BOE Mission - Goals - Objectives 0000 Series

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Mission Statement

School District Goals

Goals Objectives for Student Accomplishment

Policies for Andover Public Schools




The school district shall provide an educational program for each child to develop to the fullest extent possible his/her intellectual, emotional, social, moral, artistic and physical potential.

Mission Statement


It is the mission of the Andover School System to provide a creative and challenging curriculum for ALL in an innovative and nurturing facility in partnership with parents and the community in order to develop life long learners.

School District Goals


The Andover School System will:
1. Strive for continual improvements in children’s performance, encouraging and assisting them to develop to their fullest potential.
2. Ensure the physical safety and security of all its children, and provide a healthy, caring environment conducive to learning.
3. Maintain a close relationship with the community by promoting fiscal responsibility and consistent financial support for our children’s education, by communicating regularly and effectively with town residents, and by including parents and the wider community as partners in the educational process.

Goals/Objectives for Student Accomplishment


Goal for Student Performance in the Twenty-First Century

The goal of the Andover School System is to provide students with sufficient basic content information and skills from the various curriculum areas so that they will be knowledgeable and informed citizens who can utilize their public school education in the global economy of the twenty-first century. To that end:

1. Students will develop a love of learning, a motivation to learn during and beyond formal education, and a persistence in accomplishing tasks.

2. Students will develop competency in reading, writing, and mathematics.

3. Students will develop their speaking, listening, and viewing skills.

4. Students will develop reasoning and problem solving (critical thinking), and learning skills.

5. Students will develop the skills required to use technology as a tool to support learning, problem-solving, and communication.

6. Students will acquire an understanding of the physical, biological, and social sciences, the creative and performing arts, physical fitness and health, and careers and vocations.

7. Students will develop a positive sense of self-worth and a confidence in their personal abilities and relationships.

8. Students will develop productive and satisfying relationships with others based on mutual respect.

9. Students will develop the sensitivity to and understanding of the need opinions, concerns, and customs of others necessary to become successful members of the global community.

10. Students will develop self-discipline and creativity on an individual and group level, and the ability to work well as a team member.

11. Students will develop a concept of community, local and global, in which the importance of each individual’s responsibility and commitment to the improvement of the quality of life for all members of the community is stressed.

12. Students will develop and expand their personal criteria to make informed moral judgments and ethical decisions.


Policies for Andover Public Schools


The Board of Education shall maintain a manual of policies as the base for the governance of the school system. The policies must at all times be in harmony with applicable laws.

The Board of Education views its policies as aids to decision making and will to the best of its abilities make all its actions consistent with those policies.


0521 (a,b,c)

The Board of Education, in compliance with federal and state law, affirms its policy of equal educational opportunity for all students and equal employment opportunity for all persons.

Nondiscrimination in School and Classroom Practices

It is the policy of the District to provide equal opportunity for all students to achieve their maximum potential through the programs offered in all District schools regardless of race, color, age, creed, religion, gender, sexual orientation, ancestry, national origin, or disability.

The District shall provide to all students without discrimination, course offerings, counseling, assistance, employment, athletics, and extracurricular activities. The District shall make reasonable accommodations for identified physical and mental impairments that constitute disabilities, consistent with federal and state statutes and regulations.

Students and third parties who have been subject to discrimination are encouraged to promptly report such incidents to the District’s Compliance Officer.

All complaints of discrimination shall be investigated promptly. Corrective action must be taken when allegations are substantiated. Confidentiality of all parties shall be maintained, consistent with the District’s legal and investigative obligations.

Neither reprisals nor retaliation shall occur as a result of good faith charges of discrimination.

Nondiscrimination in Employment/Contract Practices

It is the Board’s policy to provide all persons equal access to all categories of employment in this District regardless of race, color, age, creed, religion, gender, sexual orientation, ancestry, national origin, or disability. The District shall make reasonable accommodations for identified physical and mental impairments that constitute disabilities, consistent with federal and state statutes and regulations.

Employees and third parties who have been subject to discrimination are encouraged to promptly report such incidents to the District’s Compliance Officer. All complaints of discrimination shall be investigated promptly. Corrective action must be taken when allegations are unsubstantiated. Confidentiality of all parties shall be maintained, consistent with the District’s legal and investigative obligations. Neither reprisals nor retaliation
shall occur as a result of good faith charges of discrimination.

