Media Specialist
9/19/2016
Position Description (DCPS)
Library/Media Specialist Pay Plan: ET ‐ 15 (10 Month) Grade: ET Step/Salary: 1‐10 / $51,539 ‐ $83,199 Loca뛕on: Washington, DC
Cer瓳fied 04‐01‐2016
Our public school students need your exper뛕se, passion and leadership. We are looking for highly mo뛕vated and skilled talent to join our team at District of Columbia Public Schools (DCPS). We seek individuals who are passionate about transforming the DC school system and making a significant difference in the lives of public school students, parents, principals, teachers, and central office employees. DCPS serves 48,600 students in the na뛕on's capital through the efforts of approximately 4,000 educators in 112 schools. As part of a comprehensive reform effort to become the preeminent urban school system in America, DCPS intends to have the highest‐performing, best paid, most sa뛕sfied, and most honored educator force in the na뛕on and a dis뛕nc뛕ve central office staff whose work supports and drives instruc뛕onal excellence and significant achievement gains for DCPS students.
Posi뛕on Overview The Library/Media Specialist posi뛕on is located in all public schools within the DCPS system. Situated at the center of na뛕onal government, the goal of DPCS is to provide students with a quality educa뛕on that prepares them to become future leaders, produc뛕ve ci뛕zens, and individuals who are engaged in the life of the community. This posi뛕on is a safety‐sensi뛕ve posi뛕on. As a result, throughout employment this posi뛕on will be subject to the Employee Mandatory Drug and Alcohol Tes뛕ng Policy. The Library/Media Specialist will report to the Principal.
Essen뛕al Du뛕es and Responsibili뛕es The below statements are intended to describe the general nature and scope of work being performed by this posi瓳on. This is not a complete lis瓳ng of all responsibili瓳es, du瓳es, and/or skills required. Other du瓳es may be assigned. The Library/Media Specialist is responsible for providing the leadership, and instruc뛕onal resources and services, for implementa뛕on of a school library media program that serves as an integral part of a student‐centered educa뛕onal process and creates an environment where inquiry, innova뛕on, communica뛕on, collabora뛕on and crea뛕ve problem solving thrive. Assesses learning and informa뛕on needs of students and staff. Plans and works collabora뛕vely with teachers to use appropriate resources that address curricular needs and learning goals. Instructs students and staff in the effec뛕ve use of the media center, its resources, and the current technologies necessary to access the resources and informa뛕on. Incorporates informa뛕on literacy into day‐to‐day instruc뛕on. Advocates and promotes reading and life‐long learning through mo뛕va뛕onal ac뛕vi뛕es. Adheres to and communicates copyright as well as other laws and guidelines pertaining to the distribu뛕on and ethical use of all resources. Advocates the principles of intellectual freedom. Works coopera뛕vely with other libraries and agencies to share resources that enhance teaching and learning. Works with the principal and school leadership team to provide flexible access to school library media center resources to accommodate individuals and groups simultaneously. Organizes school library media facili뛕es and resources in a manner that supports the mission, goals, and objec뛕ves of the school and maximizes intellectual and physical access to resources. Encourages the widest possible use of print and electronic resources and services‐‐within the school library media center, throughout the school, and through remote access. https://octo.quickbase.com/db/bijm723bs?a=dbpage&pageid=13&rid=732
1/4
9/19/2016
Position Description (DCPS)
Develops and implements an ongoing collec뛕on development and evalua뛕on planning process, that focuses on a variety of formats and resources to meet diverse learning needs. Prepares budget requests, administer library budgets, and maintain appropriate records. Evaluates and selects resources that build a collec뛕on addressing curricular needs and learning goals in collabora뛕on with teachers, technology staff, and students. Evaluates the school library media program on a con뛕nual basis according to accepted standards of quality. Interacts effec뛕vely with students, staff, administra뛕on, parents, and the community to promote and expand the school library media program. Prepares and submits accurate reports as required. Adheres to established laws, policies, rules, and regula뛕ons. Cer瓳fied 04‐01‐2016
Qualifica뛕ons
Masters degree in Library and Informa뛕on Science. Approved program requirements must be met to qualify for K‐12 School Library/Media Specialist cer뛕fica뛕on in Washington DC.
