Core Policies

PREAMBLE

This manual sets forth the policies that are intended to provide the Board, Administration, and Staff with clear guidelines and fixed procedures for the operation of Koinonia Christian Schools.

KCES MISSION STATEMENT

Koinonia Christian Education Society exists to assist parents in the Christian education of their children towards spiritual and academic excellence through the establishment and maintenance of Christian Schools.Accountability is a core value in Koinonia. This policy creates a process by which schools are held accountable.

Back To Top…

ADMISSIONS POLICY

The mission of the School is to (insert your school mission statement here.) This mission cannot be accomplished by the School alone; however, it can be done if there is harmony between the goals of the School and those of the home. The School exists to assist Christian parents in the fulfillment of their Biblical mandate to "train up children in the way they should go."

Policy

1. For students enrolled in kindergarten through grade eight, at least one parent or guardian must be a born again Christian and in full agreement with the Statement of Faith and Parents’ Code. Believing parents must give indication that they are actively practicing their Christian confession in the home through such means as family devotions, prayer, and Bible study. Students who wish to enroll in grades nine through twelve and who have unbelieving parents may be admitted on the basis of their own Christian testimony. Such applications will be evaluated by the School Board on a case by case basis. Distance education schools are exempt.
2. If a custodial parent is an unbeliever, he or she must be supportive of the philosophy and standards of the school as outlined in all but the first four points of the Parents' Code and be willing for his or her children to be taught Biblical principles in accordance with the Statement of Faith.
3. It should be determined, if possible, that the church attended by the applicant is in agreement with the School's Statement of Faith. The pastor, or other qualified representative of the church, will be asked to submit a Pastor’s Report for confirmation that the family is in active fellowship.
4. The parents or guardians shall be interviewed by at least two members of the Admissions Committee prior to their enrollment in the School. Each interviewing team will have at least one person who has conducted interviews previously.
5. The Principal and/or senior teacher will interview all students enrolling in junior or senior high for the first time.
6. The Admissions Committee will admit any family which meets the qualifications required by the School unless the School is unable to provide an appropriate program for a student. The School does not discriminate on the basis of race, color, or national origin.
7. Priority in the admission of individual children will be given to families whose children are currently enrolled and to the children of employees of the School.
8. Prior to re-enrollment each family will be required to re-confirm their commitment to the Statement of Faith and Parents’ Code and their on-going, active involvement in their church.
9. Prior to re-enrollment each student in grades 10-12 must indicate their acceptance of the Students’ Pledge.
10. The Principal has the authority to determine the grade placement of each student enrolling or re enrolling in the School.
11. Acceptance or rejection of applicants will be confirmed by written notice. 
     

Back To Top…

BENEFITS AND PENSION POLICY

Rationale

It is not uncommon for employees to focus their attention on the financial needs of the moment and neglect the need for an adequate savings plan which could provide for retirement or exceptional health related expenses. This is particularly true in a setting where the salary alone allows little financial flexibility. Therefore, in order to more adequately provide security for employees, and to remove possible sources of stress which might reduce their effectiveness in the school, the School Board will provide health and retirement benefits to its employees.

Policy

1. The School Board will pay their employees no less than the salaries and supplemental benefits detailed in the Koinonia Salary Schedule (attached in policy manual).
2. The School Board will offer access to a Registered Retirement Savings Plan (RRSP) to all employees.
3. As a minimum the School Board will match RRSP employee contributions to full time teachers according to the following schedule:
   a) Beginning in the 2nd year of service, up to 1% of the employee's salary.
   b) Beginning in the 3rd year of service, up to 2%,
   c) Beginning in the 4th year of service, up to 3%.
4. The School Board will subscribe to the KCES Health Benefits plan for employees working at least 65% time. The plan shall include at least coverage for the following:
   a) Basic Dental Care – employer may pay the premium as a non-taxable benefit
   b) Prescription Drugs – employer may pay the premium as a non-taxable benefit
   c) Short Term Disability – employee must pay the premium from after tax income.
   d) Long Term Disability – employee must pay the premium from after tax income
   e) Life Insurance – employee must pay the premium from after tax income
5. If an employee is on Short Term Disability leave, the School Board shall continue to pay for the employer portion of the Benefits Plan until such time as the employee either returns to work or is placed on Long Term Disability.
6. If an employee is on Long Term Disability leave, the School Board shall continue to pay the employer portion of the Benefits Plan for at least the remainder of the current annual employee contract.
    

Back To Top…

BIBLICAL INTEGRATION POLICY

Rationale

The integration of Biblical principles into the teaching of every subject is the most distinctive feature of Christian education. Christian teachers, Christian students and Christian parents may all be found in public schools as well as Christian schools. However, only in the Christian school can Christianity be openly proclaimed and discussed and every subject taught from a Biblical perspective. The Christian school is unique because it alone integrates the truths found in natural revelation (God's World) and special revelation (God's Word).

Biblical integration can occur at several levels. First, it should be evident in the policies and procedures which guide the operation of the school. All policies and procedures should be drafted with an awareness of the related Biblical principles. Second, Biblical principles need to be integrated into the thinking and lifestyles of all School employees and volunteers. School Board members, employees and volunteers need to understand and be committed to sound Christian doctrine. Third, all subject matter (knowledge, skills, attitudes, behavior) needs to reflect those Biblical principles which relate to it.

It is unfortunate but indisputable that while Biblical integration often occurs at the first two levels, it too often is neglected at the third level. At the level which most directly impacts the students and is most critical for the development of a Christian world view in them, Christian schools are falling short. This is true for several reasons. First, teachers are seldom if ever trained in how to integrate the Bible with their subject matter. They simply do not know how the two relate. Second, there are few materials available to help teachers do the work of integration. Third, there is so much work to be done in the preparation of courses and marking of papers that integration is easily left to the last and thus often neglected entirely. Fourth, integrating Scripture with one's teaching is hard, intellectually demanding work which not everyone is equipped to do. It requires a thorough knowledge of both the Scriptures and one's subject matter. Not every teacher possesses both.

This problem is acute in Canada because many schools make use of the same texts which are used in the public schools. While it is true that a Christian teacher can use these humanistic texts to advantage, pointing out the biases and anti Christian viewpoints, it is also true that this often is not done. Certainly it is not done as often as it should be. Dependence on the teacher to ensure that this will happen is highly problematic. Teachers vary in their ability to do the job of integration. They vary in their understanding of the task and commitment to see it happen on a regular basis in their classroom. Moreover, teacher turnover will ensure that Biblical integration is forever being relearned by new teachers entering the Christian school setting. If Biblical integration is not taking place on a consistent basis from class to class, teacher to teacher, and year to year, then students will not be developing a thoroughly integrated Christian world view capable of guiding them as adults in a secular world.

Policy

1. The School will employ textbooks from Christian publishers wherever possible to ensure that at least a minimal amount of Biblical integration occurs on a consistent basis.
2. All teachers are to make use of the Biblical integration provided by Christian texts and expand upon them where appropriate.
3. A Bible class will be offered as a required core subject and all students will attend a weekly chapel.
    

Back To Top…

BOARD MEMBER QUALIFICATIONS AND DUTIES

Rationale

The wise direction and efficient management of the Koinonia Christian Schools are dependent upon the commitment, gifting, and integrity of each individual School Board member and their ability to work effectively as a team. The individual School Boards, through their corporate planning, must develop policies and coordinate their School's physical, financial, and personnel resources in order to fulfill the mission of the School. In order to provide for the selection of qualified School Board members, and in order to provide for effective operation of the individual School Boards, the following policies have been established. 

Policy

1. School Board members must be parents or grandparents whose children or grandchildren are currently enrolled in the School, or alumni parents whose children have graduated from the School, and who are members in good standing of the Society which governs the school. 
2. School Board members are selected on the basis of a majority of votes cast by secret ballot in an election by voting members.
3. School Board members will be elected to serve for a three year term, and may be reelected to an indefinite number of additional terms. 
4. Nominees, for the Board of Directors of the School Board, including former or current School Board members, will be screened by the existing School Board and approved by that School Board before being placed on the ballot. Nominees must exhibit godly Christian character and must be prepared to give the time and leadership required of all School Board members.
5. School Board members are expected to attend all School Board meetings. If, due to circumstances beyond his or her control a School Board member is unable to attend a meeting, he or she will inform the Chairman prior to the meeting as to the reason. Failure to attend three meetings in a row, or failure to attend at least two thirds of the meetings in one year will be grounds for removal. 
6. The Principal is an ex officio non-voting member of the School Board and all committees. He or she is responsible for the development of procedures which will implement School Board policy, overseeing the day to day operation of the School program, and providing for the supervision and development of employees, students, facilities, and public relations.
    

Back To Top…

 

CORE POLICIES POLICY

Rationale

Koinonia Christian Education Society works in partnership with its member schools to ensure that each school achieves and maintains an excellent academic education within the context of Biblical truth. One of the ways that KCES does this is through the establishment of Koinonia Core Policies.
Koinonia Core Policies are an outworking of the principle of mutual accountability that is a hallmark of the Koinonia school system. The Koinonia Christian Education Society is accountable to its member schools by virtue of the fact that the board is made up of representatives elected by the schools, and because all Koinonia Core Policies are set by the Annual General Meeting of the schools. Member schools are accountable to KCES by agreeing to implement the Koinonia Core Policies under the guidance of the KCES superintendent.
The Koinonia Core Policies address those issues that are considered essential to operating a Koinonia School and are the product of many years of experience and many hours of careful deliberation. Implementing these policies enables member schools to carry out their daily responsibilities with freedom and confidence. It is our prayer that these policies will help the schools to provide children with a Christ centered and academically responsible education so that parents may be helped in fulfilling their responsibility to bring up their children in "the nurture and admonition of the Lord."
Once a Koinonia Core Policy has been approved by the AGM, they are binding on all Koinonia Christian Schools and shall be included verbatim in each school board’s policy manual in bold italic print. Each Koinonia Christian School Board is expected to add to these policies additional details as appropriate for their school, but they may not alter, delete, or contradict them. Any exception must receive prior approval from the KCES Board and will be reviewed annually.
 

1. Delegates at the KCES Annual General Meeting set the core policies to which all Koinonia Schools must adhere. All Koinonia Christian Schools, therefore, have input into the core policies to which they are accountable, and hold one another accountable through this recognized structure.
2. Any Koinonia Christian School Board may initiate a discussion on an existing or proposed core policy. The discussion will be initiated by written request to the KCES Board, identifying the need to discuss the core policy.
3. The KCES Board will then seek input from other Koinonia Christian Schools to identify whether they also see a need for the new core policy or the revision of the existing core policy. It will be the responsibility of the KCES Board to decide how or whether to incorporate the various ideas into the policy.
4. The KCES Board may delegate the research for formulating the core policy to the Superintendent or a KCES Board committee.
5. The final draft of the core policy to be voted on at the Annual General Meeting will be sent out to the schools at least 60 days prior to the AGM for review.
6. At the Annual General Meeting, a 75% vote of the voting members present is required to pass a core policy, which is the same level of support required for a KCES By-Law change.