In order to maintain a program of nondiscrimination practices that is in compliance with applicable laws and regulations, the Board directs the Superintendent to designate the District’s Compliance Officer.

The Compliance Officer shall publish and disseminate this policy and complaint procedure annually to students, parents, employees, and the public. Nondiscrimination statements shall include the position, office address, and telephone number of the Compliance Officer. The Compliance Officer is responsible to monitor the implementation of nondiscrimination

(cf. 4111 – Recruitment and Selection)
(cf. 4111.1/4211.1 – Affirmative Action)
(cf. 4118.11 – Nondiscrimination)
(cf. 4118.111 – Grievance Procedure-Title IX)
(cf. 4118.113/4218.113 – Harassment)
(cf. 5145.4 – Nondiscrimination)
(cf. 5145.5 – Sexual Harassment)
(cf. 5145.51 – Peer Sexual Harassment)
(cf. 5145.52 – Harassment)
(cf. 5145.6 – Student Grievance Procedure)
(cf. 6121 – Nondiscrimination)
(cf. 6121.1 - Equal Educational Opportunity)

Legal Reference: Title VII, Civil Rights Act, 42 U.S.C. 2000e, et seq.
29 CFR 1604.11, EEOC Guidelines on Sex Discrimination.
Title IX of the Educational Amendments of 1972, 20 U.S.C. 1681 et seq.
34 CFR Section 106.8(b), OCR Guidelines for Title IX.
Definitions, OCR Guidelines on Sexual Harassment, Fed. Reg. Vol 62,
#49, 29 CFR Sec. 1606.8 (a0 62 Fed Reg. 12033 (March 13, 1997) and 66
Fed. Reg. 5512 (January 19, 2001)
Meritor Savings Bank. FSB v. Vinson, 477 U.S. 57 (1986)
Faragher v. City of Boca Raton, No. 97-282 (U.S. Supreme Court, June
Gebbser v. Lago Vista Indiana School District, No. 99-1866, (U.S.
Supreme Court, June 26,1998)
Davis v. Monro County Board of Education, No. 97-843, (U.S. Supreme
Court, May 24, 1999.)
Connecticut General Statutes
46a-60 Discriminatory employment practices prohibited.
10-15c Discrimination in public schools prohibited. School attendance by
five-year olds. (Amended by P.A. 97-247 to include “sexual orientation”)
10-153 Discrimination on account of marital status.
17a-101 Protection of children from abuse.

The following are the administrative procedures to implement policy #0521. 

Delegation of Responsibility School and Classroom Practices:

1. Curriculum and Materials: Review curriculum guides, textbooks, and supplementary materials for discriminatory bias.
2. Training: Provision of training for students and staff to identify and alleviate problems of nondiscrimination.
3. Student Access: Review of programs, activities, and practices to ensure that all students have equal access and are not segregated except when permissible by law or regulation.
4. District Support: Assure that like aspects of the school program receive like support as to staffing, compensation, facilities, equipment and related matters.
5. Student Evaluation: Review of tests, procedures, and guidance and counseling materials for stereotyping and discrimination.

Employment/Contract Practices:

1. Development of position qualifications, job descriptions, and essential job functions.
2. Recruitment materials and practices.
3. Procedures for screening, interviewing, and hiring.
4. Promotions.
5. Disciplinary actions, up to and including terminations. 

The building Principal or his/her designee shall be responsible to complete the following duties when receiving a complaint of discrimination:
1. Inform the student, employee, or third party of the right to file a complaint and the complaint procedures.
2. Inform the student complainant that he/she may be accompanied by a parent/guardian during all steps of the complaint procedure.
3. Notify the complainant and the accused of the progress at appropriate stages of the procedure.
4. Refer the complainant to the Compliance Officer if the building Principal is the subject of the complaint.

Complaint Procedure - Student/Employee/Third Party

Step I - Reporting

A student, employee, or third party who believes he/she has been subject to conduct that constitutes a violation of this policy is encouraged to report the incident immediately to the building Principal.

A school employee who suspects or is notified that a student has been subject to conduct that constitutes a violation of this policy shall immediately report the incident to the building Principal.

If the building Principal is the subject of the complaint, the student, employee, or third party shall report the incident directly to the Compliance Officer.
The complainant is encouraged to use the report form available from the building Principal, but oral complaints shall be acceptable.

