Substitute Teacher Handbook

2019-2020

Sikeston R-6 School District

www.sikestonr6.org

Mission Statement ............................................................................................................................................ 1

Introduction ....................................................................................................................................................... 1

Philosophy of Education ................................................................................................................................ 1

Non-Discrimination and Anti-Harassment ............................................................................................. 1

School Board Powers & Duties .................................................................................................................... 1

Board Meetings ................................................................................................................................................. 1

School Building Information ........................................................................................................................ 2

District Office Staff ........................................................................................................................................... 2

Certification........................................................................................................................................................ 2

Assignment ......................................................................................................................................................... 2

Salary schedule ................................................................................................................................................. 3

Long Term Assignment .................................................................................................................................. 3

Deductions .......................................................................................................................................................... 3

Substitute Folder .............................................................................................................................................. 3

Duties and Responsibilities of the Substitute Teacher ....................................................................... 4

Address Changes and Other Personal Information Changes ............................................................ 5

Alcohol & Drug Testing Employees ............................................................................................................ 5

Background Checks ......................................................................................................................................... 5

Drug Free Workplace ...................................................................................................................................... 5

Emergency and Evacuation ........................................................................................................................... 5

Family Educational Rights and Privacy Act (FERPA) ........................................................................... 5

Inclement Weather .......................................................................................................................................... 6

Loss of Personal Property ............................................................................................................................. 6

Part-Time and Substitute Professional Staff Employment ................................................................ 6

Safety .................................................................................................................................................................... 7

Section 504 ......................................................................................................................................................... 7

Staff Conduct ...................................................................................................................................................... 8

Staff/Student Relations .................................................................................................................................. 9

Technology Usage ............................................................................................................................................ 9

Use of Tobacco Products & Imitation Tobacco Products ................................................................... 9

Visitors in the Workplace .............................................................................................................................. 9

Workers Compensation .............................................................................................................................. 10

Substitute Teacher Report ......................................................................................................................... 11

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Mission Statement We inspire. We ignite. We empower. #WeAreSikeston

Introduction The purpose of this handbook is to provide information that will help answer questions and pave the way for a successful year. It is neither a contract nor a substitute for the official Board of Education policies. Board of Education policies and procedures may change throughout the year; these changes shall supersede any handbook provisions that are not compatible. Policies contained herein may be summarized due to length. All Board of Education policies are available via our district website www.sikestonr6.org. A master copy is on file at the Board of Education office. These policies contain the guidelines of the entire district. Staff members should familiarize themselves with all Board Policies.

Philosophy of Education Sikeston R-6 Schools believe the purpose of education is to prepare students to be successful, life-long learners in an ever-changing society. All students will be provided the opportunity and motivation to develop academically, mentally, emotionally, socially, culturally and physically to their fullest extent. We further believe schools should foster honesty, citizenship, self-esteem, and respect for the rights of others. Non-Discrimination and Anti-Harassment – Board Policy AC – (Revised 8/12/14) The Sikeston R-6 Board of Education is committed to maintaining a workplace and educational environment that is free from discrimination and harassment in admission or access to, or treatment or employment in, its programs, services, activities and facilities. In accordance with law, the district strictly prohibits discrimination and harassment against employees, students or others on the basis of race, color, religion, sex, national origin, ancestry, disability, age, genetic information or any other characteristic protected by law. Sikeston R-6 is an equal opportunity employer.

School Board Powers & Duties – Board Policy BBA – (Revised 5/10/94) The Board of Education is a representative body elected by the registered voters of the Sikeston R-6 school district of Scott and New Madrid County. It is the purpose and the role of the Board of Education to exercise general supervision over the schools of the district, and to ensure that the schools are maintained as provided by the state statutes, the rules and procedures of the Missouri State Board of Education and/or the Missouri Department of Elementary and Secondary Education, and the policies, rules and procedures of the school district. In addition, the Board is accountable to the electorate, and shall be responsive to the educational needs and the imposed financial constraints of the district.

The Board of Education shall control all aspects of the operations of the district within the limits of the law. However, the Board will make its members, the district professional and support staff, and the district patrons aware that the Board has authority to take official action only when it is acting as a whole. The Board shall be the final authority. No section of the policies, rules and procedures may be construed to limit the statutory powers of the Board to exercise its own prudent judgment.

