Our mission is to encourage each child individually to achieve their level of ability by providing them with educational materials in a loving and conducive environment. We join forces with parents and share the responsibility to train all children the plan of salvation and help each one to discover God’s plan and purpose.

Crescent City Christian Academy was founded in 2009 as a ministry of the Abundant Harvest Ministries. Realizing that it is the Christian home to which God has given authority and power to train up successful young people, it is the goal of Crescent City Christian Academy to assist the home in the training process.

Every person connected with our school is a living curriculum, a role model to students who teaches through actions as well as words. As a living curriculum, we should live God’s love before our students, their families, and our community. Remember, our students are always watching to see not only if we follow standards, but what our attitude is towards those standards. We expect our students to be prompt, attentive, prepared, and respectful. It is essential that we as faculty adhere to those standards with a positive attitude. 

Personal Responsibilities

 • Be in complete agreement with the school’s Statement of Faith and Employee contract

• Be a Christian role model in attitude, speech, and actions both on and off campus

• Possess spiritual maturity, academic ability and personal leadership qualities

 • Recognize the role of parents/guardians as primarily responsible for their children’s education and be prepared to assist them as much as possible

• Demonstrate enthusiasm, courtesy, flexibility, integrity, kindness, self-control, perseverance, and punctuality

• Maintain a personal appearance that is a Christian role model of modesty and professionalism Professional Responsibilities

 • Cooperate with the board and administration in implementing all policies, procedures, and directives governing the operation of the school

• Administer classes/duties as assigned, following the proscribed scope and sequence

 • Maintain proper discipline in the classroom and on the school premises

• Maintain a clean, attractive classroom

• Employ a variety of instructional aides, methods and materials which provide for creative teaching to reach the whole child

• Assess students’ academic progress on a regular basis, providing updates to parents and academic director

• Maintain accurate attendance, grades, merits/demerits, student notes and other required record keeping data. 

• Be able to speak to student handbook and emergency procedures

• Attend all applicable training, staff in-service meetings, and keep professional certificates current

• Report any reasonable cause to believe that a student has been abused or neglected immediately to the proper authority. Florida State Law requires that all employees shall report suspected child abuse. Teachers should report directly to DCF and notify the principal that DCF has been notified and create an incident report that records observed changes in behavior or evidence of abuse. 

Monday thru Thursday and on select Fridays during the school year; Staff hours will begin at 7:00 am until 3:00 pm. Please see Yearly calendar for Holidays and Non-class days. 

Holiday Observances

 • Labor Day

• Columbus Day

• Thanksgiving

• Christmas

• New Years

• Presidents Day

• Martin Luther King Day

• Good Friday & Easter

• Memorial Day

Faculty meetings are an important time of prayer, fellowship, discussion, and in-service training. Attendance at these meetings are required, unless otherwise approved by administration. Faculty meetings are considered part of teacher contract hours.

Teachers/Supervisors are responsible for maintaining a clean and orderly classroom. Students should be held accountable by their teacher/supervisor for keeping their desks and cubbies neat. Before being dismissed on breaks or to the next class, students should tidy their desk area. At the end of the day, the teacher should sweep the floor, straighten all books, desks, scoring stations etc.…. Trash should be bagged and placed in the dumpster located by the staff entrance. Students may assist with these tasks. Should a repair be needed in your classroom, please fill out a work order request and turn in to office.

Students in the have an assigned recess/lunch period. Teachers are responsible for monitoring their students at all times during recess/breaks. If lunch monitor is unavailable teachers/supervisors are required to provide appropriate supervision.

CCCA uses ACE Connect/TLE as the primary source for all academic reporting including, attendance, grades, student notes etc. Teaching staff are required to enter grades in a timely manner to reflect test grades, character traits, merits/demerits, and student notes.

(1) CCCA Staff & Faculty shall be guided by the following ethical principles: 

(a) The staff values the worth and dignity of every person, the pursuit of truth, devotion to excellence, acquisition of knowledge, and the nurture of democratic citizenship. Essential to the achievement of these standards are the freedom to learn and to teach and the guarantee of equal opportunity for all. 

(b) The staff’s primary professional concern will always be for the student and for the development of the student’s potential. The educator will therefore strive for professional growth and will seek to exercise the best professional judgment and integrity. 

