2012-07-10 PH

JULY 10, 2012

DRAFT

A Public Hearing was held to allow for public comments on 2012 Millage Rates.

There were no comments. The hearing was adjourned.

THE PARISH SCHOOL BOARD OF VERNON PARISH LOUISIANA CONVENED IN REGULAR SESSION ON JULY 10, 2012 AT 10:00AM, 201 BELVIEW ROAD, LEESVILLE, LA. PRESIDENT PERKINS CALLED THE MEETING TO ORDER AND ON ROLL CALL THE FOLLOWING MEMBERS WERE PRESENT:

MICHAEL PERKINS, PRESIDENT

RANDI GLEASON, VICE PRESIDENT

ROBERT PYNES, JR.

DOUG BRANDON

JERRY JEANE

RANDY MARTIN

STEVE WOODS

JOHN BLANKENBAKER

GERALD COOLEY

COL. ROGER SHUCK

ABSENT: RICHARD SCHWARTZ - OUT OF TOWN

MEL HARRIS - BUSINESS OBLIGATION

VERNON TRAVIS - OUT OF TOWN

There was also present Mr. Jackie D. Self, Secretary of the Board.

The meeting was opened in prayer by Reverend Arlin Smith.

The Pledge of Allegiance was led by Randy Martin.

On motion of John Blankenbaker, seconded by Randy Martin, the Board voted to approve the minutes of the July 3, 2012 regular meeting and dispense with the reading of the minutes.

On motion of Randi Gleason, seconded by Steve Woods, the Board voted to receive bids for propane for Evans, Hicks, and Simpson High Schools.

Amerigas $2.23 per gallon

Ferrell Gas $1.44 PER GALLON

Jim’ South Butane & Propane $1.79

On motion of Randy Martin, seconded by Gerald Cooley, the Board voted to accept the low bid from Ferrell Gas for $1.44 per gallon.

On motion of Doug Brandon, seconded by John Blankenbaker, the Board voted to adopt the following new/revised policies:

SCHOOL SUPERINTENDENT LEGAL STATUS

The Superintendent of the Vernon Parish School Board is a constitutional school officer as provided in the Constitution and laws of the State of Louisiana. As such, he/she has certain authorities and functions which are provided for by law.

The Superintendent shall be the chief executive officer and secretary and treasurer of the Vernon Parish School Board. He/she shall be responsible to the Board for the efficient administration of the school district according to the laws governing the school district and the policies which are adopted by the Louisiana Board of Elementary and Secondary Education (BESE) and the Vernon Parish School Board. As the instructional leader of the school district and its chief executive officer, he/she shall have primary responsibility for personnel actions in the district as may be outlined in state law and/or Board policy.

As secretary of the Board, he/she shall keep, or cause to be kept, an accurate copy of all minutes in an official minute book reflecting all business of the Board conducted at regular or special meetings. As secretary the Superintendent shall see that copies of all minutes are provided to all Board members and that the official Board minutes are made available for public examination in accordance with state law.

As treasurer, the Superintendent shall have the authority to co-sign and execute any and all documents associated with all transactions duly approved by the Board. He/she shall also be designated as the official custodian of all funds to which the Board is entitled by law and shall be responsible for the proper safeguarding and accounting for all such funds.

The Superintendent shall sign each teacher’s contract issued.

Revised: November, 2010

Revised: June, 2012

Ref: Constitution of Louisiana, Art. VIII, Sec. 9; La. Rev. Stat. Ann. ''17:54, 17:81, 17:83, 17:90, 17:91, 17:92, 17:93, 17:94, 17:95, 17:96, 17:97; Board minutes, 12-2-10.

SCHOOL BOARD ETHICS

Recognizing that as a member of a public school board and that each Vernon Parish School Board member is filling a position of public trust, responsibility, and authority endowed by the State of Louisiana, the Vernon Parish School Board, individually and collectively, shall subscribe to the principles of the Louisiana School Boards Association, by which a school board member should be guided.

In addition, certain actions of elected officials may be considered improper, and in some circumstances, illegal. Actions which may present a conflict of interest, acceptance of gifts, or solicitations, or gratuities, abuse of authority of office or position, and decisions regarding the employment of a family member of an official are all subject to statutory restrictions. The ethical conduct of Board members, as well as other designated officials, shall be in accordance with state law.

GIFTS

Acceptance of personal gifts by any Board member or employee of the Vernon Parish School Board from persons or firms doing business with the School Board, or any department or school thereof, is prohibited. Reduced cost and/or free travel expenses are also defined as gifts with regard to this policy provision. This policy provision does not preclude acceptance of food, drinks, or refreshment of a social nature or participation in a social event, provided the value of the food, drink, or refreshment does not exceed that amount permitted under state law. It also shall not preclude the acceptance of campaign contributions for use in meeting campaign expenses by any employee or Board member who is or becomes a candidate for election to any public office.

NEPOTISM

No member of the immediate family of an agency head shall be employed in his/her agency. No member of the immediate family of a member of a governing authority or the chief executive of a governmental entity shall be employed by the governmental entity, with limited exception as outlined below.

The provisions above shall not prohibit the continued employment of any public employee nor shall it be construed to hinder, alter, or in any way affect normal promotional advancements for such public employee where a member of a public employee's immediate family becomes the agency head of such public employee's agency, provided that such public employee has been employed in the agency for a period of at least one year prior to the member of the public employee's immediate family becoming the agency head.

Exceptions

Any School Board member or Superintendent whose immediate family member is employed or who may be employed, as excepted below, shall recuse himself/herself from any decision involving the promotion or assignment of teaching or service location of such employee.

1. Any member of the immediate family of any Board member or the Superintendent may be employed as a classroom teacher provided that such family member is certified to teach.

2. For any School Board in a parish having a population of fewer than sixty thousand (60,000) according to the latest federal decennial census, any member of the immediate family of any Board member or of the Superintendent may be employed as a special education related services professional provided that such family member is licensed in an appropriate field for special education related services and such

family member is the only applicant who meets the qualifications for the position who has applied for the position after it has been advertised for at least thirty (30) days in the official journal of the School Board. A special education related services professional shall include the following when employed to provide special education services: a social worker, occupational therapist, physical therapist, speech therapist/pathologist, teacher of hearing impaired students, teacher of visually impaired students, or nurse.

3. An immediate family member of an athletic director of a school may be employed as a coach at such school.

ABUSE OF OFFICE

No School Board member, Superintendent, or employee shall use the authority of his/her office or position, directly or indirectly, in a manner intended to compel or coerce any person or other public servant to provide himself/herself, any other public servant, or other person with any thing of economic value.

No School Board member shall act in an individual capacity to use the authority of his/her office or position as a member of the School Board in a manner intended to interfere with, compel or coerce any personnel decision, including the hiring, promotion, discipline, demotion, transfer, discharge, or assignment of work to any school employee.

No School Board member shall use the authority of his/her office or position as a member of the School Board in a manner intended to interfere with, compel, or coerce any school employee to make any decision concerning benefits, work assignment, or membership in any organization.

TRANSACTIONS AFTER TERMINATION OF PUBLIC SERVICE

No former agency head or elected official shall, for a period of two (2) years following the termination of his/her public service as the head of such agency or as an elected public official serving in such agency, assist another person, for compensation, in a transaction, or in an appearance in connection with a transaction, involving that agency or render any service on a contractual basis to or for the Board.

No former member of the School Board shall, for a period of two (2) years following the termination of his/her public service on such Board, contract with, be employed in any capacity by, or be appointed to any position by the Board, except that the School Board may employ a former member for any classroom teaching position which requires a valid Louisiana teaching certificate or a school psychologist with a valid certificate in school psychology, provided the former School Board member holds such a certificate.

