The administrative team is working with the board to update and revise this for FY25.  Until posted here please rely on the negotiated agreement linked above as most current for any HR-related matters.

Benefit Information - Click to Download

Certified BCBS Combined Premiums - Click to Download

Certified Dental and Vision - Click to Download

Paraeducator 9 Month BCBS Premiums: Vision, Dental, Health - Click to Download

Employee Assistance Program (EAP) - Available to all Employees at no Cost

• What is the Employee Assistance Program (flyer) and Two Minute Video Overview.

• Guide to Using EAP Resources

• EAP Guardian Program Contact Information

Payment of Salary:

The East Central Kansas Cooperative in Education has designated the last business day of each month as the pay date. Summer checks are available in one payment or in up to three monthly checks. Employees who elect to receive their summer checks in a lump sum must notify the Human Resources/Payroll Manager in writing by April 15.

Employees may elect to pay a determined amount toward the purchase of health, life, salary protection, dental, cancer, or other insurance under Section 125 Cafeteria Plan, or they may elect to enroll in a tax-deferred annuity program to be deducted from their salary.

Payroll Deductions:

Interlocal employees may elect to have payroll deductions, in addition to the supplemental amount, applied to their insurance premiums or annuity contributions. ECKCE Employees will have the option to select benefits via the KASB benefits portal. All full time employees are included in the process. The ECKCE open enrollment will begin with Fall in-service. Any updates or changes to employees health and benefit coverages will be explained during the ECKCE fall in-service.

All full time certified teachers shall be entitled to twelve (12) days or 96 hours of discretionary leave on full pay during each school year. Discretionary leave can be accumulated to 75 days plus the (12) days of the current year. Any request for maternity leave shall be approved as discretionary leave. Employees may use accumulated discretionary leave from prior year(s) plus any unused discretionary leave for the current year toward sick leave or maternity leave.

All remaining will be unpaid days. An extension past seventy five (75) days may be granted by receipt of a physician's statement of physical disability or complications, which would preclude the staff member from working after the sixty-five day period. The physician's statement will specify the complications barring the individual from working and the projected length of convalescence.

Should an employee not use their full allotment of Discretionary Leave by the conclusion of any contract year, they shall inform the Interlocal by April 1 of their intent to either:

i.  allow their remaining discretionary days to accumulate in a leave account under the teacher’s name, such accumulation not to exceed seventy five (75) days. This leave shall be available for the individual teacher’s future use in any instance whereby the current “twelve day” leave is exhausted. Or,

ii.  receive $50 per unused day in exchange for returning those unused days to the Interlocal pursuant to the completion of the employee contract. Employees with 10 or more years of service to the Interlocal may choose to exchange unusual days at a rate of $100 per day.

When an employee leaves employment with the Interlocal due to retirement through KPERS or death, the employee or the employee’s beneficiary will receive compensation for any unused accumulated leave at a rate of $100 per day.

An employee may also participate in the NEA 614 Sick Leave Pool upon application to the NEA 614 administration committee. Details of the pool can be found in the negotiated agreement.

An employee may use up to three (3) days of paid leave (not charged to Discretionary Leave) on the occasion of a death in the employee’s immediate family. Use of Bereavement Leave in excess of three (3) days or for individuals not included in the definition of immediate family shall be charged to Discretionary Leave.

A maximum of two (2) days per contract year, not to be charged to the individual employee’s Discretionary Leave, may be used by each employee for his/her professional improvement. Professional improvement days may be used for any educational purpose at the discretion of the employee. The employee planning to use professional improvement days shall notify the Director and his/her building administrator at least one (1) week in advance of his/her absence.

Employees shall be granted paid leave as necessary for jury duty or to appear in a court of law as a subpoenaed witness in a case where the employee is not a litigant, not to be charged to the individual employee’s Discretionary Leave. Written notification must be made to the Director and building administrator prior to the use of Judicial Leave, and a written statement must be submitted at the completion of the leave.

Leave Requests are required for ECKCE and for each employee's district. ECKCE leave requests must be done through Software Unlimited.

All employees must enter their absence into their supporting districts sub system as well.

Morgan Hunter: Baldwin and Eudora.

Willsub: Wellsville

This process must be completed even if the employee does not require a sub. Employees will contact their direct supervisor when absent.