(c) Aware of the importance of maintaining the respect and confidence of one’s colleagues, of students, of parents, and of other members of the community, the staff strives to achieve and sustain the highest degree of ethical conduct. 

(2) CCCA staff and faculty shall comply with the following disciplinary principles. Violation of any of these principles shall subject the individual to revocation or suspension of the individual educator’s certificate, or the other penalties as provided by law. 

(a) Obligation to the student requires that the individual: 1. Shall make reasonable effort to protect the student from conditions harmful to learning and/or to the student’s mental and/or physical health and/or safety. 2. Shall not unreasonably restrain a student from independent action in pursuit of learning. 3. Shall not unreasonably deny a student access to diverse points of view. 4. Shall not intentionally suppress or distort subject matter relevant to a student’s academic program. 5. Shall not intentionally expose a student to unnecessary embarrassment or disparagement. 6. Shall not intentionally violate or deny a student’s legal rights. 7. Shall not harass or discriminate against any student on the basis of race, color, religion, sex, age, national or ethnic origin, political beliefs, marital status, handicapping condition, sexual orientation, or social and family background and shall make reasonable effort to assure that each student is protected from harassment or discrimination. 8. Shall not exploit a relationship with a student for personal gain or advantage. 9. Shall keep in confidence personally identifiable information obtained in the course of professional service, unless disclosure serves professional purposes or is required by law. 

(b) Obligation to the public requires that the individual: 1. Shall take reasonable precautions to distinguish between personal views and those of any educational institution or organization with which the individual is affiliated. 2. Shall not intentionally distort or misrepresent facts concerning an educational matter in direct or indirect public expression. 3. Shall not use institutional privileges for personal gain or advantage. 4. Shall accept no gratuity, gift, or favor that might influence professional judgment. 5. Shall offer no gratuity, gift, or favor to obtain special advantages. 

(c) Obligation to the profession of education requires that the individual: 1. Shall maintain honesty in all professional dealings. 2. Shall not on the basis of race, color, religion, sex, age, national or ethnic origin, political beliefs, marital status, handicapping condition if otherwise qualified, or social and family background deny to a colleague professional benefits or advantages or participation in any professional organization. 3. Shall not interfere with a colleague’s exercise of political or civil rights and responsibilities. 4. Shall not engage in harassment or discriminatory conduct which unreasonably interferes with an individual’s performance of professional or work responsibilities or with the orderly processes of education or which creates a hostile, intimidating, abusive, offensive, or oppressive environment; and, further, shall make reasonable effort to assure that each individual is protected from such harassment or discrimination. 5. Shall not make malicious or intentionally false statements about a colleague. 6. Shall not use coercive means or promise special treatment to influence professional judgments of colleagues. 7. Shall not misrepresent one’s own professional qualifications. 8. Shall not submit fraudulent information on any document in connection with professional activities. 9. Shall not make any fraudulent statement or fail to disclose a material fact in one’s own or another’s application for a professional position. 10. Shall not withhold information regarding a position from an applicant or misrepresent an assignment or conditions of employment. 11. Shall provide upon the request of the certificated individual a written statement of specific reason for recommendations that lead to the denial of increments, significant changes in employment, or termination of employment. 12. Shall not assist entry into or continuance in the profession of any person known to be unqualified in accordance with these Principles of Professional Conduct for the Education Profession in Florida and other applicable Florida Statutes and State Board of Education Rules. 13. Shall self-report within forty-eight (48) hours to appropriate authorities (as determined by district) any arrests/charges involving the abuse of a child or the sale and/or possession of a controlled substance. Such notice shall not be considered an admission of guilt nor shall such notice be admissible for any purpose in any proceeding, civil or criminal, administrative or judicial, investigatory or adjudicatory. In addition, shall self-report any conviction, finding of guilt, withholding of adjudication, commitment to a pretrial diversion program, or entering of a plea of guilty or Nolo Contendere for any criminal offense other than a minor traffic violation within forty-eight (48) hours after the final judgment. When handling sealed and expunged records disclosed under this rule, school districts shall comply with the confidentiality provisions of Sections 943.0585(4)(c) and 943.059(4)(c), F.S. 14. Shall report to appropriate authorities any known allegation of a violation of the Florida School Code or State Board of Education Rules as defined in Section 1012.795(1), F.S. 15. Shall seek no reprisal against any individual who has reported any allegation of a violation of the Florida School Code or State Board of Education Rules as defined in Section 1012.795(1), F.S. 16. Shall comply with the conditions of an order of the Education Practices Commission imposing probation, imposing a fine, or restricting the authorized scope of practice. 17. Shall, as the supervising administrator, cooperate with the Education Practices Commission in monitoring the probation of a subordinate. Discipline Policy and Procedures Crescent City Christian Academy employees are expected to perform their job responsibilities and conduct themselves in a manner that instills the highest confidence in the abilities, spiritual maturity, integrity of our school staff. Disciplinary measures may be used to correct performance deficiencies when an employee does not respond to other developmental measures, and immediate disciplinary action may be used to address employee performance and conduct that does not meet the standards of Crescent City Christian Academy. 

