Monitoring Report - Operational Expectations Policy

Code: OE - 3

Title: Staff Hiring, Treatment, Evaluation, & Compensation

Status: Active

Adopted: September 30, 2025

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Staff Hiring, Treatment, Evaluation, & Compensation

Dr, Kristi Dominguez, Superintendent

Contents

• Introduction
• Policy
• Policy, Monitoring Indicators & Progress
• Conclusion 

Introduction

Policy OE-3 defines the School Board’s expectations for how the District manages its most important resource – its people. This policy outlines the Superintendent’s and Human Resources’ responsibility for recruiting, developing, evaluating, and compensating employees, while also fostering a workplace that supports professional growth and upholds the highest ethical standards.

Through OE-3, the District affirms its commitment to attracting and retaining highly qualified staff, ensuring fair and consistent practices, and creating an environment where every employee’s contributions are valued and supported. In doing so, we strengthen the foundation necessary for improving student outcomes and advancing the mission of the Ferndale School District.

Operational Expectation Policy (OE-3)

The Superintendent will ensure the recruitment, employment, development, evaluation, and compensation of District employees in a manner that enables the District to achieve its Results policies. 

The Superintendent will:

1. Assure that all employees and volunteers who have contact with students clear appropriate background checks.
2. Recruit and select highly qualified and well-suited candidates for all positions.
3. Establish and enforce clear personnel rules and procedures, including handling complaints, enforcing well communicated discipline policies, and protecting confidential information.
4. Maintain accurate job descriptions and ensure staff are trained and qualified to fulfill their responsibilities.
5. Evaluate employee performance based on their contribution to the Board’s Results and Operational Expectations policies. 
6. Maintain compensation and benefit plans that attract and retain high-quality employees, consistent with marketplace and available resources.
7. Foster an organizational culture of professional support, courtesy, and collaboration.

The Superintendent may not:

8. Retaliate against any employee for initiating a legitimate complaint. Last Reported on August 29, 2023 (OE-4: Personnel Administration)

Policy, Monitoring Indicators & Progress 

1. The Superintendent will assure that all employees and volunteers who have contact with students clear appropriate background checks.

Interpretation:

The Superintendent interprets that this policy requires that all individuals—whether employees or volunteers—who have direct or indirect contact with students in any capacity must successfully complete a thorough background check process before beginning their roles within the district.

Monitoring Indicator(s)

We will know we are compliant when:

1.1 100% of employees and volunteers with direct or indirect student contact successfully complete a background check before beginning their roles, as documented in district records.

In Compliance.

District records confirm that 100% of employees and volunteers with student contact have successfully completed a background check prior to beginning their roles.

2. The Superintendent will recruit and select highly qualified and well-suited candidates for all positions.

Interpretation:

The Superintendent interprets this to mean that the district must actively recruit and hire candidates who are highly qualified and aligned with the district’s mission and values. Recruitment should attract a diverse pool of applicants, and selection must be rigorous and fair to ensure the best fit for each role. The Superintendent is responsible for overseeing these processes to support student success and organizational effectiveness.

Monitoring Indicator(s)

We will know we are compliant when:

2.1 New hires meet or exceed the district’s established qualifications for their roles, as documented in hiring records and credential verifications.

In Compliance.

Hiring records and credential verifications confirm that all new hires meet or exceed the district’s established qualifications for their roles.

2.2 The district maintains a standardized, equitable hiring process to ensure adherence to selection criteria. 

In Compliance.

The district follows a standardized and equitable hiring process that ensures adherence to established selection criteria.

3. The Superintendent will establish and enforce clear personnel rules and procedures, including handling complaints, enforcing well communicated discipline policies, and protecting confidential information.

Interpretation:

The Superintendent interprets this to mean that the district must have clear, consistent personnel rules and procedures that guide employee conduct, complaint resolution, and confidentiality protections. These procedures must be effectively communicated, fairly enforced, and aligned with legal and ethical standards to ensure a safe and professional work environment.

Monitoring Indicator(s)

We will know we are compliant when:

3.1 The district maintains up-to-date personnel rules and procedures that are documented, readily accessible, through training and communication, to all employees, and reviewed regularly for alignment with legal and ethical standards.

In Compliance.

The district maintains up-to-date personnel rules and procedures, that are readily accessible on our website, under the District Policies and Procedures page within the Series 5000 - Personnel section. Staff also complete annual Vector Training to ensure awareness and alignment with legal and ethical standards.

4. The Superintendent will maintain accurate job descriptions and ensure staff are trained and qualified to fulfill their responsibilities.