Evaluating Adherence to Core Policies

1. The Superintendent is responsible to help Koinonia Christian School Boards meet the Koinonia Core Policies, to explain the rationale for them, and to report to the KCES Board annually how well they are being met in each of the Koinonia Christian Schools.
2. The Superintendent will develop an evaluation checklist based on the Koinonia Core Policies that are agreed to by the Annual General Meeting. The Koinonia Christian Schools will have the opportunity to see the checklist at least three months in advance of an evaluation visit.
3. The Superintendent will ensure that training is available for Principals and School Board members to enable them to understand the Koinonia Core Policies and the evaluation process.
4. The Superintendent will meet with the principals and the Koinonia Christian School Boards to discuss the completed evaluation checklist.

Correcting Deficiencies

1. When a Koinonia Christian School fails to meet a Koinonia Core Policy, the school will have a reasonable time to correct the deficiency. The KCES Board will determine what constitutes a reasonable time in response to the recommendation of the Superintendent.
2. The KCES Board will take these deficiencies into consideration when allocating funds so that Koinonia Christian Schools are adequately supported through superintendent time and professional development in correcting the deficiencies.
3. The KCES Board will remove a Koinonia Christian School from membership if the deficiencies are not corrected within a reasonable time.  

Back to Top...

CURRICULUM POLICY

Rationale

Curriculum refers to the knowledge, skills, and attitudes which are to be developed in students at specific grade levels and the materials which are to be used to do it. Koinonia Christian Schools, as accredited independent schools in the Province of Alberta, are obligated to follow the Alberta Program of Studies. Most of the scope and sequence for instruction has therefore been determined by the province. The School, however, is not obligated to use any of the provincially recommended texts or methodologies, and has liberty to change the sequence of instruction to accommodate things like split grade classrooms. Furthermore, to the extent that the Program of Studies presents values which are in conflict with those taught in Scripture (e.g. humanism), or presents concepts which are inappropriate for the recommended grade level (e.g. sex education), the School has the freedom and responsibility to adapt the curriculum to best meet the needs of its students. The adaptation of the curriculum may involve teaching the concepts from a different perspective, or at a different age level, or with a different methodology, or by not teaching the material at all.

Policy

1. The curriculum for Koinonia Christian Schools will be the Alberta Education Program of Studies as adapted by the Principals and teachers.
2. The curriculum will be adapted by the Principals and teachers where necessary to address references to Humanism, Evolution, Materialism, Feminism, Pantheism, New Age, Witchcraft and other anti Christian philosophies in the Alberta Program of Studies.
3. The curriculum will be taught by Christian teachers (See Hiring Policy) using materials which are written from a Christian perspective wherever possible.
4. The curriculum will be presented through a variety of methodologies in accordance with sound educational practice. 
5. The Principal will ensure that the curriculum is reviewed and revised on a regular basis as needed.
    

Back To Top…

DISCIPLINE POLICY (Students)

Rationale

The Scriptures command parents to train up children in the way they should go and raise them in the nurture and admonition of the Lord. Fundamental to this task is the elimination of negative character traits (lying, stealing, anger, selfishness, laziness, hatred, etc.) and the development of positive character traits (honesty, self control, lovingkindness, generosity, diligence, etc). Because children are born with a sinful nature, they inherit a tendency to sin and will do so if left to themselves. Parents have the responsibility to discipline their children using Biblical methods of reward and punishment to encourage positive qualities and discourage negative ones.

A child's sinful nature will often manifest itself at school just as in the home, resulting in behavior which is disruptive to the educational process for both the offender and others. Parents, by enrolling their children in the School, delegate some of the responsibility for training their children to School representatives. Along with this responsibility comes the authority to take appropriate disciplinary measures which will further the character training begun at home and maintain a positive educational setting.

Romans 13:1-5 “Everyone must submit himself to the governing authorities, for there is no authority except that which God has established. The authorities that exist have been established by God. Consequently, he who rebels against the authority is rebelling against what God has instituted, and those who do so will bring judgment on themselves. For rulers hold no terror for those who do right, but for those who do wrong. Do you want to be free from fear of the one in authority? Then do what is right and he will commend you. For he is God’s servant to do you good. But if you do wrong, be afraid, for he does not bear the sword for nothing. He is God’s servant, an agent of wrath to bring punishment on the wrongdoer. Therefore, it is necessary to submit to the authorities, not only because of possible punishment but also because of conscience.”

Policy

1. Parents are responsible to understand and support the goals and procedures of the Discipline Policy publicly and privately. They are expected to teach their children the importance of obedience to all legitimate authority. They are responsible to discuss any concerns regarding a specific disciplinary measure with the teacher involved or with the Principal.
2. Students are responsible to understand, support, and obey all School rules and graciously submit to correction when it is given.
3. The Principal and the teachers are responsible to understand, support, and follow the goals and procedures of the Discipline Policy. They are responsible to enforce all School rules without partiality. They are responsible to take appropriate disciplinary action when rules are broken, taking into account the nature of the offense, the student's age and understanding, and the student's past behavior. They are responsible to keep accurate records of serious or repeated offenses.
    

Back To Top…

DISCIPLINE, SUSPENSION OR DISMISSAL POLICY (Staff)

Rationale

For the safety and protection of students and the ministry of the School, it may become necessary to remove an employee from his or her position temporarily or permanently. While attention to proper hiring and evaluation procedures should make this unlikely, it is important to be prepared for such an eventuality in advance.

Policy

1. The Principal is responsible to cultivate and maintain acceptable standards of employee behavior through encouragement, counseling, and when necessary discipline.
2. After two verbal warnings regarding professional misconduct, a letter of reprimand will be given to the employee and placed in his or her file. The School Board will be informed. Further consideration of the issue which gave rise to the letter will be given at the time of the contract renewal.
3. The Principal may suspend with pay an employee from performance of his or her duties until an investigation can be carried out if he or she has reason to believe that
   a) The employee has violated the Moral Conduct Policy or,
   b) The employee has been guilty of gross misconduct or neglect of duties or,
   c) The employee has refused or neglected to obey a lawful order or,
   d) The employee’s presence in the School is detrimental to the well being of the School.
4. The Principal shall immediately report the suspension to the Chairman of the School Board who will call a special School Board meeting to review the suspension.
5. The School Board, or a committee consisting of the Chairman and at least two other members of the School Board, will carefully investigate the suspension. They shall recommend either continuing the suspension and proceeding to dismissal, or they shall recommend ending the suspension and granting the employee permission to return to duties. The School Board may also set stipulations for a return to duty and/or require changes to the employee’s responsibilities, or a transfer to a different position.
6. The School Board may terminate a contract of employment with an employee by giving 30 days notice in accordance with the School Act. 
7. Professional staff members may terminate their contract of employment with the School Board after giving the Board 30 days notice in writing of their intention. 
    

Back To Top…

DIVORCE AND SEPARATION POLICY

Rationale

The Bible teaches that God’s ideal is that divorce should never happen. In fact in Malachi 2:16 we read that God hates divorce, yet we find examples in the Old Testament about how to deal with divorce. Jesus responds to this fact by stating that God never intended for divorce to occur but allowed for it because of the hardened hearts of people (Matthew 19:8). His teaching continues in verse nine where marital unfaithfulness is given as a possible reason for divorce. Paul also speaks to divorce when he allows for a non-believing partner to leave a marriage (I Corinthians 7). However, these allowances for divorce are clearly seen as outside of God’s original purpose in marriage.
We also know that our God is a forgiving and redeeming God and chooses to not only use people who have been divorced but also uses the insights gained from the experience for His glory. Therefore, serious consideration may be given to applications from divorced persons. However, because of the high calling given to teachers and the stricter judgment they are under due to their position, more than the usual care will be taken in evaluating these applications (James 3:1).
The Bible does not speak to the issue of separation specifically, but separation by its nature is evidence of a marriage presently in trouble. Individuals currently in the midst of a marital separation are generally not suitable role models for students in a Christian school.

Policy

1. Koinonia Christian Schools will duly process divorced, separated, or remarried applicants upon careful inquiry into the merits of each individual case.
2. Any divorced or remarried applicant must provide clear evidence of repentance, healing, and growth since the divorce and supply references as requested. 
3. Applicants must demonstrate a godly, stable, and consistent relationship in the Lord and must be without reproach in social relationships with the opposite sex for a minimum of five years.
4. When there are children from the former or current marriage, the applicant must demonstrate that Biblical responsibility and love is being demonstrated to his or her children.
5. Acceptance of an applicant to the school staff will not ensure that all positions are open to that particular applicant. The School Board will make a separate determination regarding any limitations which may be placed upon the applicant’s employment based on the specific circumstances of their divorce and the importance of the role that they will play in the lives of students. The greatest caution will be exercised for teaching positions, especially those that involve teaching Bible.
6. In the event that an employee becomes involved in the process of separation or divorce, their continued employment will be subject to review by the School Board.
7. If the conduct of an employee contravenes Biblical principles regarding divorce, their employment will be terminated.
    

Back To Top…

GOALS OF EDUCATION

All Koinonia Christian Schools are expected to abide by the laws of Alberta and the requirements of Alberta Education to operate as accredited private schools.

Theological Foundation

The educational philosophy of KCES is based upon a God-centered view of man and truth as presented in the Bible. The essential truths of this view are detailed in the Statement of Faith.
Since God created and sustains all things through His Son, Jesus Christ, the universe and all life are dynamically related to God and have the purpose of glorifying Him. This is pointedly true of man who was made in God's image, different in kind from all other creatures, with the unique capacity to know and respond to God personally and voluntarily.
Because man is a sinner by nature and choice, he cannot, in this condition, know or honor God in his life. He can do this only by being born again to do God's will. This should be the ultimate purpose of his life. The goal of education should therefore be to enable men to know God, encourage them to love Him, and equip them to serve Him.
The authority for such an education comes both from God's command that children be taught to love God and place Him first in their lives, and from the fact that parents are responsible for the total education and training of their children. At the parents' request, Christian schools, along with their church, become partners in giving this education. From this philosophy come our mission and goals. The Scripture verses which follow each goal are ones which illustrate or imply or support the stated