Board Meetings – Board Policy BDA (Revised 6/10/14) The Board of Education shall hold regular meetings throughout the year to transact such business as deemed necessary for the smooth operation of the school district. The Board will hold its regular meeting on the second Tuesday of each month at 4:30 p.m. in the Board of Education office, 1002 Virginia, Sikeston, Missouri, unless otherwise specified in the publicized notice of the meeting.

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School Building Information

Building Address Phone # Principal Start/End Times

Kindergarten/ECE 1310 E. Salcedo Rd (573) 471-0653 Jennifer Hobeck 8:45 - 3:45

Lee Hunter Elem 300 Baker Lane (573) 472-2200 Crystal Hartzog 8:30 – 3:30

Southeast Elem 2300 Ables Rd (573) 472-0707 Abbie Edwards 8:30 – 3:30

Wing Elementary 1123 Gen. George E. Day Parkway

(573) 471-0615 Alecia Jordan 8:30 – 3:30

5th & 6th Grade Ctr 100 Twitty Dr (573) 471-0792 Sheila Branch 7:50 – 2:50

7th & 8th Grade Ctr 510 Lindenwood Dr (573) 471-1720 Frank Staple 8:10 – 3:10

High School 200 Pine St (573) 472-8850 Doyle Noe 7:50 – 2:50

Sikeston Career & Tech Bulldog Dr (573) 471-5442 Chad King 7:50 – 2:50

Alternative Center 835 W. Murray Ln (573) 472-0414 Jeff Williams 7:45 – 2:30

Substitutes should report to the school office 15 mins prior to the start of the school day. District Office Staff Sarah Thompson, Assistant to Human Resources srthompson@sikeston.k12.mo.us Yolonda Clark, Human Resources Coordinator yclark@sikeston.k12.mo.us Cheryl White, Payroll Coordinator chwhite@sikeston.k12.mo.us

Certification Substitutes must complete a fingerprint/background check and maintain a current Substitute Teacher Certification for the state of Missouri or a current Missouri Teaching Certificate. Applications for Substitute Certificates are found through the Missouri Department of Elementary and Secondary Education (DESE) website at http://dese.mo.gov/educator‐quality/certification and are valid for four years. Substitute teachers are responsible for maintaining a current teaching or substitute certificate.

Please note:

Substitute teachers should notify the Payroll of any changes in address or phone number.

Substitute teachers must ensure they comply with all national, state and district employment requirements on a yearly basis.

If a substitute wishes to be removed permanently from the substitute list, notification should be made to Sarah Thompson, Assistant to Human Resources.

Assignment In the Sikeston Public Schools, the automated Substitute Scheduling System (ReadySub) will contact you regarding assignments. You can also log-on to check for available jobs at www.readysub.com.

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Salary

1. Substitutes will be paid hourly.

2. Substitutes will receive the standard hourly rate of pay at substitute training.

4. Each building principal will keep a record of substitute teachers working in their respective building. Every two (2) weeks, reports will be sent to the payroll department.

5. Substitute teachers can expect to be paid according to the Non-Certified Payroll Schedule. This schedule is part of the substitute teacher packet completed before training.

Long Term Assignment A substitute teacher is eligible for the long-term substitute rate only when the following criteria are met: a. Must substitute teach for twenty-one (21) consecutive school days.

AND b. Must substitute teach for the same assignment.

On the 21st day, a long-term substitute is placed on the teacher salary schedule at B.S. degree/Step 1. The district also pays the employee the difference between the calculated daily rate for teacher salary and the basic substitute rate for the previous twenty (20) days.

Deductions Deductions will be made for social security, federal and state taxes as required by law. Internal Revenue Service Form W-4 must be completed and filed with the payroll department. This is done at the same time you fill out your application to substitute teach. Substitute Folder All classrooms should have a red substitute folder on their desk, which contains all of the vital information the substitute will need to do their job. If there is no substitute folder, please contact the office immediately. Each substitute folder should include the following: 1. Seating charts/Rosters 2. Lesson Plans 3. Location of instructional materials 4. Classroom rules and expectations (discipline, rewards, etc.) 5. Pertinent student information (students with medical or other special needs) 6. List of students who go to resource classes 7. Classroom schedule (lunch, dismissal, etc) 8. Teacher schedule (duties, lunch, plan time, etc) 9. Copies of passes or forms (restroom, nurse, office, etc) 10. Emergency signals and procedures (tornado, fire, earthquake, etc) 11. Cafeteria/Playground/Dismissal procedures (if applicable) 12. Any other information that might be helpful

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Duties and Responsibilities of the Substitute Teacher 1. Given sufficient notice, the substitute should report at 15 minutes before the school day begins and remain

until the school day ends.