No former School Board employee shall, for a period of two (2) years following the termination of his/her employment, assist another person, for compensation, in a transaction, or in an appearance in connection with a transaction in which such former public employee participated at any time during his/her public employment and involving the School Board by which he/she was formerly employed, or for a period of two (2) such years following termination of his/her employment, render any service which such former public employee has rendered to the School Board during the term of his/her public employment on a contractual basis, regardless of the parties to the contract, to, for, or on behalf of the School Board with which he/she was formerly employed.

DEFINITIONS

Agency means a department, office, division, agency, commission, board, committee, or other organizational unit of a governmental entity. For public servants of political subdivisions, it shall mean the agency in which the public servant serves, except that for members of any governing authority and for the elected or appointed chief executive of a governmental entity, it shall mean the governmental entity.

Agency head means the chief executive or administrative officer of an agency or any member of a board or commission who exercises supervision over the agency.

Immediate family as the term relates to a public servant means his/her children, the spouses of his/her children, his/her brothers and their spouses, his/her sisters and their spouses, his/her parents, his/her spouse, and the parents of his/her spouse.

Public servant means a public employee or an elected official.

Revised: October, 1997 Revised: December, 2008

Revised: November, 1999 Revised: November, 2010

Revised: August, 2003 Revised: August, 2011

Revised: September, 2006 Revised: June, 2012

Ref: La. Rev. Stat. Ann. ''17:81, 17:428, 42:1101, 42:1102, 42:1112, 42:1115, 42:1115.1, 42:1116, 42:1119, 42:1121, 42:1123; Board minutes, 9-4-03, 10-10-06, 2-5-09, 12-2-10, 10-11-11.

EMPLOYMENT OF SUPERINTENDENT

The Vernon Parish School Board shall employ the Superintendent pursuant to a written contract for a period not to exceed four (4) years, which period, however, may extend no longer than two (2) years after the expiration of the term of office of the members of the Board electing the Superintendent. The election of the Superintendent shall require a favorable vote of a majority of the entire membership of the School Board.

Such contract shall contain, but need not be limited to, specific performance objectives/performance targets as required by La. Rev. Stat. Ann. §17:54. In case of a discrepancy between the contract and any policy, the contract provisions shall prevail.

The School Board shall submit to the State Superintendent of Education a copy of any executed, negotiated, or renegotiated employment contract with the Superintendent.

The Superintendent may choose not to enter into a subsequent contract and may either terminate his/her employment or, if he/she has acquired permanent status as a teacher, resume employment as a teacher.

The Board shall negotiate and offer the Superintendent a new contract at the expiration of each existing contract unless a majority of the Board membership votes at least ninety (90) days prior to the termination of the existing contract against offering a new contract. For new or extended contracts entered into after July 1, 2012, the School Board shall notify the Superintendent of termination of his/her contract not less than thirty (30) days prior to contract termination.

If the Superintendent is found incompetent, unworthy, or inefficient, or is found to have failed to fulfill the terms and performance objectives of his/her contract or to comply with School Board policy, then the Superintendent shall be removed from office prior to the expiration of his/her contract by the concurring vote of at least two-thirds (⅔) of the membership of the entire School Board at any regular or special meeting after due notice. Before the Superintendent can be removed during the contract period, he/she shall have the right to written charges and a fair hearing before the Board after written notice.

The School Board shall notify the State Superintendent of Education any time it terminates or fails to renew its employment contract with the Superintendent, along with the reasons therefor.

Revised: November, 2010

Revised: June, 2012

Ref: La. Rev. Stat. Ann. §17:54; Board minutes, 9-6-05, 12-2-10.

EVALUATION OF THE SUPERINTENDENT

The Vernon Parish School Board believes that student growth, district progress and community satisfaction are all affected by Superintendent’s job performance. The Superintendent cannot function effectively without periodic feedback about his/her job performance. Therefore, the Board recognizes its responsibility to evaluate the Superintendent in a confidential manner. The Board shall evaluate the Superintendent in an open or closed session, based upon the desires of the Superintendent, according to standards agreed upon by both parties. The intent of the evaluation is to provide the highest quality leadership for the school system.

The Superintendent shall be evaluated annually to document performance. The evaluation shall include the Superintendent’s strengths and weaknesses relative to the performance objectives/specific targets outlined in the Superintendent’s contract.

New policy: June, 2012

Ref: La. Rev. Stat. Ann. §§17:54, 17:81, 17:3881, 17:3882, 17:3883, 17:3884.

EVALUATION OF ADMINISTRATIVE AND SUPERVISORY STAFF MEMBERS

The Vernon Parish School Board believes the quality of teaching and learning is directly related to the performance of all personnel who work in the school district. The Board, therefore, shall strive to attract, retain, and promote the most highly qualified personnel available for any and all administrative positions of employment in the district. An effective Personnel Evaluation Plan shall be one important aspect of a professional growth program.

The Superintendent and his/her staff shall have the responsibility for developing, monitoring, and maintaining an effective and efficient personnel evaluation program. In doing so, the Board emphasizes that evaluations should be conducted in a professional and cooperative manner and should be diagnostic rather than judgmental. The evaluation process should result in the assessment of the strengths and weaknesses of the individual and the selection of the necessary steps which will be taken to help the individual continue to grow professionally.

The process for all observations, evaluations, teacher conferences and related functions shall be conducted in accordance with regulations and other criteria enumerated in Vernon Parish's Personnel Evaluation Plan, as approved by the Board and the Louisiana Department of Education.

Ref: La. Rev. Stat. Ann. ''17:24.3, 17:391.5.

COMPENSATION GUIDES AND CONTRACTS

Contracts of employment between eligible employees and the Vernon Parish School Board shall be executed for a specified period of time and compensation in accordance with state law. Unless otherwise stipulated, all employees shall meet all stated position qualifications and/or certification requirements before any contract shall become valid. Renewal or issuance, when possible, of contracts of employment, as well as dismissal or nonrenewal of contract notices, with the exception of performance contracts, shall be issued on or before the last day of each school year, whenever possible.

The execution of an employee contract by the Board and employee shall be legally binding upon both parties. Teachers without tenure shall be required to have a written contract. Teachers who have gained tenure may not be required to sign a written contract each scholastic year, but shall be required to sign such employment contracts at intervals determined by the Board. The failure of a non-tenured teacher to sign a contract for the ensuing school session within the specified time, when required, shall be considered as voluntary termination of employment on the part of the teacher, unless under extenuating circumstances, an extension is granted by the Superintendent. Any subsequent resignation or termination of said contract for reasons other than extreme emergencies, as determined by the Board, shall constitute a breach of contract against which legal action may be taken by the Board and the employee dealt with accordingly. The Superintendent shall receive, finalize, and accept all resignations of school employees. However, the Superintendent at the next available meeting shall report said resignations to the Board.

The Superintendent shall sign each teacher contract.

No teacher shall be placed on the payroll of the school district unless the teacher holds a valid certificate as required by law, and a copy of the teacher's contract has been filed with the Superintendent. Exceptions shall be made only when teachers with valid certification are not available for employment.

Performance Contracts

Persons hired in administrative and/or supervisory positions which require certification shall be hired under the terms of a performance contract for a term of not less than two (2) nor more than four (4) years, which shall be agreed to by both the employee and the Board. Renewal or issuance, when possible, of contracts of employment, as well as dismissal or nonrenewal of contract notices, shall be issued on or before the last day of each school year, whenever possible.