Application of Policy.

1. Oral Warning: A discussion in which the administration explains why a staff member’s work performance or conduct is not meeting CCCA’s expectations. Additionally, an oral warning details steps that he/she must take to correct the deficient performance or conduct or to prevent further occurrence. 

2. Written Warning: A memorandum or letter to the staff member in which the administration identifies areas of deficient performance or concerns about his/her conduct and places the staff member on notice that more severe disciplinary action will be taken in the absence of sustained improvement or positive change in conduct. 

3. Involuntary Termination: The immediate termination of employment. If the administrator determines that the staff member should be discharged, he/she will be informed, in writing, of the reason(s) for involuntary termination at the time of discharge. The termination is effective immediately upon delivery of the notice of termination.

Crescent City Christian Academy is committed to providing a work environment that is free of any type of discrimination or harassment. It is CCCA’s policy to provide equal employment opportunity to all employees and applicants for employment without regard to race, color, sex, national origin, age, handicap or disability in accordance with applicable federal and state laws. This policy applies to all terms and conditions of employment including, but not limited to, hiring, placement, promotion, termination, compensation, and training. In keeping with this commitment, sexual harassment and harassment based on an individual’s race, color, religion, gender, national origin, age, handicap or disability will not be tolerated. This includes harassment by or against teachers, administrators, staff, students, and visitors. Anyone who engages in any action or conduct constituting harassment will be subject to appropriate disciplinary action, up to and including termination. 

Definition of Harassment: Harassment consists of unwelcome conduct, whether verbal, physical, or visual, that is based upon a person’s protected status, such as sex, color, race, ancestry, religion, national origin, age, disability, marital status, veteran status, citizenship status, sexual orientation, or other protected status. Harassment includes conduct that denigrates or shows hostility or aversion toward an individual because of his or her protected status or that of his or her relatives, friends, or associates. Sexual harassment may include such actions as sex-oriented verbal “kidding,” “teasing,” or jokes; foul or obscene language or gestures; display of foul or obscene printed or visual material; physical conduct such as patting, pinching, or brushing against another’s body; and demands for sexual favors. Crescent City Christian Academy prohibits any such conduct in the workplace, regardless of circumstances. Other prohibited harassment may be verbal or physical conduct that denigrates or shows hostility toward an individual because of race, color, religion, gender, national origin, age, sexual orientation, or disability or that of his or her relatives, friends, or associates and that: 

1. has the purpose or effect of creating an abusive or hostile work environment;

2. has the purpose or effect of unreasonable interfering with an associate’s performance; or

3. otherwise adversely affects an associate’s employment opportunities.

Such harassment may include, but is not limited to, the following: a. epithets, slurs, stereotyping, intimidating, threatening, or any hostile act that relates to race, color, religion, gender, national origin, age, sexual orientation, or disability; b. written or graphic material that denigrates or shows hostility or aversion toward an individual or group because of race, color, religion, gender, national origin, age, sexual orientation, or disability.