Spiritual & Moral

1. To teach the Bible as God's inspired Word and to develop attitudes of love and respect towards it.
   a.  2 Timothy 3:16 - All scripture is God- breathed and is useful for teaching, rebuking, correcting and training in righteousness.
   b.  Deut. 6:1 and 2 - These are the commands, decrees and laws the Lord your God directed me to teach you to observe in the land that you are crossing the Jordan to possess, so that you, your children and their children after them may fear the Lord your God as long as you live by keeping all his decrees and commands that I give you, and so that you may enjoy long life.
2. To teach the basic doctrines of the Bible.
   a.  Joshua 1:7and 8 - Be strong and very courageous. Be careful to obey all the law my servant Moses gave you; do not turn from it to the right or to the left, that you may be successful wherever you go. Do not let this Book of the Law depart from your mouth; meditate on it day and night, so that you may be careful to do everything written in it. Then you will be prosperous and successful.
   b.  Matt. 28:20 - and teaching them to obey everything I have commanded you. And surely I am with you always, to the very end of the age.
    c.  2 Tim. 3:16 and 17- All scripture is God- breathed and is useful for teaching, rebuking, correcting and training in righteousness, so that the man of God may be thoroughly equipped for every good work.
3. To lead each student to a personal relationship with Christ as Savior and Lord.
   a.  John 3:16 - For God so loved the world that he gave his one and only Son, that whoever believes in him shall not perish but have eternal life.
   b.  Romans 10:9 and 10 - That if you confess with your mouth, “Jesus is Lord, “and believe in your heart that God raised him from the dead, you will be saved. For it is with your heart that you believe and are justified, and it is with your mouth that you confess and are saved.
   c.  1 John 1:9 - If we confess our sins, he is faithful and just and will forgive us our sins and purify us from all unrighteousness.
4. To develop a desire to know and obey the will of God as revealed in the Scriptures.
   a.  Romans 12: 1 and 2 - Therefore, I urge you, brothers in view of God’s mercy, to offer your bodies as living sacrifices, holy and pleasing to God- this is your spiritual act of worship. Do not conform any longer to the pattern of this world, but be transformed by the renewing of your mind. Then you will be able to test and approve what God’s will is- His good, pleasing and perfect will.
   b.  Ephesians 5: 15 to 17 - Be very careful, then, how you live- not as unwise but as wise, making the most of every opportunity, because the days are evil. Therefore do not be foolish, but understand what the Lord’s will is.
   c.  1 Thess. 4:1 to 3 - Finally, brothers, we instructed you how to live in order to please God, as in fact you are living. Now we ask you and urge you in the Lord Jesus to do this more and more. For you know what instructions we gave you by the authority of the Lord Jesus. It is God’s will that you should be sanctified… 
5. To equip the student to carry out the will of God daily
   a.  Luke 10:27 - He answered: “‘Love the Lord your God with all your heart and with all your soul and with all your strength and with all your mind’; and ‘Love your neighbor as yourself.’ ”
   b. 1 Thessalonians 3:13 - May He strengthen your hearts so that you will be blameless and holy in the presence of our God and Father when our Lord Jesus comes with all His holy ones.
   c.  Matt. 6:48 - He is like the man building a house, who dug down deep and laid the foundation on rock. When a flood came, the torrent struck the house but could not shake it, because it was well built.
   d.  Luke 9:23 - Then He said to them all, "If anyone would come after me, he must deny himself and take up his cross daily and follow me.
6. To impart an understanding of each Christian's place in the church and its worldwide task of evangelism and discipleship and to stimulate the student's involvement in this task.
   a.  Matt 28:18 to 20 - Then Jesus came to them and said, “All authority in heaven and on earth has been given to me. Therefore go and make disciples of all nations, baptizing them in the name of the Father and of the Son and of the Holy Spirit, and teaching them to obey everything I have commanded you. And surely I am with you always, to the very end of the age.”
   b.  2 Tim 2:2 - And the things you have heard me say in the presence of many witnesses entrust to reliable men who will also be qualified to teach others.
7. To develop the "mind of Christ" towards godliness and sin, and to teach the student how to live an overcoming life through exercising of self restraint and consideration of others.
   a.  Gen 39:9 - No one is greater in this house than I am. My master has withheld nothing from me except you, because you are his wife. How then could I do such a wicked thing and sin against God?"
   b.  Rom 15:1 to 3 - We who are strong ought to bear with the failings of the weak and not to please ourselves. Each of us should please his neighbor for his good, to build him up. For even Christ did not please himself but, as it is written: "The insults of those who insult you have fallen on me."
   c.  1 Cor 10:12 and 13 - So, if you think you are standing firm, be careful that you don't fall! No temptation has seized you except what is common to man. And God is faithful; He will not let you be tempted beyond what you can bear. But when you are tempted, He will also provide a way out so that you can stand up under it.
   d.  Phil 4:13 - I can do everything through Him who gives me strength.
8. To encourage the development of self discipline and responsibility in the student based on respect for and submission to God and God ordained authority.
   a.  2 Thessalonians 3:6 and 10 - In the name of the Lord Jesus Christ, we command you, brothers, to keep away from every brother who is idle and does not live according to the teaching you received from us….For even when we were with you, we gave you this rule: "If a man will not work, he shall not eat."
   b.  Rom 13:1 to 3 - Everyone must submit himself to the governing authorities, for there is no authority except that which God has established. The authorities that exist have been established by God. Consequently, he who rebels against the authority is rebelling against what God has instituted, and those who do so will bring judgment on themselves. For rulers hold no terror for those who do right, but for those who do wrong. Do you want to be free from fear of the one in authority? Then do what is right and he will commend you.
    
9. To help the student develop for himself or herself a Christian world view by personally integrating life and studies with the Bible.
   a.  Rom 12:1, 2 - Therefore, I urge you, brothers, in view of God’s mercy, to offer your bodies as living sacrifices, holy and pleasing to God – this is your spiritual act of worship. Do not conform any longer to the pattern of this world, but be transformed by the renewing of your mind. Then you will be able to test and approve what God’s will is – His good pleasing and perfect will.
   b.  Gen 1:27 to 29 - So God created man in His own image, in the image of God He created him; male and female He created them. God blessed them and said to them, "Be fruitful and increase in number; fill the earth and subdue it. Rule over the fish of the sea and the birds of the air and over every living creature that moves on the ground." Then God said, "I give you every seed-bearing plant on the face of the whole earth and every tree that has fruit with seed in it. They will be yours for food.
    

Academic

1. To promote high academic standards within the potential of the individual as uniquely created by God and to help each student realize his or her full academic potential.
   a.  Phil. 4:13 - I can do everything through Him who gives me strength.
   b.  2 Tim. 2:15 - Do your best to present yourself to God as one approved, a workman who does not need to be ashamed and who correctly handles the word of truth.
2. To help each student gain a thorough comprehension and command of the fundamental processes used in communicating with others, such as reading, writing, speaking, listening, viewing and representing.
   a.  Rom 10: 14b - ...and how are they to believe in Him of whom they have never heard? And how are they to hear without a preacher?
   b.  Deut. 17:19 - It is to be with him, and he is to read it all the days of his life so that he may learn to revere the LORD his God and follow carefully all the words of this law and these decrees.
3. To teach and encourage the use of good study/work habits.
   a.  Ecc. 1:13a - I devoted myself to study and to explore by wisdom all that is done under heaven…
   b.  Ezra 2:10 - For Ezra had devoted himself to the study and observance of the Law of the LORD , and to teaching its decrees and laws in Israel.
4. To teach the student how to do independent research, to critically evaluate sources of information, and to reason logically from a Biblical perspective.
   a.  Acts 17:11 - Now the Bereans were of more noble character than the Thessalonians, for they received the message with great eagerness and examined the Scriptures every day to see if what Paul said was true.
   b.  I Thess 5:21 - Test everything. Hold on to the good.
   c.  Pro 18:17 - The one who states his case first seems right, until the other comes and examines him.
   d.  Isaiah 1:17 and 18- Learn to do right! Seek justice, encourage the oppressed. Defend the cause of the fatherless, plead the case of the widow. “Come now, let us reason together,” says the LORD. Though your sins are like scarlet, they shall be as white as snow; though they are red as crimson, they shall be like wool.
   e.  I Peter 3:15 - But in your hearts set apart Christ as Lord. Always be prepared to give an answer to everyone who asks you to give the reason for the hope that you have. But do this with gentleness and respect.
5. To develop an understanding of the order and design in Creation and the laws which govern its processes and interactions.
   a.  Ecc. 1:5 to 7 - The sun rises and the sun sets, and hurries back to where it rises. The wind blows to the south and turns to the north; round and round it goes, ever returning on its course. All streams flow into the sea, yet the sea is never full. To the place the streams come from, there they return again.
6. To motivate the student to view education as a lifelong process.
   a.  James 1:22 to 25 - Do not merely listen to the word, and so deceive yourselves. Do what it says. Anyone who listens to the word but does not do what it says is like a man who looks at his face in a mirror and, after looking at himself, goes away and immediately forgets what he looks like. But the man who looks intently into the perfect law that gives freedom, and continues to do this, not forgetting what he has heard, but doing it – he will be blessed in what he does.
7. To promote good citizenship through developing the understanding and appreciation of our Christian and Canadian heritage of responsible freedom, human dignity, and Biblical acceptance of authority.
   a.  Ps. 72:8 - He will rule from sea to sea and from the river to the ends of the earth.
   b.  Rom 13:1 - Everyone must submit himself to the governing authorities, for there is no authority except that which God has established. 
8. To develop an understanding of current affairs in all fields and to relate them to God's plan for man.
   a.  Acts 12:29 to 31 - “Therefore since we are God’s offspring, we should not think that the divine being is like gold or silver or stone – an image made by man’s design and skill. In the past God overlooked such ignorance, but now He commands all people everywhere to repent. For He has set a day when He will judge the world with justice by the man He has appointed. He has given proof of this to all men by raising him from the dead.”
   b.  Acts 17:26 and 27 - From one man He made every nation of men, that they should inhabit the whole earth; and He determined the times set for them and the exact places where they should live. God did this so that men would seek Him and perhaps reach out for Him and find Him, though He is not far from each one of us.
9. To develop an understanding and appreciation for God's world, and an awareness of man's role in his environment, and how to use and preserve it properly.
   a.  Gen. 1:28 - God blessed them and said to them, “Be fruitful and increase in number; fill the earth and subdue it. Rule over the fish of the sea and the birds of the air and over every living creature that moves on the ground.”
10. To promote an appreciation of the fine arts through the development of the student’s understanding and personal expression.
    a.  Exodus 15:20 and 21- Then Miriam the prophetess, Aaron’s sister, took a tambourine in her hand, and all the women followed her, with tambourines and dancing. Miriam sang to them: “Sing to the LORD, for He is highly exalted. The horse and its rider He has hurled into the sea.”
    b.  Ps. 150 - Praise the LORD! Praise God in His sanctuary; praise Him in His mighty heavens. Praise Him for His acts of power; praise Him for His surpassing greatness. Praise Him with the sounding of the trumpet, praise Him with the harp and lyre, praise Him with tambourine and dancing, praise Him with the strings and flute, praise Him with the clash of cymbals, praise Him with resounding cymbals. Let everything that has breath praise the LORD. Praise the LORD.
    c.  Ex. 31:1-5 - Then the LORD said to Moses, “See, I have chosen Bezalel son of Uri, the son of Hur, of the tribe of Judah: and I have filled him with the Spirit of God, with skill, ability and knowledge in all kinds of crafts -- to make artistic designs for work in gold, silver, and bronze, to cut and set stones, to work in wood, and to engage in all kinds of craftsmanship.
11. To develop an understanding of fundamental mathematical concepts and skills in their application to every day life situations and to gain mathematical skills needed to succeed in an ever-growing technological world. To relate curriculum to real-life situations in the community.
    a.  Luke 8:5 to 8 - “A farmer went out to sow his seed. As he was scattering the seed, some fell along the path; it was trampled on, and the birds of the air ate it up. Some fell on rock, and when it came up, the plants withered because they had no moisture. Other seed fell among thorns, which grew up with it and choked the plants. Still other seed fell on good soil. It came up and yielded a crop, a hundred times more than was sown.” When he said this, he called out, “He who has ears to hear, let him hear.”
    b.  Pro 16:11 - A just balance and scales are the LORD's; all the weights in the bag are his work. 
     