Termination or non-renewal of any performance contract shall be governed by the terms of the contract and applicable law.

COMPENSATION

Salary Schedules

Upon the recommendation of the Superintendent, the School Board shall establish salary schedules by which to determine the salaries to be paid to teachers and all other school employees. Salaries of all teachers shall be set by the Superintendent. The salaries of all personnel are generally based upon an established salary schedule; provided, however, that salaries may be stated in and controlled by an employment contract.

The salaries as provided in any salary schedule shall be considered as full compensation for all work required and performed within each employee’s prescribed scope of duties and responsibilities.

Salary schedules established for teachers, administrators, and other certified school personnel shall be based upon the following criteria, with no one criterion accounting for more than fifty percent (50%) of the formula used to compute such employees' salaries:

1. Effectiveness, as determined by the performance evaluation program as provided in La. Rev. Stat. Ann. §§17:3881 through 3905.

2. Demand, inclusive of area of certification, particular school need, geographic area, and subject area, which may include advanced degree levels.

3. Experience.

No teacher or administrator who is rated ineffective pursuant to the Board’s performance evaluation program shall receive a higher salary in the year following the evaluation than the teacher/administrator received in the year of the evaluation.

The amount of the annual salary paid to any employee in any school year shall not be reduced below the amount of such salary paid during the previous school year, nor shall the amount of the annual salary paid to any employee be reduced at any time during an academic year. The limitations on the reduction in the amount of the annual salary paid to any employee shall not be applicable to the correction of any accounting errors or to a reduction necessitated by the elimination of a state program or state funding. Any salary reduction shall not apply to any local salary supplement funded,

in whole or in part, from a revenue source requiring voter approval, when such voter approval has not been obtained. The limitation on the reduction of salary shall also not apply to an employee who has been promoted and subsequently demoted. In this case, the employee’s salary shall return to the salary previously received in the lower position from which promoted.

Ordinarily, no teacher shall be placed on the payroll of the school district unless the teacher holds a valid certificate as required by law, and a copy of the teacher's contract has been filed with the Superintendent. Exceptions may be made only when qualified teachers with valid certification are not available for employment.

Experience Credit

A year of teaching experience is defined as each scholastic year of employment as a certified teacher in public schools within any of the fifty states of the United States of America, or within any of its territorial possessions; or as a teacher in a private or parochial school, as an employee in a state department of education, or as an instructor in an institution of higher learning. All such experience must have been as a teacher in an institution or school accredited by one of the recognized regional accrediting agencies in the United States of America (e.g., SACS). Experience outside the United States of America, its territories or possessions must be in an institution or school accredited by an accrediting agency recognized by the United States of America.

A year of teaching experience shall be granted if the person was employed for at least ninety-one (91) instructional days during one scholastic year, excluding holidays, as verified by the Superintendent. However, not more than one (1) year of experience shall be granted for a period inclusive of twelve (12) consecutive calendar months. All experience must have been on a full-time basis.

Any teacher holding a valid Louisiana teaching certificate in the public school system of Louisiana who has transferred to Louisiana from a public school system of another state and who, at the time of such transfer, held a valid teacher's certificate from that state, shall be given full credit under the salary schedule for the years of satisfactory teaching service previously rendered in the public school system of that state. Credit for previous teaching experience shall also be granted to anyone employed who holds a valid Louisiana teaching certificate and is employed or has been employed by another public school system in the state.

Advanced Degree

When a teacher earns additional college credit, is awarded an advanced degree, or receives additional training that would result in an increase in salary, said teacher shall be paid for the advanced degree or training beginning with the first semester if all necessary documentation has been received from the Louisiana Department of Education by October 1. If a teacher provides proper documentation by January 15, the teacher shall receive pay based on the higher degree or additional credit or training beginning with the second semester. It shall be the responsibility of the employee to assure proper notification is given to the Superintendent or his/her designee.

School Employees

Compensation for all school employees shall be based on applicable salary schedules or hourly rates established by the Vernon Parish School Board, with the exception that no employee shall receive less than the minimum established by state or federal law.

For the purposes of this subsection, school employee shall mean any employee of the School Board that is not required to hold a teacher's certificate as a condition of employment, including but not limited to, bus driver, food service worker, teacher aide, custodian, and maintenance personnel.

Operational Supplement - Bus Drivers

In order to address the fluctuating fuel costs that affect bus drivers, the School Board shall provide additional operational compensation in the form of fuel adjustments. The price of fuel shall be monitored and fuel adjustments shall be made twice yearly, once in January, and again in June, in accordance with the following schedule:

Price Per Gallon Fuel Adjustment Scale

$1.25 - $1.50 $.10 per mile one way

$1.51 - $1.75 $.15 per mile one way

$1.76 - $2.00 $.20 per mile one way

Revised: December, 1992 Revised: June, 2012

Revised: November, 1993

Revised: November, 1998

Revised: July, 2002

Revised: March, 2008

Ref: 29 USC 201 et seq. (Fair Labor Standards Act of 1938, as amended); La. Rev. Stat. Ann. ''11:710, 17:81; 17:83, 17:84, 17:84.1, 17:411, 17:413, 17:418, 17:419.2, 17:421.4, 17:422.6, 17:423, 17:424, 17:424.2, 17:424.3, 17:444, 17:491, 17:492, 17:496, 17:496.1, 17:497, 17:497.1, 17:498; Wright v. Caldwell Parish School Board, 30.448 (La. App. 2 Cir. 6/16/99); Garcia v. San Antonio Metropolitan Transit Authority et al., 105 S. Ct. 1005 (February 1985); Harrah Independent School District v. Martin, 99 S. Ct. 1062 (1979); Board minutes, 11-5-98, 4-16-02, 3-11-08.

RECRUITMENT

The Vernon Parish School Board shall make a concerted effort to recruit the best qualified applicants available. When vacancies occur in existing positions or when new positions are created, and such positions are not filled by transfer of qualified personnel, the Superintendent or his/her designee shall post notice of the vacancy and shall have the discretion to advertise for certain positions when circumstances warrant.

When filling vacancies in positions of authority or those with policymaking duties, the Superintendent or his/her designee shall not utilize only oral contacts and interviews of applicants considered, or use any other means to circumvent the provisions of state statute. Nothing, however, shall prohibit oral contact prior to a person becoming an applicant or shall prohibit oral contact which may result in a written application or other documents.

APPLICATIONS

Applications submitted for any vacancy shall be retained by the personnel department.

Disclosure of Information by Applicant

As part of the application process, the School Board shall require the applicant to sign a statement that authorizes the release and disclosure of the following information by the applicant’s current or previous employer(s):

1. All actual cases of sexual misconduct with a minor or student by the applicant.

2. All instances of sexual misconduct with students, as defined by the Louisiana Board of Elementary and Secondary Education (BESE), and outlined in the Louisiana Handbook for School Administrators, Bulletin 741, committed by the applicant, if any, if such employer is/was a city, parish, or other local public School Board.

3. All investigations of sexual misconduct by the applicant with a minor or student that occurred within thirty-six (36) months prior to the applicant’s resignation, dismissal, or retirement from employment.

4. All actual or investigated cases of abuse or neglect committed by the applicant, if any, if such employer is/was the Louisiana School for the Deaf, the Louisiana School for the Visually Impaired, or the Louisiana Special Education Center.

If an investigation determined that a formal allegation of an applicant was inconclusive, unjustified, or otherwise without cause for further formal pursuit, the applicant shall not be required to disclose such information.