Personal Quali뛕es of Top Candidates Commitment to Equity: Passionate about closing the achievement gap and ensuring that every child, regardless of background or circumstance, receives an excellent educa뛕on. Leadership: Coaches, mentors, and challenges others to excel despite obstacles and challenging situa뛕ons. Focus on Data‐Driven Results: Relentlessly pursues the improvement of central office performance and school leadership, instruc뛕on, and opera뛕ons, and is driven by a desire to produce quan뛕fiable student achievement gains. Innova뛕ve Problem‐Solving: Approaches work with a sense of possibility and sees challenges as opportuni뛕es for crea뛕ve problem solving; takes ini뛕a뛕ve to explore issues and find poten뛕al innova뛕ve solu뛕ons. Adaptability: Excels in constantly changing environments and adapts flexibly in shi횦ing projects or priori뛕es to meet the needs of a dynamic transforma뛕on effort; comfortable with ambiguity and non‐rou뛕ne situa뛕ons. Teamwork: Increases the effec뛕veness of surrounding teams through collabora뛕on, constant learning and suppor뛕ng others; sensi뛕ve to diversity in all its forms; respects and is commied to learning from others. Dependability: Does whatever it takes to consistently deliver with high quality under 뛕ght deadlines; successfully manages own projects through strong organiza뛕on, detailed workplans, and balancing of mul뛕ple priori뛕es. Communica뛕on and Customer Service Skills: Communicates clearly and compellingly with diverse stakeholders in both oral and wrien forms; an뛕cipates and responds to customer needs in a high‐quality and courteous manner. ********** READ AND ACKNOWLEDGED: Employee Signature: _______________________________________________ Employee Name:
_______________________________________________
Supervisor Signature: _______________________________________________ Supervisor Name:
_______________________________________________
Date:
_______________________________________________
DCPS No뛕ce of Nondiscrimina뛕on: The District of Columbia Public Schools (DCPS) is commied to ensuring that all of its employees act in conformity with federal and District of Columbia nondiscrimina뛕on laws, including Titles VI and VII of the Civil Rights Act of 1964, the Age Discrimina뛕on in Employment Act of 1967, the Age Discrimina뛕on Act of 1975, Title IX of the Educa뛕on Amendments of 1972, Sec뛕on 504 of the Rehabilita뛕on Act of 1973, the Americans with Disabili뛕es Act of 1990, the Individuals with Disabili뛕es Educa뛕on Act, the District of Columbia Human Rights Act of 1977, and the Gene뛕c Informa뛕on Nondiscrimina뛕on Act of 2008. https://octo.quickbase.com/db/bijm723bs?a=dbpage&pageid=13&rid=732
2/4
9/19/2016
Position Description (DCPS)
Accordingly, DCPS does not discriminate or tolerate discrimina뛕on against employees, applicants for employment, or students on the basis of actual or perceived race, color, religion, na뛕onal origin, sex (including pregnancy), age, marital status, personal appearance, sexual orienta뛕on, gender iden뛕ty or expression, family status, family responsibili뛕es, matricula뛕on, poli뛕cal affilia뛕on, gene뛕c informa뛕on, disability, source of income, status as a vic뛕m of an interfamily offense, or place of residence or business. DCPS also prohibits harassment based on any of the aforemen뛕oned protected traits and retalia뛕on against a person because he or she has complained about discrimina뛕on, filed a charge of discrimina뛕on, or par뛕cipated in a discrimina뛕on inves뛕ga뛕on or lawsuit. Employees found to have engaged in prohibited discrimina뛕on, harassment, or retalia뛕on will be subject to disciplinary ac뛕on. No뛕ce of Non‐Retalia뛕on District of Columbia Public Schools will not in뛕midate, threaten, coerce, discriminate against, retaliate or take adverse employment ac뛕on against any employee, student, or volunteer that in good faith and with honest and non‐malicious intent makes a report regarding poten뛕al viola뛕ons of laws, regula뛕ons or policies. Retalia뛕on includes, but is not limited