3010 PHILOSOPHY IN THE SELECTION AND EMPLOYMENT OF PERSONNEL

The Superintendent working on behalf of the Board of Trustees, will recruit and contract academically and professionally qualified personnel who will carry out their work with competence, in harmony with the purpose of Morrison Academy.

In selecting professional personnel, individuals will be hired who will endeavor to integrate Biblical values into their work, and who consider their work at Morrison Academy a ministry. These individuals should be positive Christian role models as they seek to help students learn to know God, the world around them, and to develop life-long skills for living as Christians in a complex world. They should be accepting of students from varying ethnic, linguistic, and religious backgrounds.

 6/97

3020 CHRISTIAN BEHAVIOR AND PROFESSIONAL ETHICS

Morrison Christian Academy is committed to the Word of God and its authority regarding all matters of Christian faith and living. Morrison Christian Academy employees are expected to conduct themselves in a way that will reflect the Biblical perspective of integrity and morality, personally and professionally at all times.

An employee is expected to demonstrate:

• love for others
• a desire to develop trusting relationships with students
• a commitment to evangelism, discipleship, and Christian service 
• respect for all individuals, regardless of race, gender, denomination or religion
• a teachable spirit
• a willingness to live contentedly under authority, including submission to policies and procedures 
• honesty
• fairness and justice
• confidentiality

The following activities are prohibited:

• profanity
• possession or use of pornographic materials
• promotion or involvement in the occult
• propagation of beliefs that conflict with the Morrison statement of faith
• promotion or use of excessive violence
• possession, use, or promotion of unauthorized controlled substances or illegal drugs
• drunkenness
• abusive behavior
• harassment (See Policy 1650)
• inappropriate sexual behavior, as defined below.

Based upon the teaching of the Bible that marriage between husband and wife is a sacred institution, and sexual conduct is to be within the context of marriage alone, Morrison Christian Academy believes abstinence from other sexual conduct to be required by Scripture. Personnel are not only expected to abstain from premarital, extra-marital, and homosexual forms of sexual conduct, but also from provocative sexual behavior that falls short of Biblical purity. Furthermore, the school holds to a standard that marriage is a covenant and that divorce should not be condoned. In the case of an employee who divorces or separates while employed by Morrison Christian Academy, continuing employment will be considered on the basis of the circumstances of the divorce or separation.

When a violation of this policy is suspected, the Superintendent, at his discretion, may place the employee on a leave of absence. If an investigation confirms that a violation has taken place, the Superintendent may discipline the employee by placing a letter of reprimand in the employee's file, or other action deemed appropriate. In cases of a confirmed violation of a serious nature, the Superintendent, in consultation with the Board of Trustees and the employee's mission, may require counseling, probation, or the termination of employment.

5/09

3030 UNITY OF FAITH

Staff are expected to fully support the Statement of Faith. When identifying positions beyond the context of this statement, it should be done in such a manner that students are aware that there is diversity in some areas of biblical interpretation; students should also be made aware of what is a personal belief. Personal convictions of staff and students are to be respected. Emphasis is to be placed on our unity in the Faith.

12/01

3100 RECRUITMENT

The Superintendent and his/her recruitment staff will recruit all personnel of Morrison Academy. Such recruitment shall include cooperation with Member Missions and other like-minded missions who partner with direct-hire personnel.

4/05

3105 HIRING/REHIRING

The Superintendent, working within the guidelines of policy section EMPLOYMENT QUALIFICATIONS 3100-3199, will make all hiring and rehiring decisions of personnel. When possible, this decision will be made after consideration of the supervisor's recommendation. Hiring and rehiring decisions will be reported to the Board of Trustees.

Initial hiring of personnel to fill SAC level positions will be made by the Board of Trustees and will be based on the Superintendent's recommendation.

Hiring and rehiring of the Superintendent is exclusively the responsibility of the Board of Trustees.

When a reduction in work force becomes necessary, the Superintendent shall consider the following in making rehiring decisions:

1. The overall needs of the school.
2. The employee's qualifications for fulfilling a particular assignment.
3. The employee's performance in previous assignments.
4. The employee is mission-supported.
5. Seniority at Morrison Academy.

