Code of Ethics for School Leaders

Code of Ethics for School Leaders

The following are examples of ethics’ violations.

1. Standard 1.2 – The educator shall not knowingly misappropriate, divert, or use monies, personnel, property, or equipment committed to his or her charges for personal gain or advantage.

Example:  Purchasing equipment for personal use but giving education related justifications. IPAD ‘s, laptops, and computers are examples of this misuse.

2. Standard 1.3 – The educator shall not submit fraudulent request for reimbursement, expenses, or pay.

Example: Request payments associated with an overnight stay for a conference. Then not attending the conference, but sight-seeing in the area.

3. Standard 1.5 – The educator shall neither accept nor offer gratuities, gifts, or favors that impair professional judgment or to obtain special advantage.

Example: Purchasing from a certain vendor or business to receive personal cash back from the vendor.

4. Standard 2.3 – The educator shall adhere to written local school board policies and state and federal laws regarding the hiring, evaluation, and dismissal of personnel.

Example: Dismissal of an employee without following policies and laws. This could cost the district in legal and attorney fees.

5. Standard 2.4 – The educator shall not interfere with a colleague’s exercise of political, professional, or citizenship rights and responsibilities.

Example: Asking an employee to find a way not to serve on a jury. When an employee serves on a jury this is a district expense.

Short and long-range consequences with prevented actions:

Below are possible outcomes on three incidents from educators who violate the code of ethics.

1. Example: Purchasing from a certain vendor or business to receive personal cash back from the vendor.

An educator who takes this risk is deceiving the school district. Once this becomes known the employee should be placed on administrative leave and the proceedings of this case could find the employee with criminal charges. The outcome of this incident could be a criminal conviction.

The TAC 249.15 states the action of the State Board for Educator Certification has in regards to an educator’s certificate. This includes restrictions on a certificate, issues a reprimand, suspend a certificate, revoke or cancel a certificate.

The TAC 249.14 states the superintendent must report within seven days of any employee that illegally transferred, appropriated, or expend school property or funds.

The TAC 249.14(b) states that any complaints against an educator must be filed in writing.

The TAC 249.26(b) involves anyone who has a criminal conviction with crimes involving school property or funds.

Preventive Action:

A preventive action plan would be to have strong and consistent procedures when purchasing from vendors. This depends on the supply and type of expenditure. A large expenditure may require a bid and approval from the board process. District’s have procedures and level’s of approval before reaching the business office and usually the business offices give the final approval based on the approvals received. However, an additional procedure would be to have perimeters in the computer system to red-flag new vendors, expenses over a certain amount, and/or frequency of purchase from a certain vendor.

2.      Example: Request payments associated with an overnight stay for a conference. Then not attending the conference, but sight-seeing in the area.

A school employee who does not use the funds as intended is committing fraud. The short-term consequences could be as simple as a local reprimand to possible non-renewal of a contract with the district. The district could file a complaint with the SBEC which could result in a revolt of certificate.

Standard 1.3 – The educator shall not submit fraudulent request for reimbursement, expenses, or pay.

Preventive Action:

When an educator attends a conference a proof of attendance from the conference must be submitted upon arrival. Also, requesting an evaluation form the employee that includes supported evidence of attending. This must be signed by their supervisor and turned into central office.

3.      Example: Dismissal of an employee without following policies and laws.

Standard 2.3 – The educator shall adhere to written local school board policies and state and federal laws regarding the hiring, evaluation, and dismissal of personnel.

An educator could be reprimanded or loss their certification by dismissing as employee without following policies. The effect on the district as a whole could result in costly legal expenses.

Preventive action:

The procedures of hiring, evaluation, and dismissal of an employee need to be in place. Every district should have a personal department to oversee those procedures and policies are in place. Training to principals, directors, or supervisors should be conducted at least twice in the school year for updates and reminders of the proper procedures and policies regarding the hiring, evaluation, and dismissal of employees.

TAC 247.1 “….in accepting a position of public trust…. “all educators must uphold to this statement in every action they take every moment, more so, as the Superintendent of a district. Parents, community, and stakeholders trust the funding is in the best interest of the students. The expectations that all school employees will make the right choices and keep the integrity of the district. The ratifications of misrepresentation of funds are and should be a stiff penalty for every educator who violates this ethic code of conduct