VOLUNTEER EFFORTS HAVE BEEN  PAUSED BY  SUPERINTENDENT TURNER. 

 

WE ARE STILL COLLECTING FORMS IN ANTICIPATION THAT THE PAUSE WILL BE LIFTED SOON.  

 

Please fill out this form if you would like to volunteer at any of our 11 public schools. (if you would like a paper copy instead, please contact mpsvolunteers@montclairpta.org or Jennifer Virgil, MPS Human Resources Department, jvirgil@montclair.k12.nj.us.

On the next page, you will be able to share your preferences for specific schools and times.

What are some examples of volunteering that require this form?

• Regularly helping with lunch or recess monitoring
• Helping at drop-off or dismissal, including car lines
• Being in a school building regularly as a volunteer

What are some examples of volunteering that do NOT require this form

• Visiting your child’s classroom for a special event
• Speaking at a school event
• Helping out at a PTA-run activity

Unsure if you need to complete this form? please contact mpsvolunteers@montclairpta.org

Why is this form required for volunteers?

• MPS and the State of NJ require all volunteers to be properly vetted to ensure the safety of all students. 

What happens after I complete this form?

• Your information will be shared with the schools you select on the next page.
• You will be contacted by PTAC, which is conducting orientations for new volunteers. This orientation will include things like student confidentiality, mandated reporting requirements, and what to do in the case of an emergency.
• In order to complete the volunteer screening process, you will need to complete a background check. You will receive instructions in a confirmation email.  
  Please note: The background check requires an in-person appointment.  Due to limited spots, we suggest you schedule your appointment as soon as possible.

Does completing this form guarantee a volunteer spot, or commit me to volunteering? 

• Completing this form or the background check does NOT guarantee a spot as a volunteer, and does not obligate you to volunteer.  It simply means that, should you want to volunteer, you will have met MPS / NJ requirements. 
• Anyone who is interested in volunteering should complete these forms, whether you’re interested in short- or longer-term volunteering. (For many volunteer opportunities, principals prefer volunteers that can commit to a regular schedule or recurring day and time. This helps with consistency, and also helps volunteers feel comfortable with their roles.)

I’m a certified substitute teacher - do I still have to complete these forms? 

• Yes! Please complete these forms. You will not need to get an additional background check, however, if your background check is still valid.

This form will take 5-10 minutes to complete.  

You can save your process and return later to complete the form.

There are five sections: 

1. Volunteer Interest Survey
2. Volunteer Survey Form (your information) 
3. Child Abuse & Neglect Reporting Requirements
4. Volunteer Harassment Policy
5. Volunteer Conduct & Guidelines Agreement

Questions? Contact mpsvolunteers@montclairpta.org or Jennifer Virgil, MPS Human Resources Department, jvirgil@montclair.k12.nj.us.

By continuing, you consent to the collection and use of your information for volunteer screening and communication. Montclair Public Schools, and PTAC may access this information only for these purposes and will keep it confidential.

Note that access to sensitive information (SSN, Race, DOB, Sex, Marital Status) collected in this form is minimized. The schools and volunteer coordinators get only the information needed for scheduling volunteer activities.

Clicking “Next” indicates your agreement.

The information you share here will be passed along to school principals seeking volunteers. Each school has its own needs and schedules. Your placement is not guaranteed, and you’re not obligated to volunteer at any school you select.

Why are you being asked to read and sign this form?

As a volunteer you will have responsibilities for observing and reporting any suspected child abuse and neglect. The below document identifies the relevant definitions of abuse and neglect and serves as an agreement to bear this responsibility. These requirements will be discussed in the volunteer orientation, and you will be able to ask questions.

The Board of Education is deeply concerned with the physical, emotional, and psychological health and well-being of the children in this district. Children may be abused, molested, and/or neglected by their parents/guardians, and other persons, including school employees. To prevent and intervene in instances of child abuse or neglect, including institutional abuse, all personnel will cooperate fully with the Division of Child Protection and Permanency (DCP&P), Department of Human Services in the early identification and reporting of suspected child abuse cases.

