacher’s current position or contract offer for the following
year is in jeopardy.
An Improvement Plan may be offered, with the second warning, which continues to make improvement
expectations clear. The plan will generally make support resources available to the teacher in meeting
the expectations. Mastery Schools’ Human Resource Partner and CAO or Regional Schools Officer will
be notified.
A written evaluation of the Improvement Plan will be created. The evaluation will identify whether the
goals of the Improvement Plan have been met.
*Teachers hired after January 1
st
of the current school year are not subject to the above guidelines set forth in the non-renewal process.
Teachers hired after January 1
st
are not eligible for an End of Year Increase and summer pay will be prorated based on time worked.
Should an employee hired after January 1
st
have performance concerns, the employee can be terminated and/or non-renewed for the
upcoming school year without the full process above being followed.
Note: this process does not apply in cases where the teacher’s actions have violated the law, placed students or
staff in danger, or otherwise violated employment regulations that constitute grounds for immediate dismissal.
APPEALS OF SALARY DETERMINATION
Any employee who feels his/her salary placement has not been determined consistently with the above
guidelines, should first discuss these concerns with his/her School Leader within three business days of the End
of Year Conversation. If the matter is not resolved with the School Leader, the teacher should contact Human
Resources and request that Human Resources review the salary determination. Human Resources will require
that the teacher state in writing the reason they believe the salary placement guidelines have not been followed
appropriately. Teachers must submit written concerns within three days of notice to Human Resources. Any
appeal request that has not followed the appropriate timeline will not be considered by Human Resources.
Human Resources will review the evaluation data and discuss the matter with the School Leader. Human
Resources will make a recommendation. The final decision will be presented to the teacher and School Leader
within five business days of receiving written request.
PERFORMANCE IMPROVEMENT PLAN (PIP)
PROCESS
Where the Principal determines that a teacher’s performance is not satisfactory, the School may terminate the
Employment Contract. Prior to such a determination, the School may give the employee notice of his/her
unsatisfactory performance and the opportunity to improve his/her performance. Notice may include any or all
of the following:
Written notice
Improvement Plan
Evaluation of Improvement Plan
Opportunities to improve performance shall include coaching, observations, in-class support, and/or modeling.
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65
OUTCOMES
At the conclusion of a performance improvement plan (PIP), there are four possible outcomes:
1. The employee will have met the goals of the PIP and will be issued a contract for the following year.
2. The employee will not have met the goals of the PIP and the PIP will be extended, not to exceed 10
weeks total.
3. The employee will not have met the goals of the PIP and will not be issued a contract for the following
year.
4. The employee will not have met the goals of the PIP and the employee’s contract will be terminated
immediately.
TEACHER LOAD AND COMPENSATION
OVERVIEW OF CONTRACTED LOADS
The Employee’s job duties shall include those delineated in the job description corresponding to the Employee’s
title. These duties shall include, but are not limited to: Instruction and Support, Professional Responsibilities,
Saturday School, and Parent and Community Support. The Instruction and Support duties are collectively
described as ‘On Time’ and include any student supervision during the school day, including instruction, office
hours, lunch, recess duty, and transitions. These parameters are true whether instruction is delivered in person
or virtually.
ADDITIONAL ‘ON TIME’ COMPENSATION
Teachers will be compensated for teaching in excess of contracted minutes at an annual rate of $500 for each
15-minute increment over the daily and/or weekly parameters. Please refer to your contract for your teaching
position parameters and refer to the section below, Payout for Additional Teacher Load/Caseloads for more
details on this annual payment.
For example, an Elementary Regular Education teacher is scheduled for 340 minutes of ‘on time’ on Tuesdays
and 355 minutes of ‘on time’ on Thursdays for the upcoming school year. This teacher would receive additional
compensation for being over the ‘on time’ parameters indicated below. The additional compensation would be
in the amount of:
- Tuesday overage = 340 – 325 = 15 minutes, one 15-minute increment is paid at an annual rate of
$500 = $500 for daily overage
- Thursday overage = 355 – 325 = 30 minutes, one 15-minute increment is paid at an annual rate of
$500, this is two increments of 15 = $500 X 2 = $1000 for daily overage
- For this example, we’ll assume that the additional daily minutes on Tuesday and Thursday do not
take this teacher over her weekly minutes max of 1585
- Total additional compensation for this teacher is $1500 for the school year that would be paid in two
installments – half of the total amount owed will be paid midyear and half of the total amount owed
will be paid at the end of year minus any reductions in compensation due to midyear changes in
schedule.