Each ECKCE employee will be treated as an employee of the district they work in.

School Day Teacher Duties:

Each teacher assigned to a single district will schedule himself/ herself according to that district's calendar. Staff personnel who serve more than one district are required to submit a schedule to the staff secretary at the ECKCE Central Office who will then compile a Directory of schedules to be distributed to the schools served. The times in which these individuals will report to work should be worked out between the building principal and the staff member. If there is a question concerning itinerant personnel as to the time they should report and the time they may leave, the ECKCE schedule will be 8:00 - 4:00.

Staff personnel who are assigned to only one district will follow the district's calendar for holidays. In the event that districts are not following the same vacation schedule, itinerant staff shall work out a comparable proposal for individual vacation time with building administrators and submit it to the Interlocal Director for final approval.

If school is canceled staff members who serve one district shall follow that district's schedule for make-up days. Interlocal personnel should make arrangements to be notified by someone within each district in the event of a school closing. Individuals who serve more than one district on the day(s) that school may be canceled must still report to any district, which continues to have school in session or have the absence deducted from personal leave days.

In the event that the local health department or state control authorities deem that schools are to be closed, employees will maintain employment throughout the closure and are expected to perform job duties virtually to the extent that it is appropriate. Individuals who serve more than one district will continue to report to work if one or more of the districts are not impacted by the closure. A Memorandum of Agreement (MOA) between the Board and the Employee’s Association will be implemented for the duration of the closure. All provisions of the collective bargaining agreement between the Board and theAssociation shall remain in effect except to the extent such provisions have been modified by this Agreement.

Employees required in the course of their work to drive personal automobiles from one school buidling to another shall receive mileage reimbursement.  This reimbursement shall be equal to the IRS standards.  The same reimbursement shall be given for us of personal cars for field trips or other business of the cooperative.

Wellsville Baldwin Eudora

Wellsville        -          10   16

Baldwin     10     -   17

Eudora     16   17     -

All staff members are encouraged to be members of an organization and to attend professional meetings relating to their field of expertise. In addition, at the discretion of the Director, the Board may provide staff development opportunities in excess of this allotment.

Staff members are limited to three days per year, which would cause them to be out of the classroom with the exception of in-service activities required by the Interlocal or by the Kansas State Department of Education. Any exception to the three-day limitation would require administrative approval.

All in-service credit points may be used for consideration of movement on the salary schedule at the conversion rate of 20 hours=1 credit hour. In-service hours are maintained in the individual school district PDP/IDP Toolbox. Requests for professional leave must be signed by the building principal(s) and submitted to the District Committee.

Staff providing direct services to students that are medical related (OT, PT, SLP, Psychology/Social Work) are required to submit service logs electronically through the Relay Service Portal. Service logs should be entered the day the service was given. It is the responsibility of the provider to maintain written documentation of the service, either paper or electronic, if the log is not entered the same day the service was given. The provider must maintain their caseload in the Relay system and report any discrepancies to the Medicaid Clerk at the Interlocal office.

The quarterly Random Moment Time Study, a statewide survey, is used to determine the amount of staff time spent on reimbursable administrative activities. The reimbursable percentage is a key factor in each district’s quarterly SDAC claim and Annual Cost Settlement claim. Maximum compliance in each district is crucial to the RMTS being an accurate, representative sample. Similarly, it is important for staff members to complete any and all moments assigned to them, including any follow-up questions sent to them.

Mileage Reimbursement Form - Weblink

Professional Leave Request - Weblink

Donate Sick Leave - Form

Request Access to Sick Leave Pool

Intent to Move Across Salary Schedule

Lump Sum Summer Payout Request

Discretionary Leave Payout Request

A copy of the materials used in a March 2025 Title IX training at ECKCE by attorney Ashley Rohleder-Webb from the Kansas Association of School Boards is available here.

ECKCE does not discriminate on the basis of sex in admissions, employment, or the educational programs or activities it operates and is prohibited by Title IX of the Education Amendments of 1972 from engaging in such discrimination. Discrimination on the basis of sex of employees or students of ECKCE in any district education program or activity is strictly prohibited. Sexual harassment is unlawful discrimination on the basis of sex under Title IX of the Education Amendments of 1972, Title VII of the Civil Rights Act of 1964, and the Kansas Act Against Discrimination.