5/05

3110 EMPLOYMENT OF EXPATRIATE PERSONNEL

Requirements

The following conditions are required for the hiring and contract renewal of expatriate personnel for Morrison Academy:

1. Personal testimony of salvation and evidence of ongoing spiritual growth
2. Agreement with the Morrison Academy Mission Statement and Statement of Faith
3. Partnership with an established mission or Taiwan church
4. Minnesota Multi Phasic Personality (MMPI) or other personality inventory or test indicating good emotional health, if requested by the Superintendent for the employee and/or spouse
5. Meet ROC requirements for employment at Morrison Academy, including a four year college degree
6. Positive professional and pastoral references
7. Commitment to abide by the policies and procedures of Morrison Academy

Other Considerations

The following will be considered in the hiring and contract renewal of expatriate personnel for Morrison Academy:

1. Appropriate certification from their home country when applicable. In the event that an acceptable, certified candidate is not available, then an uncertified candidate may be employed for a contracted period of one year at a time, providing the candidate is working toward certification
2. Previous appropriate experience
3. An indication of Gods leading and direction to teach at Morrison Academy
4. Indication of an ability to work in a multi-mission setting
5. Active, regular participation in an organized Protestant church/fellowship for the purpose of spiritual growth
6. Good physical and emotional health

11/06

3112 EXCEPTIONS TO QUALIFICATIONS FOR EMPLOYMENT

The administration, subject to Board approval, is authorized in exceptional circumstances to hire a limited number of on-island people who do not sign the Statement of Faith. Teachers who are qualified in specific areas may be hired on a temporary basis provided they are sympathetic with the school's position and views, and only after due effort has been put forth to obtain teachers actively supporting the philosophy of Morrison.

Other exceptions to qualifications for employment will be dealt with on a case by case basis.

 4/91

3113 DIVORCE

In the case of applicants for employment who have been divorced, each case shall be judged on the basis of its own merit.

Acceptance of candidates who have been divorced shall be based on their current spiritual condition as evidenced by pastoral references, and on their emotional health as evidenced by the MMPI.

In the case of employees who divorce or separate while serving as employees of Morrison Academy, continuing employment will be considered on the basis of the circumstances of the divorce or separation.

12/98

3114 SPIRITUAL GIFTS

The Holy Spirit distributes spiritual gifts to each believer according to His will for the benefit of the church (I Corinthians 12: 7,11). Due to the diversity of denominational backgrounds at Morrison Academy, staff must be sensitive in the practice of these gifts. (Refer to Policy 3030 Unity of Faith.) Spiritual gifts are to be practiced in accordance with the guidelines set forth in I Corinthians 12-14. As such, in school or at school functions, no gift should be inappropriately emphasized above the other gifts nor promoted as normative for all believers.

3/03

3120 MINISTRY PARTNERSHIP

All expatriate head-of-household employees shall affiliate with another ministry in Taiwan, in order that they may feel connected to the missionary effort in Taiwan and better understand the primary reason for serving at Morrison.  Partnerships with mission organizations are preferable, but the Superintendent may approve ministry partnerships with churches in Taiwan which minister to the community outside of Morrison. It is hoped that both the employee and the ministry partner will seek opportunities for continuing encouragement, fellowship, and, where possible, involvement with the missionary effort in Taiwan.

An administrative benefit may be paid to those missions who choose to partner with Morrison Christian Academy head-of-household expatriate personnel (see Policy 4291 - CONTRACTS WITH MISSIONS).

5/09

3130 AIDS/HIV-EMPLOYEE

Morrison Academy views infection with the AIDS/HIV (acquired immunodeficiency syndrome/human immunodeficiency virus) as a deep personal tragedy deserving of community support, understanding, and confidentiality. It also believes that the contagion factor of AIDS/HIV is often greatly exaggerated, but is nevertheless a matter which requires care and discretion. Therefore, the school must be informed of any staff person tested HIV positive, and will maintain procedures which are appropriate for the general welfare of all students and staff and of the infected staff person. Morrison Academy will abide by the laws of the Republic of China regarding health requirements for foreigners.