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66
ADDITIONAL CASELOAD COMPENSATION
Teachers will be compensated at a rate of $900 for every one case they are over the maximum allotment in
his/her contract. Please refer to your contract for the specific maximums.
Case management includes student support, IEP management, parent contact, and other responsibilities.
For self-contained classrooms, teachers manage all cases within their population in addition to general
instructional/support workload. Maximum number of cases = 12.
For non-self-contained classrooms, case management can replace instruction and support at an
exchange rate of 30 minutes/week per 1 case. Maximum number of cases = 50 (See Additional ‘On-
time’ Compensation for additional compensation rate for non-self-contained classrooms).
ADDITIONAL PREPS
What counts as a prep?
A prep is defined as any class that requires a teacher to prepare for a course with a distinct curriculum and
scope and sequence. In general, teaching different grade levels or different content areas would count as
separate preps for secondary education teachers. Mastery Schools’ is committed to having secondary
instructors teach no more than 2 preps without additional compensation (depending on the instructor’s subject
area).
Special Cases
Art, music, technology, PE, SEL: If a secondary teacher teaches different grade levels for these subject areas,
each grade level would be considered a prep as there is a different scope and sequence. This applies to
courses taught at the secondary level only.
Reading and Writing: Since there is a different scope and sequence, reading and writing are considered to
be different preps.
Special Education: Content classes count as preps. Pull-out, push-in, and resource room are considered to
be a single prep no matter how many of each a teacher has. Classes that are listed as part of a teacher’s
schedule count as prep, non-scheduled classes do not count as prep.
Afterschool: If a teacher is teaching an extra course after school with a distinct curriculum and scope and
sequence, he/she will get paid for that extra prep assuming it is the third prep for that teacher.
Compensation (Beyond Two Preps)
$600 per semester for an additional credited class prep (four days per week course)
$300 per semester for an additional uncredited class prep (four days per week course)
PAYOUT FOR ADDITIONAL TEACHER LOAD/CASELOADS
Position
Weekly 'On
Time' Max
Daily 'On
Time' Max
Daily
Instruction
Minutes Max
Self-
Contained
Caseload Max
Non-Self-
Contained
Caseload Max
Secondary Regular Ed
1475
330
330
N/A
N/A
Elementary Regular Ed
1585
325
N/A
N/A
N/A
Secondary Special Ed
1585
325
N/A
12
50
Elementary Special Ed
1585
325
N/A
12
50
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67
Payments for additional teacher load/caseloads will be paid at the end of the semester. This is to ensure payouts
associated with additional workload and responsibilities are accurately aligned with the actual work assigned
and completed for the semester. See your APO for specific pay out dates for the school year. If you have any
questions about the additional compensation process, contact your APO or HR.
OTHER ADDITIONAL COMPENSATION
HIGHER EDUCATION
Full-time employees who receive his/her Master’s degree that is related to the Employee’s current position,
while employed at Mastery Schools, will receive a $2,000 increase in his/her annual base salary. Human
Resources must be notified when the degree is granted. Notifications must be made prior to the annual
contract offer in April/May. Master’s degrees obtained and submitted to HR in or after May will be applied to
salaries for the following school year. If you do not notify Human Resources as soon as your Master’s is granted,
you may forfeit the possibility of receiving an increase for the current year.
TEACHER LEADERS
Teachers serving as Teacher-Leaders will be compensated in two installments during the school year. The rate
will be determined based on two factors – the level of specialty responsibility and classroom release time. TLs
will receive a separate contract for the TL position. Teachers interested in serving as a TL should speak to their
Principal about potential nomination.