ECKCE is committed to providing a positive and productive working and learning environment, free from discrimination on the basis of sex, including sexual harassment. ECKCE does not discriminate on the basis of sex in admissions, employment, or the educational programs or activities it operates and is prohibited by Title IX from engaging in such discrimination. Discrimination on the basis of sex, including sexual harassment, will not be tolerated. Discrimination on the basis of sex of employees or students of ECKCE in any education program or activity is strictly prohibited.

Sexual harassment is unlawful discrimination on the basis of sex under Title IX of the Education Amendments of 1972, Title VII of the Civil Rights Act of 1964, and the Kansas Act Against Discrimination. All forms of sexual harassment are prohibited at school, on school property, and at all school-sponsored activities, programs, or events within the United States.

It shall be a violation for any employee to discourage a student or another employee from filing a complaint, or failing to investigate or refer for investigation, any complaint lodged under the provisions of this policy.

Violation of this policy by any employee shall result in disciplinary action, up to and including termination.

Sexual harassment is defined in Title IX as conduct on the basis of sex that satisfies one or more of the following: (1) An employee of the recipient conditioning the provision of an aid, benefit, or service of the recipient on an individual's participation in unwelcome sexual conduct; (2) Unwelcome conduct determined by a reasonable person to be so severe, pervasive, and objectively offensive that it effectively denies a person equal access to the recipient's education program or activity; or (3) “Sexual assault” as defined in 20 U.S.C.

1092(f)(6)(A)(v), “dating violence” as defined in 34 U.S.C. 12291(a)(10), “domestic violence” as defined in 34

U.S.C. 12291(a)(8), or “stalking” as defined in 34 U.S.C. 12291(a)(30).

Sexual harassment may result from verbal or physical conduct or written or graphic material. Sexual harassment may include but is not limited to verbal harassment or abuse of a sexual nature; pressure for sexual activity; repeated remarks to a person, with sexual or demeaning implication; unwelcome touching; or suggesting or demanding sexual involvement accompanied by implied or explicit threats concerning an employee’s job status.

Kim Bergan, Title IX Coordinator, kbergan@eckce.com, 600 High Street, PO Box 41, Baldwin City, KS 66006, 785-594-2737 ext. 202, has been designated to coordinate compliance with nondiscrimination requirements contained in Title IX of the Education Amendments of 1972. Information concerning the provisions of Title IX, and the rights provided thereunder, is available from the Title IX Coordinator. Inquiries about the application of Title IX to ECKCE may be referred to the Title IX Coordinator or to the Assistant Secretary for Civil Rights at the U.S. Department of Education, Office of Civil Rights, 400 Maryland Avenue, SW, Washington D.C. 20202- 1100, (800)421-3481, or at OCR@ed.gov; or both.

Response to Harassment Complaints

ECKCE takes all reports of sexual harassment seriously and will respond meaningfully to every report of discrimination based on sex, including sexual harassment, of which ECKCE has actual knowledge. Employees who believe they have been subjected to sexual harassment should discuss the problem with their immediate supervisor. If an employee’s immediate supervisor is the alleged harasser, the employee should discuss the problem with the building administrator or the Title IX Coordinator. All employees receiving reports of alleged sexual harassment shall notify the Title IX Coordinator.

ECKCE is entrusted with sensitive student information protected by the Family Educational Rights and Privacy Act (FERPA) and other applicable state and federal laws. We are committed to maintaining the strict confidentiality of all student records and personally identifiable information (PII).

Access to student records is limited to authorized personnel who have a legitimate educational interest, as defined by law. All employees and contractors are required to adhere to the following guidelines to ensure the security and privacy of student information:

1. Secure Storage: All student records, whether physical or electronic, must be stored in a secure location with restricted access.

2. Need-to-Know Basis: PII should only be shared with individuals who have a legitimate educational need to know, and only the minimum necessary information should be disclosed.

3. No Public Discussion: Discussion of student information is prohibited in public areas or settings where it may be overheard by unauthorized individuals. This includes, but is not limited to, personal conversations, social media, and casual interactions.

