[anchor]Teachers-Pledge[/anchor]
The Scholar’s High pledge for Teachers
As a teacher of Scholar’s High I pledge my devotion to the school and my profession. Each day as I enter I will be ready to give my best to the children as I come prepared to use all my time and energy to see that you grow.
I will be ready to learn the new to keep up with you.
The only ego that I will think of is the self esteem of my students.
The only problems that I will worry about are the ideas to teach in class.
Creativity will be my keyword and dedication my quest.
The safety, security of the children in my care will be my goal.
I will not give up on you.
I promise you will be listened to and understood with patience and treated with kindness and empathy.
Your growth will be cherished and appreciated.
In the classroom I will strive for personal performance but outside it is the team spirit that I will seek.
I will try to accept criticism with poise and honour or praise with humility.
I will be the person I want you to be. I will be your role model.
Children first will be my motto and on such a positive trail of Kiducation I will lead generation next.
[anchor]Service-Rules[/anchor]
EMPLOYEES SERVICE RULES
(a) These Rules shall be called the EMPLOYEES SERVICE RULES.
(b) These Rules shall come into force from the date of their adoption by virtue of a Resolution passed by the School Managing committee and will be applicable to all employees of the Schools of the Society, in India.
(c) In the case of persons appointed on honoraria, or on a part-time basis, or on contract, the applicability of these rules shall be subject to such special terms and conditions as may be decided by the Management from time to time.
In these Rules, unless the context otherwise requires
(a) ‘Appointing Authority’ in relation to an employee means authority (Management) empowered by the trust (ETF)to make appointment/s to the grade in which the employee is for the time being included, or the post which the employee for the time being holds.
(b) ‘Management’ means the Management of the School.
(c) ‘School’ means the Schools run by the management of School.
(d) ‘Disciplinary Authority’ means the authority empowered by the MANAGEMENT and competent to impose any of the penalties as per the Rules.
(e) ‘Employees’ means all persons working as teachers and staff position, who are in the whole time employment of the School.
(f) ‘Employer’ means the Management.
(g) ‘Establishment’ means the establishment of the Schools run by the Trust.
(h) ‘Manager’ means the person for the time being managing the School and includes, any other officer duly authorized by the employer to act as a Manager on his behalf.
(i) Employees shall be classified as:
“Permanent Employee” means an employee who has been employed on a permanent (Confirmed) basis by an order in writing by the SCHOOL or any person authorized in that behalf.
“Probationer” means an employee who is presently employed to fill a permanent vacancy or post, and has not been confirmed by the SCHOOL.
“Temporary (Adhoc) Employee” means an employee who has been appointed for a limited period, for work which is of temporary nature, or who is employed in connection with temporary increase in work of a permanent nature and includes an employee who is appointed in a temporary vacancy of a permanent employee.
“Part-time Employee” means an employee who is employed to do work for less than the normal period of working hours.
“Apprentice / trainee” means an employee who is a learner and who is paid stipend during the period of his training.
(k) “Members of the family” in relation to an employee include
Note :- Any term not defined specifically in these Rules shall have same meaning as assigned in the Delhi School Education Act, 1973 (or any similar State enactment) and the Industrial Disputes Act, 1947; ( or any similar State enactment ) and the Rules framed there under.
The Selection process is as follows
These can be repeated as when deemed necessary at short notice .Refusing to appear for the same will be deemed as misconduct .
Every employee shall be required to produce the following certificates on appointment in the School: –
MEDICAL CERTIFICATE AND CHARACTER CERTIFICATE
Every employee shall be required to produce the following certificates on appointment in the school:
Original Degree/Diploma, certificates along with certificate (s) of experience, if any, with attested photocopies thereof, Original certificate will be returned after verification.
These self-attested documents will need to be updated every year as and when required.
Unit Heads/ Coordinator
This position is a privilege and not just a post. It offers enormous possibilities for learning and growth. They are mentored and coached for leadership position and performance. They are visible faces of the organization. They represent their respective domain in all dimensions.
Selection Process:
As these posts are internal post the selection and nomination process will be internal.
All persons appointed to posts in the School shall be on probation, from the date of appointment. The period of probation is at the sole discretion of the Management. The total period of probation shall not exceed one years. The Probation will automatically end at the expiry of the term if no written communication is made.
Payments during the period will be as per the presence in a month (day payments ).
At any time during the period of probation, including extensions thereof if any which will not exceed 2 years for specific reasons, or at the end of such periods, if in the opinion of the Management an employee’s work or conduct has not been satisfactory, his service may be terminated by one month’s notice or payment of one month notice pay in lieu thereof. Similarly an employee may also resign from service without any notice or notice pay in lieu thereof.