The school may require an AIDS/HIV test of any staff person at any time he or she has been ill with symptoms which may indicate infections with AIDS/HIV or when it is suspected that he or she has been exposed to AIDS/HIV infection.

12/98

3131 HARASSMENT - EMPLOYEE

Harassment is defined in Policy 1650 HARASSMENT.

Morrison Academy is committed to maintaining a work environment in which all individuals treat each other with dignity and respect and which is free from all forms of intimidation, exploitation and harassment, including sexual harassment. The Academy is prepared to take action to prevent and correct any violations of this policy. Anyone who violates this policy will be subject to discipline, up to and including dismissal.

Reporting Harassment

Employees who feel that they have been subjected to conduct of a harassing nature are encouraged to promptly report the matter to one of the school officials designated below. Employees/volunteers who are aware of conduct of a harassing nature are required to report the matter to one of the school officials designated below. All complaints will be promptly investigated.

The following individuals are specifically authorized to receive complaints and to respond to questions regarding harassment:

1. General Manager
2. System Manager
3. Campus Principals
4. Boarding Services
5. Superintendent
6. Board of Trustees Chair

Prevention

1. As part of the application process for employment, applicants will read and will testify that they have read this policy. Furthermore, they will grant Morrison Academy permission to obtain a police report with respect to any registered misbehavior as it relates to harassment.
2. Staff orientation and training on preventing, recognizing, and confronting harassment will be required for all staff on a yearly basis.

Confidentiality

Every effort will be made to protect the privacy of all the parties involved in any complaint. However, the Academy will fully investigate every complaint, and reserves the right to notify the appropriate supporting or partnering mission and government officials as the circumstances warrant.

Protection Against Retaliation

It is against the Academy's policy to discriminate or retaliate against any person who has filed a complaint concerning harassment or has testified, assisted or participated in any manner in any harassment investigation, proceeding or hearing.

Investigation and Corrective Action

When one of the Academy officials designated in this policy receives a complaint, he/she shall immediately inform the Superintendent or Board of Trustees Chair. The Superintendent will oversee an investigation, unless the complaint is against him/her. In the event that the complaint is against the Superintendent, the Board of Trustees chair will direct the investigation. The Superintendent will inform the Board of Trustees' Chairperson of all reports and the ensuing investigation. The nature of the complaint may necessitate that the employee be put on a paid leave of absence.

Employees, adult volunteers and students are expected to fully cooperate in any complaint or investigation that might involve harassment. Anyone who conceals information or knowingly provides false or misleading information will be subject to appropriate disciplinary action up to and including dismissal or termination of enrollment.

If the investigation confirms the allegations, prompt corrective action shall be taken. The individual who suffered the harassing conduct as well as the Board of Trustees shall be informed of the corrective action taken. In addition, any employee found to be responsible for harassment in violation of this policy will be subject to appropriate disciplinary action up to and including dismissal. The severity of the disciplinary action will be based upon the circumstances of the infraction.

If the investigation confirms that the alleged harassment did not occur, the following actions shall be taken: The person directing the investigation will make a report to the Superintendent stating what steps were taken and that the person was discovered to be innocent. All individuals who were made privy to the allegation shall be contacted and told that the individual is innocent.

Accusations with intent to defame will result in disciplinary action appropriate to the situation.

Confidant

The Campus Principal at each site will appoint one or more trusted and reliable adult confidants to receive complaints from individuals who believe that their harassment report was not addressed. Confidants shall not have formal responsibilities at Morrison Academy. Confidants will report complaints to the Superintendent, who shall investigate the complaints.

11/06

3140 ROC CITIZEN EMPLOYEES

The employment of a citizen of the Republic of China will be covered in the Chinese Employee Personnel Handbook.

10/95

3150 VOLUNTEERS

The administration shall maintain and publish standards of conduct and screening guidelines for volunteers.