4. Proper Disposal: When student records are no longer needed, they must be disposed of in a manner that ensures the confidentiality of the information, following district policies and procedures.

Failure to comply with these confidentiality requirements may result in disciplinary action, up to and including termination of employment or contract, and potential legal consequences. 

Professionalism & Collaboration

• Demonstrate a commitment to professionalism in appearance, communication and behavior.

• Treat all students, colleagues, and families with dignity and respect.

• Work collaboratively with others to achieve common goals.

• Advocate effectively for the needs and interests of students.

• Support your district's overall educational program.

Classroom Environment & Management

• Create a positive climate conducive to learning.

• Clearly communicate and maintain expectations for student learning and behavior.

• Maximize student engagement and time on task.

• Monitor and provide timely feedback on task completion and progress.

Instructional Planning & Delivery

• Prepare standards-based lessons using research-based materials that appeal to diverse learning needs.

• Employ a range of teaching strategies appropriate to learners, objectives, and content.

• Design varied educational experiences that build on past learning, promote present learning, and encourage future learning.

• Incorporate opportunities for students to apply knowledge and skills to real-life situations.

Assessment & Communication

• Assess student performance frequently and authentically.

• Use assessment data to evaluate teaching effectiveness and inform instructional decisions.

• Communicate student progress to parents regularly, both formally and informally, as required.

Professional Growth & Licensure

• Support and reinforce the learning experiences provided by colleagues.

• Engage in ongoing professional development to enhance teaching practices.

• Obtain and maintain KSDE or (appropriate credentialing body) licensure/endorsement for the assigned student population.

The following items must be filed, with the Clerk of the Board, as part of the conditions of employment:

• Valid Kansas teaching certificate or endorsement by the State Department of Education for the assigned position (required by KAR72-2159 prior to the initiation of salary)

• Credential Verification and copy of complete college transcripts

• W-4 federal withholding form

• Health certificate

• Copies for identification (birth, marriage certificate) Copy of social security card

• Kansas Loyalty Oath

• KPERS enrollment form

• I-9 form

• Drug Free Policy

• Direct Deposit Form

• Personal Data Form

• Background Authorization

• Health Certification/TB Test

  • Per K.S.A 72-6266 All employees working in the school district shall be required to provide a negative TB test prior to the first day of work.

Special education teachers and early childhood special education teachers assigned to a single school district will be evaluated using the evaluation procedure delineated in the Negotiated Agreement for employees of that school district.

Any employee not included in subsection 1 of this provision will be evaluated using the procedure below.

• The Director or building administrator will evaluate certified staff specialists, at least twice per year for the first three (3) years of employment and once per year during the fourth year according to K.S.A. 72-2407. After the fourth year of employment, certified staff will be formally evaluated every three (3) years and informally evaluated in intervening years.

• Informal evaluations shall consist of a brief observation followed by a conference with the Director to draft a professional growth plan. Either the employee or the Director has the option to request more frequent or more formal evaluations.

• Prior to formal evaluation, the Director or building administrator will contact the employee to schedule a time for observation. Data concerning job performance is gathered from building administrators and the Director. Various forms may be used to gather pertinent data. Additionally, persons being evaluated shall have an opportunity to participate in their evaluations and shall be afforded the opportunity for self-evaluation.

• Summary evaluation conferences shall be held following the data collection process and observations. The purpose of this conference will be to review the data, to identify areas deserving of commendation and/or in need of remediation, and to plan strategies to address these areas. The evaluation conference summary sheet shall be completed and signed by the employee and the Director.

• The employee shall be provided a copy of the evaluation summary and may choose to respond to the evaluation in writing in cases where the administrator and employee have a difference of opinion. Such response will be attached to the summary sheet, which shall be a matter of record and filed as part of the employee's personnel record.

• Following an evaluation, should the evaluator deem the employee’s job performance to be below expectations, the employee and evaluator shall meet in conference to review areas of concern. If the employee believes that an evaluation was made with insufficient information, the employee shall be given the opportunity to present evidence of quality performance. During this conference, the evaluator may a) amend the original document to show that the evaluation is changed or b) proceed with the development of a professional growth plan as indicated below.