Child abuse and neglect can take many forms. In general, abuse refers to acts of commission such as beating, excessive corporal punishment or inappropriate sexual activity. While neglect refers to acts of omission such as failure to provide adequate physical or emotional care. Guardians or family members, other district employees or other persons, may commit these acts. If any district personnel abuses or neglects a child, it is referred to as institutional abuse. The suspicion of child abuse neglect including institutional child abuse, should be based on complaints from a child or observation of the child or both. An employee should be suspicious if:

1. The child exhibits a physical injury, not likely to have been caused by an accident regardless of the explanation.
2. The child complains of the infliction of pain, sexual molestation, threats, or emotional abuse.
3. The child appears to exhibit malnourishment, a persistent want of care such as clothing, hygiene, sleep, teeth, etc.
4. The child exhibits exceptional aggressive behavior, apprehension, fear or withdrawal.
5. An adult admits having abused the child.
6. A staff member inappropriately restrains or otherwise inflicts injury upon a pupil.

Any doubt about reporting suspected situations is to be resolved in the child's favor and a report made immediately. The purpose is to protect the child and help the family. Early identification is critical. The law requires that anyone suspecting child abuse must report the suspicion by calling DCP&P and report to the Police immediately. They must then notify the building principal or a designee unless the person believes such notice would likely endanger the referrer or child involved or would result in retaliation against the child or in discrimination with respect to his/her employment. Phone 1-877-652-2873 to report the abuse to DCP&P, or 973-641-4100 to report institutional abuse. The Child Abuse Neglect Report Form must be completed and forwarded to DCP&P with a copy to the building principal and superintendent immediately following the call to DCP&P. The following information will be needed:

1. Name, address, age, and grade of the child.
2. Name and address of parent/guardian.
3. Nature and extent of injuries and/or description of the child's condition.
4. Other pertinent information that may be relevant.

Should immediate medical attention be required, the child should go directly to the school nurse. The principal shall be informed.

The law requires that anyone suspecting child abuse, including institutional abuse must report. School personnel filing such a report are immune from prosecution under the law. No school personnel will be discharged or discriminated against because of making a good faith report of an allegation of child abuse. Anyone knowingly failing to report an act of child abuse neglect, having reasonable cause to believe that an act has been committed is a disorderly person and may be fined up to $1,000, imprisoned for six months, or both.

If you have questions about this policy, please contact your building principal, district affirmative action or the district Personnel Officer. The success of our policy depends in significant part upon the understanding and cooperation of all employees. Therefore, we ask you to sign the following acknowledgment.

, have carefully read the above and I understand and acknowledge it applies to me both in my present capacity and in any future positions I may hold with the district.

Why are you being asked to read and sign this form?

Volunteers must comply with district policies regarding discrimination and harassment. These requirements will be discussed in the volunteer orientation, and you will be able to ask questions.

The Montclair Public Schools is committed to a workplace free of discrimination and harassment based on race, color, religion, age, sex, national origin, disability, or any other basis protected by federal, state, or local laws. In an effort to prevent such illegal harassment or discrimination from occurring, we will communicate and enforce this policy consistently. No employee of this district is exempt from this policy. Disciplinary action, up to and including termination, may be taken against any employee engaging in this type or behavior, or against any employee who in bad faith makes a false or dishonest claim of harassment or discrimination. Any supervisor or manager who has knowledge of such behavior yet fails to take appropriate action is also subject to discipline.