GRADE TEAM LEAD
Teachers serving as a grade team lead will be compensated in two installments during the school year. The rate
will be determined at the beginning of the school year. Teachers interested in serving as a grade team lead
should speak to their principal and/or assistant principal for instruction.
EXTRA-CURRICULAR
Rates for running extra-curricular or athletic activities are determined centrally. Each extra-curricular and
athletic position has a different compensation amount. For more information about participating in these
activities, contact your supervisor.
INTERNAL CLASS COVERAGE
Instructors are required to substitute for colleagues as needed. Every effort will be made to minimize requests
and distribute requests equitably. Instructors will be provided with as much notice as the situation will allow.
The Assistant Principal of Instruction provides guidance to substitute instructors regarding class content and
management. Coverage compensation will be provided to instructors at the current year’s rate.
SATURDAY SCHOOL
Instructors are required to teach 2 Saturdays per year. Willingness to teach additional Saturdays is greatly
appreciated. If interested in teaching additional Saturday classes, please inform the principal. Saturday school
compensation will be provided to instructors at the current year’s rate.
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68
SUMMER SCHOOL
Instructor participation in summer school is greatly appreciated. If interested, please inform the Principal or
Assistant Principal for Instruction. Compensation for summer school will be determined prior to the start of
summer school.
Please connect with your school’s APO for more information about additional compensation categories,
eligibility, and process.
SCHOOL LEADERS, CULTURE, COLLEGE, SUPPORT
MASTERY SCHOOLS MANAGEMENT MODEL
OVERVIEW
Mastery Schools employs a performance-based leadership advancement and compensation system called the
Mastery Management Model (M3). By basing advancement on performance rather than seniority, Mastery
Schools intends to attract, support, and retain the highest quality administrators. The system has three
performance categories, each with a specific advancement criteria and salary range (for each position). The
performance categories are: Senior, Advanced, and Master. M3 aligns with the teacher advancement system in
that there are performance categories and administrators are evaluated on three components: Management
Standards, Mastery Values, and Outcomes. Consistent with Mastery Values, the system strives to make the
advancement standards, processes, and salaries fair and transparent.
ADVANCEMENT CRITERIA
The Mastery Management Model (M3) complements the
Teacher Advancement System and shapes the way we
support, train, and evaluate our non-instructional staff. The
model, similar to the teacher advancement system,
incorporates three main areas in which performance will be
evaluated:
1. Management Standards – the set of skills and
competencies Mastery Schools leaders need to be
effective. These Standards will provide a common
language and guide professional development.
Please see Appendix I for a complete list of the
Management Standards.
2. Mastery Values – values provide a common
language around how staff should conduct
themselves at Mastery Schools. We expect our
non-instructional staff to have a consistent,
significant impact on the school’s performance
through demonstrated leadership.
Mastery
Values
Outcomes
Management
Standards
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69
3. Outcomes – role-specific, expected results which are tied to an individual’s job responsibilities.
Outcomes should be developed at the start of each school year with the principal and the individual’s
manager.
REVIEWS
Mid-Year Feedback
The midyear conversation serves as a structured time for Managers to provide feedback and for employees to
learn more about performance. The purpose of the conversation is developmental. Managers will highlight
areas where an employee is doing well and where they need further development. These conversations are
meant to reflect upon performance in the various Management Model areas: Standards, Values, and Outcomes.
End-of-Year Evaluation
The purpose of the end-of-year (EOY) evaluation is to provide feedback to employees related to their
performance throughout the year. During the EOY evaluation, managers will discuss all three areas of the
Management Model; provide strengths and development areas, and review outcomes and goals. Employees
will receive their performance category and salary for the following year during this evaluation. Employees
starting after January 1
st
will not be eligible for a merit increase.
PERFORMANCE CATEGORIES AND EXPECTATIONS
Similar to the Teacher Advancement System, there are performance categories for non-instructional staff.
These performance categories are: Senior, Advanced, and Master. Individuals will need to meet the
performance expectations for their particular level – and exceed those expectations to be promoted to the next
level. Below is a guideline for performance expectations for each level across the three M3 areas. The salary
scales for this year for each position and category are located in Appendix 2.