 4/05

3200 EMPLOYEE CONTRACTS

The Superintendent, on behalf of the Board of Trustees, will issue contracts to new and returning employees. The contract shall include the name of the employee, position to be filled, length of contract, other obligations to be fulfilled by the employee as well as by Morrison Academy. The contract shall be binding upon both parties according to its specified terms, unless mutually agreed upon otherwise.

Expatriate employees over 65 years of age will be extended a contract only on an annual basis.

5/05

3210 CONTRACT RENEWAL

Based on evaluations, the administrator or supervisor will submit recommendations to the Superintendent for renewal of contracts due to expire. The Superintendent is responsible for renewing contracts.

4/96

3212 PLAN OF ASSISTANCE

An employee may be placed on a Plan of Assistance by the administrator in the event that the employee has failed to carry out his/her professional duties at an appropriate level. Expatriate employees who are placed on a Plan of Assistance will automatically be placed on probationary status. The Plan of Assistance will continue until such time as performance has reached a satisfactory level, the employee chooses to leave Morrison's employment, or the employee is dismissed.

3/00

3213 PROBATIONARY STATUS

Expatriate employees may be placed on probationary status by the Superintendent for failure to meet the standards of professional practice established by the Academy and/or the failure to follow the established policies and procedures of the Academy. Probationary status may continue for up to a maximum of two school years before an employee is dismissed.

Employees placed on probationary status will be notified in writing and a copy will be placed in their permanent personnel file.

Probationary status employees will be contracted for only one year at a time.

Any probationary status employee may be dismissed at any time if the Board of Trustees determines it is in the best interest of the Academy. A probationary status employee being considered for dismissal will be notified in writing. Any probationary status employee who is being considered for dismissal prior to the end of the contracted period may request a hearing before the Board of Trustees within two weeks after written notification. The Board of Trustees' decision to dismiss a probationary status employee before the end of the contracted period is final and may not be appealed.

3/00

3230 RESIGNATION

Resignation is a termination of the contract at the initiation of the employee. The employee must submit a letter of resignation to the Superintendent at least twenty working days prior to the effective date of resignation. Resignations may be accepted by the Superintendent. The Superintendent is authorized to accept resignations without a twenty working day notice if the employee has established that reasonable extenuating circumstances exist. Resignations will be reported to the Board of Trustees.

A decision by a mission-supported teacher to resign should be made after consultation with the Superintendent and the supporting mission. The resignation shall be communicated in writing to the Board through the individual's mission and copied to the Superintendent If requested by either party, a conference may be arranged with the Superintendent and/or the Board of Trustees.

Compensation for the unfinished contract and all benefits and allowances will be calculated on a prorated basis of the portion of the contract fulfilled. A travel allowance will be negotiated. Any benefits and allowances already paid will be deducted from remaining compensation due. If the compensation due is insufficient to cover overpayment, the person will be asked to reimburse Morrison Academy for the excess amount.

3/01

3240 DISMISSAL

Upon the recommendation of the Superintendent to the Board of Trustees, an employee may be dismissed from employment by the Board. Cause for dismissal may include, but is not limited to, any one or more of the following: incompetence, homosexuality, heterosexual activity outside of marriage, intemperance, abuse of a student, sexual harassment, absence without supervisor approval (abandonment of position), neglect of duty, insubordination, disaffirmation of the Association's "Statement of Faith", or any conduct tending to bring discredit upon the school or upon the teacher that causes a diminishing of his/her effectiveness as a Christian role model for the students of Morrison Academy.

A decision by the Board to dismiss any faculty or staff member of the Academy shall be preceded by a conference of the Superintendent with the individual and the Field Leader or other appropriate representative of the sponsoring mission. The action for dismissal shall be an action of a regular or special meeting of the Board. The Board shall also be available for a conference with the individual. Dismissal may take effect immediately upon notification during a contract period.

Compensation for the unfinished contract and all salary and benefits will be calculated on a prorated basis of the portion of the contract fulfilled. A travel allowance will be negotiated. Any salary and benefits already paid will be deducted from remaining compensation due. The dismissed person will be asked to reimburse Morrison Academy if salary and benefits already paid exceed the compensation due.

A record of the dismissal and the supporting reasons shall be kept in the employee's permanent personnel file.