The statement shall also request the current or previous employing School Board make available to the School Board, through its Superintendent or his/her designee, within twenty (20) business days of receipt of the request, copies of all documents as contained in the applicant's personnel file maintained by such employer relative to instances of sexual misconduct, if any. Such request for information shall include a copy of the required statement signed by the applicant.

The Superintendent, or principal, with the approval of the Superintendent, may employ any applicant on a conditional basis pending the Board's review of any information obtained pursuant to this request. Permanent employment shall not occur until the information has been satisfactorily verified. However, in accordance with statutory provisions, the School Board shall not hire any applicant who does not sign the statement as required by law.

Any information obtained by the School Board as a result of the statement and request outlined above shall be used by the Board only for the purpose of evaluating an applicant's qualifications for employment in the position for which he/she has applied, is not subject to the state public records statutes, and shall not be disclosed to any person, other than the applicant, who is not directly involved in the process of evaluating the applicant’s qualifications for employment.

In addition to the above, as part of the application process, the School Board shall request the applicant’s performance evaluation results, if applicable. The applicant, once the evaluation results have been received, shall be given an opportunity to review the information received and provide any response or information the applicant deems appropriate.

Finally, the applicant shall grant permission by signing a statement on the application form that permits the School Board to have access to any and all reference, background, and previous employment information and to receive copies of any such documentation from a current or previous employer.

Disclosure of Applicant’s Records

The name of each applicant for certain positions of authority or those with policymaking duties, the qualifications of such an applicant, and any relevant employment history or experience of such an applicant shall be available for public inspection, examination, copying, or reproduction as provided for in the statutory provisions governing public works.

Bus Operators

All persons, prior to employment as a bus operator with the Board, shall fill out an application form. Each applicant shall complete all prerequisites required by law and Bulletin 119, Louisiana Student Transportation Specifications and Procedures, before he/she shall be considered for employment as a bus driver or substitute bus driver.

Upon completion of the prerequisites, the applicant’s valid application shall be filed in the personnel department for consideration of employment to fill vacancies as they occur. All applications shall be validated each year.

CRIMINAL HISTORY OF APPLICANTS

The Vernon Parish School Board shall require, in accordance with state law, applicants for employment with the School Board to submit necessary information regarding their backgrounds. A prospective employee shall be required to provide authorization for the disclosure of any information regarding past criminal activities, including arrests, convictions, having pled nolo contendere, or other dispositions, including dismissal of convictions, of any criminal offense, in accordance with La. Rev. Stat. Ann. §15:587.

A standard applicant fingerprint card acceptable to the Louisiana Bureau of Criminal Identification and Information and a disclosure authorization form shall be provided the applicant by the School Board or may be obtained from local police authorities. It shall be the responsibility of the applicant to have his/her fingerprints taken by a qualified individual and submitted to the proper authorities for processing. Any cost associated with fingerprinting or the disclosure of background information on an applicant may be passed on to the applicant.

1. No person who has been convicted of or has plead nolo contendere to crimes listed in La. Rev. Stat. Ann. §15:587.1 shall be hired as a teacher, substitute teacher, bus driver, substitute bus driver, or janitor, or as a temporary, part-time, or permanent school employee of any kind, unless approved in writing by a district judge and the district attorney with jurisdiction in this parish, or if employed on an emergency basis, unless approved in writing by the Superintendent. Any such statement of approval shall be kept on file at all times at the location wherein the employee is assigned and shall be produced upon request by any law enforcement officer.

2. For the purposes of reviewing the criminal history of prospective employees, any person employed to provide cafeteria, transportation, janitorial or maintenance services by any person or entity that contracts with a school or school system to provide such services shall be considered to be hired by the school system.

3. Every such prospective employee shall be subjected to fingerprinting and each person's fingerprints shall be submitted to the proper authorities for a criminal history review.

4. A person who has submitted his/her fingerprints may be temporarily hired pending the results of the inquiry, subject to the approval of the Superintendent.

5. Upon the final conviction or upon a plea of nolo contendere of any crimes enumerated in La. Rev. Stat. Ann. §15:587.1, except La. Rev. Stat. Ann. §14:74 (criminal neglect of family), any teacher may be dismissed following a review held in accordance with statutory provision.

6. Any other school employee if such employee is convicted of or pleads nolo contendere to crimes enumerated in La. Rev. Stat. Ann. §15:587.1, except La. Rev. Stat. Ann. §14:74, may be dismissed.

7. A teacher or any other School Board employee shall report any final conviction or plea of guilty or nolo contendere to any criminal offense, excluding traffic offenses, to the School Board within forty-eight (48) hours of conviction or plea.

8. The Superintendent, or principal with the approval of the Superintendent, may reemploy a teacher or other school employee who has been convicted of crimes enumerated in La. Rev. Stat. Ann. §15:587.1, except La. Rev. Stat. Ann. §14:74, only upon written approval of a district judge and the district attorney who has jurisdiction in this school district, or upon written documentation from the court in which the conviction occurred stating that the conviction had been reversed, set aside, or vacated.

Revised: November, 2006

Revised: June, 2012

Ref: La. Rev. Stat. Ann. ''15:587, 15:587.1, 17:15, 17:24.2, 17:81, 17:81.9, 17:83, 17:430, 17:3884, 23:291, 42:1119, 44:12.1, 44:31, 44:31.1, 44:32, 44:33, 44:34; La. Children’s Code, Art. 603, 606; Board minutes, 2-1-07.

EMPLOYMENT OF PERSONNEL

The Vernon Parish School Board and its administrative staff believes that it has an obligation to provide the children attending its schools with the very best personnel available regardless of race, color, creed, sex, age, national origin or any similar personal characteristic. Age shall be considered only with respect to minimums set by law.

The Superintendent or his/her designee shall be responsible for establishing and maintaining appropriate procedures for reviewing and evaluating any and all applicants for selection, including administrative and supervisory personnel, and assuring adherence to applicable state and federal legal requirements. Selection of personnel to fill all positions shall be based upon performance, effectiveness, and qualifications applicable to each specific position. Decisions shall be made on a non-discriminatory basis with selection procedures and evaluative criteria known to all applicants. Applicants should not resort to the use of political, social, or other pressures to gain employment or promotion.

Teachers and all other personnel shall be selected for employment by the Superintendent. It shall be the responsibility of the Superintendent to ensure that all persons recommended have proper certification where applicable, and are qualified for the position. Seniority and tenure shall not be used as the primary criteria when making any employment decision.

The Superintendent shall delegate to the school principal all decisions regarding the employment of any teacher or other personnel at the school in which the principal is employed, subject to the approval of the Superintendent.

The Superintendent and/or his/her designee shall consult with teachers regarding any possible selections made by the Superintendent for the hiring or placement of a principal at the school in which such teachers are employed, subject to the provisions of any applicable court order.

BUS DRIVERS

Whenever a school bus operator is needed to drive a new route or a route vacated by a previous operator, the school bus operator who is tenured and has acquired the greatest seniority shall be offered the opportunity to and may change from driving his/her route to the vacant route before another operator is selected. If the tenured bus operator with the greatest seniority chooses not to change to the vacant route, the route shall then be offered in order of seniority to a school bus operator who has acquired tenure.

If no tenured operator chooses to change to the vacant route, the route shall then be offered to a full‑time probationary bus operator.

If no regular bus operator, tenured or probationary, chooses to change to the vacant route, then a substitute bus operator shall be selected for the position from a list of approved substitute school bus operators. If no tenured, probationary, or substitute bus operator wants the route, then a new driver shall be hired.