Standards
Values
Outcomes
Senior
A capable leader who
demonstrates potential toward
executing the Management
Standards. Individual is able to
operate independently and
shows proficiency in several
standards but is inconsistent in
delivering on other
standards.
Consistently acts in
accordance with Mastery
Values and contributes to
the school community.
Positive evidence of
progress toward meeting
performance
outcomes. Moderate
contribution to overall
school-wide goals.
Advanced
A proven leader who
consistently delivers on the
expectations of the
Management
Standards. Individual shows
strengths in many standards,
actively and specifically
addresses development areas,
Exemplifies Mastery
Values and contributes to
the Mastery and school
community. Individual
goes above and beyond
in demonstrating
commitment to Mastery
Values.
Meets designated
performance
outcomes. Contributes to
overall school-wide goals.
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and demonstrates strong
overall self-management.
Master
An exceptional leader who
demonstrates excellence in
executing the Management
Standards. Individual exhibits
strengths in all standards, is
always consistent when
delivering on standards, and
positively develops others in
mastering the standards.
Drives Mastery’s Values
and serves as a role
model for others within
Mastery. Has a
significant positive
impact on the Mastery
and school community.
Exceeds designated
performance
outcomes. Strongly
impacts overall school-
wide goals.
DECISION MAKING
M3 criteria will be the primary evaluation tool: Management Standards, Values, and Outcomes.
1. Performance Category Promotion - Meets the criteria for promotion in all areas:
a. Ability to demonstrate all Management Standards at the higher performance category.
b. Always meets the described performance level for Mastery values at the promoted category level.
c. Meets outcomes described by promoted category level.
d. Admin staff promoted to a new category will be placed at the beginning of the category salary scale.
2. Salary Raise - Meets the criteria for current level and exceeds criteria in some areas:
a. Ability to demonstrate Management Standards is mixed, with some areas at the next higher
category level and others at the existing category level.
b. Meets, and often exceeds, the described performance level for Mastery values at the current
category level.
c. Meets outcomes criteria described by promoted category level.
d. Employees who meet all criteria for the category will be placed towards the middle of the salary
range. Admin staff who exceed in most areas but have not met the criteria for promotion to the
next level will be placed towards the higher end of the salary range.
3. Minimum Salary Increase
a. Ability to demonstrate Management Standards is at the current category level and some areas may
be below current category.
b. Meets the described performance level for Mastery values at the current category level.
c. Makes limited progress toward outcomes.
d. Employees who are struggling to meet all criteria for the category will receive the minimum increase
for the year (generally between 0-2%).
**Employees who begin employment after January 1 of the school year will not be eligible for a salary review.
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71
APPEALS PROCESS
A leader who feels his/her salary placement has not been determined consistently with the above guidelines,
should first discuss these concerns with his/her School Leader within three days of the End of Year Conversation.
If the matter is not resolved with the School Leader, the leader should contact Human Resources and request
that Human Resources review the salary determination. Human Resources will require that the leader state in
writing the reason he/she believes the salary placement guidelines have not been followed appropriately. The
Leader must submit written concerns within three days of notice to Human Resources. Human Resources will
review the evaluation data and discuss the matter with the School Leader. Human Resources will make a
recommendation. The final decision will be presented to the leader and his/her supervisor within five business
days of receiving written request.
Mastery Charter Schools Employee Handbook
Revised August 2020
APPENDIX
APPENDIX 1:
MANAGEMENT STANDARDS
Mastery Schools believes that strong leaders need to demonstrate a set of skills or competencies in order to be effective. These skills, known as
Management Standards, are described below. For each Standard listed, there is a definition of the standard; a set of characteristics related to the
standard, expectations for the specific performance categories for someone who is new to the position (Entry Level) and someone who is a veteran
(Mastery Level).
Management
Standard
Definition
Key Characteristics
Performance Category Expectations
SENIOR LEVEL
ADVANCED LEVEL
MASTER LEVEL
Execution
Mastery is a results-
oriented organization
with a focus on getting
the job done efficiently
and accurately. We hold
ourselves to high
expectations and take
accountability for meeting
goals. We plan for
challenges, but also react
quickly to the unexpected.