to, adverse job ac뛕ons such as termina뛕on; denial of any bonus, benefit or training; reduc뛕on of salary or decrease in hours; or change in or transfer to a lesser posi뛕on. Individuals who violate this policy will be subject to the appropriate and applicable disciplinary process, up to and including termina뛕on. The following Federal and District law concerning non‐retalia뛕on supports our Non‐Retalia뛕on Policy. Title VII, Sec뛕on 704(a), of the Civil Rights Act of 1964, as amended, states the following: (a) Discrimina뛕on for making charges, tes뛕fying, assis뛕ng, or par뛕cipa뛕ng in enforcement proceedings It shall be an unlawful employment prac뛕ce for an employer to discriminate against any of his employees or applicants for employment, for an employment agency, or join labor‐management commiee controlling appren뛕ceship or other training or retraining, including on‐the‐job training programs, to discriminate against any individual, or for a labor organiza뛕on to discriminate against any member thereof or applicant for membership, because he has opposed any prac뛕ce made an unlawful employment prac뛕ce by this subchapter, or because he has made a charge, tes뛕fied, assisted, or par뛕cipated in any manner in an inves뛕ga뛕on, proceeding, or hearing under this subchapter. DC Law 2‐38 (Human Rights Act of 1977), Part G, Sec. 1‐2525, states the following: ? 1‐2525. Coercion or retalia뛕on (a) It shall be an unlawful discriminatory prac뛕ce to coerce, threaten, retaliate against, or interfere with any person in the exercise or enjoyment of, or on account of having exercised or enjoyed, or on account of having aided or encouraged any other person in the exercise or enjoyment of any right granted or protected under this chapter. (b) It shall be an unlawful discriminatory prac뛕ce for any person to require, request, or suggest that a person retaliate against, interfere with, in뛕midate or discriminate against a person, because that person has opposed any prac뛕ce made unlawful by this chapter, or because that person has made a charge, tes뛕fied, assisted, or par뛕cipated in any manner in an inves뛕ga뛕on, proceeding or hearing authorized under this chapter. (c) It shall be an unlawful discriminatory prac뛕ce for any person to cause or coerce, or aempt to cause or coerce, directly or indirectly, any person to prevent any person from complying with the provisions of this chapter. DC Municipal Regula뛕ons, Title 5, (Board of Educa뛕on) Subsec뛕on 1401.2(z) states the following: (z) Retalia뛕on for repor뛕ng harassment and sexual harassment. An employee commits an offense under this provision when he/she retaliates against any person who reports alleged harassment or sexual harassment, or any person who tes뛕fies, assists or par뛕cipates in an inves뛕ga뛕on, or who tes뛕fies, assists or par뛕cipates in a proceeding or hearing rela뛕ng to such harassment or sexual harassment. An employee retaliates against a person if, as a result of ac뛕on taken by the employee described in the previous sentence, 1) such person is reasonably in뛕midated by verbal threats or physical conduct of the employee, or 2) such person is denied an opportunity, right or privilege to which he/she would otherwise be en뛕tled, or 3) such person is subjected to detrimental treatment to which he/she would not otherwise be subjected. Persons filing charges of discrimina뛕on are advised of these Non‐Retalia뛕on Policy and are instructed to no뛕fy the DCPS Equal Employment Opportunity Office, 1200 First Street, NE, 10th Floor, Washington, DC 20002, 202‐442‐5424, if any aempt at retalia뛕on is made. Americans with Disabili뛕es Act (ADA) The Office of Labor Management & Employee Rela뛕ons (LMER) ensures that eligible employees receive benefits and opportuni뛕es equal to those provided to non‐disabled employees. LMER also ensures that eligible disabled employees receive requested reasonable accommoda뛕ons. Employees with inquiries regarding ADA policies should contact the Equal Employment Opportunity Unit, District of