ACCESS TO PERSONNEL FILE
Access to a personnel file may be permitted to the following persons without the consent of the teacher or employee about whom this file is maintained:
1. Those school officials involved in the evaluation process of the individual and the school board if its examination of the file relates to the duties and responsibilities of the Board of Education.
2. Members of the review panel of the Professional Review Committee if the teacher has requested a review by them in a demotion or dismissal procedure
No other person may have access to a teacher's personnel file except under the following circumstances:
1. When the employee gives written consent to the release of his or her records. The written consent must specify the records to be released and to whom they are being released. Each request shall be handled separately; blanket permission for release of information shall not be accepted.
When subpoenaed or under court order.
An employee may have access to his or her own personnel file (evaluation section) at all reasonable times provided that at least 48 hours notice is given. Reasonable times means during office hours.
The right to access includes the right to review the content of his/her personnel file (evaluation section) in the superintendent's office. The review shall be made in the presence of the person responsible for the safekeeping of personnel records. A witness may accompany the concerned personnel member for such review if so desired. The employee has the right to make written objections to any information contained on the file. Any written objection shall be signed and dated by the employee and it shall be part of the personnel file.
PROCEDURE:
The superintendent shall have the overall responsibility for maintaining and preserving the confidentiality of teacher personnel files. He may, however, designate another school official to perform these duties for him.
The superintendent or his designee is responsible for granting or denying access to records on the basis of these regulations.
Evaluation records that are over three years old will be considered invalid for purposes of demotion and/or dismissal.
Access to a personnel file may be permitted to the following persons without the consent of the teacher or employee about whom this file is maintained:
1. Those school officials involved in the evaluation process of the individual and the school board if its examination of the file relates to the duties and responsibilities of the Board of Education.
2. Members of the review panel of the Professional Review Committee if the teacher has requested a review by them in a demotion or dismissal procedure
No other person may have access to a teacher's personnel file except under the following circumstances:
1. When the employee gives written consent to the release of his or her records. The written consent must specify the records to be released and to whom they are being released. Each request shall be handled separately; blanket permission for release of information shall not be accepted.
When subpoenaed or under court order.
An employee may have access to his or her own personnel file (evaluation section) at all reasonable times provided that at least 48 hours notice is given. Reasonable times means during office hours.
The right to access includes the right to review the content of his/her personnel file (evaluation section) in the superintendent's office. The review shall be made in the presence of the person responsible for the safekeeping of personnel records. A witness may accompany the concerned personnel member for such review if so desired. The employee has the right to make written objections to any information contained on the file. Any written objection shall be signed and dated by the employee and it shall be part of the personnel file.
PROCEDURE:
The superintendent shall have the overall responsibility for maintaining and preserving the confidentiality of teacher personnel files. He may, however, designate another school official to perform these duties for him.
The superintendent or his designee is responsible for granting or denying access to records on the basis of these regulations.
Evaluation records that are over three years old will be considered invalid for purposes of demotion and/or dismissal.