We remain focused and
determined so our
students achieve at the
highest levels.
Ability to work
efficiently and
thoroughly on
multiple projects
Quality of work
product defined by
accuracy,
competency, and
thoroughness
Forecasting for
upcoming work and
challenges
Ability to handle
stress effectively
Capable of multi-
tasking and
managing multiple
projects
Work is good
quality and
generally well
executed
Demonstrates
ability to forecast
and plan for
upcoming work and
challenges
Able to remain
productive and
Proven abilities in
multitasking and
managing
multiple projects
to always meet
deadlines
Excelling toward
admirable work
and takes
initiative in
foreseeing future
projects
Executes the
forecasting and
planning for
Exceptional in
completing multiple,
complex projects on
time and accurately
Executes exceptionally
high-quality work with
precision
Always strategically
and effectively plans
for upcoming work and
challenges; is able to
see the whole picture
in planning
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High expectations for
work
Accountability for
meeting goals
Ability to engage and
motivate staff to
attain goals
Dynamic execution
plans that are driven
by tangible actions
Attitude of
enthusiastic
expectancy in others
regarding change and
challenge
Recognizes viable
creative ideas of
others and brings
them to the table
Anticipates impact of
change, and directs
self and others in
smoothly shifting
gears
Embraces change
when change is
necessary (act big)
calm in stressful
situations
Always
demonstrates high
expectations for
own work
Holds self-
accountable to
meeting goals;
effectively able to
change work
direction to attain
goals
Capable of
motivating staff to
attain goals
Demonstrates
creativity in daily
work and
appreciates the
creativity of others
Embraces change
and the impact of
change (act big)
anticipated work
and future
projects
Rises to the
occasion in
stressful
situations
Fine-tunes own
work and is an
example to others
to produce quality
work
Regularly holds
self-accountable
to meeting goals;
shares ideas with
peers to improve
direction of work
to attain goals
Persuades other
staff members to
attain goals
Often exhibits
creativity in daily
work while
valuing other’s
work
Supports with
driving change,
provides input to
stakeholders, and
drives peers to
embody change
Consistently able to be
productive and calm in
stressful situations
Always demonstrates
high expectations for
own work
Holds self and others
accountable in meeting
demanding goals;
outstanding ability to
change course with
work to attain goals
Successfully motivates
and pushes staff to
achieve the highest
results
Empowers others to
demonstrate creativity
in daily work,
appreciate the
creativity of others,
and encourage a
creative space for
thought and work
Strives for change,
embraces the impact
of change, and
empowers others to
work through change
(act big)
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74
Problem
Solving
We meet challenges
head-on. Problems get
resolved through hard
work, perseverance, and
creative thinking. We
take initiative to break
down the complicated
problems and devise
strategic solutions that
push our work forward.
Skill in breaking
down and
understanding
complex issues
Ability to take
initiative to
strategically build a
case to drive
decisions
Ability to identify
problem areas and
generate creative
and effective
solutions
Capable of breaking
down and
understanding
complex issues
Competent in ability
to build a logical
case to drive
decision making
Is able to identify
problem areas and
generate a few
reasonable
solutions
Executes the
breaking down
and
understanding of
complex issues
Utilizes and acts
on the ability to
build a logical
case to drive
strategic decisions
Recognizes
problem areas
and supports
stakeholders with
generating
effective solutions
to solve
Exceptional ability to
break down and
understand complex
issues
Always builds a logical
case to drive strategic
decisions
Constantly identifies
problem areas;
generates multiple
creative and highly
effective solutions
Job-Specific
Knowledge
We are smart, capable,
driven people. If we
don’t already know it, we
learn. We are dedicated
to continuously building
our knowledge and skills
so we can better serve
our students.