Columbia Public Schools, 1200 First Street, NE, 10th Floor, Washington, DC 20002, (202) 442‐5424. Applicants or employees with concerns about discrimina뛕on, harassment, or retalia뛕on should contact: Labor Management & Employee Rela뛕ons, District of Columbia Public Schools, 1200 First Street, NE, 10th Floor, Washington, DC 20002, [email protected],202‐ 442‐5424 or D.C. Office of Human Rights, 441 4th Street, NW, Suite 570N, Washington, D.C. 20001, 202‐727‐4559 or The U.S. Equal Employment Opportunity Commission, 131 M Street, NE, Fourth Floor, Suite 4NWO2F , Washington, DC 20507, 1‐800‐669‐4000 https://octo.quickbase.com/db/bijm723bs?a=dbpage&pageid=13&rid=732
3/4
9/19/2016
Position Description (DCPS)
Students, parents and guardians with concerns regarding disability discrimina뛕on should contact: Heather Holaday, Sec뛕on 504 Coordinator, Office of Teaching and Learning, District of Columbia Public Schools, 1200 First St, NE, 8th Floor, Washington, DC 20002, 202‐645‐6073 or D.C. Office of Human Rights, 441 4th Street, NW, Suite 570N, Washington, D.C. 20001, 202‐727‐4559 Students, parents and guardians with concerns regarding sex discrimina뛕on should contact: Heather Holaday, Sec뛕on 504 Coordinator, Office of Teaching and Learning, District of Columbia Public Schools, 1200 First St, NE, 8th Floor, Washington, DC 20002, 202‐645‐6073 or Assistant Secretary for Civil Rights, U.S. Department of Educa뛕on, Office for Civil Rights, 400 Maryland Avenue, SW, Washington, D.C. 20202‐1100, Telephone: 1‐ 800‐421‐3481, TDD: 877‐521‐2172, FAX: 202‐245‐6840, Email: [email protected] Students, parents and guardians, and others with concerns regarding discrimina뛕on may also u뛕lize the DCPS grievance procedure process. Students, parents and guardians and others with discrimina뛕on concern should contact: DCPS Chancellor?s Response Team, Office of the Chancellor, 1200 First Street, NE, 9th Floor, Washington, DC 20002, (202) 478‐5738 or Assistant Secretary for Civil Rights, U.S. Department of Educa뛕on, Office for Civil Rights, 400 Maryland Avenue, SW, Washington, D.C. 20202‐1100, Telephone: 1‐ 800‐421‐3481, TDD: 877‐521‐2172, FAX: 202‐245‐6840, Email: [email protected] or D.C. Office of Human Rights, 441 4th Street, NW, Suite 570N, Washington, D.C. 20001, 202‐727‐4559
Cer瓳fied 04‐01‐2016
https://octo.quickbase.com/db/bijm723bs?a=dbpage&pageid=13&rid=732
4/4
Position Description (DCPS)
Library/Media Specialist Pay Plan: ET ‐ 15 (10 Month) Grade: ET Step/Salary: 1‐10 / $51,539 ‐ $83,199 Loca뛕on: Washington, DC
Cer瓳fied 04‐01‐2016
Our public school students need your exper뛕se, passion and leadership. We are looking for highly mo뛕vated and skilled talent to join our team at District of Columbia Public Schools (DCPS). We seek individuals who are passionate about transforming the DC school system and making a significant difference in the lives of public school students, parents, principals, teachers, and central office employees. DCPS serves 48,600 students in the na뛕on's capital through the efforts of approximately 4,000 educators in 112 schools. As part of a comprehensive reform effort to become the preeminent urban school system in America, DCPS intends to have the highest‐performing, best paid, most sa뛕sfied, and most honored educator force in the na뛕on and a dis뛕nc뛕ve central office staff whose work supports and drives instruc뛕onal excellence and significant achievement gains for DCPS students.
Posi뛕on Overview The Library/Media Specialist posi뛕on is located in all public schools within the DCPS system. Situated at the center of na뛕onal government, the goal of DPCS is to provide students with a quality educa뛕on that prepares them to become future leaders, produc뛕ve ci뛕zens, and individuals who are engaged in the life of the community. This posi뛕on is a safety‐sensi뛕ve posi뛕on. As a result, throughout employment this posi뛕on will be subject to the Employee Mandatory Drug and Alcohol Tes뛕ng Policy. The Library/Media Specialist will report to the Principal.
