Message from the Superintendent



September 14, 2015

Dear Colleagues:

From time to time and in any organization, reasonable people can disagree or have concerns.  In our system of nearly 4,000 employees this happens.  So how should a person in our schools or district process his or her concerns?  Our District Leadership Management Group  (DLMG), which is composed of the leaders or representatives of all our labor groups, worked to develop the following written resource which formalizes the process we have always valued when dealing with concerns and issues.      

Please take a few moments to review these steps, particularly if you find yourself needing some clarity of direction for how to process a concern you have with a colleague, supervisor, or others in our system.  A big thanks to the DLMG for their collaborative work in developing this document.




Protocol for Addressing Adult Concerns in Buildings/Departments

Edmonds School District #15

(Approved by the District Labor Management Group) 

Communication is essential for successful relationships and operations of District programs and services.  We acknowledge concerns may arise between/among individuals and/or within a building or department, and believe that having dialogue occur at the level closet to the concern is essential to addressing the concerns.

To that end, the District’s Labor Management Group (which is comprised of representatives from each of the District’s employee groups) have agreed to the following protocols regarding individual or building/department interpersonal concerns.  The principles that this process and protocols are based on is our mutual commitment to:

·         Getting adults to bring their issues forward to be addressed at the lowest level possible, with support, if needed.

·         Taking personal accountability

·         Operating from mutual respect and dignity for the individuals

Employee to Employee Concerns

·         Step One— The employee will address the concern directly with the individual.

·         Step Two—If the concern is not resolved directly, the employee should seek assistance from his/her supervisor.

·         If an employee is uncertain how to have the conversation about the concern, he/she may request assistance from his/her building representative, shop steward or other Association/Union leader for advice or another perspective on the issue.   However, we support that the conversation needs to directly occur between the individuals with the concerns.

·         If the building representative/shop steward/Association leader or supervisor believe the concern needs an additional level of support, the next step is to ask for assistance from the Association/Union local or state representative, as applicable, and Human Resources to help facilitate the conversation between the parties.

Employee to Supervisor/Administrator Concerns

·         Step One—The employee will first address the concern directly with his/her supervisor/administrator and allow that individual to address the concern.

·         Step Two—If the concern is not resolved directly between the two parties, the employee should seek assistance from the administrator’s supervisor.

·         The parties may, if appropriate, refer to, get advice from, or work collaboratively with District staff and respective Associations.


Groups of Employees to Employees Concerns or Groups of Employees to Supervisor/Administrator Concerns

·         Step One—The concerns will be individually addressed with the supervisor/administrator or employees to allow the supervisor/administrator or the groups of employees the opportunity to address the concerns.   This process will ensure there are “no surprises” for the employees or the supervisor/administrator.

·         Step Two--If not satisfied at this level, the employee will go to supervisor/administrator’s supervisor, or if the concerns are between employees, go to the building/department supervisor.

·         Step Three—If not satisfied at this level, the employee will go to the next level (which is usually that individual’s supervisor).

·         The parties may, if appropriate, refer to, get advice from, or work collaboratively with District staff and respective Associations.

This process is based on the shared commitment from all employee groups within the District that the employee talks directly with the employee(s) with whom he/she has the concern.  It further promotes the responsibility of the individual to bring his/her own issue/concern and re-enforces the expectation for others to bring their own issues/concerns directly to the individual(s).  To this end, we have committed that the District or Unions/Associations will not meet with groups of employees regarding a supervisor/administrator, but rather will meet individually with an employee to discuss his/her specific concerns.

As a reminder, hearsay, rumors and/or anonymous concerns cannot be appropriately addressed.

Exceptions to Protocols

·         For contractual issues, please refer to your collective bargaining agreement/MOUs for agreed upon processes.

·         Allegations of discrimination based on a protected class or acts of misconduct should be reported to Human Resources.




Last Modified on September 15, 2015