PUBLIC COMPLAINTS ABOUT SCHOOL PERSONNEL
Complaints about personnel will be investigated fully and fairly; however,
before any such complaint is investigated, it must be submitted in writing
and signed. Anonymous complaints will be disregarded.
Whenever a complaint is made directly to the Governing Board as a whole or
to a Governing Board member as an individual, it will be referred to the
Superintendent for study and possible solution.
The Superintendent will develop, for approval by the Governing Board,
procedures that assure prompt and fair attention to complaints against
personnel. The procedure will require that an employee who is the object of
a complaint be informed promptly and be afforded the opportunity to present
the facts as he/she sees them.
If it appears necessary, the administration, the person who made the
complaint, or the employee involved may request an executive session of the
Governing Board for a formal hearing and decision. Statutory restrictions on
executive sessions will be observed.
[Adoption date: June 21, 2001]
LEGAL REF.: ORC 121.22
CROSS REF.: BDC, Executive Sessions
PUBLIC COMPLAINTS ABOUT SCHOOL PERSONNEL
The following procedures are to ensure that a citizen's complaint is given
respectful attention and that the integrity of the educational program is
upheld. "Complaint" in this regulation will be restricted in meaning to
that criticism of a particular school employee by a citizen that includes
or implies a demand for action by authorities. Other comments and
suggestions will be referred informally to affected personnel.
1. If a complaint comes first to the person against whom it is directed,
he/she will listen and may try to resolve the difficulty by explaining the
background and educational purpose involved. If the complaint remains
unsatisfied, the employee will refer the complainant to his/her immediate
supervisor to have his/her views considered further. Whether the complaint
terminates with the individual staff member involved or seems likely to go
further, the staff member will immediately inform his/her supervisor of
the complaint.
2. If a complaint comes first to supervisor of the person criticized, the
supervisor should make no commitments, admissions of guilt or threats. If
the complaint involves a particular employee, the supervisor should
suggest a conference between the complainant and the employee criticized
and should inform that employee immediately of the complaint. If the
complainant has already met with the employee criticized and remains
unsatisfied, the supervisor should invite the complainant to file the
complaint in writing.
3. If a complaint comes first to any other employee, that employee will
refer the complainant to the person criticized or to his/her immediate
supervisor and immediately inform both.
4. No further action on the complaint should be taken unless the
complainant submits the complaint in writing.
5. When a written complaint form is received, the supervisor will schedule
a conference with the complainant, the person criticized or other
personnel who, in the opinion of either the supervisor or the person
criticized, could contribute to resolution of the issue.
6. If the complainant is not satisfied with the results of the conference
above, he/she should then be referred to the Superintendent, who may
handle the complaint personally or refer it to other personnel, as he/she
may see fit.
7. Should dissatisfaction remain after the above steps have been taken,
the matter will be placed on the agenda for the next regularly scheduled
Governing Board meeting. The decision of the Governing Board will be
communicated in writing to all interested persons.
(Approval date: June 21, 2001)
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