• After the employee/evaluator conference has been held, any employee continuing to perform below expectations shall be required to develop, in cooperation with the evaluator, a professional growth plan. The plan shall include professional goals that are specific, measurable, and specifically address the areas of concern. The plan may include, but not be limited to, peer assistance, visitations to classrooms of other employees, in-service, observations, assistance and/or materials provided by the evaluator.

• Within thirty (30) school days of the planning conference, a follow-up conference will be held. If sufficient progress has been made on the areas of concern, the evaluator will document such improvement and attach an amendment to the original evaluation noting that the employee has improved in the areas of concern.

• If sufficient progress is not noted, the employee will continue to work toward improvement in the areas of concern. A Professional Growth Plan may be revised by the employee and evaluator as often as necessary.

• Evaluations shall be kept on file during the time the individual is employed by the Interlocal.

• Persons authorized to have access to evaluation documents shall be limited to those provided for in K.S.A. 72-2411.

• The contract of an employee shall not be non-renewed on the basis of incompetence unless an evaluation of the employee has been made prior to notice on non-renewal of the contract and unless the evaluation is in substantial compliance with the Board's policy of personnel evaluation procedure as filed with the State Board of Education.

Employee discipline:

1. The parties recognize the right of the administration and the board to discipline its employees. Discipline shall be progressive and shall be for good cause. “Good cause” is defined as any reason put forward by the administration or board in good faith and which is not arbitrary, irrational, or irrelevant to the board’s task of building up and maintaining an efficient school system. Disciplinary actions will be commensurate with the infraction. Employees shall not be disciplined or reprimanded in the presence of students, parents, other employees or at public gatherings.

2. Discipline procedures will include, but are not limited to, oral and written warnings and reprimands, suspensions with or without pay, discharge and non-renewal as deemed appropriate by the administrator imposing the discipline.

3. If an employee is to be subject to discipline, the following procedures shall apply:

   1. • The employee shall be provided notice of the proposed discipline and specific cause for the disciplinary action prior to the imposition thereof.

      • The employee shall have the right to meet with the administrator proposing the disciplinary action.

      • The employee shall have the right to respond in writing to the proposed discipline.

      • The employee shall have the right to have a representative assist in the discipline process. However, given the confidential nature of the process, the teacher must provide a written release naming the representative and authorizing such participation.

      • The employee may grieve failure to follow these procedures.

Complaint procedure:

When a complaint is registered against an employee that is deemed serious enough to be reduced to writing and either placed in the teacher’s file and/or used in an evaluation, reprimand or any other action, it shall be called to the employee’s attention. The employee shall have the opportunity to meet with the administrator investigating the complaint prior to any final determination of action to be taken. The employee shall have the right to respond to complaints in writing.

Grievance procedure:

• Purpose

The purpose of this procedure is to secure, at the lowest possible level, equitable solutions to the problems affecting employees, which may arise from time to time.

•  Procedure

  1. • Level One

       1. The aggrieved person shall seek to resolve the grievance informally with his/her principal or other immediate supervisor.

     • Level Two

       1. If the aggrieved person is not satisfied with the disposition of his/her grievance at Level One, or if no decision has been rendered within five (5) days after discussion of the grievance, he/she may file the grievance in writing with the school principal within ten (10) days of the Level One response. The grievance form can be found in Appendix C of this Agreement.

       2. Within five (5) school days after receipt of the written grievance by the principal, the principal will meet with the aggrieved person in an effort to resolve it. The principal shall submit his/her decision in writing to the aggrieved person within five (5) days after the meeting.

     • Level Three

       1. If the aggrieved person is not satisfied with the disposition of his/her grievance at Level Two, he/she may file the written grievance within ten (10) days of the Level Two response with the Director or his/her designee.

       2. Within five (5) days after receipt of the written grievance, the Director or his/her designee will meet with the aggrieved person in an effort to resolve it. The Director shall submit his/her decision in writing to the aggrieved person within five (5) days of the meeting.

     • Level Four

       1. If the aggrieved person is not satisfied with the disposition of his/her grievance at Level Three, he/she may file the written grievance within ten (10) days of the Level Three response with the Board.

       2. Within five (5) days after receipt of the written grievance, the Board will meet with the aggrieved person in an effort to resolve it. The Board shall submit its decision in writing to the aggrieved person within five (5) days of the meeting.

