1. Mandatory Coaches Training Training and Compliance with District Policies and Procedures

2. Where to find District Policies and Procedures

3. Child Abuse and Neglect Policy 3421 – As a paid employee of the Mercer Island School District, you are automatically a mandated to report suspected child abuse and neglect. – If you have reasonable cause to suspect child abuse or neglect, you must report. – Ideally, you would report to the Athletic Director who can assist in reporting to CPS. Then complete the Mandatory Reporting Form – Please read this policy thoroughly.

4. Harassment, Intimidation, and Bullying Policy 3207 – As a Coach, this behavior is even more expansive than for most school employees. The district has the expectation that you are not only intervening, but proactively mitigating. – State Law and School District Policy prohibit any form of harassment, intimidation, and bullying. – The definition of harassment, intimidation, and bullying has expanded greatly over the last few years.

5. Harassment, Intimidation, and Bullying Continued As a Coach, be aware: – Of initiations or hazing aimed at team mates. – Of historic rituals which are intended to embarrass, humiliate, or draw attention to individual team members. – Of activities both on AND of the field in the name of the team, including on-line. – Intervene at the first sign – being proactive is expected. – Report any and all incidents to the Athletic Director

6. Harassment, Intimidation, and Bullying Continued As a Coach: – Be familiar with the policies definitions of harassment, intimidation, and bullying. – Be familiar with expected interventions and procedures of reporting. – Be proactive. – Have the reporting form at hand for students to fill out or work with the Athletic Director to strategize solutions.

7. Electronic Resources Policy 2022 and 2022P – Rule of thumb – expectations for staff behavior online are no different than face-to-face interactions. – What would the headline read? – Be familiar with unacceptable uses of district technology. All uses of district technology must be through the lens of being a district employee. – You must have a district email address and agree to this policy as a condition of employment. – This policy directly ties to the next policy.

8. Maintaining Professional Staff/Student Boundaries Policy 5253 & 5233P – As a district employee (public employee) all interactions are under a lens of public accountability. Please keep in mind, “how would this read as a headline?” – Your only connection to students is through the district as an employee, therefore connecting with them under other circumstances could be misinterpreted.

9. Maintaining Professional Staff/Student Boundaries – Be familiar with the Personal/Family Friend language. – Be sensitive to the “appearance” of impropriety. – You are in a gray area when you communicate with students via personal email and cell phone communication. Keep all communication through the most professional pathways. – Twitter is the district’s recommendation for quick and far reaching communications. It is the same as texting, but it’s public. SPRIO is another option.

10. Conflicts of Interest & Staff Interest in Contracts/Gifts to Staff Policy 5251 and 6151 – As an employee, your actions can not benefit you financially beyond the payment received for employment. Again, be sensitive to recruiting to another organization that you financially benefit from. – Gifts – employees must take precautions to avoid conflicts of interest and the appearance of conflicts of interest. Employees are expected to decline repeated gifts and gifts of significant value.

11. “Contracts” – Contracts are issued for a certain number of hours maximum. This is a condition of employment stated up front. Do not submit time cards that exceed your number of hours unless previously arranged with the Athletic Director. – Tonight is considered Pre-Season. Please submit a timecard to Mark for tonight unless you are a “volunteer coach”. – Feel free to contact Human Resources with any questions.