Step 2 - Investigation

Upon receiving a complaint of discrimination, the building Principal shall immediately notify the Compliance Officer, who shall then authorize the building Principal to investigate the complaint, unless the building Principal is the subject of the complaint or is unable to conduct the investigation.

The investigation may consist of individual interviews with the complainant, the accused, and others with knowledge relative to the incident. Other information and materials relevant to the investigation may also be evaluated. The obligation to conduct this investigation shall not be negated by the fact that a criminal investigation is pending or has been concluded.

Step 3 - Investigative Report

The building Principal shall prepare a written report within fifteen (15) days, unless additional time to complete the investigation is required. The report shall include a summary of the investigation, a determination of whether the complaint has been substantiated as factual and whether it is a violation of this policy, and a recommended disposition of the complaint.

The findings of the investigation shall be provided to the complainant, the accused, and the Compliance Officer.

Step 4 - District Action

If the investigation results in a finding that the complaint is factual and constitutes a violation of this policy, the district shall take prompt, corrective action to ensure that such conduct ceases and will not reoccur.

Disciplinary actions, in the case of students, shall be consistent with the Board policies, administrative regulations, state and federal laws, and applicable collective bargaining unit agreements.

Step 5 - Appeal Procedure

The complainant, if not satisfied with a finding of no violation of the policy or with the corrective action recommended in the investigative report, he/she may submit a written appeal to the Compliance Officer within fifteen (15) days.

The Compliance Officer shall review the investigation and the investigative report and may also conduct an investigation.

The Compliance Officer shall prepare a written response to the appeal within fifteen (15) days. Copies of the response shall be provided to the complainant, the accused, and the building Principal who conducted the initial investigation.

Report Form for Complaints of Discrimination

Grievance Procedure for Section 504, Title IX, and Title VII



The Board of Education does not knowingly condone discrimination on the basis of race, color, national origin, sex, sexual orientation or handicap in admission or access to, or treatment, or employment in its programs or activities.

Inquiries regarding compliance, including receipt and investigation of any complaint alleging noncompliance may be directed to the Superintendent of Schools, or in the Superintendent's absence, the Supervisor of Special Services.


A "grievance" is a complaint by an employee, or group of employees, or a student or group of students based upon an alleged violation of the provisions of Section 504, Title IX, or Title VII.

The term "employee" is considered to apply to any employee of the Andover Board of Education. The term "student" is considered to apply to any student enrolled in the Andover Public Schools. The term "teacher" is considered to apply to any teacher employed by the Andover Board of Education. The "teacher", "employee", or "student" may include a group of teachers or a group of employees or a group of students who are similarly affected by a grievance.

An "aggrieved person" is the person or persons making the claim.

The term "days", when used in this article, shall, except when otherwise indicated, mean working days.


The purpose of this procedure is to secure, at the lowest possible administrative level, equitable solutions to the problems which may arise under the provisions of Section 504, Title IX, or Title VII.

The parties agree that these proceedings shall be kept as informal and confidential as may be appropriate at any level of the procedure.

Nothing herein contained shall be construed as limiting the right of the complainant having a problem to discuss the matter informally with any appropriate member of the administration.

Any complainant shall have the right at any time to present any grievance to such persons and through such channels as are designated for that purpose in this article.


Limits Since it is important that grievances be processed as rapidly as possible, the number of days indicated at each level should be considered as a maximum, and every effort should be made to expedite the process. The time limits specified may, however, be extended by mutual agreement in writing.

If a complainant does not file a grievance in writing as provided herein within 30 days after the aggrieved person knew or should have known of the act or condition on which the grievance is based, then the grievance shall be considered waived.

Informal Procedure

Any student, employee or applicant to a program who feels that he/she has been discriminated against on the basis of race, color, national origin, sex, sexual orientation or handicap shall contact the building Principal/supervisor within 30 days of the alleged occurrence to discuss the nature of the complaint.

The Principal/supervisor shall maintain a written record which shall contain the following:

1. Full name and address of complainant.
2. Full name and position of person(s) who allegedly discriminated against the complainant.
3. A concise statement of the facts constituting the alleged discrimination.
4. Dates of the alleged discrimination.