Whenever a school bus operator owning his/her own bus retires, a vacated route shall be offered first to any person meeting the requirements of the School Board who is willing to acquire the bus of the retiring operator at full appraised value. This provision shall be applicable only when the bus owned by the retiring operator has been manufactured within a period of five (5) years immediately prior to the operator's retirement and the operator is retiring due to a documented physical disability.

The Superintendent may select an operator to fill a vacant route using a different process than outlined above, but only if the Board is required to bear an increase in the unreimbursed costs for nonpassenger miles over those attributable to the previous operator who vacated the route.

Whenever a vacancy occurs on a route due to death, resignation, retirement, or the expiration of the regular operator's approved leave, or a new route is established, the route shall be filled with a regular school bus operator using the process stated above no later than the following school year unless the route is consolidated or eliminated. A substitute bus operator may only be used as a temporary measure until a permanent operator is appointed to a route.

If an operator is on approved leave, his/her route shall not be considered a vacant route. A substitute shall be used to drive a route for an operator on approved leave regardless of the length of time of the approved leave.

Substitute drivers for bus routes shall have and shall meet the same qualifications as regular drivers.

Revised: December, 1992 Revised: September, 2008

Revised: June, 1998 Revised: September, 2009

Revised: October, 2001 Revised: November, 2010

Revised: August, 2002 Revised: June, 2012

Revised: August, 2005

Revised: September, 2005

Revised: September, 2006

Ref: La. Rev. Stat. Ann. ''17:81, 17:81.9, 17:413, 17:493.1, 23:897; Louisiana Handbook for School Administrators, Bulletin 741, Louisiana Department of Education; Board minutes, 8-4-05, 9-6-05, 10-10-06, 10-7-08, 10-6-09, 12-2-10.

ASSIGNMENT

POSITION ASSIGNMENTS

The Vernon Parish School Board delegates to the Superintendent or his/her designee the assignment of all teachers, administrators, supervisory personnel, and other employees of the Board to their respective positions and/or schools. The principal shall have the authority to determine the placement of all teachers or other personnel at the school in which the principal is employed, subject to the approval of the Superintendent. Personnel shall be assigned on the basis of performance, effectiveness, and qualifications applicable to each position.

In order to avoid conflicts of interest, or the appearance of same it is the desire of the Board that employees not be assigned to a position that would require that employee to be directly supervised by an immediate family member. The above provision, however, does not apply, in accordance with statutory provisions, to an immediate family member of an athletic director of a school, which may employ an immediate family member as a coach where he/she is athletic director. Immediate family members include the person’s children, the spouses of the person’s children, the person’s brothers and their spouses, the person’s sisters and their spouses, parents, spouse, and the parents of the person’s spouse.

For purposes of this policy, principals shall be considered to directly supervise all programs operated at their school; therefore no immediate family member of any principal shall be employed to work in any program operated at his/her school. Also, any department head shall be considered to directly supervise all operations in the department.

CLASS ASSIGNMENT

The principal shall be responsible for assigning teachers to classes within his/her respective school. Except in extenuating circumstances, the principal shall notify teachers of their anticipated assignment for the school year prior to the opening of school. Teachers who wish to request reassignment for the subsequent school year may do so provided such request is submitted prior to the close of the school year. Principals shall give every reasonable consideration to teacher requests for assignment to a particular grade level and/or subject area for which a teacher is certified and qualified.

A teacher shall be notified by the principal of any change in assignment as soon as reasonably possible.

New policy: September, 2006 Revised: June, 2012

Ref: La. Rev. Stat. Ann. §§17:81, 42:1119; Board minutes, 10-10-06.

PROBATION

TEACHERS

Upon initial employment, teachers shall remain on an at-will employment status until they have successfully met the statutory criteria to be granted tenure with the school system. During this period, the teacher may be terminated by the Superintendent after providing the teacher with written reasons therefor, and an opportunity to respond within seven (7) days.

CONTRACT APPOINTEES

Employees hired under a promotional or performance contract shall not be entitled to any probationary period.

BUS OPERATORS

Each school bus operator shall serve a probationary term of three (3) years from the date of first employment in the district. During the probationary term, the School Board may dismiss or discharge any operator upon the written recommendation of the Superintendent, accompanied by valid reasons therefor.

Any school bus operator found unsatisfactory by the School Board at the expiration of the probationary term shall be notified in writing by the Board that he/she has been discharged or dismissed; in the absence of such notification, such probationary school bus operator shall automatically become a regular and permanent operator in the employ of the School Board. A school bus operator hired on or after July 1, 2012 shall not be eligible to become a regular and permanent operator.

SCHOOL EMPLOYEES

All school employees (those employees who are not teachers or bus drivers) shall be placed on a six (6) month probationary basis upon employment. Successful completion of the probationary period shall in no way convey any expectation of continued employment. School employees shall be hired on an at-will employment basis and subject to dismissal by the School Board upon the written recommendation of the Superintendent.

Revised: June, 2012

Ref: La. Rev. Stat. Ann. ''17:441, 17:442, 17:492.

TENURE

TEACHERS

A teacher who has acquired tenure before September 1, 2012 shall retain tenure, subject to the provisions of state law. Effective beginning on July 1, 2012, a teacher shall be rated highly effective for five (5) years within a six-year period pursuant to the Personnel Evaluation Plan adopted by the School Board in accordance with La. Rev. Stat. Ann. ''17:3881 through 3905, to be granted tenure. The Superintendent shall notify a teacher, in writing, when tenure has been awarded and the teacher shall be deemed to have acquired tenure on the date specified therein.

Beginning with the 2013-2014 school year, a tenured teacher who receives a performance rating of ineffective pursuant to the teacher’s annual evaluation shall immediately lose his/her tenure and all rights related thereto. If a teacher is rated highly effective based on the evidence of the growth portion of the evaluation but is rated ineffective according to the observation portion, within thirty (30) days after such finding, the teacher shall be entitled to a second observation by members of a team of three (3) designees, chosen by the Superintendent, which shall not include the principal.

A teacher who loses tenure shall reacquire tenure if any of the following applies:

1. The teacher’s ineffective performance rating is reversed pursuant to the procedures for resolving conflict contained in Bulletin 130, Regulations for Evaluation and Assessment of School Personnel, and the Board’s grievance procedure. In such case, the teacher’s tenure shall be immediately reinstated.

2. The teacher receives a performance rating of highly effective for five (5) years within a six-year period subsequent to receiving an ineffective rating.

Teachers Paid with Federal Funds

A teacher paid with federal funds shall not be eligible to acquire tenure, nor shall time spent in employment paid with federal funds be counted toward the time required for acquisition of tenure.

CONTRACT APPOINTEES

Any teacher who has acquired tenure and is promoted to a higher salaried position shall not be eligible to gain tenure in the position to which promoted, but shall retain any tenure acquired as a teacher.

Any person hired under a performance contract shall not be eligible to gain tenure.

BUS OPERATORS

La. Rev. Stat. Ann. '17:492 specifies that bus operators shall serve a probationary term of three (3) years reckoned from the date of first employment with the School Board, provided bus operators personally operate and drive the school bus they are employed to operate. Upon absence of notification of dismissal by the School Board within the probationary period, the bus operator shall be granted tenure at the end of the probationary term. School bus operators hired on or after July 1, 2012 shall not be granted tenure.

SCHOOL EMPLOYEES

No tenure is granted by law or Board policy to school employees of the Vernon Parish School Board. School employee shall be defined as any employee whose job description does not require the holding of a teaching certificate or who is not employed as a bus driver.

Revised: June, 2012

Ref: La. Rev. Stat. Ann. ''17:82, 17:441, 17:442, 17:443, 17:444, 17:492, 17:493, 17:1213, 17:1217.