Interpretation:

The Superintendent interprets this to mean that the district must maintain up-to-date job descriptions that clearly define roles, responsibilities, and expectations for all positions. Additionally, staff must receive appropriate training and support to ensure they are qualified and prepared to perform their duties effectively.

Monitoring Indicator(s)

We will know we are compliant when: 

4.1 The district maintains a schedule to review and update job descriptions as needed at least once every three years to ensure they accurately reflect roles, responsibilities, and expectations.

In Compliance.

The district maintains a schedule to review and update job descriptions at least once every three years to ensure they accurately reflect roles, responsibilities, and expectations.

5. The Superintendent will evaluate employee performance based on their contribution to the Board’s Results and Operational Expectations policies.

Interpretation:

The Superintendent interprets this to mean that employee performance evaluations must be aligned with the district’s goals by assessing how well staff contribute to the Board’s Results and Operational Expectations policies. Evaluations should be fair, consistent, and based on clear performance criteria to ensure accountability and continuous improvement.

Monitoring Indicator(s)

We will know we are compliant when:

5.1 Employee performance evaluations are conducted on a regular schedule following a standardized process with clear, documented criteria aligned to the Board’s Results and Operational Expectations policies. These evaluations provide meaningful feedback and, when necessary, include documented follow-up actions to support employee growth and improvement.

In Compliance.

Employee performance evaluations are conducted on a regular schedule using a standardized process with clear, documented criteria aligned to the Board’s Results and Operational Expectations policies. Evidence of compliance is demonstrated through evaluation documents, including a blank classified staff evaluation form and a blank certificated staff evaluation form, as well as through bargaining agreements, which ensure meaningful feedback and documented follow-up actions to support employee growth and improvement.

6. The Superintendent will maintain compensation and benefit plans that attract and retain high-quality employees, consistent with marketplace and available resources.

Interpretation:

The Superintendent interprets this to mean that the district must offer competitive compensation and benefits to attract and retain high-quality employees while balancing fiscal responsibility. Salary and benefit structures should be informed by market data, align with district priorities, and be sustainable within available resources.

Monitoring Indicator(s)

We will know we are compliant when:

6.1 The district reviews salary data against comparable districts every three years to ensure competitiveness, aligning compensation structures with budget priorities and financial sustainability, while staying within available resources.

In Compliance.

Salary data is reviewed through the collective bargaining process, with union contracts negotiated on a 2-3 year cycle and FEA agreements presented to the Board. The Director of Human Resources collaborates with the Assistant Superintendent of Business Services and the Executive Director of Finance to ensure compensation remains competitive while staying within available resources.

7. The Superintendent will foster an organizational culture of professional support, courtesy, and collaboration.

Interpretation:

The Superintendent interprets this to mean that the district must cultivate a workplace culture where employees feel supported, respected, and encouraged to collaborate. This includes promoting open communication, professional development, and a positive work environment that reflects the district’s values and commitment to student success.

Monitoring Indicator(s)

We will know we are compliant when:

7.1 The district offers structured opportunities for staff collaboration and professional development, with documented participation, feedback on effectiveness, and clear communication channels for employees to share feedback and receive timely follow-up actions.

In Compliance.

The district provides structured opportunities for staff collaboration and professional development, documented in its Staff Professional Development Calendar. Participation in professional learning opportunities is tracked, feedback is collected on effectiveness, and clear communication channels ensure employees can share input and receive timely follow-up actions.

8. The Superintendent may not retaliate against any employee for initiating a legitimate compliant. 

Interpretation:

The Superintendent interprets this to mean that employees must be able to raise legitimate concerns or complaints without fear of retaliation. The district will ensure a fair and transparent process for addressing complaints while protecting employees from any adverse consequences for coming forward in good faith.

Monitoring Indicator(s)

We will know we are compliant when:

8.1 The district maintains a transparent, documented process for submitting, reviewing, and resolving employee complaints, enforces anti-retaliation protections, and regularly reviews the process to ensure fairness, effectiveness, and employee confidence.

In Compliance.

The district maintains a transparent, documented process for receiving and resolving employee complaints through Policy 5270: Resolution of Staff Complaints, which includes anti-retaliation protections and ensures fairness, effectiveness, and employee confidence.

Conclusion

The District’s adherence to OE-3 demonstrates a strong commitment to fair, consistent, and transparent practices in staff hiring, treatment, evaluation, and compensation. By maintaining clear processes and aligning them with Board policies, we ensure that our personnel systems not only comply with expectations but also support a culture of growth and accountability. Continued monitoring and refinement of these practices will strengthen our ability to attract and retain exceptional staff, thereby advancing student access across the Ferndale School District.