Table of Contents

1. TVS Mission, Vision, Values

2. Policies and Code of Conduct

• Dress Code

• Cell Phone and Internet Use

• Relationships with Learners and Families Outside of School

3. Compensation, Performance Reviews, and Professional Development

4. Benefits

5. Working Hours, Vacation, Sick Leave, Family Leave

1- TVS Mission, Vision, Values

The Village School's vision is to engineer a new design of school for the 21st century. Our mission is to give children agency in their learning. By changing the student’s role from passive consumers of knowledge to architects of their own learning, we are empowering them to discover what they can uniquely contribute to the world.

Integral to our mission to reimagine education for children is reimagining what it means to be an educator. TVS is changing the way educators are compensated and supported for their talent, expertise, and vision. We value:

• Life-long learning and pursuit of passion

• Trailblazing

• A sense of wonder and deep love of learning

• Entrepreneurs, critical thinkers, creatives

Our team culture is characterized by:

• Teamwork -- working collaboratively together, sharing knowledge and experiences to deliver the best solutions;

• Performance -- being professional and adopting best practice to meet student and parents’ highest expectations while achieving the highest possible standings in terms of quality, health, safety and sustainability of the learning environment;

• Openness -- listening and sharing; building trust and acting with integrity; treating others with respect and working with transparency;

• Innovation -- encouraging our team to be inventive and continually adapting and introducing fresh approaches to all aspects of our business; striving to be the best; and

• Respect -- encouraging, supporting and understanding others-their ideas, their views and their knowledge. Respecting the time and work space of fellow Guides.

2- Policies and Code of Conduct

Dress Code

The manner and dress of team members during school hours shall be business or business casual. Team members should look professional while also wearing attire that is suitable for an all-weather school and engaging with learners and their activities, including walking to nearby parks and libraries.

Cell Phone and Internet Use During School Hours

Cell phones are to be silenced during school hours.

Personal calls, and reading or sending of text messages, are to occur only on break time and not in the studios.

Internet use is for work-related searches and emails only.

Employees shall refrain from conducting personal business during work hours.

Relationships with Learners and Families Outside of School

Team members should maintain a professional relationship with learners and their parents/caregivers during and outside of school hours. School matters or issues related to the learner’s progress, development, and interpersonal relationships at school should be discussed during school hours. We ask that team members refrain from texting with parents and caregivers about school matters; all digital communication regarding the learner should be conducted via the studio/guides email account. No favoritism of learners should be shown with gifts, personal time spent together outside of school, or physical affection (hugs, pats on backs, hand holding, etc.). Team members shall not accept extravagant gifts from learners (or parents) without prior approval from the Program Director.

3- Compensation, Performance Reviews, and Professional Development

Compensation

Team members are compensated monthly (August-June), at the beginning of the month for the previous month’s work. Paychecks are processed through the school’s payroll system, Square. All tax-related forms are issued via Square.

Performance Reviews

Guides are required to participate in two performance reviews over the course of their 1-year contract. The first review occurs mid-year, and the second at the end of the contract term.

Each review consists of three parts:

1. Contract self-reflection audit: The guide will complete a self-audit for each specific line item in their contract to determine if they are exceeding, meeting, or not meeting the terms of employment. This audit is a self-assessment, with the purpose of providing each guide a chance to reflect on areas of strengths and areas where improvement could be made.

2. Guide overall reflection & goal setting: The guide will complete a self-reflection where they will share their thoughts and evidence for the following questions: What do you feel is an area of strength for you as a guide? What evidence do you have to support? What do you feel is an area of weakness for you as a guide? What might you do to grow in this area? What is a goal that you have for yourself and your studio for the second half of the year? Describe why this goal is important to you and any steps you might take to reach it. What support might you need from the Guide and Leadership Team to accomplish your goal(s)?

3. Leadership Team Feedback: The leadership team will provide each guide with feedback aligning to their strengths and areas for improvement and growth. This documentation includes evidence for each notable comment.

Guides are supported throughout the year through weekly studio-team meetings and weekly school-team meetings where more informal and responsive feedback is exchanged between school leadership and fellow guide team members.

Professional Development

Guides are expected to be engaged in professional learning throughout the year - just as our learners are responsible for their own education, so is our Guide Team. Guides will read at least two books each school year that relates to their professional practice, as well as engage in school provided professional learning opportunities such as conferences, trips to other schools for inspiration, educators’ events at local museums, etc.