DISMISSAL OF EMPLOYEES

The Vernon Parish School Board shall strive to assist personnel in adjusting to their positions and performing their duties satisfactorily.

With the exception of lay-offs caused by programmatic changes, budget cuts, staff reorganizations, and/or reduction, of personnel actions, no School Board employee shall be dismissed except as provided below. Any school employee shall be dismissed by the School Board, in accordance with statutory provisions, upon final conviction or pleading nolo contendere of certain crimes enumerated in La. Rev. Stat. Ann. §15:587.1 and/or any other felony. In addition, employees may be dismissed for failure to properly report arrests for certain offenses enumerated in La. Rev. Stat. Ann. §17:16.

If an employee is absent for ten (10) or more days without explanation or approved leave, the School Board may consider the job as abandoned and the employee may be terminated, unless the employee can provide acceptable and verifiable evidence of extenuating circumstances. The Superintendent or his/her designee shall be responsible for determining acceptability of evidence of extenuating circumstances.

CERTIFICATED EMPLOYEES

Non-tenured Teachers

The Superintendent may terminate the employment of any non-tenured teacher after providing such teacher with the written reasons therefor and providing the teacher the opportunity to respond. The teacher shall have seven (7) days to respond, and such response shall be included in the teacher’s personnel file.

Tenured Teachers

A teacher with tenure shall not be removed from office except upon written and signed charges of poor performance, willful neglect of duty, incompetency, dishonesty, immorality, or of being a member of or contributing to any group, organization, movement, or corporation that is by law or injunction prohibited from operating in the state of Louisiana, and then only if furnished with a copy of such written charges and given the opportunity to respond. The Superintendent shall provide the teacher with written charges, and the teacher shall have seven (7) days to respond. Such response shall be included in the teacher’s personnel file. At the end of the seven (7) day time period, the Superintendent may terminate the teacher’s employment.

A teacher shall not be terminated for an ineffective performance rating until completion of the Board’s evaluation grievance procedure if a grievance was timely filed.

Within seven (7) days after dismissal, a teacher may request and upon request shall be granted a hearing by a tenure hearing panel composed of a designee of the Superintendent, a designee of the principal, and a designee of the teacher. In no case shall the Superintendent, the principal, or teacher designate an immediate family member or any full-time employee of the school system by which the teacher was employed who is under the supervision of the person making the designation. Such hearing may be private or public, at the option of the teacher, and shall begin within seven (7) business days after receipt of the teacher’s request for such hearing. The teacher shall have the right to appear before the tenure hearing panel with witnesses on his/her behalf and with counsel of his/her selection, all of whom shall be heard by the tenure hearing panel at the hearing. For the purpose of conducting hearings hereunder, the tenure hearing panel shall have the power to issue subpoenas to compel the attendance of all witnesses. Nothing herein contained shall impair the right to seek supervisory review from a court of competent jurisdiction.

The tenure hearing panel shall submit its recommendation to the Superintendent, and the Superintendent may choose to reinstate the teacher. If the Superintendent does not reinstate the teacher, the Superintendent shall notify the teacher of his/her final determination, in writing, and such teacher may, not more than sixty (60) days from the postmarked date of such written notification, petition a court of competent jurisdiction to review whether the action of the Superintendent was arbitrary or capricious.

For purposes of termination, the results of a teacher’s evaluation wherein the teacher’s performance has been classified as ineffective shall constitute sufficient proof of poor performance, incompetence, or willful neglect of duty and no additional documentation shall be required to substantiate such charges.

Contract Appointees

Personnel who have entered into promotional employment contracts with the School Board, pursuant to La. Rev. Stat. Ann. '17:444, may be removed from their positions by non-renewal of their contracts or by termination of their contracts. For non-renewal, the School Board shall approve, based on the recommendation of the Superintendent, that a new contract not be issued for reasons which:

(a) are based on evaluation of the employee’s performance;

(b) would constitute cause sufficient to support a mid-contract termination;

(d) involve elimination of the position as a result of district reorganization.

In a non-renewal situation, the employee shall not be entitled to a hearing before the Board.

For mid-contract termination of promotional employment contracts, the employee shall receive written charges and a fair hearing before the School Board after reasonable written notice. A contract may be terminated if the employee is found guilty of being incompetent or inefficient or is found to have failed to fulfill the terms and performance objectives of his/her contract, or other reasons provided for by state law.

NON-CERTIFICATED EMPLOYEES

Non-Tenured Bus Operators

A non-tenured bus operator may be dismissed by the Board upon the Superintendent's written recommendation. The employee shall not be entitled to a hearing before the Board.

Tenured Bus Operators

The School Board may dismiss any tenured bus operator only after written and signed charges against the bus operator have been prepared by the Superintendent and submitted to the Board. The Board, if it decides to proceed upon the charges, shall notify the bus operator in writing at least twenty (20) days prior to the hearing, stating the charges brought against him/her, and shall arrange for a hearing to be held in accordance with due process provisions of the law, such hearing to be public or private at the option of the bus operator. A tenured bus operator may be dismissed for willful neglect of duty, or incompetence, or immorality, or drunkenness while on duty, or failure to comply with requirements of La. Rev. Stat. Ann. §17:491.3 relative to being arrested for one or more of the specified offenses, or physical disability to perform his/her duties, or failure to keep his/her transfer equipment in a safe, comfortable, and practical operating condition, or of being a member of or contributing to any group, organization, movement, or corporation that is prohibited by law or injunction from operating in the state, and then only if found guilty after a hearing by the School Board by a majority of the Board’s membership.

An additional ground for the removal from office of any school bus operator shall be the abolition, discontinuance, or consolidation of routes, but then only if it is found as a fact, after a hearing by the School Board, that it is in the best interests of the school system to abolish, discontinue, or consolidate said route or routes.

If abolition, discontinuance, or consolidation of bus routes is approved, the principle of seniority shall apply, so that the last school bus operator hired to serve within the school system to be affected shall be the first to be removed.

School Employees

All employees of the system whose dismissal is not governed by the provision of La. Rev. Stat. Ann. ''17:441-446, or by the provisions of La. Rev. Stat. Ann. ''17:491-494, shall be subject to dismissal upon the written recommendation by the Superintendent to the School Board. Such employees shall not be entitled to a hearing before the Board.

Revised: November, 2003

Revised: September, 2010

Revised: November, 2011

Revised: June, 2012

Ref: La. Rev. Stat. Ann. ''15:587.1, 17:15, 17:16, 17:81.5, 17:442, 17:443, 17:444, 17:492, 17:493, 17:493.1; Board minutes, 12-8-87, 12-4-03, 2-8-11, 12-6-11.

REDUCTION OF PERSONNEL

It shall be the policy of the Vernon Parish School Board to maintain a fair and balanced educational program consistent with the functions and responsibilities of public schools. When faced with circumstances which may necessitate a reduction of personnel greater than can be accomplished through attrition and appropriate reassignment, a reduction of personnel action may be employed. All feasible alternatives to the layoffs of employees shall be considered prior to the implementation of the provisions stated herein. The determination for the need to implement reduction of personnel procedures and all decisions effecting such action shall be made by the Superintendent.

Except as otherwise provided herein, any existing ^{procedure for reconsidering or examining an employee discharge,} non-reappointment, or grievance shall not be considered in implementing a reduction of personnel action. Similarly, no personnel action other than a reduction of personnel may be considered under this policy.

Employees on Board approved leaves of absence shall be treated in the same manner as other regularly employed personnel insofar as application of this policy.