2. A substitute teacher is expected to dress professionally and appropriately for the position they will be filling.

3. Report to the school office promptly and identify self as a substitute. Substitutes will be given a lanyard to wear throughout the day, which they will then return to the office when signing out at the end of the day.

4. Ask for any special directions the principal/secretary may suggest, and also the special events that may be planned for the day. Emergency information will be found in the substitute folder on each teacher’s desk. It will detail emergency information, and other specific items pertinent to that particular classroom.

5. Locate the teacher’s daily schedule, plan book, attendance slips, record book, manuals, and other needed materials. If these are unavailable, contact the office immediately.

6. Locate the teacher’s mailbox and check for notes, memos, bulletins, or specific announcements pertinent to the day’s activities. United States mail or other materials may be left in the mailbox.

7. If not provided, and if not familiar with class, ask the office if there are any specific problems or needs that the substitute should be aware of, e.g., behavior, physical handicaps, etc.

8. Check the regular teacher’s schedule for any duties you may have: recess, lunchroom, student council, etc. The substitute will always help supervise halls during class changes.

9. Check or refresh your memory regarding fire drill procedures, emergency procedures, or other procedures for the school and specific class. These should be posted in the classroom.

10. Report any illness or accidents to the office.

11. Classroom discipline is an area in which classes will undoubtedly test a substitute. Be friendly, but firm and business-like and behavior will be good. If a problem is unusual, you should seek assistance from the office.

12. No child is to be allowed to leave with a parent, guardian, etc. without the office verification. If you are in any doubt, please contact the office.

13. Correct all papers, workbooks, or tests given while you are substituting. Keep the individual subject areas or activities clipped together by date or day.

14. At the end of a substitution, leave a summary of the work completed, as well as other information that would be helpful to the teacher. (Notes, assignments, special bulletins, etc.) This may be done on paper and left on the desk, or it can be done online through the AESOP program.

15. Substitutes may be called to work in a subject area which will require teaching in more than one building. The principal or the head of the department will provide this information. The substitute should check with the building principal for specific schedules or directions.

16. Report to the principal’s office at the end of the school day regarding the next day or any problems concerning your stay in the building. Please hand in the evaluation form if there were any issues that weren’t already addressed with the office.

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Address Changes and Other Personal Information Changes In the event an employee has a change in address, telephone number, or dependents, the employee shall update information in SISFIN portal and in ReadySub. The district, by law, is required to use the employee’s name as it appears on their social security card. Name changes can only be made if the employee’s social security card has been updated. Alcohol & Drug Testing Employees – Board Policy GBEBB-2 (Rev 10/10/06) GBEBB-2-AP 1 (Rev 10/12/10)

No employee may manufacture, use, possess, sell, distribute or be under the influence of alcohol or drugs in violation of the district's Drug-Free Workplace policy. All employees may be tested for alcohol and drugs if the district has reasonable suspicion that the employee has consumed alcohol or drugs in violation of Board policy. Background Checks – Board Policy GBEBC (Rev 8/9/16)

Sikeston R-6 is committed to providing a safe environment for students to learn. As part of this effort, in accordance with this policy, the district will require criminal background checks of employees as well as certain volunteers and others working on school grounds. Drug Free Workplace – Board Policy – GBEBA (Rev 10/10/06) Student and employee safety is of paramount concern to the Board of Education. In recognition of the threat to safety posed by employee use or possession of drugs or alcohol, the Board of Education commits itself to a continuing good-faith effort to maintain a drug-free workplace. The Board of Education shall not tolerate the manufacture, use, possession, sale, distribution or being under the influence of controlled substances, alcoholic beverages or unauthorized prescription medications by district employees on any district property; on any district-approved vehicle used to transport students to and from school or district activities; off district property at any district-sponsored or district-approved activity, event or function, such as a field trip or athletic event, where students are under the supervision of the school district; or during any period of time such employee is supervising students on behalf of the school district or is otherwise engaged in school district business (click the link above to view full policy).