Personal and Social

1. To help the student develop his or her character and personality based both on a proper understanding and acceptance of himself or herself as a unique individual created in the image of God and on the fullest possible development of his or her own capabilities.
   a.  Col 3:7 to 10 - You used to walk in these ways, in the life you once lived. But now you must rid yourselves of all such things as these: anger, rage, malice, slander, and filthy language from your lips. Do not lie to each other, since you have taken off your old self with its practices and have put on the new self, which is being renewed in knowledge in the image of its Creator.
2. To teach the student to treat everyone with love and respect since everyone is created in God's image.
   a.  Luke 6:27 to 31- But I tell you who hear me: Love your enemies, do good to those who hate you, bless those who curse you, pray for those who mistreat you. If someone strikes you on one cheek, turn to him the other also. If someone takes your cloak, do not stop him from taking your tunic. Give to everyone who asks you, and if anyone takes what belongs to you, do not demand it back. Do to others as you would have them do to you.
3. To make the student a contributing member of his or her society who realizes his or her dependence on others and their dependence on Him.
   a.Col 3:23 and 24 - Whatever you do, work at it with all your heart, as working for the Lord, not for men, since you know that you will receive an inheritance from the Lord as a reward. It is the Lord Christ you are serving.
   b. 1 Cor 12:7 to 11- Now to each one the manifestation of the Spirit is given for the common good. To one there is given through the Spirit the message of wisdom, to another the message of knowledge by means of the same Spirit, to another faith by the same Spirit, to another gifts of healing by that one Spirit, to another miraculous powers, to another prophecy, to another distinguishing between spirits, to another speaking in different kinds of tongues, and to still another the interpretation of tongues. All these are the work of one and the same Spirit, and He gives them to each one, just as He determines.
    
4. To promote an understanding of time as a God given commodity which is to be used for His glory.
   a.  Eph 5:15 and 16 - Be very careful, then, how you live-- not as unwise but as wise, making the most of every opportunity, because the days are evil.
5. To show a Biblical view of life and work, and provide the skills needed for developing mature personal and career relationships.
   a.  I Tim. 4:12 to16 - Don't let anyone look down on you because you are young, but set an example for the believers in speech, in life, in love, in faith and in purity. Until I come, devote yourself to the public reading of Scripture, to preaching and to teaching. Do not neglect your gift, which was given you through a prophetic message when the body of elders laid their hands on you. Be diligent in these matters; give yourself wholly to them, so that everyone may see your progress. Watch your life and doctrine closely. Persevere in them, because if you do, you will save both yourself and your hearers.
6. To develop godly attitudes toward marriage and the family along with the understanding and skills needed to establish a God honoring home.
   a.  I Peter 3: 6 and 7 - …like Sarah, who obeyed Abraham and called him her master. You are her daughters if you do what is right and do not give way to fear. Husbands, in the same way be considerate as you live with your wives, and treat them with respect as the weaker partner and as heirs with you of the gracious gift of life, so that nothing will hinder your prayers.
   b.  Eph. 5:21 and 22 - Submit to one another out of reverence for Christ. Wives, submit to your husbands as to the Lord.
   c.  Eph 5:25 - Husbands, love your wives, just as Christ loved the church and gave himself up for her...
   d.  Eph. 6:1 to 4 - Children, obey your parents in the Lord, for this is right. "Honor your father and mother"--which is the first commandment with a promise-- "that it may go well with you and that you may enjoy long life on the earth." Fathers, do not exasperate your children; instead, bring them up in the training and instruction of the Lord.
    
7. To promote physical fitness, good health habits, and wise use of the body as the temple of God.
   a.  I Cor. 6:15a and 19 to 20 - Do you not know that your bodies are members of Christ Himself? ... Do you not know that your body is a temple of the Holy Spirit, who is in you, whom you have received from God? You are not your own; you were bought at a price. Therefore honor God with your body.
   b.  Rom. 6:11 to 14 - In the same way, count yourselves dead to sin but alive to God in Christ Jesus. Therefore do not let sin reign in your mortal body so that you obey its evil desires. Do not offer the parts of your body to sin, as instruments of wickedness, but rather offer yourselves to God, as those who have been brought from death to life; and offer the parts of your body to Him as instruments of righteousness. For sin shall not be your master, because you are not under law, but under grace.
8. To impart Biblical attitudes toward material things, and to encourage individual responsibility for using them for God's glory.
   a.  I John 2:15 to 17 - Do not love the world or anything in the world. If anyone loves the world, the love of the Father is not in him. For everything in the world – the cravings of sinful man, the lust of his eyes and the boasting of what he has and does, come not from the Father but from the world. The world and its desires pass away, but the man who does the will of God lives forever.
   b.  Matt. 16:26 and 27 - What good will it be for a man if he gains the whole world, yet forfeits his soul? Or what can a man give in exchange for his soul? For the Son of Man is going to come in His Father's glory with His angels, and then He will reward each person according to what He has done.
9. To help each student accurately assess his strengths and weaknesses and recognize his or her responsibility to develop his or her talents fully and use them for the benefit of others.
   a.  I Cor. 10:31 - So whether you eat or drink or whatever you do, do it all for the glory of God.
   b.  Rom. 12:3 to 8 - For by the grace given to me I say to every one of you: Do not think of yourself more highly than you ought, but rather think of yourself with sober judgment, in accordance with the measure of faith God has given you. Just as each of us has one body with many members, and these members do not all have the same function, so in Christ we who are many form one body, and each member belongs to all the others. We have different gifts, according to the grace given us. If a man’s gift is prophesying, let him use it in proportion to his faith. If it is serving, let him serve; if it is teaching, let him teach; if it is encouraging, let him encourage; if it is contributing to the needs of others, let him give generously; if it is leadership, let him govern diligently; if it is showing mercy, let him do it cheerfully. 

Family

1. To cooperate closely with the parents in every phase of the student's development and to help the parents to understand the school’s purpose and program.
   a.  Deut. 4:5 to 9 - See, I have taught you decrees and laws as the LORD my God commanded me, so that you may follow them in the land you are entering to take possession of it.
   b.  Deut. 6:6-9 - These commandments that I give you today are to be upon your hearts. Impress them on your children. Talk about them when you sit at home and when you walk along the road, when you lie down and when you get up. Tie them as symbols on your hands and bind them on your foreheads. Write them on the doorframes of your houses and on your gates.
2. To aid families in Christian growth and to help them develop Christ-centered homes.
   a.  Eph. 5:33- However, each one of you also must love his wife as he loves himself, and the wife must respect her husband.
   b.  Eph. 6:4- Fathers, do not exasperate your children; instead, bring them up in the training and instruction of the Lord.
3. To aid parents in understanding our changing culture, its effects on our homes and children, and how to deal with them from a Biblical perspective.
   a.  I John 2:15 to 17- Do not love the world or anything in the world. If anyone loves the world, the love of the Father is not in him. For everything in the world, the cravings of sinful man, the lust of his eyes and the boasting of what he has and does, comes not from the Father, but from the world. The world and its desires pass away, but the man who does the will of God lives forever.
   b.  Prov 22:6 - Train a child in the way he should go, and when he is old he will not turn from it.
4. To encourage regular attendance and involvement in a local church.
   a.  Heb. 10:25 - Let us not give up meeting together, as some are in the habit of doing, but let us encourage one another – and all the more as you see the Day approaching.
5. To involve parents regularly in the ministry of the school.
   a.  Deut. 6:6-9 - These commandments that I give you today are to be upon your hearts. Impress them on your children. Talk about them when you sit at home and when you walk along the road, when you lie down and when you get up. Tie them as symbols on your hands and bind them on your foreheads. Write them on the doorframes of your houses and on your gates. 

Back To Top…

GRIEVANCE POLICY

Rationale

It is expected that the School Board members and employees will endeavor to conduct themselves at all times with wisdom, love and humility so that conflicts will be few. However, it is recognized that misunderstandings, disagreements or disputes may arise among godly, Christian people. Usually, these are a result of different perceptions, values, or assumptions. Open, honest, and reasonable communication will resolve most conflicts quickly and easily. Nevertheless, some conflicts may be more difficult. It is imperative, therefore, that a clear process be established to resolve these kinds of conflicts in a way which will maintain harmony among the School Board members and employees and enable the School to continue in the fulfillment of its mission.

Policy

1. All parties involved in a conflict are expected to make every effort to resolve it privately among themselves without outside intervention or publicity in accordance with Matthew 18:15.
2. If a conflict cannot be resolved by those directly involved, then any party to the conflict may appeal to the person or group to which they ordinarily report. Teachers and support personnel report to the Principal who reports to the School Board and Superintendent.
3. Any employee who is unable to resolve a conflict after involving the Principal, or who has a conflict with the Principal, may appeal directly to the Chairman of the School Board.
4. Any employee who is unable to resolve a conflict after involving either the Principal or Chairman may appeal to the School Board. The decision of the School Board shall be final except in the case of the Principal.
5. Any Principal who is unable to resolve a conflict with the School Board may appeal directly to the Superintendent.
6. Any Principal who is unable to resolve a conflict after involving the Superintendent and School Board may ask for a binding Arbitration Hearing before the KCES Board or committee appointed by the KCES Board. The decision of the Arbitration Hearing shall be final and binding on all parties.

Back To Top…

 

HIRING  POLICY - SUPPORT STAFF

Rationale

Support staff in a Christian school have a large influence on the lives of students. It is important that all support staff model a Christian lifestyle through their speech and behavior.

