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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.

Definition

A record is defined for the purposes of these rules as any documentary material created or received by the school system or any employee in connection with the transaction of school system business. A record includes any form of documentary material, including but not limited to paper documents, electronic documents (including e-mails), microfilm, drawings, maps, pictures, and any other documentary material in any format in which business information is created or maintained.

A record shall not include copies of original documents maintained elsewhere by the school system, whether or not the copy is maintained in the same format. For example, if a document is maintained in a hard copy, it does not need to be retained electronically as well. If an employee creates and distributes a document to another employee or other employees, it will be the primary responsibility of the sender to maintain an original copy under these rules, or otherwise ensure compliance with these rules.

A record shall not include drafts of final documents, unless the draft is required to be retained for future business or for historic purposes. A record shall not include personal notes made by an employee to refresh the employee’s recollection, as long as the notes are not shared with other employees and/or used for the conduct of school system business.

A record shall not include such documentary materials created or received by the school system that are of temporary value, are not required to be continually maintained for the conduct of current or future school system business, and are not required for historical reference. This would include, for example, invitations or announcements, phone messages, advertisements, commercial catalogues, books, general periodicals or other publications (such as newspapers or magazines) published outside of the school system, out-of-date information, or other general correspondence that is typically not kept beyond its usefulness in the normal course of business.

Creation

Employees shall create any document needed in the normal course of business. Any document created by an employee in any format (including e-mails) in the normal course of business shall be presumed by the employee to be a record of school system business unless otherwise excluded by these rules.

Maintenance and Storage

Charles County Public Schools records shall be maintained and stored in such a manner as to be accessible by those school system employees who have the authority and the need to access them. No record shall be considered private or controlled by only one employee. All records should be accessible by more than one employee. Under no circumstances shall an employee be authorized to maintain school system records off school system grounds unless expressly granted permission by the employee’s supervisor, or unless the maintenance is both temporary and necessary for the conduct of school system business.

Public Requests for Information

Charles County Public Schools shall comply with the Maryland Public Information Act. The school system shall not be responsible for creating documents in response to a request. All public requests for documents made to any school system employee shall be forwarded to the Superintendent or designee, except under the following circumstances:

  1. The request was made for information that was created or maintained with the intention to share it with the general public, such as school system publications, calendars, pamphlets, forms, handbooks, etc., in which case any school system employee may provide the information;

  2. The request was made for information readily available and generally distributed in the normal course of business by a school, center, department, or division, as long as the request is not for legally confidential information and is not overly time-consuming or costly to provide, in which case the request shall be forwarded to a supervisor or designee in that school, center, department, or division;

  3. The request was made by an individual employee or authorized designee for information contained in the employee’s personnel file, in which case the request shall be forwarded to the employee’s immediate supervisor or the Division of Human Resources;

  4. The request was made by a student or the student’s parent or guardian or authorized designee for information contained in the student’s educational record maintained by the school system, in which case the request shall be forwarded to the school principal or designee, or the Director of Student Services or designee;

  5. The request was made by subpoena or court order, in which case the request shall be forwarded to the intended recipient of the subpoena or court order.
    The employee to whom the request was forwarded shall be responsible for ensuring that a legal and timely response is given.


Confidentiality

Employees shall treat all school system records as confidential and shall not reveal them unless:

  1. The record is shared with other school system employees who have a need to know the information contained therein;

  2. The record was created or maintained with the intention to share it with the general public;

  3. The record was created or maintained with the intention to share it with a specific person or persons who are not employed by the school system, in which case the record may be shared with the intended recipient(s);

  4. The record must be revealed by law, court order, or subpoena, as determined by the Superintendent or designee;

  5. The record must be revealed through litigation or other legal complaint process, as determined by the Superintendent or designee;

  6. The record must be revealed as part of an internal or external audit, as determined by the Superintendent or designee.


Retention Schedule

The Superintendent shall adopt a records retention schedule listing various types of records maintained by the school system. For each type of record, the schedule shall include the minimum retention period. The records retention schedule shall be considered a part of these rules.