TEACHERS AND ADMINISTRATORS

Reduction of teachers and administrators shall be based solely upon demand, performance, and effectiveness, as determined by the performance evaluation program adopted by the Board in accordance with La. Rev. Stat. Ann. §§17:3881 through 3905. Any reduction of teachers and administrators by the Superintendent shall be instituted by dismissing the least effective teacher within each targeted subject area or area of certification first, and then proceeding by effectiveness rating until the reduction of personnel has been accomplished.

ALL OTHER EMPLOYEES

Reduction of school employees, including bus drivers, who are not evaluated pursuant to La. Rev. Stat. Ann. §§17:3881 through 3905, shall be based upon the following criteria:

1. Performance and effectiveness as determined by the Board’s personnel evaluation plan.

2. Certification or academic preparation, if applicable.

In the event that one or more school bus operators must be removed due to the abolition, discontinuance, or consolidation of routes, after a determination of the School Board, the principle of seniority shall apply, so that the last school bus operator hired within the school system shall be the first to be removed.

NOTICE TO INDIVIDUAL EMPLOYEE

When a reduction of personnel action is instituted, written notice of termination shall be given by the Superintendent or his/her designee by certified mail, return receipt requested, to the employee to be terminated. The notice shall include a statement of the general conditions requiring a reduction of personnel. The employee’s address, as it appears on the School Board’s record, shall be deemed to be the correct address. It shall be the employee’s responsibility to see that the School Board has his/her current address on file.

REVIEW OF INDIVIDUAL TERMINATIONS

Within ten (10) days after receiving a notice of termination, an employee may request, in writing, a review of the action taken and shall receive notice of the results of the review in a timely manner, but no later than ten (10) days after the notice to review is received. The employee shall have the right to pursue a reduction action through the Board’s grievance procedures.

SEVERABILITY OF PROVISIONS

If any provision of this policy or the application thereof is held invalid, such invalidity shall not affect other provisions of this policy which can be implemented without the invalid provisions and, to this end, the provisions of this policy are hereby declared severable.

Any and all provisions of this policy shall yield to existing state law, whether statutory or not, when held to be in conflict with said law or laws.

Revised: December, 1995 Revised: June, 2012

Recoded: November, 2006

Ref: La. Rev. Stat. Ann. ''17:81, 17:81.4; Board minutes, 2-1-07.

After discussion of the Reduction of Personnel Policy, and on motion of Doug Brandon, seconded by Randi Gleason, the Board voted to remove the “RECALL OR OTHER EMPLOYMENT SECTION” from the Reduction of Personnel Policy. Board members stated that this would give the Superintendent more flexibility to hire the best qualified applicant for a position to be filled.

On motion of Randi Gleason, seconded by John Blankenbaker, the Board voted to adopt the adjusted Millage Rate(s) for the tax year 2012.

VERNON PARISH SCHOOL BOARD

RESOLUTION NO. 2

BE IT RESOLVED by the VERNON PARISH SCHOOL BOARD District of the Parish of Vernon, Louisiana, in a public meeting held on July 10, 2012, which meeting was conducted in accordance with the Open Meetings Law and the additional requirements of Article VII, Section 23(C) of the Louisiana Constitution and R.S 47:1705(B), that the taxing district voted to increase the millage rates, but not in excess of the prior year’s maximum rates, on all taxable property shown on the official assessment roll for the year 2012, and, when collected, the revenues from said taxes shall be used for the specific purposes for which said taxes have been levied. Said millage rate(s) are:

Adjusted Rate 2012 Levy

Parish Wide School Regular 4.16 mills 4.18 mills

Parish Wide School Special 8.08 mills 8.12 mills

Ward 1 Maintenance Regular 12.83 mills 13.03 mills

Ward 2 Hornbeck Maintenance Regular 13.83 mills 13.83 mills

School District 143 Hornbeck Construction and Maintenance 10.39 mills 10.39 mills

Ward 2 Orange Maintenance Regular 13.13 mills 13.24 mills

Ward 3 Maintenance Regular 18.74 mills 18.77 mills

Ward 4 Maintenance Regular 13.43 mills 14.14 mills

Ward 5 Maintenance Regular 20.26 mills 18.65 mills

Ward 6 Maintenance Regular 12.68 mills 12.68 mills

Ward 7 Maintenance Regular 16.93 mills 17.42 mills

Ward 8 Maintenance Regular 14.00 mills 14.00 mills

Leesville Sinking Fund 37.36 mills

Orange Sinking Fund 36.45 mills

Hornbeck Sinking Fund 11.66 mills

Ward 3 Sinking Fund 32.73 mills

Ward 3 Sinking Fund-Wildlife Management Area 12.89 mills

Pickering Sinking Fund 20.44 mills

Ward 5 Sinking Fund 17.49 mills

Ward 6 Sinking Fund 39.78 mills

Ward 7 Sinking Fund 25.76 mills

Ward 8 Sinking Fund 40.13 mills

BE IT FURTHER RESOLVED that the Assessor of the Parish of Vernon shall extend upon the assessment roll for the year 2012 the taxes herein levied, and the tax collector of said Parish shall collect and remit the same to said taxing authority in accordance with law.

The foregoing resolution was read in full, the roll was called on the adoption thereof, and the resolution was adopted by no less than two-thirds of the total membership of the taxing authority voted in favor as required by Article VII, Section 23(C) of the Louisiana Constitution, and R.S. 47:1705(B). The votes were:

YEAS: 9

NAYS: 0

ABSTAINED: 0

ABSENT: 3

CERTIFICATE

I hereby certify that the foregoing is a true and exact copy of a resolution adopted at a regular board meeting held on July 10, 2012 at which time a quorum was present and voting.

Leesville, Louisiana, this 10^th day of July, 2012

_______________________ (Superintendent)

On motion of Randy Martin, seconded by Gerald Cooley, the Board voted to adopt the adjusted Millage Rate(s) after Reassessment and roll forward the Millage to a rate(s) not to exceed the prior year’s maximum authorized Millage for the tax year 2012.

On motion of Doug Brandon, seconded by Steve Woods, the Board voted to adopt other authorized millages or taxes.

VERNON PARISH SCHOOL BOARD

RESOLUTION NO. 1

BE IT RESOLVED by the VERNON PARISH SCHOOL BOARD District of the Parish of Vernon, Louisiana, in a public meeting held on July 10, 2012, which meeting was conducted in accordance with the Open Meetings Law and the additional requirements of Article VII, Section 23(C) of the Louisiana Constitution and R.S. 47:1705(B), that the following adjusted millage rates be and they are hereby levied upon the dollar of the assessed valuation of all property subject to ad valorem taxation within said Parish for the year 2012, for the purpose of raising revenue:

MILLAGE

Parish Wide School Regular 4.16 mils

Parish Wide School Special 8.08 mils

Ward 1 Maintenance Regular 12.83 mils

Ward 2 Hornbeck Maintenance Regular 13.83 mils

School District 143 Hornbeck Construction and Maintenance 10.39 mils

Ward 2 Orange Maintenance Regular 13.13 mils

Ward 3 Maintenance Regular 18.74 mils

Ward 4 Maintenance Regular 13.43 mils

Ward 5 Maintenance Regular 20.26 mils

Ward 6 Maintenance Regular 12.68 mils

Ward 7 Maintenance Regular 16.93 mils

Ward 8 Maintenance Regular 14.00 mils

The foregoing resolution was read in full, the roll was called on the adoption thereof, and the resolution was adopted by the following votes:

YEAS: 9

NAYS: 0

ABSTAINED: 0

ABSENT 3

CERTIFICATE

I hereby certify that the foregoing is a true and exact copy of a resolution adopted at a regular board meeting held on July 10, 2012 at which meeting a quorum was present and voting.