Appointment Classes Minimum For Employment Qualification
(a) Primary (PRT) I to V Graduate & B.Ed. or Equivalent
(b) Trained Graduate VI to VIII Graduate & B.Ed. or Equivalent
Teacher (TGT)
(c) Post Graduate Classes IX upwards Post Graduate B.Ed/M.Ed.
Teacher (PGT) higher/equivalent
Unless intimated in writing to the above effect, a teacher will continue to be on probation
All teachers on appointment will be committed to work minimum of one academic session. On appointment, the teachers will deposit their first one month salary as Security with the school. In case a teacher leaves before completion of one year, for whatever reason, school will forfeit the Security Deposit. No representations of any kind will be entertained to waive the clause. This condition applies, irrevocably and in addition to any other condition3 months salary to be deposited in part payments over a period of 6 months after confirmation.
On satisfactory completion of the period of probation, including extensions thereof, if any, a written communication shall be issued to the employee to the effect that the period of probation or on completion of complete one year of continuous service has been satisfactory completed and that his services are confirmed in the post.
On confirmation the employee would also become eligible for all the benefits and allowances as available to permanent/Confirmed employees of the SCHOOL according to the rules on the subject.
All employees will be required to submit correct and complete details on the Personal Data Form prior to being appointed and would be liable to disciplinary action if a material omission (in the Schools opinion) is discovered therein at any time. Selected employees would be required to join duty within a specified date, failing which the offer of appointment would stand withdrawn.
The following types of leave are available to the employees of the SCHOOL. The availment of leave is not a right but would depend on exigencies of work. All leaves are sanctioned according to the exigencies of work. Leave of whatsoever kind must be sanctioned before it is availed. Such sanction cannot be assumed or taken for granted.
-Short Leave/ half day
-Casual / Sick Leave
– Medical Leave – Maternity Leave
– Festival Holidays
– Vacations (not applicable to non-vacation staff i.e. Principal /Administrative staff /Exam cell in-charge /Librarian / Lab in-charge technician /computer teacher /office staff / group-D employee )
(i)SHORT LEAVE
This leave can be availed by any teacher and the duration for this short leave is one hour. 5 shorts leaves in a week will be considered as one day absent. Half day is allotted if min 3 hours attended during teaching hours.
(ii) CASUAL / SICK LEAVE
(iii). MEDICAL LEAVE
(iv) MATERNITY LEAVE
(v) FESTIVAL HOLIDAYS
Every employee will be entitled in every calendar year ten national and festival holidays to be decided before the beginning of each year as per the local laws. In case, any additional holiday is announced by the State Government and the School is closed, non-teaching staff shall report for work.
(vi)VACATIONS
Teachers will be paid for the any vacation (max 30 days in an academic year or as decided by the management)only if they have completed one full academic year. Such payment will be made to those eligible, after the vacation, only if they attend the last day and they join the school on the first day of reopening. Any teacher, who fails to do this, will not be paid for the vacation. Theseare given to teachers to upgrade themselves, planning, for preparation of question papers etc .
Absence in a month for 5 days or more or ¼ of the working days whichever is less will result in deductions in salary and result in payment for days present.
An employee shall resume duty immediately on expiry of leave sanctioned to him unless extension has been applied for in advance and sanctioned in writing by the School. If sanction in respect of extension of leave is not received in time by the employee, it must be presumed to have been refused and thereafter he shall be on unauthorised leave and the employee shall not be entitled to salary and allowances. Further, such an act shall constitute misconduct and may invite disciplinary action.
After confirmation, the services of the employee are liable to be terminated upon one month’s written notice on either side or payment of salary in lieu thereof, in terms of the contract of employment. No notice is necessary when the services are terminated on grounds of misconduct.
RESIGNATION
For the purpose of promotion to a higher grade within the School, an employee’s seniority shall not confer upon the employee a right to promotion. The eligibility of an employee for promotion shall be determined primarily with reference to performance and merit and availability of vacancy in the higher grade. An employee who is promoted to higher grade shall be placed on probation on the new post for a period of 6 months which is liable to further extension for a period of 6 months at the discretion of the management. If during or at the end of probation, the services of the promoted employee are not found satisfactory, he shall be reverted back to the post he was holding before promotion and shall draw the same salary he was drawing before promotion. All additional benefits/allowances granted to the promoted employee shall also stand withdrawn automatically.
An employee who overstays leave originally granted or subsequently extended and/or remains absent from duty continuously for a period of 10 consecutive days without any prior sanction of leave, shall be deemed to have abandoned the services of the School of his own accord and accordingly his name shall be removed from rolls of the School. However, before removing the name of an employee the employee shall be given due opportunity to explain his / her position regarding the unauthorised absence.
The following procedure will be followed in all cases of abandonment of service.