Definition of Harassment: "Harassment, intimidation or bullying" is defined as any gesture or written, verbal or physical act that is reasonably perceived as being motivated either by any actual or perceived characteristic. including but not limited to: race, color, religion, ethnicity, ancestry, national origin, gender, sexual orientation, gender identity and expression, or a mental, physical or sensory handicap, or by any other distinguishing characteristic, that effects such individuals within the jurisdiction of the board, and that a reasonable person should know, under the circumstances, will have the effect of harming a person or person’s property, or placing a person’s property in reasonable fear of harm or damage; or has the effect of insulting or demeaning any person or group in such a way as to cause disruption in, or interference with, the orderly operation of the school.
Cyber-Harassment: Is the use of electronic information and/or communication devices, to include but not be limited to, email messages, instant messaging, text messaging, cellular telephone communications, internet blogs, chats and/or threaded discussions; Internet postings, images, and websites, that deliberately threaten, harass, intimidate, belittle or bullies an individual or group of individuals; or places an individual in reasonable fear of harm to the individual or damage to the individual's property; or has the effect of substantially disrupting the orderly operation of the school.

Sexual Harassment: Examples may be a request or demand for sexual favors accompanied by a threat concerning an individual’s employment status or a promise of preferential treatment; or unnecessary and unwelcome contacts or touching of an individual; or offensive jokes, comments, slurs, communications, faxes, posters, cartoons, or gestures which have the effect of unreasonably interfering with an individual’s work performance or creating an intimidating, hostile, or offensive working environment.
Reporting Complaints: Any employee who believes he or she is being discriminated against or harassed based on any of the grounds stated above should report it immediately to his or her direct supervisor, to the affirmative action officer or to the human resources department. The district will investigate the complaint, make a written determination of its conclusion and, when appropriate, prepare a plan of action to correct the problem and prevent its reoccurrence.

Non-Retaliation: Under no circumstances will an employee be penalized for reporting what the employee believes in good faith to be harassment under this policy. If you believe that you are being retaliated against for bringing a complaint of harassment or discrimination, you should report such conduct immediately to your direct supervisor, the affirmative action officer or to the human resources department. Any supervisor or manager who retaliates against an employee for making a complaint shall be subject to disciplinary action up to and including termination. If you have questions about this policy, please contact the Human Resources Department or the district Affirmative Action Officer. The success of our policy depends, in significant part, upon the understanding and cooperation of all our employees. Therefore, we ask you to sign the following acknowledgment:

have carefully read and understand the above policy and acknowledge it applies to me both in my present capacity and in any future position I may hold with the district.

Why are you being asked to read and sign this form?

This form includes guidelines and rules of conduct that protect the safety of students, protect their privacy, and outline the general expectations of all volunteers. These requirements will be discussed in the volunteer orientation, and you will be able to ask questions.

Volunteer Guidelines
The following guidelines shall govern the service of school volunteers:

1. Volunteers may serve only under the direction and supervision of an appropriately certified or licensed staff member;
2. Volunteers should clearly understand their duties and responsibilities and perform no service outside those duties;
3. Volunteers serve only in a support capacity; only appropriately certified or licensed staff members are responsible for educational planning and decisions and the teaching of new concepts;
4. Volunteers shall respect the individuality, dignity, and worth of each child;
5. Volunteers are not permitted access to student records;
6. Volunteers should exercise discretion in discussing their school activities with others in the community and must maintain confidential any information that if disclosed would violate Federal and State laws;
7. Volunteers may consult with the Principal regarding their duties and responsibilities; and
8. Volunteers shall receive no financial remuneration from the Board.

Rules of Conduct for Volunteers

1. A volunteer may serve only under the direction and supervision of a teaching staff member.
2. A volunteer should perform no duties other than those expressly assigned him/her.
3. A volunteer must respect the individuality, dignity, and worth of each student. A volunteer must never punish or rebuke a student.
4. A volunteer must not seek access to records about an individual student. A volunteer must respect the confidentiality of any information gained about an individual student, by whatever means.
5. A volunteer who imparts information to students must be mindful of the age, maturity, and sensibility of those students and exercise proper care and discretion accordingly.

understand that while volunteering with Montclair Public Schools, I affirm that I acknowledge the Volunteer Conduct & Guidelines. I also understand that I have the right to receive a copy of this agreement and understand and agree to the terms contained herein.