Essen뛕al Du뛕es and Responsibili뛕es The below statements are intended to describe the general nature and scope of work being performed by this posi瓳on. This is not a complete lis瓳ng of all responsibili瓳es, du瓳es, and/or skills required. Other du瓳es may be assigned. The Library/Media Specialist is responsible for providing the leadership, and instruc뛕onal resources and services, for implementa뛕on of a school library media program that serves as an integral part of a student‐centered educa뛕onal process and creates an environment where inquiry, innova뛕on, communica뛕on, collabora뛕on and crea뛕ve problem solving thrive. Assesses learning and informa뛕on needs of students and staff. Plans and works collabora뛕vely with teachers to use appropriate resources that address curricular needs and learning goals. Instructs students and staff in the effec뛕ve use of the media center, its resources, and the current technologies necessary to access the resources and informa뛕on. Incorporates informa뛕on literacy into day‐to‐day instruc뛕on. Advocates and promotes reading and life‐long learning through mo뛕va뛕onal ac뛕vi뛕es. Adheres to and communicates copyright as well as other laws and guidelines pertaining to the distribu뛕on and ethical use of all resources. Advocates the principles of intellectual freedom. Works coopera뛕vely with other libraries and agencies to share resources that enhance teaching and learning. Works with the principal and school leadership team to provide flexible access to school library media center resources to accommodate individuals and groups simultaneously. Organizes school library media facili뛕es and resources in a manner that supports the mission, goals, and objec뛕ves of the school and maximizes intellectual and physical access to resources. Encourages the widest possible use of print and electronic resources and services‐‐within the school library media center, throughout the school, and through remote access. https://octo.quickbase.com/db/bijm723bs?a=dbpage&pageid=13&rid=732
1/4
9/19/2016
Position Description (DCPS)
Develops and implements an ongoing collec뛕on development and evalua뛕on planning process, that focuses on a variety of formats and resources to meet diverse learning needs. Prepares budget requests, administer library budgets, and maintain appropriate records. Evaluates and selects resources that build a collec뛕on addressing curricular needs and learning goals in collabora뛕on with teachers, technology staff, and students. Evaluates the school library media program on a con뛕nual basis according to accepted standards of quality. Interacts effec뛕vely with students, staff, administra뛕on, parents, and the community to promote and expand the school library media program. Prepares and submits accurate reports as required. Adheres to established laws, policies, rules, and regula뛕ons. Cer瓳fied 04‐01‐2016
Qualifica뛕ons
Masters degree in Library and Informa뛕on Science. Approved program requirements must be met to qualify for K‐12 School Library/Media Specialist cer뛕fica뛕on in Washington DC.
Personal Quali뛕es of Top Candidates Commitment to Equity: Passionate about closing the achievement gap and ensuring that every child, regardless of background or circumstance, receives an excellent educa뛕on. Leadership: Coaches, mentors, and challenges others to excel despite obstacles and challenging situa뛕ons. Focus on Data‐Driven Results: Relentlessly pursues the improvement of central office performance and school leadership, instruc뛕on, and opera뛕ons, and is driven by a desire to produce quan뛕fiable student achievement gains. Innova뛕ve Problem‐Solving: Approaches work with a sense of possibility and sees challenges as opportuni뛕es for crea뛕ve problem solving; takes ini뛕a뛕ve to explore issues and find poten뛕al innova뛕ve solu뛕ons. Adaptability: Excels in constantly changing environments and adapts flexibly in shi횦ing projects or priori뛕es to meet the needs of a dynamic transforma뛕on effort; comfortable with ambiguity and non‐rou뛕ne situa뛕ons. Teamwork: Increases the effec뛕veness of surrounding teams through collabora뛕on, constant learning and suppor뛕ng others; sensi뛕ve to diversity in all its forms; respects and is commied to learning from others. Dependability: Does whatever it takes to consistently deliver with high quality under 뛕ght deadlines; successfully manages own projects through strong organiza뛕on, detailed workplans, and balancing of mul뛕ple priori뛕es. Communica뛕on and Customer Service Skills: Communicates clearly and compellingly with diverse stakeholders in both oral and wrien forms; an뛕cipates and responds to customer needs in a high‐quality and courteous manner. ********** READ AND ACKNOWLEDGED: Employee Signature: _______________________________________________ Employee Name:
_______________________________________________
Supervisor Signature: _______________________________________________ Supervisor Name:
_______________________________________________
Date:
_______________________________________________
DCPS No뛕ce of Nondiscrimina뛕on: The District of Columbia Public Schools (DCPS) is commied to ensuring that all of its employees act in conformity with federal and District of Columbia nondiscrimina뛕on laws, including Titles VI and VII of the Civil Rights Act of 1964, the Age Discrimina뛕on in Employment Act of 1967, the Age Discrimina뛕on Act of 1975, Title IX of the Educa뛕on Amendments of 1972, Sec뛕on 504 of the Rehabilita뛕on Act of 1973, the Americans with Disabili뛕es Act of 1990, the Individuals with Disabili뛕es Educa뛕on Act, the District of Columbia Human Rights Act of 1977, and the Gene뛕c Informa뛕on Nondiscrimina뛕on Act of 2008. https://octo.quickbase.com/db/bijm723bs?a=dbpage&pageid=13&rid=732
2/4
9/19/2016
Position Description (DCPS)
Accordingly, DCPS does not discriminate or tolerate discrimina뛕on against employees, applicants for employment, or students on the basis of actual or perceived race, color, religion, na뛕onal origin, sex (including pregnancy), age, marital status, personal appearance, sexual orienta뛕on, gender iden뛕ty or expression, family status, family responsibili뛕es, matricula뛕on, poli뛕cal affilia뛕on, gene뛕c informa뛕on, disability, source of income, status as a vic뛕m of an interfamily offense, or place of residence or business. DCPS also prohibits harassment based on any of the aforemen뛕oned protected traits and retalia뛕on against a person because he or she has complained about discrimina뛕on, filed a charge of discrimina뛕on, or par뛕cipated in a discrimina뛕on inves뛕ga뛕on or lawsuit. Employees found to have engaged in prohibited discrimina뛕on, harassment, or retalia뛕on will be subject to disciplinary ac뛕on. No뛕ce of Non‐Retalia뛕on District of Columbia Public Schools will not in뛕midate, threaten, coerce, discriminate against, retaliate or take adverse employment ac뛕on against any employee, student, or volunteer that in good faith and with honest and non‐malicious intent makes a report regarding poten뛕al viola뛕ons of laws, regula뛕ons or policies. Retalia뛕on includes, but is not limited to, adverse job ac뛕ons such as termina뛕on; denial of any bonus, benefit or training; reduc뛕on of salary or decrease in hours; or change in or transfer to a lesser posi뛕on. Individuals who violate this policy will be subject to the appropriate and applicable disciplinary process, up to and including termina뛕on. The following Federal and District law concerning non‐retalia뛕on supports our Non‐Retalia뛕on Policy. Title VII, Sec뛕on 704(a), of the Civil Rights Act of 1964, as amended, states the following: (a) Discrimina뛕on for making charges, tes뛕fying, assis뛕ng, or par뛕cipa뛕ng in enforcement proceedings It shall be an unlawful employment prac뛕ce for an employer to discriminate against any of his employees or applicants for employment, for an employment agency, or join labor‐management commiee controlling appren뛕ceship or other training or retraining, including on‐the‐job training programs, to discriminate against any individual, or for a labor organiza뛕on to discriminate against any member thereof or applicant for membership, because he has opposed any prac뛕ce made an unlawful employment prac뛕ce by this subchapter, or because he has made a charge, tes뛕fied, assisted, or par뛕cipated in any manner in an inves뛕ga뛕on, proceeding, or hearing under this subchapter. DC Law 2‐38 (Human Rights Act of 1977), Part G, Sec. 1‐2525, states the following: ? 