Policy

1. The Principal will evaluate the support staff needs for the upcoming year after consideration of the numbers of returning support staff and any changes in enrollment and determine what positions will need to be filled.
2. The Principal is responsible for searching out and processing all appropriate candidates including background and criminal record checks.
3. The Principal will evaluate all applications and arrange to personally interview the most qualified candidates.
4. The School Board may delegate the final hiring decision to the Principal or reserve that right for itself.
5. In order to be appointed to and remain in a support staff position, a candidate must:                                                                a. Be a born again Christian who wholeheartedly and without reservation endorses the Statement of Faith and actively involved in an evangelical church.
   b. Agree with and support the philosophy and objectives of the School.
   c. Be committed to integrating Biblical truth into every aspect of the life of the School.
   d. Be committed to personal growth and development spiritually and academically.
   e. Be committed to the principles of Koinonia Christian Schools which includes mutual respect, encouragement, trust, and faithfulness.
   f. Be committed to supporting the God ordained authorities which exist in the School: the School Board and the Principal.
   g. Be committed to following the principles of Matthew 18:15-17.
   h. Be committed to excelling in self discipline, leadership and overall maturity.
   i. Be actively involved in converting students to, and/or instilling in them, a belief in evangelical Christianity. 
6. All support staff shall work on an annual term contract basis. Each employee may apply for the position they held previously or for any other position on the support staff that may be open at the time.
7. The Principal will maintain a file for each employee which will contain:                                                                                      a. A clear statement of their conversion to Christ 
    b. Resume or letter of application
    c. Status for salary schedule
    d. Letters of reference (if available)
    e. TD1 Form (Canada Revenue Agency)
    f. Employment contract
    g. Record of hiring interview
    h. Criminal Record Check with Vulnerable Sector Screening Check
    i. Record of all evaluations and disciplinary proceedings
8. Support staff including educational assistants, office staff, custodial staff, bus drivers and any other employees who come into contact with students are responsible to model the Christian lifestyle with the purpose of converting students to, and/or instilling in them, a belief in evangelical Christianity.
    
   Back to Top...

HIRING POLICY - TEACHERS

Rationale

The most critical component of any school is its teachers. Teachers are responsible to provide an excellent academic program and to model a Christian lifestyle through their speech and behavior so as to instill in their students the beliefs of evangelical Christianity. Their influence on the lives of students in the School is second only to that of their parents. The provision of the highest quality of Teachers is therefore paramount in order to accomplish the mission of the School.

Policy

1. The School Board and Superintendent will be mutually responsible to search for and process all appropriate candidates for the position of Principal. The successful candidate must meet all the requirements of a teacher, but also have a minimum of two years teaching experience and hold a permanent teaching certificate. The hiring of a Principal requires approval by the School Board and the KCES Superintendent. Any exceptions to the foregoing require the approval of the KCES Board.
2. The Principal will evaluate the staffing needs for the upcoming year after consideration of the numbers of returning teachers and any changes in enrollment and make a recommendation to the School Board.
3. The School Board, after considering the recommendations of the Principal, will determine what positions will need to be filled.
4. The Principal is responsible for searching out and processing all appropriate candidates. The Principal will endeavor to find candidates with Bible College training.
5. The Principal will evaluate all applications and arrange to personally interview the most qualified candidates. He or she will also obtain one personal reference by phone or in person before recommending a teacher to the School Board for an interview.
6. The School Board in consultation with the Principal will make all decisions regarding the selection of teachers. The School Board (or committee of the School Board) will personally interview all teacher candidates.
7. The School Board will make inquiry with the appropriate authorities about any prior criminal record within one month of signing a contract. Teachers will be informed that their contract will be terminated should the background check indicate that they have misled the School Board.
8. In order to be appointed to and remain in a teaching position, a candidate must: 
   a) Be a born again Christian who wholeheartedly and without reservation endorses the Statement of Faith and actively involved in an evangelical church.
   b) Agree with and support the philosophy and objectives of the School.
   c) Hold or be eligible for a valid Alberta Teaching Certificate.
   d) Be committed to integrating Biblical truth into every aspect of the life of the School.
   e) Be committed to personal growth and development spiritually and academically.
   f) Be committed to the principles of Koinonia Christian Schools which includes mutual respect, encouragement, trust, and faithfulness.
   g) Be committed to supporting the God ordained authorities which exist in the School: the School Board and the Principal.
   h) Be committed to following the principles of Matt.18.
   i) Be committed to excelling in self discipline, leadership and overall maturity.
   j) Be actively involved in converting students to, and/or instilling in them, a belief in evangelical Christianity.
9. All teachers shall work on an annual term contract basis. Each teacher may apply for the position they held previously or for any other position on the teaching staff that may be open at the time.
10. The Principal will maintain a file for each teacher which will contain:    
     a) A clear statement of their conversion to Christ 
     b) A clear statement of their philosophy of education
     c) Resume
     d) Status for salary grid
     e) Letters of reference
     f) Classroom Visit Reports
     g) TD1 Form (Canada Revenue Agency)
     h) Employment contract
     i) Record of Board hiring interview
     j) Academic records
     k) Criminal Record Check with Vulnerable Sector Screening Check
     l) Record of all evaluations and disciplinary proceedings
     m) Copy of teaching certificate

Back to Top...

LEAVE OF ABSENCE POLICY

Rationale

Generally, all full-time employees are expected to be on the School grounds throughout each instructional day. The activity in these hours is directly under the jurisdiction of the Principal and absences must be approved by the Principal. 

Policy

1. Sick Leave of eight working days per year, cumulative to a maximum of twenty five working days is available to all full-time employees. Sick Leave may also be used to care for an employee’s child or spouse who is ill.
2. Compassionate Leave will be granted to any full-time employee who requests it due to the critical illness or death of a parent, grandparent, brother, sister, parent of a spouse, son in law, daughter in law, grandchild, or relative who is a member of the employee’s household.
   a) Employees will be granted leave benefits with pay for one to three days.
   b) Additional days needed may be deducted from accumulated Sick Leave days.
3. Permanent part-time employees are eligible for Sick Leave benefits as set out above and on a pro rated basis. A permanent part-time employee will be eligible for one to three days of Compassionate Leave, but will only be paid for the time which would normally have been worked during the absence.
4. Maternity Leave will be granted pursuant to the following guidelines:
   a) A pregnant employee who has been employed by the School for at least 52 consecutive weeks is entitled to Maternity Leave without pay.
   b) The Maternity Leave to which a pregnant employee is entitled is a period of not more than 15 weeks starting at any time during the 12 weeks immediately before the estimated date of delivery.
   c) A pregnant employee must give the School at least 6 weeks’ written notice of the date she will start her Maternity Leave.
5. Parental Leave will be granted pursuant to the following guidelines:
   a) In the case of an employee entitled to Maternity Leave, Parental Leave will be granted for a period of not more than 37 consecutive weeks immediately following the last day of Maternity Leave.
   b) In the case of a parent who has been employed by the School for at least 52 consecutive weeks, Parental Leave will be granted for a period of not more than 37 consecutive weeks within 52 weeks after the child’s birth.
   c) In the case of an adoptive parent who has been employed by the School for at least 52 consecutive weeks, Parental Leave will be granted for a period of not more than 37 consecutive weeks within 52 weeks after the child is placed with the adoptive parent for the purpose of adoption.
   d) However, if the employees described in the subsections of paragraph 8, as set out above, are parents of the same child, the Parental Leave may be taken wholly by one of the employees or may be shared by the employees, but the employees are not permitted to take their Parental Leaves at the same time. Employees who intend to share Parental Leave must advise the School of the intention to share Parental Leave.
   e) An employee must give the School at least 6 weeks’ written notice of the date the employee will start Parental Leave unless the medical condition of the birth mother or child makes it impossible to comply with this requirement or the date of the child’s placement with the adoptive parent was not foreseeable.
6. With respect to Maternity and Parental Leaves, the employee must give the School at least 4 weeks’ written notice of the date on which the employee intends to resume work. Upon return to work, the School will reinstate the employee in either the position occupied when the Maternity or Parental leave started or will provide the employee with work of a comparable nature and the employee will receive at least the same earnings and other benefits that had accrued to the employee when the Maternity or Parental Leave started.
7. With respect to Maternity and Parental Leaves, an employee who does not wish to resume employment after Maternity or Parental leave must give the School at least 4 weeks’ written notice of intention to terminate employment. 

Back To Top…

MONETARY POLICIES

Rationale

The proper and wise use of funds is critical both for the efficient daily operation of the School and for its long term survival and growth. Poor stewardship of funds can lead to financial pressures which may impact on the educational program or cause a loss of trust on the part of parents and supporters. Mishandling of funds not only will have legal consequences but may lead to declining enrollments and ultimately closure of the School. The School Board and Principal have the joint responsibility to establish and follow a Budget and manage all the finances of the School in such a way as to ensure that the mission of the School is achieved.

Budget Policy

1. Each year the Finance Committee shall develop a Preliminary Budget for the next school year.
   a) The Budget should reflect a conservative approach to revenue estimates and a liberal approach to expenditures taking into account all current trends including the inflation rate.
   b) The Budget will allow for only such changes in enrollments as are reasonable to predict based on current class sizes, waiting lists, and the flow of inquiries.
   c) The Budget will allow for revenue shortfalls due to unpaid tuition or fees in an amount at least equal in percent to that of the previous year.
2. The School Board will review the Budget and make revisions as it sees fit. The revised Preliminary Budget will then be approved in principle to be used by the Administration for planning, hiring, and recruitment.
3. The Final Budget will be adopted at the October Board Meeting of that budget year based upon actual enrollments at that time. It will not be modified from that time forward. 

Revenue Policy

1. The Treasurer will be responsible to ensure that all revenues are accurately accounted for and donors receipted for gifts.
2. Only cash gifts, or cash equivalents, or gifts in kind (gifts of property) can be receipted as per CRA guidelines. A contribution of service, that is, of time, skills or efforts, is not property and, therefore, does not qualify as a gift or gift in kind for purposes of issuing donation receipts. 
3.  All major fundraising activities shall be approved by the Board. 
4. The Principal shall approve all minor fundraising activities. 
5. Tuition fees will be graduated to allow for the greater expenses incurred by larger families. Fees for the second and third child will be less than those for the first. Families will not be charged tuition for subsequent children.
6. No child will be denied admission to the School due to the inability of parents to pay tuition (subject to available resources). However, no family is to be fully subsidized for the entire year's tuition, and some payment should be made each month.
7. Parents applying for reduced tuition must provide evidence of their inability to pay full fees. The amount of tuition support given will be determined on a case by case basis.
8. Families needing tuition support must reapply for Financial Aid each year. Approval for Financial Aid in subsequent years will be conditional upon both need and prior participation in school events.
9. If tuition fees are overdue without alternative arrangements having been made with the Treasurer, the following action will be taken:
   a) Families who fail to pay tuition for a period of three months or who fail to make satisfactory alternative arrangements for missed payments will have their enrollment terminated.
   b) Families who were removed from the School for failure to pay tuition will not be eligible for readmission until the following school year and then only if they have dealt with their outstanding bill.
   c) Any family with unpaid accounts as of June 15 will not be readmitted for the following school year until all outstanding fees are paid in full or satisfactory alternative arrangements have been agreed to. 

Debt Policy

1. If necessary, money may be borrowed for operational costs. No more than 80% may be borrowed against promised tuition and government grants.
2. No borrowing will be done for capital projects unless 50% of the capital cost has been raised in advance through pledged amounts, liquid funds, and appraised equity. 