These rules shall apply to all employees except: –
Unless in any case it is otherwise distinctly provided the whole time of an employee shall be at the disposal of the SCHOOL and he shall serve the SCHOOL in such capacity and at such places as he may, from time to time, be directed.
(i) Every employee of the SCHOOL shall at all times
(ii) Every employee of the SCHOOL holding a supervisory post shall take all possible steps to ensure the integrity and devotion to duty of all employees for the time being under his control and authority.
(iii) Every employee shall at all times conduct himself soberly and temperately while on the SCHOOL premises and show proper respect and civility to all concerned and shall use his utmost endeavors to promote the interests of the SCHOOL and to maintain and promote the good reputation thereof.
An employee shall be liable to be transferred from one section to another and shall also be liable to be transferred from one job to another similar job provided his emoluments are not adversely affected. The terms and conditions of service as applicable at the place of posting shall automatically become applicable to the employee. The employee shall not be entitled to claim any extra remuneration or any other benefit whatsoever on such transfer.
An employee must declare at the time of his appointment his date of birth according to the Christian Era and produce documentary evidence such as birth certificate, matriculation or School leaving certificate or such other evidence as may be acceptable to the management. The date of birth of an employee
once entered in the record of the School shall be the sole evidence of his age in relation to all matters pertaining to his service.
All employees shall retire on attaining the age of 58 years. The SCHOOL in its discretion may grant extension to any employee beyond the age of 58 years depending upon the health and performance of the employee and on such terms and conditions as may be decided by the management
No. of period per day (Excl Assembly, Recess Extra Coaching, Sports) – 8(40 mins x 8) = Total 5 h 20 mins
Teaching days – 210 days (min) – 240 days
Total No. of Teaching hours – 210 x 5h 20 mins = 1120 h
Assembly – 30 mins/Day
Recess – 30+10 mins/Day
Corrections / remedial classes additional – 30 min
Total Working hours – 7 hrs
Minimum Number Periods per week – 36 periods
Working hours for non vacation staff will be 8-10 hours ( as discussed and decided ) including 30 +10 minutes break. Timings for the same will be laid down by the School Managing Committee keeping the overall school timings in view.
The School shall be entitled to make deductions from the wages of an employee for all or any of the following purposes:
Recovery towards EPF contribution may be at the rate of 12% of your full salary excluding House Rent Allowance will be made from your salary every month and the Management contribution will be restricted to 12% towards Pension Fund and EPF (8.33% and 3.67%) respectively on Rs.15000/- or full salary excluding House Rent Allowance whichever is less for those who are eligible.If you are drawing a salary higher than Rs. 15,000 per month or you are above 30 years of age, and you don’t have an EPF account you are termed a non-eligible employee and it is not mandatory for you to become a member of the EPF, although you can still register with the consent of your employer and approval from the Assistant PF Commissioner.
Teachers whose Gross Salary does not exceed Rs.21,000/- will be covered under the ESI Scheme. Recovery towards ESI Contribution at the rate of 1.75% from the Gross Salary will be made every month and the Management will contribute 4.75% for employees covered by ESIC Scheme.
Once paid, cannot be refunded. Only further installment will have the applicable fee waiver.
Staff may be given, it is not a right and is subject to approval and availability of transport facility on nominal payment ( pre-decided ) and on the condition of availability of free seats if using the school transport to work. This privilege is for the stops and not to door step. Staff’s children will, however pay for the transport.
School transport if possible may be provided for staff for official work, field trip etc. Transport requisition to be given to Admin Head in advance to book the school van. If the van not available or booked for some other purpose or economically not viable for just one person going then a proportionate transport allowance will be granted by the appropriate authority as per travel policy for this purpose only.
32 .Medical checkup and Mediclaim Insurance:
After completing one year, all employees required to undergo medical check-up, every year by the Medical Officer appointed by the Management.
In case any employee is declared medically unfit by Medical Officer appointed by Management and if the Management is satisfied that the employee is incapable to discharge his/her duties, the Management can terminate services of such employee by giving him/her three months/two months (as applicable) notice and paying him/her all legal dues as prescribed in the Rules and Regulations of the school.
33 .Travel Policy
These will be reimbursed to the employee if traveling for any administrative work and in case of training 50% will be paid/ borne by the employee
No employee shall except in accordance with any general or special order of the SCHOOL or in the performance in good faith, of the duties assigned to him, communicate directly or indirectly any official document or any part thereof or information to any other person to whom he is not authorized to communicate such documents or information.
Teachers will observe the laid down dress code. The dress code is as under:-
Before leaving the service of the School an employee shall return to the School in good order and condition all property or equipment including documents, papers, and files belonging to the School or relating to its business. The cost of any equipment or property not safely returned shall be deductible from the employee’s salary or other amounts due to him on any account or shall be recoverable otherwise, and the employee shall be responsible for all costs and consequences thereof.