Emergency and Evacuation All employees should be familiar with the crisis management plan flip chart and the evacuation diagrams posted in their work areas. Fire, tornado, and other emergency drills will be conducted to familiarize employees and students with evacuation procedures. Fire extinguishers are located throughout all district buildings. Employees should know the location of the extinguishers nearest their place of work and how to use them. Review tornado, fire, earthquake, and other safety procedures with students. Employees must make sure they know their role in the event of an emergency. Emergency drills including earthquake, fire, intruder and tornado drills will be conducted a minimum of two times per year. Family Educational Rights and Privacy Act (FERPA) The Family Educational Rights and Privacy Act (FERPA) (20 U.S.C. § 1232g; 34 CFR Part 99) is a Federal law that protects the privacy of student education records. The law applies to all schools that receive funds under an applicable program of the U.S. Department of Education. Please see a student handbook for further information.

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Inclement Weather The District may close schools because of bad weather or emergency conditions. When such conditions exist, the Superintendent will make the official decision concerning the closing of District Facilities. When it becomes necessary to close, open late or release students early, district officials will notify the public by sending out automated phone calls as well as posting notifications on the district website, Facebook and Twitter. Personal leave will not be used for inclement weather when school is in session. Loss of Personal Property The District will not assume responsibility for loss of, or damage to, personal property stored, installed, or used on the school premises. Part-Time and Substitute Professional Staff Employment - Board Policy GB-1 (Rev 11/8/2016) The district may employ part-time employees and employees who will work on a substitute basis in the district. These employees must meet the same qualifications as full-time staff, must be appropriately certified or licensed when necessary, and are subject to the same policies, procedures and other rules as full-time employees. Part-time and substitute employees must satisfactorily complete the same background checks and screenings required of full-time employees. Job Sharing

The district may employ classroom teachers through a job-sharing arrangement, in accordance with law. Classroom teachers in a job-sharing position shall receive paid legal holidays and paid leave applicable to all classroom teachers on a pro rata basis. A job-sharing position shall mean any position that is shared with one other employee, requires employment of at least 17 and no more than 20 hours per week on a regular basis and requires at least 70 percent of all time spent in classroom instruction. Instructional support or school services positions such as guidance counselors, media coordinators, psychologists, social workers, audiologists, speech and language pathologists, and nursing positions are not eligible for job sharing under state law but may still be employed on a part-time basis. Substitute Employees

In accordance with law, a majority of the whole Board must approve the employment of all employees, which includes substitute employees. The superintendent will present an initial list of substitute employees to the Board for approval. If substitute employees are added to or removed from the list, the superintendent will submit the revised list or the individual changes to the Board for approval. Employing Retirees The district may employ persons retired and currently receiving a retirement allowance other than for disability under the Missouri Public School Retirement System (PSRS) or the Public Education Employee Retirement System (PEERS) in any capacity on either a part-time, temporary or substitute basis. As long as these employees do not work in excess of a total of 550 hours in any one school year as prorated by state law, these employees will not contribute to PSRS or PEERS. The district may employ a retiree for more than 550 hours or even employ a retiree full-time with the mutual understanding that this will result in a new retirement account being established and that the employee will not be eligible to receive his or her retirement allowance for any month during which he or she is employed by the district unless the district can demonstrate that it has a critical shortage of qualified employees as required under state law.

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In accordance with law, the district will not reach a written or unwritten agreement for future employment with a person who has retired or is going to retire under PSRS or PEERS until the person has received his or her first retirement benefit payment. All persons employed by the district who are receiving a retirement allowance from PSRS or PEERS are required to provide the district an accurate record of the dates and hours they work for the district. Such records will be maintained by the district. Limits on Compensation for Retirees under PSRS

