Board Policies & Rules
The policies and administrative rules of the Grand Rapids Public Schools Board of Education, Kent County, Michigan, are the result of a combined effort of the professional staff of the Michigan Association of School Boards (MASB), the Board of Education, and the District's staff.
The staff of MASB has written the policy and rule model and integrated into that model the valid policies and procedures selected by the District at the time of the first draft. After forwarding the first draft a MASB staff member and selected staff members of the District worked in consort to edit all of the proposed policies and rules resulting in preparation of a final draft to be presented to the Board of Education.
The Board has appointed a Policy Committee to review language, laws, and the current environment to update or create a new policy.
The Superintendent will seek the most qualified person available for the position. Criteria established for hiring, appointment, and promotion will be based upon qualification and performance. There will be no reward nor penalty in the appointment, placement, promotion, wages, hours, evaluation, or other conditions of employment based on the individual's relationship to or with a Board member or District employee. The Board, however, seeks to avoid conflicts of interest or the appearance of such conflicts in the recruitment, hiring, employment, placement, and evaluation processes.
An employee whose relative is an applicant for a position with the District must recuse themselves from deliberations and decision making process regarding a recommendation for hire. All individuals seeking employment with the District must disclose if they are a relative of a Board member or District employee. All employees are required to update the District when relative status is created relating to a Board member or employee. All current District employees will be required to make disclosure of relative status upon the adoption of this policy. A list of current District employees is available for review and may be obtained from the Human Resources Department. Failure of an employee to disclose relative status will result in disciplinary action up to and including termination.
If, as of the initial date of the adoption of this policy, an individual is currently assigned to a position that is under the supervision or control of a relative who has or may have a direct effect on the individual's progress, placement, promotion, wages, hours, evaluation, or other conditions of employment, steps shall be taken to assign the supervision of that person to another supervisor and a process must be established that requires a review of placement, promotion, wages, hours, and other conditions of employment decisions by the Superintendent. Future hires will not work for or be under the direct supervision of a relative. If such an event occurs after an employee is hired for a position, they will be assigned to another supervisor and the processes within this paragraph will be followed.
This policy applies to full-time, part-time, seasonal, temporary, and contract employment. Relative, for the purpose of this policy, is defined as an employee's spouse, daughter, son, step relationship, guardian, ward, parent, grandparent, brother, sister, grandchild, aunt, uncle, niece, nephew, cousin (or the spouse of any of these) or anyone who lives in the employee's household or anyone with whom the employee is having an intimate relationship.
Nepotism, for the purpose of this policy, is defined as favoritism towards relatives. Favoritism, for the purpose of this policy, is defined as basing decisions regarding appointment, promotion, wages, hours, or other conditions of employment on relationship rather than on objective standards or District needs.
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