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Charles County Public Schools (CCPS) contracts with Deer Oaks EAP Services to provide staff with free programs that support their health and well-being.

The EAP benefit is no cost to employees and their dependents, and services are confidential. Services include expert resources in managing stress, depression, anxiety, workplace difficulties, substance abuse, marital problems, family or parenting conflicts, grief, violence and unhealthy lifestyles.  They can also provide additional assistance with:
  • Childcare and eldercare resources with referrals
  • Financial and legal issues
  • Free interactive online simple will
  • Retiree assistance
  • Moving resources/checklist
  • Reimbursed cab ride 

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Instructional Technology Resources
To visit the Instructional Technology SharePoint website for How to Guides on many topics, click the link above or find it in the Training menu. 

Announcements



Employee Gift Policy
All Charles County Public Schools (CCPS) employees should remember that they are subject to the Board of Education’s Ethics Policy, which includes limitations on receiving gifts from students, parents, other employees, and anyone doing business with the school system. Under the Ethics Policy linked here, employees may not solicit for themselves any gift of any value at any time, and may not receive unsolicited gifts worth more than $20 in value. If provided an unsolicited gift above that limit, an employee may avoid any ethics violation by either returning the gift to the donor, or donating the gift to their school or the school system if possible. Click here to read a recent Advisory Opinion issued by the Board of Education Ethics Panel further interpreting the Ethics Policy.


NPLittleEagles
North Point First Flight Program has spaces availableClick the image above for the informational flyer or click here to visit their website.

Latest School News



January 7, 2022                                                                                                                          

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Employee Assistance Program (EAP)



EAP Info

Employee Referral Incentive Program

Charles County Public Schools (CCPS) is launching an employee referral incentive program (ERIP) to attract skilled educators and support staff to the school system.  Current CCPS employees who refer candidates for employment can receive up to $1,000 if the referred employee is hired by the school system.  Click here to read more about the program or find it under the Benefits & Pay menu.

tech flierVirtual Technology Summit Set for Aug. 19, 20

The Technology Department of Charles County Public Schools (CCPS) will hold a two-day virtual summit for all employees on Aug. 19 and 20.

The event will help staff sharpen technology skills and strengthen skills in the field of teaching with technology.

To register for the Aug. 19 session, click here. Among the sessions offered are overviews and shortcuts, how to use Microsoft Forms and Bookings, Outlook calendar and to do lists, and Excel tips.

The Aug. 20 session is more focused on teaching and leading with technology. To register for that session, click here. Learn about creating accessible content with Microsoft 365, formative assessments using Microsoft Forms, finding out more about Lumio and using OneNote Class Notebook.

Links to the sessions will be sent to the registrant’s ccboe email after they sign up. The trainings will be held during the workday. Staff who are 12-month employees should ask their supervisor for approval to attend the sessions.

The Board of Education on June 8 approved tuition rates for the 2021-2022 school year. CCPS annually sets these rates for admitted students who are not Charles County residents. The school system waived 2020-21 school year tuition rates for CCPS employees who live out-of-county and out-of-state due to COVID-19.

Starting with the coming school year, some CCPS staff will now be required to pay tuition to enroll their child if they live out-of-county or out-of-state. CCPS provides tuition discounts to eligible staff. The following rates apply:

  • Full-time CCPS employee hired before Jan. 1, 2013, who lives in Maryland.
    • In-state tuition is free.
  • Full-time CCPS employee hired before Jan. 1, 2013, who lives outside of Maryland.
    • Parent must pay the foundation per pupil (student) amount of $4,470 for the year.
  • Full-time CCPS employee hired after Jan. 1, 2013, who lives in Maryland.
    • Parent pays half of the in-state tuition cost ($4,490).
  • Full-time CCPS employee hired after Jan. 1, 2013, who lives outside of Maryland.
    • Parent pays half of in-state tuition cost and the foundation per pupil fee. Total cost is $8,960 for the year.
  • Part-time staff member/staff member not eligible for benefits: there is no reduced tuition benefit.