5/00

3300 PHILOSOPHY OF COMPENSATION

Because Morrison expatriate employees are part of the missionary community, their compensation will be comparable to that of the missionary community.

National staff will be compensated according to local compensation practices.

1/08

3310 SALARIES

Annual salary compensation will be paid employees on the basis of a Board approved salary schedule.

4/91

3400 BENEFITS

Benefits are compensation provided to Morrison Academy direct-hire employees and to the missions of Morrison Academy mission-supported employees. Benefits with the exception of life/health care, ROC income tax, and retirement plan, will be prorated based on the employee's actual FTE. Requirements for how benefits are paid will be specified in the Personnel Procedure Manual. These benefits may include:

Head-of-Household - 0.8 FTE or Greater

• ROC Income Tax Benefit
• Retirement Plan
• Life/Health Care Benefit
• Housing Benefit
• Child Allowance
• Travel Benefit
• Relocation Benefit

Nonhead-of-Household

• ROC Income Tax Benefit
• Retirement Plan
• Life/Health Care Benefit

11/07

3510 JOB DESCRIPTIONS

The Superintendent, or his designated representative, shall see that a job description is written and placed in the Administrative Procedure Manual for each position at Morrison Academy. Each new job description or major revision shall be reported to the Board.

5/09

3520 EXPATRIATE EMPLOYEE WORK YEAR

The work year for expatriate employees of Morrison Academy will be based on the number of Board-approved student days, plus other required days necessary to complete the work within their category of employment.

Salary compensation for expatriate employees will be paid on the basis of the base salary times the actual or adjusted FTE of the employee. Direct-hire or mission-supported employees will be contracted and paid on a per diem basis when asked to work beyond their scheduled work year. Compensation for direct-hire employees will be paid to the employee. Compensation for mission-supported employees will be paid according to the instructions of the employee.

4/05

3521 WORK DAY

The length of the work day shall be stated in the job descriptions found in the Administrative Procedure Manual. Efforts will be made to maintain equity and consistency in the work day throughout the Morrison Academy system of schools.

6/95

3522 STAFF MEETINGS - COMMITTEE WORK

Employees are expected to attend staff meetings and serve on committees as directed by their immediate supervisor or by the Superintendent.

4/91

3523 OUTSIDE RESPONSIBILITIES

No employee, while fulfilling the terms of their contract, will engage in non-Morrison activities to the extent that such involvement precludes completion of the responsibilities of their Morrison Academy contract.

3/91

3525 LEAVES AND ABSENCES

Leaves and absences, as defined in the Personnel Handbook, may be granted to employees.

6/95

3526 HOME SERVICE/FURLOUGH

Mission-supported personnel are granted home service/furlough in accordance with the policies of their mission. Missions are requested to arrange home service/furloughs for mission-supported personnel that do not interfere with the academic year.

Morrison Academy, in most cases, will only contract personnel who are available to Morrison Academy for the entire academic year. Morrison Academy will not be responsible to provide for finances and work assignment for teachers not under contract.

4/91

3527 SCHOOL CLOSURE

The Superintendent or his/her designee will have the authority to close school on a day-by-day basis due to typhoons, emergencies, or disasters. In the event of an emergency or disaster where the on-going safety of students and staff is questionable, the Superintendent, in consultation with the Crisis Management Committee, if possible, will have the authority to close school for an indefinite period of time. The Crisis Management Committee will consist of the Executive Committee of the Board of Trustees, the Superintendent, and Superintendent-designated administrators. Procedures will be established in the Administrative Procedure Manual to address administration of Taiwan assets and the conditions whereby staff would be placed on leave of absence status.

10/97

3528 ABDUCTION AND RANSOM (PERSONNEL)

In the event that any member of the Morrison Academy staff or family of staff should be abducted, and a ransom be demanded of the school, it is the policy of Morrison Academy not to accede to such demands.

3/95

3529 SOLICITATIONS AND GIFTS

No personal gifts or gratuities may be accepted that might influence the proper judgment of school employees in the performance of their duties.