Expenditure Policy

1. The Treasurer will be responsible to see that all expenditures are accurately accounted for and that all bills are paid within 60 days.
2. The teacher salaries will be no less than the Koinonia Salary Schedule. 
3. Teachers will be informed no later than May regarding a tentative pay level for the upcoming year. Contracts will indicate that salary is to be considered “tentative”. Salaries will be finalized at the September School Board meeting.
4. Unforeseen shortfalls in revenue due to lower enrollments or higher unpaid accounts will be accommodated by reducing expenditures or by increasing sales (not by borrowing). Expenditure reduction will be in accordance with the following priorities:
   a) Current Year Capital development
   b) Field trips, travel, textbooks supplies, etc.
   c) Salaries.
5. In the event that it is necessary to reduce salaries in order to balance the Budget, it will be done by reducing the base salary rather than denying teachers increments due for experience or education. The School Board will make every effort during the year to replace lost salaries. In subsequent years, the School Board will make every attempt to restore the base salary to the level it would have been had it not been reduced.
6. The Principal will be responsible for approving all discretionary expenditures in accordance with the Budget. 
7. All cheques will be co signed by two authorized personnel. No cheque will receive the first signature unless the payee has been designated. No cheque will receive the second signature unless the amount has been indicated.
8. No loans will be made to any individual or organization for any purpose. 

Accountability Policy

1. The School Board will obtain the services of a CGA, CA, or CMA to conduct a legal audit of all School finances each year.
2. The School Board, at the annual general meeting and/or upon request, will make both the Budget and previous year's audit available to the parent body for their review.
3. The School Board, upon request, will make both the Budget and previous year's audit available to all donors for their review.
4. The School Board will maintain employee dishonesty bond insurance in an amount at least equal to the minimum established in law. 
5. The School Board will maintain fire and theft insurance in an amount sufficient to protect the assets of the school.
6. The School Board will maintain liability insurance in an amount at least equal to the minimums established in law. 

Back To Top…

MORAL CONDUCT POLICY

Rationale

In order to maintain the Christian character of the schools, it is important that School Board members, employees, volunteers and students uphold by precept and example Biblical standards of moral behavior. All sin, whether hidden or visible, is an offense against God, but not all sin has equal consequences in a Christian community. Those which are visible and disruptive can directly impact the life and testimony of that community to the world and cannot be accepted. KCES opposes all behaviors which are specifically condemned in the Bible. Furthermore, the Koinonia Christian Education Society opposes those offenses such as sexual harassment and child abuse which, while not mentioned by name in the Bible, involve the clear violations of Biblical standards which this policy addresses.

Policy

1. The following kinds of speech are unacceptable to KCES whether the speech occurs at the schools or outside of the schools by a School Board member, employee, volunteer or student:
   a) Vulgar or suggestive speech (Eph. 5:4)
   b) Gossip or slander towards an individual or group (Pr. 26:20)
   c) Intimidation (1Pet.3:14 NAS)
   d) Threats of violence (Ac. 4:29)
   e) Lying (Ex. 20:16)
   f) Swearing (Ex. 20:7)
2. The following kinds of behavior are unacceptable to KCES whether the behavior occurs at the schools or outside of the schools by a School Board member, employee, volunteer or student:
   a) Stealing (Ex.20:15)
   b) Drunkenness (Gal. 5:21)
   c) Violence against another (1Jn. 3:11)
   d) Viewing or reading pornography (Phil. 4:8)
   e) Lewd or suggestive behavior (Gal. 5:19,21)
   f) Fornication, Adultery, Incest (1Cor. 6:18; Ex.20:14; Lv. 20:10 21)
   g) Acts of Homosexuality or Bestiality (Ro. 1:27; Ex.22:19)
   h) Sorcery or Witchcraft (Ex.22:18)
   i) Vandalism (Ex.22:5,6)
   j) Marrying an unbeliever (II Cor. 6:14). An unbeliever shall be defined as an individual who can not or will not adhere to the statement of faith.
    
3. None of these prohibited activities shall in any way be promoted or approved by the School through speech, written material, or example.
4. All School Board members, employees, volunteers and students shall conduct themselves in such a way as to avoid the appearance of evil and possible false accusations. For example, special care should be taken when meeting with or transporting any student on an individual basis.
5. School Board members, employees, volunteers and students are responsible to report instances of moral misconduct to those in a supervisory role. Students should report to their homeroom teacher, another teacher, or the Principal. School Board members, employees and volunteers should report to the Principal, Chairman of the Board, or the Superintendent.
6. Everyone involved in reporting or investigating an incident of moral misconduct shall speak about the matter only to those individuals who can be a part of the solution. Thus, students should not talk to other students, and employees and volunteers should not talk to other employees or volunteers. All conversation should be directed to those individuals investigating the matter or to an adult (e.g. parent, pastor) who can assume the role of counselor to the injured party.
7. The School (Principal, Chairman, Superintendent and others such as Social Workers or Counselors as needed) shall investigate every accusation of moral misconduct taking care to balance the rights of the accused with the rights of the victim, and taking due care to guard the reputation of the School. Those investigating shall operate under the twin assumptions that the accusation might be true and that it might not be true. The goal is to determine the truth of the matter. Attention should be directed to obtaining specific details regarding events, dates, and times. A written record of the investigation shall be kept by the investigating authority.
8. Interviews of employees, volunteers, and students will be conducted by one or two individuals, at least one of whom will be the same sex as the person being interviewed. Where there are indications that sexual misconduct involving students has occurred, their parents will be notified immediately except in a case where there is a possibility that the parent himself or herself is involved. In this case, civil authorities will be notified directly in order that they may conduct an investigation which is beyond the jurisdiction of the School.
9. Students found to have violated the moral standards of the School shall be disciplined in accordance with the Discipline Policy as it applies to Serious Offenses.
10. School Board members and employees found to have violated the moral standards of the School shall be disciplined in accordance with the Discipline, Suspension, & Termination Policy.
11. Volunteers found to be in violation of the moral standards of the School shall not be permitted to volunteer at the School.
12. School Board members, employees, volunteers, students, or parents whose actions appear to constitute a violation of the law (assault, sexual harassment, sexual or physical abuse, etc.) shall be reported to the appropriate civil authorities. 
13. School Board members, employees, volunteers or students who encourage (actively or passively) others to engage in any of these prohibited activities may be held equally liable to discipline.
14. The Principal shall ensure that employees, volunteers, students, and parents are informed of this policy on an annual basis.
15. The Principal shall ensure that the School curriculum addresses at each grade level the issues in this policy which are appropriate to that grade.
16. Every School is required to adhere to the Child Protection Procedures Manual (attached) as amended from time to time.

Child Proctection Procedures Manual

Protection Procedures

Personnel
• All employees and volunteers are to complete a written application
• Reference checks are required for all employees and volunteers
• Police ‘Criminal Record Checks’ with ‘Vulnerable Sector Screening Checks’ are required for all employees and volunteers and are to be updated every 3 to 5 years
• Employee interviews are to be conducted by a senior staff member
• Annually review Moral Conduct Policy and Procedures with all employees and volunteers
• All employees and volunteers are required to sign a statement agreeing to abide by the Moral Conduct Policy
• Records will be permanently and securely kept. These would include employee and volunteer applications, criminal record checks, references, signed acknowledgement of Child Protection Procedures manual, records of Child Protection training and refreshers
• Individual Job Descriptions outlining responsibilities and including Performance Expectations (see Core: Teacher Evaluation Policy)
• Regular ongoing performance evaluations (see Core: Teacher Evaluation Policy)
Child Security
The following security requirements are set in place to ensure that both children and parents receive assurance of the responsibility taken by the employees and volunteers. Although this requires extra time, these security measures will help to assure employees and volunteers that the children under their supervision are properly cared for.

Visibility – Above Reproach
In all situations, be aware of how someone else might misconstrue your actions.
• For classrooms, it is preferred that there be a window in the door. If there isn’t, insure the door remains open.
• When meeting with individuals, use a room that has a window in the door to ensure you are visible OR leave the door open.

Washroom Guidelines
• If you are required to help in the bathroom ensure the door remains ajar
• Never go into a bathroom cubicle with a child and shut the door

Field Trips and Special Events
• All events off school property must be pre-approved in writing by the Principal
• Parents are to be notified in writing one week prior to the events
• Consent/medical release forms from parents/guardians are required for these events
• All trips and outings must be supervised by a minimum of two adults (see chart below)
• When transporting children, all drivers must have a valid drivers license and current auto insurance
• There must be one seat belt for each child. Seat belts must be used.

Overnight Events
• All overnight events must be approved in writing by the School Administration
• Consent/medical release forms from parents/guardians are required for these events
• All trips and outings must be supervised by a minimum of two adults (see chart below)
• When transporting children, all drivers must have a valid drivers license and current auto insurance
• There must be one seat belt for each child. Seat belts must be used.
• In outings that are for both male and female students, there needs to be both male and female supervisors.

Age Day Excursions Overnight Excursions/Activities
5 or under 2 adults per group of 10 Overnight excursions not recommended
Ages 6 – 8 2 adults per group of 12 Not recommended for age 6;
4 adults for 20 children for ages 7 & 8
Ages 9 – 18 2 adults per group of 15 2 adults for every 10

Sick Children / Emergencies
• Sick children should not attend school if they have a communicable disease
• Staff do not administer prescription medication (this excludes non-prescription drugs -- eg. aspirin, Tylenol, etc.)
• Request written instructions in case of known allergies
  

What Constitutes Child Abuse
Abuse can be one or all of the following, but always involves the misuse of power where people take advantage of the authority or power they have over vulnerable people. This includes adults with physical or mental disabilities. The Provincial Child Welfare Act interprets a “child” as being a person under the age of 18 years. The term “child abuse” refers to the violence, mistreatment or neglect that a child or adolescent may experience while in the care of someone they either trust or depend on, such as a parent, sibling, other relative, caregiver or guardian.

Physical Abuse
• Physical force or action which results or may result in causing injury to the child or youth.
• Physical abuse includes beating, hitting, shaking, pushing, choking, biting, burning, kicking or assaulting a child with a weapon, holding a child under water, or any other dangerous or harmful use of force or restraint.

Physical discipline is not an option for school workers. If the approved Discipline Policy is followed and does not result in a resolution, parents are to be contacted to either directly supervise their child or to remove their child from the activity.

Emotional Abuse
• Emotional abuse caused by a pattern of hurting which damages the child’s/youth’s self-esteem.
• It may include verbal attacks on the child/youth, insults, humiliation, rejection, intimidation, exploitation, or routinely making unreasonable demands
• It also includes terrorizing a child, or exposing them to family violence.

Signs of emotional abuse may be exhibited by severe anxiety, depressions, withdrawal, self-destructive or aggressive behaviour.

Sexual Abuse
• Sexual abuse is when a child/youth is used by somebody else for sexual stimulation or gratification.
• Examples of child sexual abuse include fondling, inviting a child to touch or be touched sexually, intercourse, rape, incest, sodomy, exhibitionism, or involving a child in prostitution or pornography.