For records not expressly listed in the schedule, the minimum retention period shall be four years, or until all audit requirements are met, whichever is later.

The retention schedule shall be followed in all cases, unless a specific record is subject to a litigation hold as described below, or unless the record has been subpoenaed, or unless the record is otherwise specifically determined by a school system employee with authority over the record to be necessary for retention beyond the required retention period.


Litigation Hold

If retention of a record is not required, or disposal of the record is authorized under these rules, the employee shall not dispose of the record if the employee has reason to believe that the record may be subject to active or probable litigation. In such a case, the employee shall notify the Superintendent or designee.

The Superintendent or designee shall determine whether any record is required to be maintained beyond the required record retention period due to litigation. All such records shall be maintained in their original form, regardless of any other provisions in law, policy, regulation, or rule. The Superintendent or designee shall inform in writing all employees who have records subject to litigation that there shall be a litigation hold on the record until the employee is notified otherwise in writing by the Superintendent or designee.

Records Disposal

For student records and personnel records, the disposal of the record shall be in compliance with applicable state law and regulations, and the record may only be disposed of in a manner specifically approved by the Superintendent or designee. All other records shall be disposed of in such a manner as to protect any legally confidential information that may be included in the record, or other information which the employee deems necessary not to make public for school system purposes.

E-mails that are deleted by the individual employee recipient or sender from his or her school system computer shall not be retained by the school system’s computer network in any format beyond the time the e-mail is deleted.

Charles County Public Schools (CCPS) recognizes that students, parents, and other stakeholders use differing methods of communication, and strives to reach as many of our community as possible.  Social media is one of those methods. Social media is defined as on-line technologies such as Twitter, Facebook, YouTube, Instagram, and Snapchat, as well as any and all electronic communications, including but not limited to texting, emailing, instant messaging, group messaging and chat rooms. CCPS allows the use of social media and other technologies as avenues to communicate school system messages, encourage social media visitors to visit the CCPS website, and create opportunities for two-way dialogue.

EMPLOYEE USE OF SOCIAL MEDIA

Social media sites may be used to facilitate communication among employees, groups of students and members of the school community to further the instructional program. Employees are expected to conduct all social media communications in accordance with Board policies, guidelines in the Employee Handbook, and directions from their supervisors, as they would in any professional situation.  Except as provided in this Rule, CCPS prohibits communications between students and staff through social media.

Transparency:

  • Employees may communicate with students or groups of students as long as the communication is intended for and available to the general public.

  • If a teacher wants to use social media as a form of communication to students as part of the instructional program, information about the use of any social media should be included in the classroom syllabus or extracurricular information, and department supervisors and school administration should be aware of what social media tools are being used. The classroom syllabus should include a clear statement of the purpose and outcomes for the use of any networking tool.

  • Parents/Guardians have the right to opt-out of using social media or having their children in CCPS use social media.  This can be done by formal, written direction to their child’s school.   Teachers cannot require social media as part of their instructional program, and must provide equal alternatives as needed.

  • Teachers must ensure that the social media tools they are using have been submitted to the principal for approval each school year. This may be an ongoing process throughout the school year, and be reevaluated annually.  The principal has the authority to reject or change any teacher’s use of social media as part of the educational process.

  • Teachers should enforce clear rules and expectations for students on social media related to the classroom, including proper language and respect. These rules should be clearly and explicitly stated in the classroom syllabus.

  • Teachers must inform parents of the social media tools being used, how their children are being contacted online, and the expectations for appropriate behavior.