Retirees receiving a retirement allowance under the PSRS who are employed by the district may earn up to 50 percent of the annual compensation payable under the employing district's salary schedule for the position or positions filled by the retiree, given such person's level of experience and education, without a discontinuance of the person's retirement allowance. If the position in question is not subject to the district's salary schedule, an employed retiree may earn up to 50 percent of the annual compensation paid to the person or persons who last held such position or positions. If the position or positions did not previously exist, the compensation limit shall not exceed 50 percent of the annual compensation payable for the position in the school district that is most comparable to the position filled by the retiree. In any case where a retiree under PSRS fills more than one position during the school year, the 50 percent limit on permitted earnings shall be based on the annual compensation of the highest-paid position occupied by the retiree for at least one-fifth of the total hours worked during the year. Safety All employees are responsible for observing safety rules and regulations and conducting themselves in a manner which promotes safe and healthy conditions and practices. Any and all safety hazards should be reported immediately in accordance with established policies and procedures. If an employee is involved in an incident, or witnesses an incident resulting in injury, illness, or in damage to property, regardless of severity, he or she must report it immediately to their supervisor. Section 504 The Sikeston R-6 School District, as a recipient of federal financial assistance from the United States Department of Education and operates a public elementary or secondary education program and/or activity, is required to undertake to identify and locate every qualified person residing in the District who is not receiving a public education; and take appropriate steps to notify disabled persons and their parents or guardians of the District’s duty. The Sikeston R-6 School District assures that it will provide a free appropriate public education (FAPE) to each qualified disabled person in the District’s jurisdiction regardless of the nature or severity of the person’s disability. For purposes of Section 504 of the Rehabilitation Act of 1973, the provision of an appropriate education is the provision of regular or special and related aids and services that (i) are designed to meet individual educational needs of disabled persons as adequately as the needs of nondisabled persons are met and (ii) are based on adherence to procedures that satisfy the requirements of the 504 federal regulations. The Sikeston R-6 School District has developed a 504 Procedures Manual for the implementation of federal regulations for Section 504 of the Rehabilitation Act, Subpart D. This Procedures Manual may be reviewed at your child’s school counselor’s office during operational hours or at the Board of Education Office. This notice will be provided in native languages as appropriate.

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Staff Conduct – Board Policy GBCB (Rev 2/13/07) The Board of Education expects that each professional and support staff member shall put forth every effort to promote a quality instructional program in the school district. In building a quality program, employees must meet certain expectations that include, but are not limited to, the following: 1. Become familiar with, enforce and follow all Board policies, regulations, administrative procedures, other

directions given by district administrators and state and federal laws as they affect the performance of job duties.

2. Maintain courteous and professional relationships with pupils, parents/guardians, other employees of the district and all patrons of the district.

3. Keep current on developments affecting the employee's area of expertise or position. 4. Transact all official business with the appropriate designated authority in the district in a timely manner. 5. Transmit constructive criticism of other staff members or of any department of the school district to the

particular school administrator who has the administrative responsibility for improving the situation. 6. Care for, properly use and protect school property. 7. Attend all required staff meetings called by district administration, unless excused. 8. Keep all student records, medical information and other sensitive information confidential as directed by

law, Board policy, district procedures and the employee's supervisor. 9. Immediately report all dangerous building conditions or situations to the building supervisor and take action

to rectify the situation and protect the safety of students and others if necessary. 10. Properly supervise all students. The Board expects all students to be under assigned adult supervision at all

times during school and during any school activity. Except in an emergency, no employee will leave an assigned group unsupervised.

11. Obey all safety rules, including rules protecting the safety and welfare of students. 12. Submit all required reports or paperwork at the time requested. Employees will not falsify records

maintained by the school district. 13. Refrain from using profanity. 14. Dress professionally and in a manner that will not interfere with the educational environment. 15. Come to work and leave work at the time specified by the employee handbook or by the employee’s

supervisor. Employees who are late to work, stop working before the scheduled time or work beyond the scheduled time without permission may be subject to discipline, including termination.

16. School employees, other than commissioned law enforcement officers, shall not strip search students, as defined in state law, except in situations where an employee reasonably believes that the student possesses a weapon, explosive or substance that poses an imminent threat of physical harm to the student or others and a commissioned law enforcement officer is not immediately available.

17. School employees shall not direct a student to remove an emblem, insignia or garment, including a religious emblem, insignia or garment, as long as such emblem, insignia or garment is worn in a manner that does not promote disruptive behavior.

18. State law prohibits teachers from participating in the management of a campaign for the election or defeat of a member of the Board of Education that employs such teacher.

19. Employees will not use district funds or resources to advocate, support or oppose any ballot measure or candidate for public office.