At the time the alleged discrimination complaint is filed, Principal/supervisor shall review and explain the grievance procedures with the complainant and answer any questions. An investigation of the complaint shall begin as soon as practical, but in no case, more than ten (10) working days from the time the complaint was received. Within this time limit, the Principal/supervisor shall meet informally with the complainant and the individual(s) against whom the complaint was lodged and shall provide confidential counseling where advisable and shall finally seek an informal agreement between the parties concerned. Every attempt shall be made to seek a solution and resolve the alleged discrimination complaint at this level.

If the complainant is not satisfied with these initial informal procedures, within twenty (20) school days from the date of the original discussion with the principal/supervisor, more formal procedures may be initiated by the complainant to further explore and resolve the problem.

Formal Procedure

1. Level One - School Principal

If a complainant is not satisfied with the disposition of the problem through informal procedures, he/she may submit his/her claim as a formal grievance in writing to the Principal.

The Principal shall within five (5) days render a decision and the reasons therefore in writing to the complainant, with a copy to the Superintendent of Schools.

2. Level Two - Superintendent of Schools
If the complainant is not satisfied with the disposition of his/her grievance at Level One, or if no decision has been rendered within five (5) days after presentation of the grievance in writing, the complainant may file a written appeal for a hearing by the Superintendent of Schools within five (5) days.

The Superintendent of Schools shall represent the administration at Level Two of the grievance procedure. Within ten (10) days after receipt of the written appeal for a hearing by the Superintendent, the Superintendent shall meet with the complainant for the purpose of resolving the grievance. A full record of such hearing shall be kept by the Superintendent. The Superintendent shall within three (3) days of the hearing render the decision and the
reasons therefore in writing to the complainant.

 3. Level Three - Board of Education

If the complainant is not satisfied with the disposition of the grievance at Level Two, or if no decision has been rendered within three (3) days after first meeting with the Superintendent, the person may file the grievance again with the Board of Education within five (5) days.

Within fifteen (15) days after receiving the written appeal, the Board shall meet with the complainant for the purpose of resolving the grievance. The decision of the Board shall be rendered in writing within three (3) days.

General Provisions

Decisions rendered at all levels of the formal grievance shall be in writing setting forth the decision and the reasons therefore.

All documents, communications and records dealing with the processing of a grievance shall be filed separately from the existing files of the participants.

Any person may also file a complaint of illegal discrimination with the Office for Civil Rights, Washington, D.C., at the same time he/she files the grievance during or after use of the grievance process, or without using the grievance process at all. If a complaint is filed with the Office for Civil Rights, it must be filed in writing no later than 180 days after the occurrence of the possible discrimination.

The Title VII and Title IX Coordinator is the School Nurse and the Section 504 Coordinator is the Director of Pupil Personnel. They can be contacted at (860) 742-7339.


Commitment to Religious Neutrality (Prayer in the Schools)


It is the policy of the Board of Education to not prevent or otherwise deny participation in, constitutionally protected prayer in the district’s schools, consistent with guidance issued by the U.S. Secretary of Education, and applicable judicial decisions interpreting the religion clauses of
the First Amendment of the U.S. Constitution.

This policy supersedes any other Board policy that might be inconsistent with it.

(cf. 1140 - Distribution of Materials to and by Students)
(cf. 4118.21 – Academic Freedom)
(cf. 6115 – Religious Ceremonies)
(cf. 6115.1 – Religious Observances and Displays)
(cf. 6115.11 – Graduation Exercises – Prayer)
(cf. 6141.2 – Separation of Church and State)
(cf. 6141.21 – Religion in the Public Schools)
(cf. 6144 – Controversial Issues)
(cf. 6144.1 – Exemption from Instruction)
(cf. 6145 – Extra-Class Activities)
(cf. 6162.51 – Student Surveys)
(cf. 6145.3 – Distribution of Printed Matter, Freedom of School Press; Publications)
(cf. 9030.1 – Religious Guidelines)

Legal Reference: Connecticut General Statutes
10-16a Silent meditation.
10-15c Discrimination in public schools prohibited.
Lee v. Weisman, 112 S. Ct. 2649 (1992).
Jones v. Clear Creek Independent School District, 977 F. 2d 963 (5th Cir.
Harris v. Joint School District, 41 F.3d 447 (9th Cir., 1994).
American Civil Liberties Union of NJ v. Black Horse Pike Regional Board
of Education, 84 F.3d 1471 (3rd Cir., 1996).
20 U.S.C. 7904 (No Child Left Behind Act of 2001)