Employment Policies

Non-Discrimination Policy  

Pioneer Valley Montessori School does not discriminate based on race, color, religion, sexual orientation, gender identity, disability, national origin, or family structure in the administration of its hiring, educational or admission policies. Pioneer Valley Montessori School is dedicated to the goal of building a culturally diverse faculty committed to teaching and working in a multicultural environment.

Admission is based on student/teacher ratios the size of our classrooms and the ability of our school to meet each child’s individual needs with the.  Our goal is to enable each child to achieve their highest potential in our program.

Letters of Appointment

The PVMS Letter of Appointment serves as an official offer of employment and outlines the terms and conditions of the job.

The letter of employment shall clearly state your job title, salary, terms of payment, expected work hours and primary responsibilities. The school will maintain a copy of each signed agreement.

Additional details about personal and sick leave, as well as other benefits, can be found in the Payroll & Compensation section of this handbook.

Hiring, Orientation & Onboarding

The Head of School is responsible for the hiring, onboarding and orientation of all new staff and will

  • create all hiring plans.

  • receive, review and screen resumes, and invite qualified candidates for an interview

  • involve other staff members when appropriate, for instance the Head Teacher when screening for Assistant teachers

  • contact and review references

  • conduct background record checks (BRC)

A position is not considered filled until the potential employee completes all steps, including fingerprinting.

Background Record Checks (BRC) 

BRCs are conducted on all employees, substitutes, and interns who have the potential for direct and unmonitored contact with children.

The candidate submits a Request/Consent form for a BRC with a photocopy of a government-approved photo ID. This occurs at the time of job offer and every three years after that time. The decision to hire is made after receiving notification that the candidate is found “suitable”.  A letter of suitability is then kept in the employee’s file. If the program receives information that may indicate a new CORI and/or DSS background records check is appropriate, it will be conducted again at that time.

An EEC BRC includes:

  • a Massachusetts Criminal Offender Record Information (CORI) check through the Department of Criminal Justice Information Services (DCJIS)

  • a Department of Children and Families (DCF) check for supported findings of abuse or neglect

  • a Sex Offender Registry Information (SORI) check through the Massachusetts Sex Offender Registry Board (SORB)

  • a fingerprint-based check of state and national criminal history databases

  • when applicable, a search of the National Sex Offender Registry (NSOR) database or out of state records for any known criminal history, child welfare, and sex offender information where applicants have lived in the past five years.

If there is an adverse CORI finding, the candidate will be notified of the finding and given a copy of the BRC results. A discretionary review may be conducted, and the candidate is offered the opportunity to provide additional information, e.g., a letter of recommendation, a letter from a probation office or information from a mental health professional.

If there is an adverse DSS finding, the candidate is notified of the finding and asked if s/he would like to continue with the hiring process. If s/he chooses not to continue, s/he is considered ineligible for hire. If the candidate wishes to continue, the appropriate box on the EEC notification is checked and the form is returned to the EEC BRC unit. Once the redacted copy of the 51B is received, the hiring process continues. 

BRC information in Personnel files will include 

  • the original Request/Consent for BRC Form

  • a copy of the photo ID

  • and one of the following: 10E.1

    • Statement that both CORI and DSS review was completed prior to hire 

    • Web BRC receipt page signed and dated after the review 

If a Discretionary Review is conducted, the information is maintained and collected solely by EEC.

Orientation

All newly hired staff members will receive information about the school’s policies and procedures. An administrator will review all with newly hired staff prior to the opening of the school year or during the first week of employment.  

New teaching staff will not work alone with children until they have received an initial orientation to the program and the job.  

Support staff and volunteers may not work alone with children. At all times they must be with and supervised by regularly scheduled teaching staff.

Newly hired staff members, depending on position of hire, will receive and review: 

  • Job description

  • Staff Handbook 

  • Health care policy, including medication administration policies

  • Information of child records and confidentiality

  • Child guidance policies including discipline and classroom management techniques

  • Mandatory reporting procedure for protecting children from abuse & neglect

  • Suspension & termination policy

  • Emergency plans and procedures

  • Program Plans

  • Referral procedures

  • Transportation plans

  • Procedures for parent visits, input, conferences, and communication

  • Identification of the EEC as the licensing authority

  • Availability of the EEC Standards for Licensure

  • Family/Student Handbook

  • Payroll and other HR forms

Onboarding

All Lead Teachers hired by the school will be required to meet weekly with the Head of School during their first year of hire, for the purpose of supervision and extended orientation.  

HR & Payroll Paperwork

The business manager will supply new employees with the required paperwork for employment including but not limited to Payroll direct deposit information, Health Forms and Tax documentation. 

Faculty & Staff Requirements

In addition to the minimum academic requirements for each position, all staff must have: 

  • CPR certification (up to date for role requirements)

  • First Aid Certification (valid for 2 years). 

  • Health Certificate from a physician/health care provider (valid for 2 years). 

  • For Children’s House and Toddler teachers – all current requirements for DEEC. 

  • Evidence of immunity to measles, mumps and rubella. 

  • Background Record Check (BRC). 

  • Fingerprinting (valid for 3 years).

Staff Observations

All educators must be observed by staff with lead teacher, site coordinator or higher qualifications, at least every two months.  These observations must be documented and will be shared with educators. These observations will be considered when setting goals for an educator's professional development plan.  

Evaluations

All educators will be observed and evaluated on an on-going basis with a formal and written evaluation once a year by the Head of the School. 

Written evaluations will be prepared and discussed with each educator by the Head of School.  

  • All Lead Teachers will be evaluated by the Head of School. 

  • Assistant Teachers will be evaluated by the Supervising Lead Teacher and the Head of School. 

  • Special subject teachers will be evaluated by the Head of School, with input from the teaching faculty.  

  • Administrative staff will be evaluated by the Head of School.  

After review and discussion, evaluations will be signed and filed in the employee’s Personnel File and are subject to review by the Board of Trustees, upon request.

Consultations

Educators will have available regular consultations with the Head of School. The educator may request a consultation with the Head of School at any time by verbal or written request.

Professional Development/Outside Observation Expectations

At PVMS, professional development (PD) is not just at the heart of our growth as educators but a requirement. Ongoing learning helps us deepen our understanding of Montessori philosophy, strengthen our classroom practice, and respond thoughtfully to the needs of every child and family.

Outside classroom observation offers a unique chance to see learning in action and experience different classroom environments and teaching approaches. Visiting other Montessori or educational programs brings fresh perspectives, inspires new ideas, and strengthens our shared practice, benefiting not only individual classrooms but the entire PVMS community.

PVMS Staff are required to fulfil their PD requirements annually and are encouraged to do relevant outside observations annually.

To learn more about PD/observation days in relation to paid leave please see the Time & Attendance section of this document  For more information about PD/observation expectations please see the Professional development section of this document

Teacher Workday Requirements

There will be four teacher workdays and two parent conference days scheduled throughout the school year. Attendance is required for all Lead Teachers and Administrators during parent conferences, and for all staff on workdays, at the same hours they would normally work when classes are in session. These days provide important time for planning, collaboration, and preparation to support a smooth and successful school year.

Margaret O'Shaughnessy