Additional fees may apply for students who receive special services under IDEA or Section 504. Staff with questions about discounted tuition rates should contact the department of student services at 301-934-7326.

Charles County Public Schools (CCPS) is launching an employee referral incentive program (ERIP) to attract skilled educators and support staff to the school system.

Current CCPS employees who refer candidates for employment can receive up to $1,000 if the referred employee is hired by the school system. A payment of $500 will be made to the referring employee after the newly hired person works for 30 days during the school year under a Board contract. That payment will be issued within 30 days after the newly hired staff member’s 30th day of work. At the end of the school year, another $500 will be paid to the referring employee within 30 days of the last workday for the newly hired staff member.

If the new employee resigns prior to the end of the school year, the second $500 will not be issued to the referring staff member. If the referred employee is not hired, the current CCPS staff member will not receive the incentive.

The referral date cannot be earlier than the date the job opening is posted and the first day of work for the new hire must be within 180 days of the initial referral date or May 1, 2022 — whichever comes first.

To be considered to receive the incentive, the current employee must refer a person who has not been previously employed by CCPS. An employee cannot refer themselves, and is limited to three incentive payments regardless of how many new hires they refer. The applicant must indicate, your name (Current Employee) in the employment application under the “Referrals” section, "How did you hear about employment with us?”

CCPS staff members who are ineligible to receive the referral incentive payments include — but are not limited to — members of the Superintendent’s Operations Team, staff in the Office of Human Resources, managers with hiring authority over the newly hired employee, anyone who represents CCPS recruiting events and immediate family members of any excluded employees. Temporary, summer, contract and former employees are not eligible candidates for the referral incentive program.

The program ends on June 20, 2022. After that, the referring employee is not eligible to receive any referral incentive payments.


Click here to download the Referral Form

 

  1. How should staff protect their health from COVID-19?
    1. The best way to prevent illness is to avoid being exposed to this virus.
    2. The virus is thought to spread mainly from person-to-person.
      • Keep distance between people who are in close contact with one another (within about six feet).
    3. The virus is spread through respiratory droplets produced when an infected person coughs or sneezes.
      • These droplets can land in the mouths or noses of people who are nearby or possibly be inhaled into the lungs.

  2. What personal hygiene actions should I take?
    1. Wash your hands often with soap and water for at least 20 seconds, especially after you have been in a public place, or after blowing your nose, coughing, or sneezing.
    2. If soap and water are not readily available, use a hand sanitizer that contains at least 60% alcohol. Cover all surfaces of your hands and rub them together until they feel dry.
    3. Avoid touching your eyes, nose, and mouth with unwashed hands.

  3. What are the signs or symptoms of COVID-19?
    1. Reported illnesses have ranged from mild symptoms to severe illness and death for confirmed coronavirus disease 2019 (COVID-19) cases. These symptoms may appear 2-14 days after exposure:
      1. Fever
      2. Cough
      3. Shortness of breath

  4. How often should surfaces be cleaned?
    1. Clean surfaces that are frequently touched by the public or wear latex gloves disinfecting them often with a proper disinfectant. Remember not to touch your mouth, nose, eyes or ears, and remove the gloves and wash your hands prior to using the bathrooms.
    2. Upon completion of each shift or at the end of the day, the work area and surfaces will be cleaned and disinfected by building services staff.

  5. What are the best and most effective strategies for social distancing when handing out instructional materials?
    1. Allow yourself six (6) feet of space from others.
    2. Wave instead of shaking hands.
    3. Even when seeing your students, remember to not come closer than six (6) feet to the vehicles or persons walking up.
    4. Do not accept food, cards, gifts or other personal items from parents or students.
    5. Avoid coming in contact with persons showing symptoms; step back increasing your distance to 10 feet.
    6. Avoid congregating with other staff you are working with and avoid direct contact in large public venues.
    7. Properly dispose of anything that comes in contact with your mouth, nose or eyes.