Additionally, no supervisor or other member of the administration is authorized to make any employment decision based in any way on an employee's submission to or rejection of sexual conduct or advances. No member of the administration has the authority to suggest to any employee that the employee's continued employment or future advancement will be affected in any way because the employee enters or refuses to enter any form of sexual or other personal relationship with the supervisor or member of the administration. No supervisor or member of the administration may coerce an employee into a sexual relationship and then reward the employee. No supervisor may take disciplinary action against an employee or deny a promotion, transfer, award, etc. to an employee because he or she has rejected sexual advances. Likewise, no faculty member or other employee is authorized to make any academic or disciplinary decision based in any way on a student’s submission to or rejection of sexual conduct or advances. No faculty member or other employee has the authority to suggest to any student that the student’s continued attendance or future advancement will be affected in any way because the student enters into or refuses to enter into a form of sexual or other personal relationship with the faculty member or other employee. 

Employee Rights, Responsibilities and Corrective Action: Any employee who feels that he or she is the victim of harassment, discrimination, or sexual advancement should immediately report the matter to CCCA Administration. CCCA will not retaliate against any individual for filing a complaint or making a report and will not knowingly permit retaliation by its employees. Any individual who believes he or she is being subjected to retaliation for making a harassment complaint or participating in a harassment investigation should report the matter as designated above. Investigation: It is the school’s policy is to investigate each complaint promptly and to keep complaints and the result of our investigation confidential fully practicable and consistent with an effective investigation. If an investigation confirms that a violation has occurred, the appropriate corrective actions, including disciplinary measures commensurate with the severity of the offense, will be taken. 

In investigating complaints of harassment and retaliation under this policy, the school may impose discipline for inappropriate conduct without regard to whether the conduct constitutes a violation of the law and even if that conduct does not rise to the level of violation of this policy. CCCA will advise interested parties of the outcome of the investigation, although not necessarily all details of the actions taken to maintain a harassment-free environment. No employee should ever be afraid to take good faith concerns about harassment, retaliation, or failure to respond to any report to a higher level of school authority. Violations of this policy will not be tolerated and will result in discipline up to and including dismissal.

Matthew 18 provides the principle of love, correction and good communication. If a problem arises between adults, it should be deal with quickly and prayerfully with love, patience and forgiveness. Classroom problems should be handled primarily between parent and teacher. The next step should involve both parties and school administration. If this step is unsuccessful, contact head of administration. Problems with school policy or procedure should be taken up with the principal. If no solution is found, it may be brought to head of administration. Parent to parent problems should be solved between the persons involved, without the involvement of teachers, or other parents. Remember that all information regarding students and school business should held in confidence.

Crescent City Christian Academy cannot be held responsible for any lost or stolen personal property. Staff should take care to secure belongings. Teachers/Supervisors are encouraged to lock their desks or cabinets.

Neatness, cleanliness, and modesty are the guidelines for teacher dress. Female teachers and staff are asked to wear loose fitting pants or capris, skirts below the knee, and modest shirts. Male teachers should wear a collared shirt and business-casual pants. No teacher should wear jeans unless it is designated casual day. Teachers should avoid wearing t-shirts unless they have permission from the administration.

If a staff member has an accident while working, please immediately report it to the administration. An incident/accident report must be filled out. Please report all incidents or occurrences that interrupt normal procedure or precipitate a serious situation, including vandalism, theft, a serious confrontation with a parent or student, or student injury by completing an incident report.

Teacher and staff evaluations are conducted systematically throughout the year; personnel evaluation will be made of all employees. All teachers will be formally observed at a minimum of twice during the school year. One observation will be announced; the other will not be announced. The academic director will observe the classroom and write a formal evaluation. The evaluation will be discussed with the teacher and it will go into his or her personnel file. Evaluations will be shared with the board.

Before the beginning of the school year

• Get your room ready

• Dust furniture

• Clean boards

• Arrange desks/chairs

• Throw away any unnecessary or unused items

• Decorate! 

• Ensure proper materials are in place

Prepare a general schedule for your day and post in your classroom.

Every student should have an assigned seat.

The substitute folder should contain your class role, class schedule, and emergency lesson plans for each subject. It should also include lunch plans, seating charts and any explanation of duties. It should be submitted to the office by the first week of school.

Your employment contract, W4, background check form, and other employment information should all be turned in to the front office.

Spend time in God’s Word listening to what He has planned for you. Spend time praying for your students and your attitude as the year begins.