Neglect
• Is often chronic and usually involves repeated incidents
• Neglect includes failing to provide a dependent child with food, clothing, shelter, cleanliness, medical care or protection from harm
 

The Law Reform Committee of Canada defines child sexual abuse as:
“Exposure of the child to sexual stimulation in appropriate for his age and role – the sexual exploitation of a child who is not developed mentally, capable of understanding or resisting the contact; or a child or adolescent who may be psychologically or socially dependent upon the perpetrator.”
 

Symptoms of Abuse and Molestation
Awareness of symptoms of abuse is required so that we may be alerted to possible abuse. A one-time occurrence would not necessarily constitute a potential abuse case, but sudden unexplained changes in a child’s/youth’s behavior would warrant investigation. Some of the common signs are listed below:

Possible Physical Signs
• speech disorders, i.e. stuttering
• lacerations and bruises
• nightmares
• irritation or pain to the area covered by a bathing suit
• torn or bloody underclothing
• difficulty in walking or sitting
• frequent, unexplained sore throats

Possible Behavioral Signs
• anxiety when approaching certain areas such as bathrooms or change rooms
• nervous or hostile behavior toward adults
• sexual self-consciousness
• “acting out” sexual behavior
• withdrawal from extra-curricular activities and friends
• displays inappropriate emotional response to situations
• engages in extreme behaviour, i.e. cruelty, vandalism, stealing cheating, fire setting
• self-stimulating behaviour, i.e. tics, tremors, scratching, self-rocking
• self-mutilation
• suicidal behaviour
• depression
• verbal abuse, directed at the child, by the parent/guardian

Possible Verbal Signs
• I don’t like (name of particular person)
• (Particular person) does things to me when we’re alone
• I don’t like to be alone with (particular person)
• (Particular person) fooled around with me
• A child telling someone about the abuse

If you suspect abuse, report the incident or suspicion immediately (see “Reporting a Suspicion or Incident”). Do not discuss this with people other than indicated in the Reporting section. 
  

Appropriate Touch
Children are innately trusting and loving. They need to have appropriate physical contact from adults who have their best interest in mind. The following are appropriate ways of expressing love and care for a child/youth, but should be kept to a brief moment.

• Open-Faced Sandwich – open hugging (side by side)

• Scruff Squeeze on the “bony” parts – shoulders, elbows, skull, neck

• Hand encouragement – briefly hold hand(s) while verbally expressing your encouragement to the child.
Inappropriate Touch
The following is considered inappropriate touch and must be avoided.

• Touching any part covered by a bathing suit
• Kissing a child
• “Closed” hugging (facing each other in a hug)
• Having older children sitting on your lap
 

Reporting A Suspicion Or Incident
If you have reasonable and probable grounds for a suspicion of abuse, immediately report it to the Principal. All employees and volunteers are to provide a written summary of concerns to the Principal in a diligent fashion using the ‘Abuse Incident Report Form’ (see Appendix 2).
From Moral Conduct Policy (Point #7):
• The School (Principal, Chairman, Superintendent and others such as Social Workers or Counselors as needed) shall investigate every accusation of moral misconduct taking care to balance the rights of the accused with rights of the victim, and taking due care to guard the reputation of the School.
• Those investigating shall operate under the twin assumptions that the accusation might be true and that it might not be true.
• The goal is to determine the truth of the matter.
• Attention should be directed to obtaining specific details regarding events, dates, and times.
• A written record of the investigation shall be kept by the [the School and the Principal, and any] investigating authority.
 

 

SUSPICION:
• All employees and volunteers shall keep a written record of concerns on specific students.
• The Alberta Child, Youth and Family Enhancement Act requires that any person who has reasonable and probable grounds to believe that a child requires protective custody because of abuse has an obligation to report such abuse with delay. This applies to physical, sexual, emotional, or other forms of abuse such as neglect to provide the basic necessities of life. In cases where child abuse is suspected, the following shall apply:
o Immediately report your suspicion in writing to the Principal (see Appendix 2).
o Contact a child welfare worker at Alberta Social Services OR share your concerns and observations with the Principal who would contact Alberta Social Services and report the suspected abuse (see Pg 8), and
o Make every effort to protect the privacy of the victim.
• Abuse or neglect need not have already occurred for a child to be in need of protection. When abuse or neglect can be reasonably anticipated and there are reasonable grounds to believe a child is in need of protection, the legal obligation to report applies.
INCIDENT:
From Moral Conduct Policy (Point #5)
• Students should report [abuse incidents] to their homeroom teacher, another teacher, or the Principal
• School Board members, employees and volunteers should report [abuse incidents] to the Principal, Chairman of the Board, or the Superintendent

From Moral Conduct Policy (Point #6)
• Everyone involved in reporting or investigating an incident of moral misconduct shall speak about the matter only to those individuals who can be a part of the solution
• Students should not talk to other students, and employees and volunteers should not talk to other employees or volunteers.
• All conversations should be directed to those individuals investigating the matter or to an adult (e.g. parent, pastor) who can assume the role of counselor to the injured party

From Moral Conduct Policy (Point #8)
• Where there are indications that sexual misconduct involving students has occurred, their parents will be notified immediately except in a case where there is a possibility that the parent himself or herself is involved. In this case, civil authorities will be notified directly in order that they may conduct an investigation which is beyond the jurisdiction of the school
 

Reporting to Child Welfare
• Any reporting to governing authorities must be done through the Principal.
• The following reporting guidelines are relevant for students 17 years of age and younger. Students who are 18 years of age or older may be referred to the police, with the consent of the student.
Legal Obligation to Report

The Alberta Child, Youth and Family Enhancement Act (2004) Part 1, 3(1) states that:
any person who has reasonable and probable grounds to believe that a child is in need of protective services shall forthwith report the matter to a director.
Section 3(6) states that:
any person who fails to comply with subsection (1) is guilty of an offense and liable to a fine of not more than $2,000.00 and in default of payment to imprisonment for a term of not more than 6 months.

What Information to Report:
When reporting allegations or suspicions of abuse to Child Welfare, the Child Welfare screener will ask for the following information. Even if employees or volunteers do not have all of the information, concerns must still be reported.
• full name, date of birth, and address for all family members (when available)
• a disclosure of abuse by the student
• a summary of the conversation between the school personnel and the student at the time of the disclosure
• your observations of physical and behavioral indicators (over what period of time; are behaviors different now then when first observed)
• factors which may increase vulnerability to abuse, i.e. if the student or sibling has a disability, high needs, or is isolated
• alcohol or drug abuse by parents
• adolescent who is suspected of being in an abusive dating relationship
 

Reporting to Insurance Company
• All incidents, situations and allegations are to be immediately reported to our Insurance Company through our Broker.
• The prompt reporting of incidents is extremely important, because it allows the insurer to intervene and help manage the situation.

REVIEW OF PROCEDURES MANUAL
The Child Protection Procedures manual is to be reviewed and updated as changes to our organization and the law requires.
PDF: Volunteer Application Form

PDF: Abuse Incident Report Form

Back To Top…

PARENTAL APPEAL POLICY

Rationale

The School Board is elected from and by the parent body and is therefore accountable to them. It is important that the School Board be kept informed of issues that are a concern to parents, employees, volunteers, or students. Generally, this should be done by the School administration in its monthly report to the School Board. However, from time to time, it may be necessary for individuals or groups to have direct access to the School Board in order to more directly present their concerns.

Policy

1. A request for a hearing by the School Board must be made to the School Board Chairman at least seven days prior to the School Board meeting. This request should be accompanied by a written brief which details the concerns to be addressed.
2. All requests for hearings must be approved by the Principal and the Chairman of the School Board unless the issue concerns a grievance against either Principal or Chairman. In this case the Principal or Chairman who is not a party to the grievance, with the agreement of the Vice Chairman, can give permission to bring it before the School Board. 
3. Requests for a hearing may be turned down if it is felt that the issue should be dealt with first by the School administration or employees or if the issue has already been addressed in policy.
4. At such a hearing, the Chairman of the School Board (or Vice Chairman, if the Chairman is implicated) will clarify the procedures to be followed, the role of each party present, and the extent of the topics to be discussed. 
5. The School Board shall have the right to call upon the Superintendent of Koinonia Christian Schools to assist with the hearing.
6. The parent(s) shall have the right to be accompanied by their pastor or (by agreement of the Chairman or Vice Chairman) another Christian friend to assist them in the hearing.
7. The School Board will make a final decision after the presentation has been heard. This will take place either at that meeting or a later one. In any case, the Chairman of the School Board will immediately inform the individual(s) of the School Board's decision when that decision is made.
8. The decision of the School Board shall be considered final unless the Superintendent determines that third party arbitration is warranted. In this case, the School Board and parent(s) may each nominate one person to sit on an arbitration panel. The two panel members will agree on a third person to sit on the panel. All members of the panel must wholeheartedly subscribe to the School’s Statement of Faith.
9. The arbitration panel shall determine the extent and process of their hearing, and their decision shall be considered final and binding on all parties. 

Back To Top…

PARENTS' COMMITMENT POLICY

Rationale

The School exists as a support to Christian homes in fulfilling their mandate to raise children in the nurture and admonition of the Lord. The strength and effectiveness of the School will be largely determined by the dedication and spiritual maturity of the parents whose children are enrolled. It is therefore essential that a certain level of commitment be given by each parent before enrolling their children.

Policy

At least one custodial parent or guardian must agree with all of the points which follow. A custodial parent or guardian who cannot support all the points must at least agree with and be supportive of points five through fourteen.
1.   I have received the Lord Jesus Christ as my personal Savior and am actively involved in a church which accepts the Bible as the Word of God.
2.   I acknowledge that the Bible places primary responsibility on parents, especially fathers, for the education of their children, and am requesting this school to assist me in this God given responsibility. (Dt. 6:4-9, Pr. 22:6, Eph. 6:4)
3.   I have read and fully accept the Statement of Faith as my own.
4.   I will pray earnestly for the School, its’ families, board, teachers, and administrators.
I AGREE TO THE ABOVE 4 POINTS: ___________________________ (signed by at least one of the parents)
5.   I will actively support the ministry of the School when I am able by assisting with various activities as needed.
6.   I will support the moral standards of the School and uphold them outside of the School as well as in the School (see moral conduct policy).
7.   I authorize the school to employ such discipline as it deems wise and expedient for the training of my child(ren).
8.   I will immediately seek to resolve misunderstandings privately with the person(s) (i.e. School Board members, employees, volunteers or other parents) involved in accordance with the principles of Matthew 18:15-17.
9.   I accept that the School reserves the right to dismiss any child who fails to comply with the established regulations and discipline; or whose financial obligations remain unpaid; or who refuses to co-operate with the academic process. I understand that in the case of an expulsion of my child(ren) no other board (public or independent) is obligated to accept my child(ren) mid-year and that in such cases the School’s only obligation for the remainder of the year will be to provide support for a Home based program (e.g. Home School, Distance Ed. Virtual).
10.  I understand that faithful attendance at Parent-Teacher Interviews and Parent-Teacher Fellowship meetings are vital to building a strong school. I will make every effort to attend both.
11.  I hereby pledge to pay my financial obligations to the School.
12.  I understand that tuition does not cover the full costs of educating my child(ren) and I commit to being involved in fundraising activities as needed.
I AGREE TO POINTS 5 – 12 _________________________________(signed by custodial parent)
 

Back To Top…

PROFESSIONAL DEVELOPMENT POLICY

Rationale

In order to maintain a high quality educational program it is necessary to not only recruit highly qualified personnel, but to provide for their ongoing training and development. Continued training is beneficial not only for classroom teachers, but also Education Assistants, School Board members and the Principal. A thorough in-service program should address the needs for spiritual, academic and professional growth.