  6. What should I do if I suspect that a parent, student, or other person is ill or showing signs or symptoms or has direct contact with an infected person?
    1. Immediately alert the site administrator of your concern, maintaining extended social distancing.
    2. If a person is coughing or hacking, ask them to properly cover their mouth. If in a vehicle, ask them to roll up the window to help protect you and others.
    3. Immediately go the nearest hand sink, wash your hands, then wash your face and any other open skin. Remembering not to touch clothing or any other materials until after you have washed. Use a hand sanitizer after washing.
    4. When returning home remove clothing, and properly launder prior to contacting other family members or touching other personal items

  7. What should I do if I am at higher risk or living with a person who is at higher risk?
    1. Employees who, because of the current COVID-19 situation, are seeking work-related accommodations due to being at higher risk for severe illness or because they care for family members who are at higher risk for severe illness, should notify their supervisor and the Office of Human Resources.

  8. What should I do if I have a concern for mine and my family’s health and wellbeing?
    1. Normal leave procedures are applicable for employees who are scheduled to work, but are not able to, for various reasons. Employees requesting workplace accommodations due to an underlying disability should contact the Office of Human Resources:
      • Nikial Majors, Director, This email address is being protected from spambots. You need JavaScript enabled to view it. 
      • Shirlene Ogburn, ADA/Accommodations, This email address is being protected from spambots. You need JavaScript enabled to view it. 
      • Jeremy Campbell, Elementary HR Specialist, This email address is being protected from spambots. You need JavaScript enabled to view it. 
      • Brian Johnson, Middle Schools HR Specialist, This email address is being protected from spambots. You need JavaScript enabled to view it. 
      • Kevin Howard, High School HR Specialist, This email address is being protected from spambots. You need JavaScript enabled to view it.

  9. How long can COVID-19 last on surfaces?
    1. The answer is ever changing with as little as one day to as many as 17 days depending on which organization is answering.
    2. The standard time is 10 days, but it also depends on the type of surface, the temperature, the humidity and ultraviolet rays.
    3. The best answer is when in doubt, assume it’s on the surface and disinfect the contact surface and any skin that comes in contact of the surface.
    4. Remember when in doubt, wash it off and disinfect.

  10. Who should I call if I have another question not listed here?
    1. Contact the Office of Human Resources as follows:
      Nikial Majors, Director, This email address is being protected from spambots. You need JavaScript enabled to view it.
      Shirlene Ogburn, ADA/Accommodations, This email address is being protected from spambots. You need JavaScript enabled to view it.
      Jeremy Campbell, Elementary HR Specialist, This email address is being protected from spambots. You need JavaScript enabled to view it.
      Brian Johnson, Middle Schools HR Specialist, This email address is being protected from spambots. You need JavaScript enabled to view it.
      Kevin Howard, High School HR Specialists, This email address is being protected from spambots. You need JavaScript enabled to view it.

Benefits

I am currently on family medical leave, but am able to telework while at home. Can I cancel my family medical leave and telework instead?
If you are out for any reason other than “caregiving” for an eligible family member, you must be released to return to work from your treating medical provider, and you must complete and submit a return to work form, otherwise you remain on family medical leave and may use any available leave to cover days commencing March 30, 2020.

If I am currently on approved family medical leave, will I be charged a full day of family medical leave?
Yes

I am an employee on medical leave while schools are closed, must I submit a return to work form when I am ready to come back?
Yes, all employees returning from approved family medical leave must submit an FMLA Return to Work Recommendation form. You may request the form from Tom Antionelli at This email address is being protected from spambots. You need JavaScript enabled to view it..

If you have additional questions about benefits or family medical leave, please contact the Employee Benefits Department, either Tom Antionelli at This email address is being protected from spambots. You need JavaScript enabled to view it. or Christeda Warner at This email address is being protected from spambots. You need JavaScript enabled to view it. for assistance.