• Miscellaneous

  1. • An aggrieved person may request to have a representative of their choosing assist and/or accompany him/her at any level of the grievance procedure.

     • The number of days indicated at each level should be considered as a maximum and every effort should be made to expedite the process. The time limits specified may, however, be extended by mutual consent.

     • In the event a grievance is filed at such time that it cannot be processed through all the steps in this grievance procedure by the end of the school year, the days shall be those days during which the Interlocal office is open for business.

     • If the Board or any of its administrative staff do not present a written decision within the time allotted after the grievance hearing, such failure to act shall be an admission that the grievance was justified and the aggrieved person shall receive the remedy sought.

     • Decisions rendered at Levels Two, Three and Four of the grievance procedure will be in writing, setting forth the decision and the reasons therefore, and will be transmitted promptly to all parties in interest.

     • When it is necessary to investigate a grievance or attend a grievance meeting or hearing during the school day, the aggrieved employee will, upon notice to the principal or immediate supervisor, be released without loss of pay. Any employee whose appearance in such investigations, meetings or hearings as a witness is necessary will be accorded the same right.

     • All documents, communication and records dealing with the processing of a grievance will be filed in a separate grievance file and will not be kept in the personnel file of any of the participants.

     • No reprisals of any kind will be taken by the Board or administration against any participant in the grievance procedure by reason of such participation.

Paras will be evaluated by their supervising teacher, in collaboration with their building principal when appropriate, no later than March 31 using the evaluation form found on the ECKCE website. The evaluation must be reviewed with the para and both teacher and para will sign the document, which is then sent to the ECKCE office to be placed in the paras employment file. The paraprofessional may respond to the evaluation on the form itself, or they may attach their own response at any time. Paras receiving unsatisfactory evaluation in one or more areas may be subject to corrective action, up to and including termination at the discretion of the principal and the director.

Employees hired to provide Extended School Year services will be compensated at a rate of $35 per hour. In addition, a total of up to four (4) hours of paid preparatory time will be provided to employees prior to or after the time they are expected to begin providing Extended School Year services to students.

In accordance with the Kansas continuing contract law, the Inter-local Board shall give written notice, through the Director of the Interlocal by the third Friday in May, if the Board does not intend to renew the teacher's contract for the next school year.

Certified person can be released from a contract on the recommendation of the Director of the East Central Kansas Cooperative in Education and the approval of the Board. However, a person desiring such a release must present in writing to the Board a statement giving reasons for requesting such a release thirty days prior to the date of such release.

If the teacher's resignation is submitted between the statutory deadline for resignations set forth in K.S.A. 72-2251 and June 30th, a $500.00 penalty will be assessed; between July 1st and July 31st, a $1,000 assessment; between August 1st and August 15th a $2,000 assessment; and after the school year begins, a $4,000 assessment. Upon receipt of the appropriate fee, the Board may accept the teacher's resignation. If the Board does not accept the resignation, the penalty fee will be returned to the teacher and the teacher shall abide by the present contract. The penalties outlined will be waived by the Board if one of the following situations caused the employee’s resignation:

a.  Relocation of the employee’s spouse’s job,

b.  Illness of an employee or employee’s immediate family member,

c.  Death of an employee’s immediate family member,

d.  Reassignment to a different school district that occurs after the statutory deadline for resignations, or

e.  Any other circumstance that the Board may deem appropriate.

Certified staff are required to complete a credential verification upon starting at ECKCE and are responsible for maintaining current licensure during the term of their contract.

In response to the changing educational needs of the population served by the Interlocal, the Board of Directors may determine it necessary to reduce staff. In the event that such reductions are warranted, the first attempt to correct the surplus will be by not filling positions vacated through staff resignations. Should attrition rates not resolve the need, the following criteria will be considered in making further reductions:

• job performance as determined by administrative evaluations

• experience in the teaching position/field

• certification in teaching various levels (K-12) and handicaps (LD, BD, etc.)

• other items the Board considers to be noteworthy regarding a position

Any employee discharged due to a reduction in force shall retain recall rights for a period not to exceed two (2) years from the date of nonrenewal. The Board shall annually provide the Association with a current list of those who have retained recall rights. Employees eligible for recall are required to notify the Interlocal of their current address. No employee will lose his/her recall rights if he/she secures other employment prior to recall.