20. Employees will not use any time during the working day for campaigning purposes, unless allowed by law.

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Staff/Student Relations – Board Policy GBH (Rev 2/14/12) Staff members are expected to maintain courteous and professional relationships with students. All staff members have a responsibility to provide an atmosphere conducive to learning through consistently and fairly applied discipline and the maintenance of physical and emotional boundaries with students. These boundaries must be maintained regardless of the student's age, the location of the activity, whether the student allegedly consents to the relationship or whether the staff member directly supervises the student. Maintaining these boundaries is an essential requirement for employment in the district. Although this policy applies to the relationships between staff members and district students, staff members who inappropriately interact with any child may be disciplined or terminated when the district determines such action is necessary to protect students. Technology Usage – Board Policy EHB (Rev 6/12/12) Sikeston R-6's technology exists for the purpose of enhancing the educational opportunities and achievement of district students. Research shows that students who have access to technology improve achievement. In addition, technology assists with the professional enrichment of the staff and increases engagement of students' families and other patrons of the district, all of which positively impact student achievement. The district will periodically conduct a technology census to ensure that instructional resources and equipment that support and extend the curriculum are readily available to teachers and students. The purpose of this policy is to facilitate access to district technology and to create a safe environment in which to use that technology. Because technology changes rapidly and employees and students need immediate guidance, the superintendent or designee is directed to create procedures to implement this policy and to regularly review those procedures to ensure they are current.

Use of Tobacco Products & Imitation Tobacco Products – Board Policy AH (Rev 8/12/14) To promote the health and safety of all students and staff and to promote the cleanliness of district property, the district prohibits all employees, students and patrons from smoking or using tobacco products, electronic cigarettes or imitation tobacco or cigarette products in all district facilities, on district transportation, on all district grounds at all times and at any district-sponsored event or activity while off campus. This prohibition extends to all facilities the district owns, contracts for, or leases to provide educational services, routine healthcare, daycare or early childhood development services to children. This prohibition does not apply to any private residence or any portion of a facility that is used for inpatient hospital treatment of individuals dependent on, or addicted to, drugs or alcohol in which the district provides services.

Visitors in the Workplace

All visitors are expected to enter any District facility through the main entrance and sign in or report to the building’s main office. Authorized visitors will receive direction or be escorted to their destination. Employees who observe an unauthorized individual on the District premises should immediately direct him or her to the building office or contact the administrator in charge. Regular visits by family and friends during working hours are not appropriate.

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Workers Compensation Workers compensation benefits are provided to employees who sustain work-related injuries or illnesses on the district’s premises, or while on district business, in accordance with federal, state, and local regulations. When an employee is injured on the job, it is the responsibility of the employee to immediately notify their immediate supervisor. Verbal notice of the incident must be given to the Workers Compensation Coordinator in Human Resources immediately following the incident whether the employee suffers an injury or not. Even if the employee does not feel they need medical attention, the incident must be reported.

Employee Incident Guidelines:

1. Employee should report to the school nurse or supervisor

2. First Aid will be provided

3. If medical attention is required:

a) Notify Human Resource Assistant

b) Appointment given to Employee

c) 911 will be called on Nurse request

d) Nurse will fill out Employee/Student/Witness Account of Incident

e) Employee and Witness to fill out form

f) Signed by Building Principal

g) Original copy of form to Human Resources and copy to Director of Nursing within 24 hours

The Employee is responsible for contacting HR regarding office visits, work restrictions, and any prescriptions needed prior to getting them filled.

Please remember, the EMPLOYER directs the medical care, not the EMPLOYEE. Not following procedure may result in non-coverage of the incident.

Substitute Teacher Report

Substitute’s Name (Optional) _________________________________________________________________

Date of Substitution__________________________________________ Number of Days _________________

Teacher Substituted For (Optional) __________________________________________Grade _____________

Building in Which Substituted _________________________________________________________________

In an effort to improve the educational instruction of school and the efforts of future substitute teachers, please take a moment to complete this form at the end of your substitution tenure and leave in the principal’s mailbox or designated area. 1. Did you have any special discipline problems?

If yes, comment: ____________________________________________________________________________________ ____________________________________________________________________________________ ____________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________

2. Do you have any suggestions you wish to share to make the experience better next time? If yes, comment: ____________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________

3. What could we do to help make the experience more successful for you and/or the students?

____________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________

4. Do you feel the children profited from you being here today? Yes No

Additional Comments: ___________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________