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Alhambra USD |  AR  4319.21  Personnel

Code Of Ethics   

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Management, Supervisory and Confidential Employees

A management, supervisor or confidential school employee's behavior must conform to an ethical code. The code must be idealistic and at the same time practical, so that it can apply reasonably to all. The professional acknowledges that the schools belong to the public they serve for the purpose of providing educational opportunities to all and provides professional leadership in the school and community. This responsibility requires standards of exemplary professional conduct. It must be recognized that the professional's actions will be viewed and appraised by the community, associates and students. To these ends, the professional subscribes to the following statements of standards.

The management, supervisory, confidential school employee:

1. Makes the well-being of students the fundamental element in all decision-making and actions.

2. Fulfills professional responsibilities with honesty and integrity.

3. Supports the principle of due process and equal treatment under the law.

4. Obeys local, state and national laws and does not knowingly join or support organizations that advocate, directly or indirectly, the overthrow of the government.

5. Implements the Governing Board of Education's policies and administrative rules and regulations.

6. Pursues appropriate measures to correct those laws, policies and regulations that are not consistent with sound educational goals.

7. Avoids using positions for personal gain through political, social, religious, economic or other influence.

8. Accepts academic degrees or professional certification used in relationship with professional responsibilities only from duly accredited institutions.

9. Maintains the standards and seeks to improve the effectiveness of the profession through research and continuing professional development.

10. Honors all contracts until fulfillment or release.

11. Seeks to involve the public and keep them honestly informed.

12. Recommends the employment, development, promotion and retention of the best possible personnel to assure a quality educational program.


A Statement of Principles Amplifying the Code of Ethics of the Education Profession


An administrator recognizes and adheres to the laws of the State of California, the policies of the district in which he/she is employed, and to these standards of personnel administration in order to fulfill special responsibilities to students, parents/guardians, the community and the profession as an executor of board policies, as advisor to the Board on policies and procedures, and as a professional leader in the school district:

A. In the selection and employment of personnel, he/she:

1. Spares no effort to maintain and increase professional standards and recommends only professionally qualified personnel for any position.

2. Provides opportunities to employees to make known their desires for transfer or advancement and gives consideration to their wishes.

3. Considers no position vacant and seeks no applicants for it before the present employee has resigned or has been notified that he will not be re-employed.

4. Makes no offer of employment for a period of time concurrent to that covered by a contract to another district unless that district has first notified him of its willingness to release the employee.

5. Adheres strictly to adopted salary schedules and policies.

6. Describes accurately the conditions, employment, and the assignment for which the candidate is being considered.

B. In the supervision of staff, he/she:

1. Assumes responsibility for providing opportunities for further advancement of employees.

2. Sees that significant weaknesses are called to the attention of the employee and that assistance toward their correction is made available.

3. Makes no formal criticism of any employee without having first discussed this criticism with the employee involved.

4. Is receptive to and recognizes the professional suggestions of staff members.

5. Provides opportunity for employees to discuss problems freely and assists in the use of channels for reporting and discussing these problems.

6. Provides clearly defined administrative policies and areas of responsibility for his administrative subordinates and supports their efforts to adhere to these policies.

C. In recommending re-employment or dismissal of employees, he/she:

1. Establishes a systematic procedure for periodic written evaluation of probationary teachers. All teachers are kept informed of their employment status as it affects re-employment, tenure, or dismissal.

2. Recommends re-employment unless the employee has been notified regarding his weaknesses and has been given time for and assistance toward their correction.

3. Does not jeopardize the educational welfare of children in order to avoid an unpleasant dismissal relationship.

D. In respect to recommendations for employees, he/she:

1. Responds to requests for recommendations and renders accurate appraisals in accordance with his best professional judgment.

2. Does not suggest to an employee that a letter of recommendation will be affected by submission of his resignation or failure to resign.

3. Keeps confidential the content of confidential professional papers.


approved: September 9, 1997 Alhambra, California