Level of knowledge in
particular role
Strives to continue to
build knowledge in
field
Has adequate
knowledge of what
role entails
Demonstrates
willingness and
eagerness to grow
and learn in role
Understands what
the role entails
and excels to
meet goals and
objectives
Acts on
willingness to
grow and learn by
improving the role
and performance
Highly experienced in
position; exceptional
knowledge in field and
able to effectively
coach others
Always takes
advantage of
opportunities to grow
and gain more
knowledge
Organization
Our dedication to our
cause is clear and we
follow through on
promises and
commitments to each
other. We know what has
to be done and prioritize
Ability to prioritize
work effectively
Commitment follow
through
Has clearly defined
organization system
Prioritizes work
effectively to
ensure workload is
manageable
Follows through on
commitments and is
Prioritizes work
effectively
without direction
using initiative
Balances
workload to
Able to consistently
and strategically break
down and prioritize
work to ensure quick
and accurate
completion
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75
accordingly. Our systems
and process are well-
defined, structured, and
effective.
competent in time
management
Building an
effective
organization system
deliver acceptable
complete work
Executes own
course of action
to complete tasks
and commitments
on time or in
advance
Utilizes an
effective
organization
system for
seamless
accomplishment
of tasks, projects,
and meetings
Always follows through
on commitments and
promises and does not
have time
management issues
Organization system is
highly effective and
robust and always
ensures tasks, projects,
and meetings are
prioritized well
Interpersonal
Communication
Communication is the key
to a respectful, productive
organization. We value
our professional
relationships and don’t
shy away from the
challenging conversations.
We communicate with
each other constructively
and positively.
Communicates in a
constructive,
respectful, and
positive manner
Ability to have
difficult and
challenging
conversations
Proactively
communicates
w/parents and/or
staff to ensure on
same page
Communication is
always positive,
respectful and
constructive
Capable of
conducting difficult
and challenging
conversations
Adept at proactively
communicating
with appropriate
parties
Communication is
always positive,
respectful,
constructive, and
sets example to
peers
Conducts difficult
and challenging
conversations
Manages
communications
with appropriate
parties to ensure
all parties have a
clear
understanding of
goals, objectives,
and outcomes
Communication is
always positive,
respectful and
constructive
Exceptional in
conducting difficult
and challenging
conversations
Always proactive in
communicating with
parents and staff;
always ensures
everyone is on the
same page
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76
Organizational
Communication
Mastery is a community
built from families,
students, teachers, and
leaders. We ensure that
messages are consistent,
community members are
well informed, and our
teams are cohesively
developed. We establish
an inclusive culture that
promotes accountability
and goal-oriented actions.
Develops systems
that promote clear,
open lines of
communication
Establishes a working
culture that
maintains
organizational
images, missions, and
values
Creates routines and
rituals that promote
a positive school
culture
Delivers consistent,
timely messages that
are inclusive of all
community members
Systems are clear
and an effective
means for
communication
Creates and models
a working culture
by establishing
clarity, context, and
accountability
Routines and rituals
encourage a
positive school
culture
Proactively delivers
messages that are
consistent, timely,
and inclusive
Systems are fine-
tuned for clarity
and effectiveness
for
communication
Executes and
focuses on
improving models
for a working
culture by
demonstrating
clarity, context,
and accountability
Improves routines
and rituals to
boost a positive
school culture
Develops and
delivers messages
that are
consistent, timely,
and inclusive
Systems drive a
positive organizational
by establishing clarity,
context, and
accountability
Routines and rituals
support and uphold
the positive school
culture and establish
an inclusive
atmosphere
Proactively delivers
messages that are
consistent and timely
and promote clear,
open lines of
communication
Managing
Others
(where
applicable)
People are our greatest
resource and we take
great measures to ensure
each person’s success.
We set proper
expectations for those we
manage and are actively
engaged in their work.
Effective prioritization
and delegation create a
culture of success in our
schools. We support
Sets appropriate
expectations for staff
performance and
establishes goals that
are SMART
Adheres to the
‘Write-it-Down’
philosophy, and
follows-up on staff
progress with regular
meetings
Expectations and
goals for staff are
appropriate and
SMART
Actively engages in
the “write-it-down”
philosophy and
constantly tracks
progress of staff
with regular
meetings
Expectations and
goals for staff are
appropriate, clear,
and SMART; staff
are receptive to
development
Manages the
“write-it-down”
philosophy, tracks
progress of staff,
and develops
Expectations for staff
are always set and
followed-up on
regularly; goals are
always SMART, and
staff is fully invested in
and accountable for
attaining goals.