The Director will recommend to the board reinstatement of any employee he/she deems qualified and able to serve the best interests of the Interlocal. Should an employee refuse recall to a position, they will forfeit any future rights to be recalled to employment in the Interlocal. The employee shall have the right to file a grievance if it appears that an individual’s recall rights have been violated.

ECKCE's onboarding platform is called My Benefits Channel. This includes HR Documents (I9, personnel data).

Software Unlimited (SUI) will include: contracts, payroll, leave requests, and tax documents.

All teachers entering the school service in Kansas are required to participate in the Kansas Public Employees Retirement System. Six percent of the employee's salary must be deducted and submitted to the system. As years of experience are accumulated, the State makes a matching contribution to the account. An employee's contributions may be withdrawn if he/she leaves the Kansas School Service.

**No certified employee of the East Central Kansas Cooperative in Education shall be forced to retire before the age of 70 without just cause; and it shall be at the discretion of the Board to continue the employment on a year-to-year basis beyond the age of 70. Retirement before age 70 shall be at the discretion of the employee.

Employees shall be reimbursed for expenses incurred in the pursuit of in-service, special education endorsement, professional development training, and college coursework, up to a maximum of $150 per contract year 

A mentoring program will be jointly developed and maintained by the Director and employees appointed by the Association. The content of this program will be subject to approval by the Board.

Employees newly hired by the Interlocal who have two (2) or less years of previous employment experience in public schools shall be assigned a mentor by the Director during each of their first two (2) years of employment. Employees newly hired by the Interlocal with three (3) or more years of previous employment experience in public schools may be assigned a mentor at the Director’s discretion, based on job classifications. Mentors and mentees shall be from similar job classifications whenever possible. Employees have the right to decline the Director’s request to serve as a mentor. In the event that a mentor is not available due to staff shortage, other arrangements will be made.

Employees serving as a mentor to newly hired employees with two (2) or less years of previous employment experience in public schools shall be compensated $1,000 per mentee during year one (1) and $750 during year two (2). Employees serving as a mentor to newly hired employees with three (3) or more years of previous employment experience in public schools shall be compensated $500 per mentee. Stipends may come from either the interlocal or the school district.

Professionalism & Collaboration

• Demonstrate a commitment to professionalism in appearance, communication and behavior.

• Treat all students, colleagues, and families with dignity and respect.

• Work collaboratively with others to achieve common goals.

• Advocate effectively for the needs and interests of students.

• Support your district's overall educational program.

Classroom Environment & Management

• Create a positive climate conducive to learning.

• Clearly communicate and maintain expectations for student learning and behavior.

• Maximize student engagement and time on task.

• Monitor and provide timely feedback on task completion and progress.

Instructional Planning & Delivery

• Prepare standards-based lessons using research-based materials that appeal to diverse learning needs.

• Employ a range of teaching strategies appropriate to learners, objectives, and content.

• Design varied educational experiences that build on past learning, promote present learning, and encourage future learning.

• Incorporate opportunities for students to apply knowledge and skills to real-life situations.

Assessment & Communication

• Assess student performance frequently and authentically.

• Use assessment data to evaluate teaching effectiveness and inform instructional decisions.

• Communicate student progress to parents regularly, both formally and informally, as required.

Professional Growth & Licensure

• Support and reinforce the learning experiences provided by colleagues.

• Engage in ongoing professional development to enhance teaching practices.

• Obtain and maintain KSDE or (appropriate credentialing body) licensure/endorsement for the assigned student population.

Each month around the first of the month, ECKCE will produce a newsletter which contains information about upcoming events, articles helpful in dealing with general issues in special education and answers to questions that the director receives in the office, either by phone or email. Questions on dealing with procedures are always encouraged and will be answered specific to the circumstances of the situation, but may be published in the newsletter for educational purposes, with names changed to protect anonymity. If you would like your question not to be used, please specify that when asking and your request will be honored.

2024 Negotiated Agreement

2024 Salary Schedule

Employee Assistance Program Brochure + EAP Website

Family and Medical Leave Act Regulations

Employee Polygraph Protection Act

Kansas Dept of Labor - Workplace Laws