4/91

3530 PROFESSIONAL DEVELOPMENT

Morrison Academy personnel may request funds for professional development by making application through the Director of Curriculum and Professional Development.

The Director of Curriculum and Professional Development will grant funds according to current administrative guidelines and within the constraints of the approved budget. Funds may be approved for educational conferences, workshops, graduate courses, or any other activity approved through proper Administrative channels.

11/06

3531 IN-SERVICE

Morrison Academy will periodically provide IN-SERVICE programs for employees designed to improve and enhance their performance. These IN-SERVICE programs may be required for a particular group or classification of employees, or for an individual employee.

Expenses related to required IN-SERVICE programs will be the responsibility of Morrison Academy.

3/91

3532 PROFESSIONAL PUBLISHING

Publishing of materials prepared at school direction or during school compensated time by any staff member shall become the property of Morrison Academy, unless there is another written agreement concerning royalties.

4/91

3540 EVALUATION OF PERSONNEL

Evaluation of personnel shall be for the purposes of raising levels of competence within the organization, to encourage personal and professional growth of staff members, and to maintain high levels of job performance. The supervisor will be specified in the Morrison Academy Organizational Chart, as well as in the job descriptions. Procedures for evaluation shall be included in the Administrative Procedure Manual and the Teacher Handbook.

Originals of any formal written evaluation are to be given to the employee. An employee has the option of responding to the evaluation in writing. Any response will be attached to the file copy of the evaluation.

12/96

3541 PERSONNEL RECORDS

Personnel records shall be kept for every employee by the Superintendent. Files will be accessible only to the Superintendent and/or to the Superintendent's designated representative. Letters of reprimand or complaint will be reviewed with the employee before copies are placed in the personnel file. Records shall contain application materials, service records, signed contracts, evaluations, and other pertinent materials.

Employees (or a designated representative) may review their own personnel records upon request. In order to review personnel records, an individual must make the request directly to the Superintendent. The Superintendent will allow the employee to review the personnel folder with the exception of confidential papers, which will be removed from the folder before it is released.

4/91

3542 GRIEVANCES - PERSONNEL

The administration will follow established grievance procedures based on the principles of Matthew 18:15-17, ensuring that proper due process and documentation standards are observed. The Morrison Academy Organizational Chart will serve as a guide to the appeal process of a grievance.

12/96

3543 RECORDS AND AWARDS FOR SERVICE

Appropriate recognition shall be given to employees as follows:

Service awards for employees continuing their contract:

After each five years of contracted service the employee will be awarded an engraved pen and NT$5,000 or an equivalent gift certificate.

Service awards for employees completing their contract and leaving the system:

1. Less than five years of contracted service: a Morrison Academy paperweight.
2. Five or more years of contracted service: a plaque appropriately inscribed indicating the exact number of years of service, and a red envelope containing NT$1000 for each year of service or an equivalent gift certificate.

Leave times shall not be counted toward years of service when determining awards. The Superintendent or his/her designee shall keep a record of years of contracted service as a part of the employee's permanent personnel file.

5/05

3544 WHISTLE-BLOWERS PROTECTION

Morrison Academy prohibits retaliation against an employee or student (referred to here as a Whistle-blower) who reports a violation of Morrison policy or procedure, or illegal, fraudulent, or dishonest conduct.

All members of the school community are responsible for reporting such activities or conduct to any administrator on the System Administrative Council. If that administrator fails to act on such a report, a Whistle-blower may report the matter to the Superintendent or the Chair of the Board of Trustees.

The school will exercise reasonable care to keep the Whistle-blower's identity and the report confidential, unless:

• the Whistle-blower agrees to the disclosure;
• disclosure is necessary to allow school or law enforcement officials to investigate or respond effectively to the report;
• disclosure is required by law;  or
• the person(s) accused of violations by the Whistle-blower are entitled to the information as a matter of institutional due process in disciplinary proceedings.

Whistle-blowers who believe that they have been retaliated against may file a written complaint with the Superintendent or the Chair of the Board. If retaliation is proven, the retaliating employee(s) are subject to appropriate disciplinary actions, which may include dismissal. The prohibition against retaliation is not intended to prohibit administrators or supervisors from exercising legitimate supervisory responsibilities in the usual scope of their duties.

