HISD | Employee News: HISD’s news for district employees

HISD Nutrition Services prides itself on a having a skilled and devoted workforce. And thanks to the department’s Team Lead Academy, high-performing employees are learning additional skills that will help them advance their careers within the district.

The Team Lead Academy (TLA), which started three years ago, provides professional development opportunities for Nutrition Services employees who want to pursue management careers in Nutrition Services. Since its inception, more than 100 graduates have taken classes to learn more about various food service and management skills.

“The Team Lead Academy is essential in growing and developing our leaders of tomorrow,” said Operations General Manager Mark Welch. “If you take care of your team, they will take care of you. The training and tools they gain through the program allow them to succeed in their new roles, gain confidence in themselves, and continue to grow as employees.”

Employees who apply and are accepted into the TLA program have at least eight weeks of classroom and kitchen training to learn technical and leadership skills. They then have an additional six to eight weeks of field training with current Nutrition Services Team Leads to learn how to manage a campus cafeteria.

Throughout the TLA program, trainees learn about the National School Lunch Program, human resources, food safety and sanitation, managing inventory, and other operational skills.

Once the trainees pass an exam and receive a positive evaluation from their Team Lead trainer, the new graduates fill in for other Nutrition Services Team Leads when needed and can apply for new openings when they become available.

For more information about the Team Lead Academy, please contact Nutrition Services Director of Human Resources Antonia Sandoval at asandov5@houstonisd.org.

Did you know that HISD has a policy in place specifically designed to ensure that the district’s competitive bidding process is fair and equitable to all potential vendors?

It’s called the “Code of Silence,” and its purpose is to outline the rules governing when particular district representatives may discuss the details of contracts being sought to provide HISD with various goods or services.

Below is a collection of Frequently Asked Questions, which the Procurement Services department has compiled to help employees understand the Code and how it works.

What is the HISD Code of Silence?

The Code of Silence is an HISD policy that governs who may discuss the details of a contractual award being sought through the competitive solicitation process. The policy establishes the time frame for which the competitive solicitation will remain under the Code of Silence and defines the penalties for those found in violation.

Why is the Code of Silence necessary?

The Code of Silence was created to ensure that those seeking to do business with the district are treated ethically, fairly, and in accordance with the law. Additionally, the Code of Silence seeks to eliminate any actual or perceived conflicts of interest.

Who does the Code of Silence affect?

The Code of Silence affects any person directly involved in the RFP, bidding, or other competitive solicitation process or those who may be perceived as having influence over the process.

Are there exceptions to the Code of Silence?

The Code of Silence does not apply to communications with the district’s general counsel, finance attorney, procurement project manager, general manager of procurement, or the chief financial officer. Additionally, only contracts that are being considered through the competitive solicitation process are affected by the Code of Silence.

When does the Code of Silence take effect?

The Code of Silence becomes effective when the competitive solicitation is made public.

What are the consequences for violation of the Code of Silence?

The Office of Internal Audit will investigate allegations of violations to the policy. A violation may result in a recommendation for an award to be made or for an award to be voided. Vendors or potential vendors found to be in violation may be barred from participation in any competitive solicitation for two or more years. District employees may be subject to disciplinary action, including termination.

To read a complete copy of the Code of Silence, please visit the Procurement website. Questions may be directed to 713-556-6516.

How well do you know HISD’s vacation and leave policies? Take our pop quiz and find out! The questions are based on information found in this document (.pdf), which is located on the Policy Online website. Click here to see the answers.

Please note that this quiz is not intended to be a comprehensive tutorial or the final word (i.e. a legal or binding document) on district leave policy—just a fun way to test employees’ knowledge, and perhaps prompt them to learn more about this important topic.

If you have questions about your particular situation, please contact Employee Services at 713-556-7383. The Office of Communications, which generates eNews, does not have access to employee records and can only answer questions of a general nature.

1) How many days in a row may an employee miss work due to illness without requiring a doctor’s note to excuse their absence?

a) Three
b) Five
c) Seven
d) Supervisor determines

2) Which of the following is NOT an acceptable reason to be absent without suffering a loss of pay or losing an accrued leave day?

a) Funeral leave
b) Mental health day
c) Assault leave
d) Jury duty
e) Reserve military duty

3) If a 12-month employee wishes to take additional days off either just before or right after a district holiday, which account balance must he/she deduct them from?
a) Vacation
b) State leave
b) Local leave
c) None of the above. You can’t do that.

4) True or false? Employees may apply for an unpaid leave of absence for one year for personal development, or up to four years for seeking or serving in a public office.

5) How many consecutive days of leave may an employee use for personal business?
a) There is no limit.
b) One
c) Two
d) Three

6) When can participating employees start tapping into the Supplemental Sick Leave Bank?
a) When they’ve run out of vacation days.
b) When they’ve run out of state/local leave days.
c) When they’ve exhausted all of their other leave balances.
d) The minute they get sick or injured, even if it’s only for one day.

7) Which of the following would NOT qualify as a family emergency under district policy?
a) Your father has a heart attack.
b) Your son is taken to the emergency room with a concussion.
c) A tornado rips the roof off of your house.
d) Your daughter left her science project at home and it’s due today.

8) True or false: You can take up to three days of paid leave off to attend the funeral of your ex-wife’s mother.

9) How many days of state/local leave may an employee use annually for personal business?
a) Seven
b) Eight
c) Nine
d) There is no limit.

10) Which of the following would NOT qualify as an authorized health practitioner for the purposes of providing documentation of an illness?
a) A licensed physician
b) A licensed chiropractor
c) A Christian Scientist practitioner
d) A licensed podiatrist (chiropodist)
e) An aromatherapist

Below are the answers to the pop quiz on the district’s leave policy from the Oct. 17, 2014, edition of employee eNews.

1. (d) Supervisor determines. While district policy (.pdf, pp. 3 and 4 under “Medical Certification”) sets the absolute maximum at seven days, many departments and campuses have internal rules in place that require a doctor’s note if fewer are missed. Please check with your direct supervisor for the particulars of your work location.
2. (b) Mental health days. According to district policy (.pdf, p.1, under “Compensated Leave”), an employee may be absent without loss of pay and without the absence being charged against his/her accrued leave for any of the other four reasons mentioned, as well as for: witness subpoenas, professional business, professional consultation, dispute resolution meetings, and Fulbright Teacher Exchange Programs.
3. (a) Vacation. For details, please see this Ask HISD column.
4. True. See p. 11 of district policy under “Unpaid Leave” for details.
5. (d) Three. If employees take additional days, their pay will be docked accordingly. See district policy (.pdf, p. 3 under “Duration of Leave”) for details.
6. (c) When they’ve exhausted all of their leave balances. You can apply for this benefit only after you have exhausted all of your other leave balances, including vacation (where eligible), state, and local leave, and certain criteria must be met to receive it. Visit the HISD Benefits website for details.
7. (d) Your daughter left her science project at home, and it’s due today. According to district policy (.pdf, p. 4), the term “family emergency” applies only to natural disasters and life-threatening situations involving the employee or a member of the employee’s immediate family.
8. False. Employees may take up to three days off to make arrangements for or attend the funeral of a deceased spouse, parent, current parent-in-law (not former, if divorced), child, sibling, or other person residing in the employee’s household.
9. (b) Eight. According to district policy, five days of state leave and up to three days of paid local leave may be used for excused personal business. Any remaining days accrued may only be used for personal illness or the illness of a family member.
10. (e) An aromatherapist. See p.3 of district policy (.pdf) under “Medical Certification.”