Policy

1. Each year the School Board will pay for the full costs of attendance at the annual Association of Christian Schools International Teachers' Convention (travel, accommodation, meals, & conference fees). Attendance of all full-time instructional employees is required, attendance of part-time instructional employees encouraged, and regular salary will be paid.
2. Each year the School Board will pay for the full costs of attendance at the annual ACSI Board Administrators' Convention. Attendance of the Principal is required and regular salary will be paid. Attendance by Board members is encouraged.
3. Each year the School Board will fund school membership in the Association of Christian Schools International and the Association of Independent Schools and Colleges of Alberta.Each year the School Board will set aside funds for individual professional development. 

Back To Top…

STATEMENT OF FAITH

1. We believe that the Bible, containing the 66 books of the Old and New Testaments, is the only inspired, inerrant, infallible Word of God and is the final authority on the Christian faith and life. (II Timothy 3:16; II Peter 1:21).
2. We believe there is only one God, who exists eternally in three equal persons — Father, Son, and Holy Spirit — and who created out of nothing the heavens and the earth and all that is in them by the power of His spoken word (Genesis 1:1; Genesis 1:26; Psalm 33:6; Matthew 28:19; John 1:1-3; Mark 1:9-11; Hebrews 11:3).
3. We believe that Jesus Christ is both true God and true man (Exodus 3:13-15 and John 8:58-59; John 1:1-18; John 10:30-33; Galatians 4:4-5; Philippians 2:5-8; Hebrews 2:14-18). We believe in His virgin birth (Isaiah 7:14; Matthew 1:18-23; Luke 1:26-35); His sinless life (Hebrews 4:15; Hebrews 7:26); His miracles (John 2:11); His substitutionary death (Romans 4:25; Romans 5:8; Galatians 3:13-14; Hebrews 2:9); His physical resurrection (Luke 24:39-43; I Corinthians 15:1-22); His ascension to the right hand of the Father (Mark 16:19; Luke 24:50-53); and His personal, visible, and bodily return in power and glory to judge the living and the dead (Acts 1:11; Revelation 20:11-15; Revelation 22:12).
4. We believe that man was created by God in His own image (Genesis 1:27; Genesis 9:6) but was spiritually separated from God because of sin (Genesis 3:23-24; Romans 3:10-12; I John 1:8-10), and is incapable of being reconciled to God apart from the work of Jesus Christ (Romans 5:6-8; Acts 4:12; Ephesians 2:1-5). 
5. We believe in the absolute necessity of rebirth by the Holy Spirit for salvation (John 3:1-3; I Peter 1:23). We believe that man is justified (declared righteous) by God on the single ground of the righteousness of Jesus Christ (namely, His sacrificial and atoning death on the cross to pay the penalty for sin, and His perfect obedience) freely given to all who believe in Him. We believe that this saving work and perfect righteousness of Jesus Christ can only be received by faith alone (Isaiah 53:1-12; Jeremiah 23:6; Matthew 20:28; John 3:16-19; John 5:24; Romans 3:21-26; Romans 4:1-3; Romans 5:8-19; Romans 10:1-10; I Corinthians 1:30; II Corinthians 5:21; Galatians 2:21; Ephesians 2:8-9; Philippians 3:7-9; I John 4:10).
6. We believe in the physical resurrection of both the saved and the lost. Those who are saved will rise to eternal life, and those that are lost to eternal punishment (Matthew 16:27; John 5:28-29; Matthew 25:46; I Corinthians 15:12-17).
7. We believe that the Church is the body of born-again believers in fellowship with Christ and with fellow believers (I Corinthians 12:12-13; Ephesians 2:19-21; Hebrews 10:25).
8. We believe in the presence and power of the Holy Spirit, who indwells believers enabling them to live a Godly life (Romans 8:13-14; I Corinthians 3:16; I Corinthians 6:19-20; Ephesians 2:10; Ephesians 5:15-21).                                                            
   While Koinonia Schools acknowledge and respect the legitimate differences that exist within evangelical theology, only the above doctrines will be taught as truth in our schools.

Back To Top…

SUBSTITUTE TEACHER POLICY

Rationale

Although substitute teachers are employed only intermittently, it is important that they support and faithfully implement the philosophy and policies of the School while they are employed. In order to do this adequately, they must meet essentially the same requirements as regular full time teachers.

Policy

1. A substitute teacher must meet the following qualifications:
   a) Be a born again Christian who wholeheartedly and without reservation endorses the school’s Statement of Faith
   b) Agree with and support the philosophy and objectives of the School
   c) Hold a valid Alberta Teaching Certificate.

Back To Top…

 

TEACHER EVALUATION POLICY

Rationale

In order to ensure that students continue to receive the best possible education, it is necessary that teachers receive on going counsel and direction regarding the most effective means of instructing their pupils. The primary goal of supervision, therefore, is to help teachers improve in their work so that they become increasingly effective. The secondary goal of teacher supervision is to ensure that teachers are functioning in a role for which they are gifted.

Policy

1. Teachers are responsible to develop an annual Professional Growth Plan based on an annual self evaluation and input from the Principal.
2. The Principal, or his or her designate, shall conduct periodic informal classroom observations of all teachers and share these observations in conference with the teacher. Where such observations involve a conflict of interest, the Principal must delegate this responsibility to another teacher.
3. Formal written evaluations shall be conducted of all teachers in their first and second year of teaching at the school no later than January 31st and at least every third year thereafter no later than April 30th. These evaluations shall encompass all aspects of the teacher’s job description. They shall be based upon at least four full class periods spread over a minimum of two days. The Principal may include parent and student viewpoints regarding teachers as part of the overall evaluation process.
4. The Principal may employ the services of a senior teacher, the KCES Superintendent, outside consultant, or video recorder to assist in the observation of classroom instruction. Video tapes will remain the property of the School and a copy will be made available to the teacher. 
5. The instruments to be employed in classroom observation will be made available to teachers in advance and will bear a clear relationship to the teacher job description.
6. A written record of the observations and conference shall be signed (indicating awareness, not necessarily agreement) by both the teacher and Principal and kept in the teacher's file. The record should clearly indicate areas of strength or weakness and specify any corrective action to be taken. The teacher shall be given opportunity to record any disagreements with the Principal's observations.
7. Assuming the position still exists, the School Board will renew the contracts of all teachers who have demonstrated satisfactory performance. Teachers may conclude that their work is satisfactory unless properly notified to the contrary by the Principal.
8. The Principal shall inform a teacher whose work is unacceptable that failure to improve may result in the non renewal of the teacher's contract. In all such cases a written record of the warning shall be signed by the Principal and teacher and kept in the teacher's file.
9. Access to personnel files shall be limited to the Principal, teacher concerned, and Superintendent. The School Board as a whole may have access to a file only after passing a motion to that effect.
10. Teachers may appeal their evaluation by the Principal to the School Board in accordance with the Grievance Policy. 

Back To Top…

TRAVEL EXPENSE POLICY

Rationale

From time to time employees are required to travel out of town for field trips, sports events, or special meetings. They should not have to pay out of their own pockets for travel expenses which are directly related to the work of the school.

Policy

1. Employees will be reimbursed for mileage while traveling on either School or School related activities. Reimbursement will be paid at no less than the rate of 80% of the maximum automobile allowance rate established by Canada Revenue Agency. This rate will be confirmed by KCES as of January 31 of each year for use beginning the following school year. 
2. Employees will be reimbursed for reasonable costs of accommodations which are directly related to the above mentioned activities. 
3. Employees will be reimbursed for the reasonable costs of meals purchased while attending such activities.
4. Employees who have children in the school fill a dual role of teacher and parent. Should they volunteer to drive for an event in which one of their own children participate, they will be viewed as parents and compensated as any other parent would be. If, however, they are required to drive as part of their job assignment, they will be compensated as an employee. 

Back To Top…

WORKFORCE REDUCTION POLICY

Rationale

From time to time, due to dropping enrolment or other financial pressures or because there is no position available, it may be necessary to reduce staffing levels beyond that accruing from voluntary attrition. It is important that all such decisions be based upon clearly stated principles and follow a clearly outlined process. In all decisions the educational program and the needs of students shall be considered paramount.

Policy

1. The following factors will be considered in the retention and reduction of staff according to the following priority:
   a) Qualification—Those teachers with the training, experience, skills, and flexibility necessary to teach courses essential to the overall academic program will be given preference. Secondarily, qualifications necessary to maintain a particular course or School function will be considered.
   b) Teaching Effectiveness—Teachers considered by the principal to be most competent will be given preference.
   c) Type of Contract—Teachers with an annual contract will be given preference to those with temporary assignments.
   d) Seniority—Where qualification, teaching effectiveness and contracts are comparable, teachers with seniority will be given preference. Seniority for teachers shall be determined by the following listed in priority order:
      i) Total length of active employment within Koinonia Christian Schools,
      ii) Length of total experience in Christian schools, and
      iii) Length of total teaching experience.
2. The School Board delegates to the Principal responsibility for applying the above criteria and for recom¬mending to the School Board those contracts of employment which should be terminated.
3. Upon application of the above criteria, the Principal shall give written notice to the teacher indicating the following:
   a) the recommendation to terminate the contract of employment,
   b) the date, time and location of the School Board meeting at which the School Board will consider the recommendation,
4. The School Board will give written termination notice in accordance with section 56 of the Alberta Employment Standards Code or termination pay in accordance with section 57 of the Alberta Employment Standards Code. 

Back To Top…

• Employment
• Benefits
• FAQ's
• Core Policies
• Professional Development

• Admissions Policy
• Benefits & Pension Policy
• Biblical Integration Policy
• Board Member Qualifications & Duties
• Core Policies Policy
• Curriculum Policy
• Discipline Policy (Students)
• Discipline, Suspension or Dismissal Policy (Staff)
• Divorce & Separation Policy
• Goals of Education
• Grievance Policy
• Hiring Policy - Support Staff
• Hiring Policy - Teachers
• Leave of Absence Policy
• Monetary Policies
• Moral Conduct Policy
• Parental Appeal Policy
• Parents' Commitment Policy
• Professional Development Policy
• Statement of Faith
• Substitute Teacher Policy
• Teacher Evaluation Policy
• Travel Expense Policy
• Workforce Reduction Policy