Human Resources

I have to help distribute education packets at the schools, but am concerned about working because I have a compromised immune system and elderly parents at home. What can I do?
If you have a health condition that is at-risk, or a family member at home with a health condition that is at risk, you must provide documentation to the school district to determine any qualified ADA (Americans with Disabilities Act) entitlements. Please contact the following to discuss your specific circumstance further:

Nikial Majors, Director, This email address is being protected from spambots. You need JavaScript enabled to view it.
Shirlene Ogburn, ADA/Accommodations, This email address is being protected from spambots. You need JavaScript enabled to view it.
Jeremy Campbell, Elementary HR Specialist, This email address is being protected from spambots. You need JavaScript enabled to view it.
Brian Johnson, Middle Schools HR Specialist, This email address is being protected from spambots. You need JavaScript enabled to view it.
Kevin Howard, High School HR Specialists, This email address is being protected from spambots. You need JavaScript enabled to view it.


Pay Questions

I am not going to show up for work, but instead will submit medical documentation. How will my days that I don’t work be counted?
You must use available leave in order to continue to receive pay.

I tested positive for COVID-19. What do I do?
You may not report to work and must self-quarantine. You must contact the Office of Human Resources and Employee Benefits immediately for further guidance. 

I am a long-term substitute, but the teacher I was filling in for has decided to return to work from family medical leave and telework? Will I still get paid?
No, your assignment ends when the teacher returns to work. You may seek other long-term substitute assignments.

I am a teacher currently on maternity leave and have grades I’d like to complete for my students, but have a long-term substitute filling in for me. Can I enter my grades myself?
You must be cleared to return to work to perform work.

I am a food and nutrition services worker required to distribute food and optional instruction packets during the state-mandated school closure. Will I be compensated?
Yes, you will be paid. Please submit timesheets for the time you worked.

Employees may telework at the direction of a supervisor or the Superintendent or designee. “Telework” is defined as performing work that would usually be performed at a CCPS worksite at an alternative worksite on an authorized and regularly scheduled basis.

Employees who telework are expected to maintain their usual assigned schedule, including the same work days and hours, that they have in their regular work location, unless changes are authorized by their supervisor. For employees eligible for overtime, no overtime will be authorized unless approved in advance in writing by their supervisor.

Employees are expected to be accessible during their assigned schedule by phone or other communication method agreed to by their supervisor, except during meal periods and breaks as outlined in the negotiated agreement. The employee is responsible for maintaining contact with their supervisor while teleworking. If a business need arises, employees are expected to be available to report to their regular work setting or other assigned location at the direction of their supervisor.

An employee’s duties, obligations, responsibilities, and conditions of employment with CCPS remain unchanged except those obligations and responsibilities specifically addressed in these guidelines. Job responsibilities, standards of performance, and performance appraisals remain the same as when working at the regular worksite. The supervisor reserves the right to assign work as necessary at any worksite.

Employees who are unable to perform their assigned duties and be accessible and available as described above shall be required to request and access any leave available to them. The request for leave shall be made in the same manner as the employee would typically use when working at their regular work location.

Employees are expected to maintain a safe, secure, and ergonomic work environment and to report work-related injuries to the employee’s supervisor at the earliest reasonable opportunity. Employee shall hold CCPS harmless for injury to others at the alternate worksite. With reasonable notice and at a mutually agreed upon time, CCPS may make on-site visits to an employee’s telework location to ensure that the designated work space is safe and free from hazards, provides adequate protection and security of CCPS property, and to maintain, repair, inspect, or retrieve CCPS property.

Employees are responsible for providing space, telephone, printing, networking and/or Internet capabilities at the telework location, and shall not be reimbursed by the employer for these or related expenses. Employees may request CCPS technology, but must protect CCPS-owned equipment, records, and materials from unauthorized or accidental access, use, modification, destruction, or disclosure. Employees must report to their supervisor any incidents of loss, damage, or unauthorized access at the earliest reasonable opportunity.

Employees are expected to maintain all CCPS documents and records in an equivalent manner as they would at their regular work location, including on CCPS networks. All records and materials regarding CCPS shall remain the property of the CCPS.

Employees who fail to abide by these guidelines while teleworking may no longer be authorized to telework and may be required to either return to their regular work location or take leave. Violations of these guidelines may subject the employee to discipline up to and including termination.

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5980 Radio Station Road | P.O. Box 2770 | La Plata, MD 20646
301-932-6610 | 301-870-3814 | TTY: 301-392-7579 | Info Line: 301-932-6656
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