Proactively engages in
and holds staff
accountable to the
“write-it-down”
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professional growth and
development through
constant coaching,
positive reinforcement,
and constructive
feedback.
Delivers clear
directions and
appropriately
distributes work to
staff
Provides ongoing
constructive
feedback and
coaching that aligns
to Mastery’s IS and
M3
Directions are clear
and consistent, and
work distribution is
appropriately
delegated to team
members
Feedback is
effective and
constructive, and
aligns to Mastery
Standards (M3 and
IS)
strategies for
improvements
Directions are
clear and
consistent; work
ownership is
taken on by
employees having
clear expectations
of goals and
objectives
Feedback is
effective and
constructive;
aligns to Mastery
standards; staff
understand
expectations and
embark toward
success
philosophy; consistent
check-ins reinforce the
philosophy and
ensures staff progress
Directions are clear
and consistent;
proactively plans for
and distributes work in
a timely and
appropriate manner to
team members
Feedback is
constructive and
consistent; immediate
and measurable
progress can be seen
from staff; alignment
with M3 and IS is clear
to all parties
Mindset
Mastery creates a climate
in which people can do
their best. We assess
personal strengths and
use them to get the best
out of each person. Our
values and standards
enable a culture where
everyone can lead with
humility, integrative
thinking, and courage.
When confronted with
challenges, we
demonstrate the personal
Maintains poise and
calm even in difficult
decisions or in the
midst of painful
change
Ability to hold
conflicting ideas and
competing goals in
balance
Actively addresses
resource and
personnel situations
head-on
Consistently acts
with humility,
integrative thinking,
and courage in all
situations
Values opinions of
all colleagues, even
when differing
Open to feedback
and strives to better
self
Models the way
when managing
ambiguity
Habitually acts
with humility,
integrative
thinking, and
courage; sets a
positive example
for peers
Applies opinions
of colleagues into
thought process
and constructively
responds; is
considerate of
peers’ opinions
Always acts with
humility, integrative
thinking, and courage
Creates the space for
all to act with humility,
integrative thinking,
and courage
Always responds with
empathy to all
opinions, seeking to
understand first
Delivers constructive
feedback in a manner
that inspires
Mastery Charter Schools Employee Handbook
78
humility and professional
will to achieve break-
through results. We
recognize the need to be
self-aware and work on
being better leaders.
Manage corrective
feedback in a manner
that inspires
accountability and
self-redirection
among colleagues
and direct reports
Embraces seemingly
opposing and
contradictory goals
and values
Uses ingenuity in
dealing with
ambiguous situations
and guides others to
cope effectively
Applies feedback
to self-
development and
strives for
improvement
Manages
situations of
ambiguity and
leads peers
towards positive
course of action
accountability and self-
redirection among
colleagues and direct
reports
Proactively embraces
ambiguity and
empowers others to
work through the gray
area(s)
Instruction
(Internship
Coordinators;
College
Advisors)
N/A
Ability to meet
Mastery’s
Instructional
Standards
Demonstrates a 3
(‘Proficient’) rating
or above in
observations
Is accomplished in
executing Mastery’s
Instructional Model
Demonstrates a 4
(‘Advanced’)
rating or above in
observations
Is excelling in the
execution of
Mastery’s
Instructional
Model
Demonstrates a 5
(‘Outstanding’) rating
in observations
Is outstanding in
executing Mastery’s
Instructional Model
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79
APPENDIX 2: SALARY SCALES
MASTERY SCHOOLS MANAGEMENT MODEL
These are the salary scales for all 12 month, non-instructional, full-time positions.
These are the salary scales for all 10.5 month, non-instructional, full-time positions.
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Mastery Charter Schools Employee Handbook
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APPENDIX 3:
SALARY SCALE – TEACHER ADVANCEMENT SYSTEM
Below are the salary ranges, by performance category, for Teachers and Support Teachers.