1. Establish good control

• Know what you are doing, know your classroom procedures, and know your professional responsibilities

• Use the School Handbook. Go over the handbook with your students and be sure that it is communicated well. 

• Establish routines The focus should be on establishing procedures which will create an effective learning environment. 

• What should students do when class begins? 

• Where do they find their goals? 

• How should they use their planners? 

• How do they communicate in class? 

• What is the bathroom procedure/leaving the classroom procedure? 

• When may students throw things away, sharpen pencils, etc.? 

• What is the tardy to class procedure? 

2. Textbooks and Supplies

 • Pass out Paces, books and materials supplied by CCCA. • Talk about supplies needed and give a deadline for having classroom supplies. 

• Give each student a place to store classroom supplies and textbooks when not in use (under desk, on shelf, in a cubby). Students should not tote their books and supplies in their backpacks like a portable locker—this causes damage to books and clutters the walkways around desks. If you need additional shelving, please let the administration know. 

• Be sure all emergency contact forms and student handbook agreement forms are returned by your students and turned into the office. 

Truly believe that every student in your class can succeed. Set expectations that challenge students but supply them with the tools to meet those expectations. 

1. Be inviting and polite

• Address students by name and greet students with a smile

• Plan for difficult days. What can you do to keep your day positive? 

• Plan for the student who irritates you. 

 • Be sure students address you respectfully by Mr., Mrs., or Miss. 

2. Be present The way you take your place in the classroom generates respect and interest in the activity. Students reflect your style. Do not be overly casual. 

3. Be consistent Be prepared to follow through with what you say. There must be direct consequences when students fail to obey. Be clear in your directions. Students should know what to expect. 

4. Be proactive Use “the look” and a pause to let students know that you are serious. Keeping students on task will prevent many discipline issues. 

5. Be positive Be sure to praise students for right, faithful behavior. What behaviors get the most attention in your classroom?

1. Utilize variety of presentation and student participation.

2. Prepare for transitions. Give students the most directions as they change from one activity or class to another. 

3. Be prepared for class every day. Have copies made, books ready, assignments posted, etc. Be ready for group activities and anticipate problems and questions. Plan well for how students should be using their time during group assignments, electives etc. 

4. BE IN YOUR CLASSROOM AT ALL TIMES!

All students should follow the rules stated in the Student Handbook and any other classroom rules. The CCCA Handbook discipline procedures should be followed in all classrooms and learning centers. 

In the lower school (grades K3-1), the teacher plans her classroom management using a tally system/light pulled/etc. Disciplinary consequences should be limited to time out, silent lunch, restriction from recess, or writing an apology letter. Should behavioral issues persist teachers should work with administration for further corrective action. 

If a formal warning in the classroom does not curb improper behavior, or if student behavior warrants an immediate consequence, the student should be sent to the office. A parent may be called if the situation warrants. A child should always be sent to the office for a serious infraction such as fighting, stealing, foul language, and disrespect. If a child is sent to the principal a second time, or if a serious breach of the code of conduct is made, the parents will be called in for a conference with the principal and/or board. Additional disciplinary action may be taken. 

Disciplinary consequences take the form of demerits. A demerit is a formal warning which leads towards definite consequences. A demerit may be issued by teachers and administration for improper conduct. One or more demerits will be issued for violation of the rules. 

If severe behavior occurs, that warrants a student being sent directly to the office, please notify the office of the situation as soon as possible so the office knows how to proceed. Please see Student Handbook for “No Tolerance” behaviors.

Daily Schedule Sample

 • Monday-Thursday

• Student arrival 7:15-7:30 AM

• Opening Exercises/ Devotions 7:30 AM – 8:00 AM

• Academics 8:00—9:30 AM

 • Morning break 9:30—9:40 AM

• Academics 9:40 AM-11:00 AM

• Lunch Break 11:00 – 11:30 PM

• Academics 11:30 —1:30 PM

• Elective & Privilege Time 1:30 —2:15 PM

• Clean up office area—prepare for dismissal

2:15 PM-2:30 PM

• School Dismissal 2:30 PM Grades K3-12

1.Lunch Time

Students may have lunch in their classroom or in another designated area. Teachers must accompany their class to the lunch room and pick them back up from the lunch/REC area. If there is no lunch monitor available for that day then, teachers must stay with their class during lunch. Trash should be disposed of properly during lunch time and tables/microwaves should be wiped down. 