  • Employees may not communicate one-on-one with individual students through social media.  This provision is subject to the following exceptions: (a) communication with the employee’s relatives; (b) communication by a teacher, coach, or extra-curricular sponsor with all students in the class or activity  on a matter directly related to an educational purpose such as a class assignment or other activity-related matter where sharing the information with others outside the class or activity would be improper or inapplicable, as long as the communication is both retained by the employee and made available to his/her supervisor and the student’s parent/guardian upon request; (c) communication by a teacher, coach, or extra-curricular sponsor with an individual student directly related to an educational purpose such as a class assignment or other activity-related matter where sharing the information with other students would be improper, as long as the communication is both retained by the employee and made available to his/her supervisor and the student’s parent/guardian upon request; and (d) if an emergency situation requires one-on-one communication with a student, provided that the employee notifies his/her supervisor as soon as possible so that the parent/guardian can be informed about the one-on-one contact and the reason for the exception.  Any other one-on-one communication for any other purpose shall be deemed to be outside the scope of employment and may subject the employee to disciplinary action.


General Conduct:

  • Employees should be aware that they will be identified as working for and representing the school in what they do and say online.

  • Teacher communications with students should be professional and appropriate within the context of the teacher/student relationship.

  • Teachers should treat social media as an extension of the classroom, and should weigh every posting for how it affects their effectiveness as teachers.

  • Employees who use social media for CCPS purposes may NOT include personally identifiable information about a student in any posting made available to anyone who is not legally entitled to the information.

  • Employees may not use inappropriate language, including language deemed to be defamatory, obscene, proprietary, or libelous. Caution must be exercised with regards to exaggeration, inappropriate language, legal conclusions, and derogatory remarks or characterizations.

  • All laws pertaining to copyright and intellectual property must be obeyed.

  • All online communications must be retained according to the Charles County Public Schools Record Retention Rule and can be monitored.

  • Violation of the Superintendent’s Rules may be grounds for discipline up to and including termination as well as a loss of the teacher’s certification.


Privacy and Content:

  • Users must pay close attention to the site's security settings and allow only approved participants access to the site.

  • Employees must adhere to CCPS guidelines when posting student pictures and using student names. Images that include students whose parents have opted out of media exposure should not be posted.
     
  • If an employee learns of information on a social networking site that falls under the mandatory reporting guidelines, they must report it as required by law.


STUDENT USE OF SOCIAL MEDIA

  • CCPS may provide access to designated social media sites deemed appropriate for students, solely for instructional purposes, on CCPS computers, tablets, or other mobile devices.  CCPS reserves the right to discontinue access to any designated social media site and/or provide access to additional social media sites as necessary and appropriate for legitimate instructional purposes for students to use. In instances where access to designated CCPS social media sites is provided, CCPS administration shall have access to and may regulate such use.

  • Student misuse of social media may have a negative and/or severe impact on a school learning environment, or risk the safety of staff and students, and shall be addressed by CCPS under the Code of Student Conduct guidelines.

  • Moreover, student use of social media off school grounds having a nexus to, or having an impact on, the normal operations of a school, learning environments, or the safety of students or staff, shall be addressed by CCPS as a violation of the Code of Student Conduct.

  • Students shall not use social media to communicate with specific employees except in cases where such use is regulated and monitored by CCPS administration and the students’ parents/guardians for the purpose of furthering a bona fide CCPS educational initiative.

  • Students and parents/guardians are encouraged to report any improper communication from a CCPS employee to the school principal or other staff member.


REPORTING MISUSE OF SOCIAL MEDIA

  • When an employee becomes aware of an incident that involves the misuse of social media, the staff member shall immediately report the incident to the principal.  If the incident involves the safety or security of a student or staff member, the Charles County Sheriff’s Office may be called.

  • If it is determined that the incident is a direct result of misuse of social media, the school administrator will address the incident according to Code of Student Conduct.

  • The school administrator/designee should be aware that some acts pertaining to the misuse of social media could also be delinquent acts. If they are delinquent acts, they shall be reported promptly to the responsible law enforcement agency.

  • Students, parents/guardians, and staff are encouraged to report the misuse of social media to CCPS administrators.

  • Students who violate any of the rules on social media may be subject to discipline up to and including suspension or expulsion.

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301-932-6610 | 301-870-3814 | TTY: 301-392-7579 | Info Line: 301-932-6656
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