Reference - Policy 3542 Personnel Grievance, Policy 5470 Student Grievances

5/07

3611 QUALIFICATIONS FOR THE SUPERINTENDENT

The following qualifications will be considered in the selection and hiring of the Superintendent:

1. Demonstrated evidence of spiritual leadership and maturity.
2. Appropriate team building and interpersonal relationship skills.
3. Academic requirements including a Masters Degree and fulfillment of the requirements for administrative employment in his/her country/state of residence.
4. Previous teaching and administrative experience.
5. Proven educational leadership ability.
6. Ability to provide leadership in developing and implementing strategic plans.
7. Skills in recruiting and selecting professional employees.
8. Skills necessary to maintain the financial stability of Morrison Academy.
9. Preferably possess conversational level of Mandarin Chinese.
10. Other qualifications necessary for employment as a teacher at Morrison Academy (See Policy #3100 - #3199 ).

3/01

3612 RECRUITMENT AND SELECTION OF THE SUPERINTENDENT

The Board of Trustees shall appoint a search committee to locate prospective appointees for Superintendent for recommendation to the Board.

4/96

3613 SUPERINTENDENT - RESPONSIBILITIES AND DUTIES

Acting as the Executive Director for the Board of Trustees of Morrison Academy, the Superintendent shall be responsible for the efficient management of the total operations of Morrison Academy, in accordance with the laws and regulations of the Republic of China and Board-approved policies.

Duties shall include:

1. Seeking by personal example and precept to inspire students to Christian faith and living.
2. Staying abreast of research regarding curriculum development and staff development.
3. Serving as the primary advisor to the Board of Trustees and to work with the Board of Trusteesￂﾡￂﾦ Chair to set the agenda for all Trustee meetings.
4. Serving as a member of all Board-level committees designated in policy, a member of the System Administrative Council, and on any other committees/task forces assigned by the Board of Trustees.
5. Insuring that procedures are established and adhered to which are aligned with the policies established by the Board of Trustees.
6. Facilitating strategic planning throughout the System.
7. Being responsible for the recruitment of all personnel.
8. Monitoring the supervision of all employees.
9. Monitoring System programs, instruction, accreditation, and committees.
10. Communicating frequently and appropriately with the major constituents of the school, i.e. parents, students, staff, Trustees and Missions, regarding the operations of the school.

1/96

3614 SUPERINTENDENT - TERMS OF EMPLOYMENT

The Superintendent shall normally be employed under contract for a period of four years, to coincide with the beginning and end of the school fiscal year. Each contract year shall include one month of personal vacation.  In the final year of the contract, the Board of Trustees shall determine whether an invitation for continued employment will be issued. The superintendent shall have four weeks to respond to an invitation.

5/08

3615 SUPERINTENDENT - DISMISSAL

The Board of Trustees shall have the authority to dismiss the Superintendent during a contracted period. Reasons for dismissal include:

1. Inability or unwillingness to carry out professional duties, as evidenced by documentation and multiple evaluations performed by the Board of Trustees;
2. Immoral or unethical behavior when supported by documented evidence of a violation (see Policy 3020 Christian Behavior and Professional Ethics).

A decision by the Board to dismiss the Superintendent shall be preceded by a conference with the Board Chair, the Superintendent, and the Field Leader, or other appropriate representative of the supporting or partnering Mission. The action for dismissal shall be an action of a regular or special meeting of the Board with at least three fourths of the Trustees present and three fourths of those present voting affirmatively. The Board shall also be available for a conference with the individual.

Compensation for the unfinished contract and all benefits and allowances will be calculated on a prorated basis of the portion of the contract fulfilled. A travel allowance will be negotiated with the Board of Trustees. Any benefits and allowances already paid will be deducted from remaining compensation due. If the compensation due is insufficient to cover overpayment, the Superintendent will be asked to reimburse Morrison Academy for the excess amount.

The Board Chair is to ensure that proper due process and documentation standards are followed.

4/05

3616 SUPERINTENDENT - EVALUATION

5/09