2. Supervision

Your students are your responsibility until they are transferred to the next teacher or dismissed from your classroom at the end of the day. Do not leave your classroom unattended for any reason. Ask another teacher to cover your class if you need to leave your classroom at any time. Call the office in case of an emergency. 

3. Restroom Procedures/Hall Passes

Develop a policy in your classroom for taking restroom breaks. If a student needs to use leave the classroom, he or she should have a hall pass. Teachers in the lower school grades, should escort their classes to the restroom at designated times. 

4. Dismissal

At the end of the school day, students will remain in their classrooms until their name is called over the intercom. They should then report immediately to the car line. If you have car duty in the afternoon, arrange for your students to remain with another teacher. All students are dismissed at 3:15 to after school. If you have children at CCCA, they must go directly to your classroom and remain there under your direct supervision. NO STUDENTS are to be in the hallways after 2:45. 

5. Fire Drills

 • When the alarm sounds, stop everything. Students should stand and leave in a single file line with the teacher falling in line to watch both the front and back of line. 

• The last person out of the classroom should turn out lights and close the door. 

• No one should pause to hold the door. 

• No talking during emergency drills. 

• Teachers should take their roster attendance sheets and report to the designated area. Wait until told to go back into the building.

6. Emergency drills

Tornado drill: Students should file into the nearest area that have no windows; as of now the only place in the school would be in the hallway, right outside your classroom doors. 

Security drill: Students should remain in the classroom with the door closed. Cover windows, students should get under their offices. Teachers should maintain silence during drills and always have their roster for attendance with them. 

7. Inclement weather

Should there be inclement weather, CCCA follows the Putnam County School system for delays and closures. Should there be inclement weather during the school day, parents may be contacted to pick up their children. Teachers remain at school until all children are dismissed. 

8. Student illness or injury

If a child complains of illness, assess the situation. If the child appears ill, send the child to the office so that his/her temperature may be taken, or medication may be administered if it is on file for the student. Teachers cannot give medication to a student. 

Basic procedures for student injury: 

• Teacher makes an initial assessment of the child

• Teacher will summon assistance as needed

• Spills of blood or body fluids should be cleaned up immediately. Wear gloves, cover blood with paper towels until disinfecting can be done, and contact the office. 

• Complete a student accident/incident report

• Call the parent/guardians to inform them of the situation

No parent should be unaware of a student’s status in the class. It is your responsibility to keep in constant connection with a parent whose child is struggling or successful. Indicate any daily concerns/progress/praises/homework etc. in the agenda. Be specific and use variety in your written communication. Do not rely on progress reports or report cards to let the parent know that a child is struggling. YOU MUST CALL/EMAIL/REMIND APP/MEET IN PERSON Schedule a conference, if necessary. Be Proactive! Maintain a parent-teacher communication folder. Whenever you speak with a parent formally—whether for academic or disciplinary reasons, document it in the communication folder. It is difficult to explain a failing grade to a parent without appropriate documentation. Be prepared to share your folders during evaluations. Try to “catch” your students doing well and make it your goal to send a good report to the parents, in writing, at least once each quarter. A brief word at dismissal time is also appropriate and encourages students and parents. Establishing positive communication will encourage cooperation.

Parent-teacher conferences are scheduled on an as needed basis: 

• Try to put the parent at ease at this time. 

 • Sit beside the parent, if at all possible. 

 • Ask the parent to express their input about their child’s progress. 

• Encourage the parent to talk about the child’s special interests or what career he or she visualizes for the child.

 • When providing your input, sandwich any concerns between two positive observations if possible. 

 • End on a positive note with something you appreciate about the student or a plan of constructive cooperative action. 

 • Close and open the conference in prayer, if possible. If you have any concern about meeting with a parent, ask another teacher or the administrator to sit in on the conference.

Field trip permission slips (available in the office) must be on file before a child may attend any trip. All fees collected for the field trip are to be submitted to the office. Staff admission and costs will be paid for by the school. Parents are welcome to attend field trips, however must provide their own transportation to and from the trip. Parents must provide payment for any occurring cost of the field trip.