4- Benefits

The following benefits are available to full time (40+ hours/week) employees:

Dependent Tuition Assistance

The Village School will provide educational assistance in the form of payments toward tuition expenses for Full Time Employee’s dependent children (natural or legally adopted) enrolled at The Village School. Full-Time Employee will receive 50% deduction in the current school year’s tuition for each of the Employee’s dependent children. Tuition assistance is provided during the Employee’s contract terms. Tuition assistance does not cover the cost of camps or extracurricular activities.

Health Insurance

The Village School provides comprehensive health insurance coverage through Kaiser Permanente, a leading integrated healthcare organization. Coverage begins after completing a 90-day waiting period from the employee's start date. Once eligible, employees may enroll in the plan on their first day of employment or during the annual open enrollment period. The plan includes medical coverage with access to Kaiser Permanente's extensive network of healthcare providers, hospitals, and medical facilities. Employees contribute to monthly premiums through payroll deductions on a pre-tax basis, with the company covering 50% of the premium costs for both individual and family coverage.

Employees who decline enrollment in the company's health insurance plan may be eligible for a monthly reimbursement of $200. To qualify, employees must provide documentation of active coverage under another health insurance plan where they are the primary policyholder. The reimbursement will be included in the employee's regular paycheck and is subject to applicable taxes and withholdings.

Transportation Benefit

The Village School will reimburse the employee up to $100/month in transportation costs covering public transportation, rideshare, or bike share. The Village School will also provide a $60 SmarTrip card upon the employee’s start date, should the employee elect to take Metro transportation to and from the campus. To receive reimbursement, team members must submit a receipt at the beginning of each month to TVS Administration.

5- Working Hours, Vacation, Sick Leave, Parental Leave, Family Leave

Working Hours

TVS Working Hours are 8:00 AM - 4:00 PM. Team members are expected to arrive on time, every time, and be prepared for the day. Excessive tardiness can result in termination. If a team member is going to be late, they are expected to communicate this with the other members of the guide team as soon as possible.

Vacation

Vacation time is at the discretion of the employee. It is expected that the employee fulfill their responsibilities to the learners, families, their team, and the school. Except in cases of true family emergencies, Employee is encouraged to utilize vacation days during periods when school is not "in session" (see school calendar).  Vacation scheduling must prioritize team effectiveness. Employee is expected to organize a substitute when gone. Vacation days are not tracked, however the employee must give sufficient notice to minimize disruption to the team and school operations.

Holidays

Subject to Employee's duties and obligations under this Agreement being current at the time, Employee shall be entitled to the following paid holidays: New Year's Day, Martin Luther King Jr.’s Birthday, Presidents' Day, Memorial Day, June 19th, Labor Day, Indigenous Peoples Day, Veterans' Day, Thanksgiving Day, the day after Thanksgiving Day, and Christmas Day.

Sick Leave

Employee shall be entitled to five days of "sick" leave to be utilized when Employee is infirm, and who cannot, because of such infirmity, perform the functions expected of Employee.  Employee shall notify the Head of School of an intent to take sick leave as soon as Employee discovers Employee is infirm, and cannot appear for duty.  Sick leave days not utilized during the term of employment under this Agreement shall not "carry forward" over to any subsequent term of employment, and Employee shall not be entitled to any compensation therefor (in other words, use it or lose it). Sick leave that extends beyond the five days will count as vacation days. Employee is expected to organize a substitute when gone, unless, due to sickness, they are unable to do so. 

Parental Leave

TVS provides up to 12 weeks of paid parental leave to team members following the birth of a child or the placement of a child with the team member in connection with adoption or foster care. Each week of paid parental leave is compensated at 100 percent of regular, straight-time weekly pay. In addition, TVS will maintain all benefits for employee during the paid parental leave period just as if they were taking any other company paid leave such as paid vacation leave or paid sick leave.

TVS will provide up to an additional 12 weeks of unpaid parental leave after the paid leave period has expired. TVS will restore the team member to their same or an equivalent job after leave (paid and unpaid). To qualify for parental leave, eligible team members must meet have been employed, full time for at least 12 months and meet one of the following criteria:

• Have given birth to a child.

• Be a spouse or committed partner of a woman who has given birth to a child.

• Have adopted a child or been placed with a foster child (in either case, the child must be age 17 or younger).

Family Leave

Employer will provide up to 2 days of family leave for bereavement or to accommodate instances where back-up care cannot be secured for a dependent.