Objectives:
Performance Appraisal process will include the following category of staff:
Procedure for Performance Appraisal: Teacher
Performance Appraisal for teachers is conducted to gain an annual insight of performance levels of the teaching staff. Insight: based on the parameters/Student feedback /Student performance analysis Parent feedback /Peer Feedback.
Classroom Observations will be done to gain the insight of the teaching learning process and the level of subject competence.
Process for Classroom Observation:
Classroom session observation will be done for full period.
Parent Feedback:
Peer Feedback:
While peers may observe and give feedback, their appraisal is based on the relevant parameters which they are familiar and can rate their colleagues on.
Student feedback for scholastic subject teachers:
Student feedback for Co-scholastic subject teachers:
Final Appraisal Document:
The final compiled feedback will include feedback given by:
The final compiled document of appraisal will be given to the employee before the Final Meeting with Unit Head, Principal and Director.
For the Final Meeting the employee should carry two years analysis of the student feedback.
Director will have a closure meeting with the teachers towards the end of academic year or as and when deemed necessary.
Notes:-
Sexual harassment of any employee is prohibited because it is intimidating, is an abuse of power and further, is inconsistent with School policies, practices and management philosophy. Sexual harassment is defined as unwelcome sexual advances, requests for sexual favours, and other verbal or physical conduct of a sexual nature. Sexual harassment can include the following:
The School provides a clean, safe and healthy place to work. Employees are expected to do their part in helping maintain Safety and Health standards, work safely, observe safety rules and keep their work place neat and clean.
No employee shall bring or attempt to bring any outside influence to bear upon any superior authority to further his interest in respect of matters pertaining to his service.
Save as otherwise provided in these Rules, no employee shall accept or permit any member of his family or any other person acting on his behalf, to accept any gift from any student / parent / visitor. Explanations: The expression gift shall include free transport, board lodging or other service or any other pecuniary advantage when provided by any person other than a near relative or a personal friend having no official dealings with the employee.
Performance of work demands the acceptance of certain standards of behavior from all members of staff, It is, therefore, considered necessary that staff should be fore-warned of those violations which could result in formal disciplinary proceedings being taken against them, and that, in those cases deemed to be gross misconduct, such proceedings may result in dismissal.
Without prejudice to the generality of the term ‘misconduct’ the following acts of omission and commission shall be treated as misconduct
NOTE:
The Manager or any other authority empowered in that behalf by the School by general or special order may place an employee under suspension, as per law: a) Where a disciplinary proceedings against an employee is contemplated or is pending or. b) Where a case against an employee in respect of any criminal offence is under investigation or trial.
The following penalties may, for good and sufficient reasons, and as hereinafter provided be imposed on an employee who commits a breach of any Rule/s of the SCHOOL and/or who knowingly does anything detrimental to the interest or in violation of the instructions or who acts in manner subversive of discipline, or is guilty of any other act of misconduct or misdemeanor. The termination of service of an employee in terms of the stipulation in the letter of appointment or under a contract or agreement shall not amount to penalty.
MINOR PENALTIES:
MAJOR PENALTIES:
In case the employee wishes to appeal against the order of the Disciplinary Authority, the Appeal shall be referred to a disciplinary committee. The disciplinary committee shall consist of the following:-
The disciplinary committee shall carefully examine the findings of the inquiry officer reasons for imposing for penalty recorded by the disciplinary authority and the representation by the employee and pass orders as it may be fit
When it is proposed to impose any of the minor penalties on an employee, he shall be informed in writing of the allegations or charges on account of which it is proposed to impose the penalty on him and asked to submit his explanation within a specified period not exceeding 7 days. The explanation, if any, furnished by the employee shall be taken into consideration by the Disciplinary Authority before passing orders. No enquiry shall be necessary for imposing minor punishment.
Every order, notice and other process made or issued under these Rules shall be served in person on the employee concerned or communicated to him by Regd. A/D / Courier post at his last known address with the SCHOOL. If the employee refuses to accept a communication addressed to him, a copy of the same will be put up on the School Notice Board after recording the refusal in the presence of 2 (two) witnesses and the same shall be deemed to be effective service.
The management may change/ increase the working hours at its discretion, at any time.
The School may amend, modify subtract or add to these Rules, through Resolutions / office orders / circulars from time to time and all such amendments, modifications or additions shall take effect from the date as stated therein and shall be binding on all employees.
The assigned duties and responsibilities of the teacher will include participation in Educational Tours, Field Trips, Workshops, Seminars, Tournaments and Competitions, Functions and Festivals of the School. On special occasions, the Teachers have to attend the school after regular working hours and on holidays. Every teacher must contribute his/her best in all the above activities and his/her participation is a part and parcel of the terms of appointment.
[anchor]Perform[/anchor]