Leesville, Louisiana, this 10^th day of July 10, 2012

________________________

(Superintendent)

AFFIDAVIT

STATE OF LOUISIANA

PARISH OF VERNON

BEFORE ME, the undersigned notary public, duly commissioned and qualified within and for the aforesaid parish and state, personally came and appeared:

JACKIE SELF

who, after first being duly sworn, did depose and say that:

He/she is the duly authorized Superintendent/Treasurer of the Vernon Parish School Board.

(Title or position) (Taxing district)

(Mark the appropriate box below to show how you complied with the Open Meetings Law.)

A public meeting was held in accordance with the Open Meetings Law at R.S. 42:11, et seq., including allowing a public comment period before taking a vote, R.S. 42:14(D), to adopt the millage rates for the _2012 tax year. That public written notice of the agenda, date, time, and place of the meeting ( X ) was posted on the building where the meetings of this taxing authority are usually held no less than 24 hours before the meeting and/or ( ) was published in the official journal no less than 24 hours before the meeting.

A quorum or simple majority of the total membership of the taxing authority was physically present and voting at the public meeting, which was held on the _10th day of _July, 2012, at _10:00 a.m. at the Vernon Parish School Board Office at 201 Belview Road, Leesville, Louisiana 71446. The meeting was conducted in accord with the prior noticed agenda. Matters not included on the agenda were not discussed without the unanimous approval of the members present after complying with all provisions of R.S. 42:19(A)(1)(b)(ii).

Roll Forward Occurred: Yes (X) No ( )

If Roll Forward Occurred:

The additional publishing requirements of Article 7, Section 23(C) of the Louisiana Constitution and R.S. 47:1705(B) regarding increases in the millage rates have been complied with. These requirements include, but are not limited to the following:

1. Public notice of the date, time, place, and subject matter of the public hearing was published on two separate days no less than thirty days before the public hearing in the official journal of the taxing authority;

2. And, if applicable, in another newspaper with a larger circulation within the taxing authority than the official journal;

3. The publications contained an estimate of the amount of tax revenues to be collected in the next tax year from the increased millage as compared to the amount of tax revenue for the current year;

4. The publications also contained the amount of increase in taxes attributable to the millage increase;

5. On the first day of publication, the notice was posted on the Internet website, if the taxing authority maintains an Internet website;

6. The posting remained active on the Internet until the taxing authority took action to approve or disapprove or abandon action on the proposed millage increase;

7. For purposes of the internet publication only, the notice contained a recitation of the current budget of the taxing authority.

8. Publications were published by July 15;

9. Publications were published in a prominent place in the newspaper in a section other than the classified advertisements or the public notice section.

10. The assessor was provided notice of the date, time and place of the pending hearing;

11. A press release was issued to newspapers with substantial distribution within the jurisdiction of the taxing district; and

12. To area broadcast media;

13. If the advertised public hearing was cancelled or postponed or was considered at the public hearing without action or vote, then, all of the notice requirements of R. S. 47:1705(B) for future public hearings to consider such proposal to increase millage rates was advertised and publicized, except the newspaper advertisement by July 15;

14. Two separate ordinances or resolutions were adopted; and

15. Two-thirds of the total membership of the taxing authority voted in favor of the second ordinance or resolution to increase the millage.

Copies of all required notices and agenda are attached hereto and incorporated herein by reference.

___________________________________________

(Signature of affiant)

Jackie Self, Superintendent

SWORN TO AND SUBSCRIBED Before Me, this 10^th day of July, 2012, at Leesville, Louisiana.

_________________________________________________________

Notary Public

Printed or Typed Name (as commissioned): Linda Cryer

Notary ID or Bar Roll No.: _046855

Act 1027 of 2010 Reg Ses (Efc 7/8/2010)

Acts 850 and 861 of 2010 Reg Ses (Efc 8/15/2010)

Rev 1.27.2011

On motion of Gerald Cooley, seconded by Randi Gleason, the Board voted unanimously to commit $1,000,000 towards the construction of South Polk Elementary School.

On motion of Steve Woods, seconded by Randy Martin, the Board voted to place the proposed Vernon Parish Reapportionment Plan on Public Display in the Vernon Parish School Board Lobby beginning July 11, 2012 through August 7, 2012. Public Comments will be heard at the August 7, 2012 10:00AM Vernon Parish School Board Meeting. A motion to consider the adoption of this plan will be on the August 7, 2012 Vernon Parish School Board Agenda. Mr. Jerry Jeane voted NAY to this motion.

Randi Gleason reported that the Transportation Committee had met and was recommending Board approval for the one year lease of a maintenance garage and storage yard for buses from Calcasieu Soil and Water Conservation District for $650.00 per month for rent. On motion of Randi Gleason, seconded by John Blankenbaker, the Board voted to approve the lease of the facility for one year with the option to renew the lease at the end of the primary term.

On motion of Gerald Cooley, seconded by Randy Martin, the Board voted to approve budget amendments related to personnel changes.

On motion of John Blankenbaker, seconded by Randy Martin, the Board voted to authorize the president and secretary to pay the claims.

In other business, John Farris, Secondary Curriculum Director, discussed EOC Test Results and noted that all indexes were good for 2011-2012.

Superintendent Self stated that he would be advertising for an assistant principal at Leesville High School to replace Mark Freshley. Superintendent Self also noted that a Transportation Committee meeting was scheduled for August 7^th at 9:00AM.

On motion of Randy Martin, seconded by then Board, the Board adopted the following memorial resolution:

R E S O L U T I O N

WHEREAS, the members of the Vernon Parish School Board takes this means to express their condolences to the family of John Daniel Peavy who recently passed away; and

WHEREAS, Mr. Peavy was the nephew of Joe Gibbs, teacher at Pickering High School; and

WHEREAS, Mr. Peavy was a resident of Leesville and he will be greatly missed by his family and many friends; now

BE IT THEREFORE RESOLVED that the Vernon Parish School Board requests a copy of this memorial resolution be sent to his family at this time of sadness.

On motion of Jerry Jeane, seconded by the Board, the Board adopted the following memorial resolution:

R E S O L U T I O N

WHEREAS, the Vernon Parish School Board wishes to express their sympathy to the family of John Mitchell “Mitch” Mills who recently passed away; and

WHEREAS, Mr. Mitchell was a former teacher for Vernon Parish and had been an educator for thirty years; and

WHEREAS, Mr. Mitchell was a resident of DeRidder and he will be greatly missed by his family and many friends; now

BE IT THEREFORE RESOLVED that the Vernon Parish School Board requests a copy of this memorial resolution be sent to his family at this time of sadness.

On motion of Gerald Cooley, seconded by the Board, the Board adopted the following memorial resolution:

R E S O L U T I O N

WHEREAS, the members of the Vernon Parish School Board take this means to express their sympathy to the family of Charles “Bill” Jeane who recently passed away; and

WHEREAS, Mr. Jeane was the grandfather of Kimberleigh Welch, teacher at Vernon Middle School and Michele Goins, teacher at Anacoco Elementary School; and

WHEREAS, Mr. Jeane was a lifelong resident of Vernon Parish and he will be greatly missed by his family and many friends; now

BE IT THEREFORE RESOLVED that the Vernon Parish School Board requests a copy of this memorial resolution be sent to his family at this time of sadness.

There being no further business, on motion of Randy Martin, seconded by the Board, the meeting was adjourned.

______________________________

MICHAEL PERKINS, PRESIDENT

ATTEST:

______________________________

JACKIE D. SELF, SUPERINTENDENT