1‐2525. Coercion or retalia뛕on (a) It shall be an unlawful discriminatory prac뛕ce to coerce, threaten, retaliate against, or interfere with any person in the exercise or enjoyment of, or on account of having exercised or enjoyed, or on account of having aided or encouraged any other person in the exercise or enjoyment of any right granted or protected under this chapter. (b) It shall be an unlawful discriminatory prac뛕ce for any person to require, request, or suggest that a person retaliate against, interfere with, in뛕midate or discriminate against a person, because that person has opposed any prac뛕ce made unlawful by this chapter, or because that person has made a charge, tes뛕fied, assisted, or par뛕cipated in any manner in an inves뛕ga뛕on, proceeding or hearing authorized under this chapter. (c) It shall be an unlawful discriminatory prac뛕ce for any person to cause or coerce, or aempt to cause or coerce, directly or indirectly, any person to prevent any person from complying with the provisions of this chapter. DC Municipal Regula뛕ons, Title 5, (Board of Educa뛕on) Subsec뛕on 1401.2(z) states the following: (z) Retalia뛕on for repor뛕ng harassment and sexual harassment. An employee commits an offense under this provision when he/she retaliates against any person who reports alleged harassment or sexual harassment, or any person who tes뛕fies, assists or par뛕cipates in an inves뛕ga뛕on, or who tes뛕fies, assists or par뛕cipates in a proceeding or hearing rela뛕ng to such harassment or sexual harassment. An employee retaliates against a person if, as a result of ac뛕on taken by the employee described in the previous sentence, 1) such person is reasonably in뛕midated by verbal threats or physical conduct of the employee, or 2) such person is denied an opportunity, right or privilege to which he/she would otherwise be en뛕tled, or 3) such person is subjected to detrimental treatment to which he/she would not otherwise be subjected. Persons filing charges of discrimina뛕on are advised of these Non‐Retalia뛕on Policy and are instructed to no뛕fy the DCPS Equal Employment Opportunity Office, 1200 First Street, NE, 10th Floor, Washington, DC 20002, 202‐442‐5424, if any aempt at retalia뛕on is made. Americans with Disabili뛕es Act (ADA) The Office of Labor Management & Employee Rela뛕ons (LMER) ensures that eligible employees receive benefits and opportuni뛕es equal to those provided to non‐disabled employees. LMER also ensures that eligible disabled employees receive requested reasonable accommoda뛕ons. Employees with inquiries regarding ADA policies should contact the Equal Employment Opportunity Unit, District of Columbia Public Schools, 1200 First Street, NE, 10th Floor, Washington, DC 20002, (202) 442‐5424. Applicants or employees with concerns about discrimina뛕on, harassment, or retalia뛕on should contact: Labor Management & Employee Rela뛕ons, District of Columbia Public Schools, 1200 First Street, NE, 10th Floor, Washington, DC 20002, [email protected],202‐ 442‐5424 or D.C. Office of Human Rights, 441 4th Street, NW, Suite 570N, Washington, D.C. 20001, 202‐727‐4559 or The U.S. Equal Employment Opportunity Commission, 131 M Street, NE, Fourth Floor, Suite 4NWO2F , Washington, DC 20507, 1‐800‐669‐4000 https://octo.quickbase.com/db/bijm723bs?a=dbpage&pageid=13&rid=732
3/4
9/19/2016
Position Description (DCPS)
Students, parents and guardians with concerns regarding disability discrimina뛕on should contact: Heather Holaday, Sec뛕on 504 Coordinator, Office of Teaching and Learning, District of Columbia Public Schools, 1200 First St, NE, 8th Floor, Washington, DC 20002, 202‐645‐6073 or D.C. Office of Human Rights, 441 4th Street, NW, Suite 570N, Washington, D.C. 20001, 202‐727‐4559 Students, parents and guardians with concerns regarding sex discrimina뛕on should contact: Heather Holaday, Sec뛕on 504 Coordinator, Office of Teaching and Learning, District of Columbia Public Schools, 1200 First St, NE, 8th Floor, Washington, DC 20002, 202‐645‐6073 or Assistant Secretary for Civil Rights, U.S. Department of Educa뛕on, Office for Civil Rights, 400 Maryland Avenue, SW, Washington, D.C. 20202‐1100, Telephone: 1‐ 800‐421‐3481, TDD: 877‐521‐2172, FAX: 202‐245‐6840, Email: [email protected] Students, parents and guardians, and others with concerns regarding discrimina뛕on may also u뛕lize the DCPS grievance procedure process. Students, parents and guardians and others with discrimina뛕on concern should contact: DCPS Chancellor?s Response Team, Office of the Chancellor, 1200 First Street, NE, 9th Floor, Washington, DC 20002, (202) 478‐5738 or Assistant Secretary for Civil Rights, U.S. Department of Educa뛕on, Office for Civil Rights, 400 Maryland Avenue, SW, Washington, D.C. 20202‐1100, Telephone: 1‐ 800‐421‐3481, TDD: 877‐521‐2172, FAX: 202‐245‐6840, Email: [email protected] or D.C. Office of Human Rights, 441 4th Street, NW, Suite 570N, Washington, D.C. 20001, 202‐727‐4559
Cer瓳fied 04‐01‐2016
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