Capitol Collegiate Academy
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Figures 4.1 – 4.3 outline the proposed organization structure of Capitol Collegiate in Years 1 through 4. With each progressing level of organization, the school has adjusted staff responsibilities in order to stay true to the mission, maintain a strong school culture, and target individual student performance.123 Figure 4.1: Year 1 
Y1 will have 1 Head of School, 1 Dean of Academics, 7 FTE teachers, 1 Business Manager, and 1 Office Manager. This staff will accommodate 150 students. That is a student-teacher ratio of approximately 21:1 and a student-staff ratio of approximately 14:1. Figure 4.2: Years 2 and 3 
Y2 and Y3 will have 1 Head of School, 1 Dean of Academics, teaching staff of 9 in Year 2 and 12 in Year 3, 1 Business Manager, and 1 Office Manager. This staff will accommodate 210 students in Y2 and 270 students in Y3. Figure 4.3: Years 4 and On 
Y4 moving forward will have 1 Head of School, 1 Dean of Academics, teaching staff of 15 in year 4 and 19 in year 5, 1 Dean of Solutions, 1 Business Manager, 1 Office Manager, and 0.5 Director of Development. This staff will accommodate 350+ students.
PRIMARY RESPONSIBILITIES OF BOARD OF DIRECTORS Capitol Collegiate Academy will be governed by a Board of Directors that will maintain active and effective governance of the school. The Board is responsible for ensuring that the school fulfills its mission, remains true to the terms of the charter, and is a fiscally viable and responsible organization. The Board of Directors governs the school in its pursuit of the school’s mission, and delegates all managerial decisions to the Head of School. The Head of School is responsible for the daily operations, annual, and long-term planning of the school, and execution of all aspects of the school’s educational program. The Board hires, sets compensation for, supports and evaluates the Head of School; the Head of School hires and evaluates all school staff. The Board of Directors will maintain an effective reporting structure, have duly elected officer and active committees, meet 10 times per year in full compliance with the Brown Act, and set evaluation measures for the effectiveness of the Head of School (please see Appendix R). The Founding Board of Capitol Collegiate will develop policies and guidelines to ensure the viability and productivity of the school. When the Founding Board transitions to the Governing Board, it will move forward to adopt proposed Bylaws under which it will operate. From there, the Governing Board will maintain a minimum of seven members with no more than eleven members, and will maintain an odd number for voting purposes. The Head of School will report and be directly accountable to the Board. Lead Founder Penny Schwinn is the proposed Head of School, and the Board will make its selection and hiring for that position upon a chartering decision. Should Penny Schwinn be selected as Head of School, she will not serve as an official member on the Board of Directors. The Board of Directors and the school leader will receive annual training on charter school governance, with a focus on maintaining responsibilities and roles according to governance and management distinctions, and to support the successful start-up and ongoing operation of Capitol Collegiate. BOARD MEETING FREQUENCY, AGENDAS, AND MEETINGS The Board will meet 10 times per year, in full compliance with the Brown Act. The Board will ensure that the community has sufficient notice of all public meetings and the right to attend such meetings related directly to public funds. The Board will publicize its meeting dates at least two weeks in advance, with a yearly calendar of regular meetings provided at the start of each school year. The Board will post all meetings on the Capitol Collegiate website. All regular Board meetings will be open to the public and will provide time for a public forum for commentary on any matters related to the meeting agenda. BOARD OFFICER DESCRIPTIONS Capitol Collegiate’s Board of Directors will consist of a minimum of seven and no more than eleven voting members. The Chair of the Board of Directors is the head of the Board of Directors. The responsibilities of this position include:
The Vice-Chair of the Board serves as the Board Chair in the event that the Chair is absent. The Treasurer of the Board is entrusted with leading the financial oversight of the Board. These responsibilities include:
The Secretary of the Board of Directors is responsible for all records. These responsibilities include:
BOARD COMMITEES The Board of Directors will have several standing committees dedicated to the performance and governance oversight of the school. Additional committees may be added as needed through the formal resolution process by the Board of Directors. The initial committees of the Board of Directors may include:
INDIVIDUALS COMMITTED TO SERVING ON THE BOARD The Board of Directors is a talented, experienced, committed group of professionals who are determined to govern a high-performing school which they will hold accountable for strong student achievement. This Board has expertise in fields ranging from policy and marketing, to finance and management. Because of the broad range of experiences and fields represented, the Board will exhibit strong governance and oversight of Capitol Collegiate. This Board has a varied and strong understanding of Sacramento, bringing a diversification required for a comprehensive governance structure. The Board will govern with the same operating beliefs: all students can achieve when given access to an excellent education, high expectations are the foundation for school and student success, and college begins in kindergarten. Capitol Collegiate Board of Directors Michael Agostini Michael Agostini is the Director of Operations for the Charter Schools Development Center. He was also the Director and Co-Founder of Sierra Music Academy and manager of the Sierra Chamber Ensemble. Mr. Agostini brings a broad range of experience in education, having worked for several years as a teacher and administrator in both public and private schools. He has also worked as a school evaluator and helped with the strategic planning of K-12 and adult educational programs. In addition, Mr. Agostini has worked extensively in public school reform, helping with the development of charter schools in California and supporting the expansion of the charter school movement through his research and writings. He carries the belief that all students can achieve when educated within a high-expectations environment. Mr. Agostini earned a Bachelor of Arts degree in History from Yale University and a Master's degree in Education from the Harvard Graduate School of Education. Ed Manansala Ed Manansala serves as the Superintendent of St. HOPE Public Schools. Mr. Manansala comes to the Board of Capitol Collegiate with extensive experience in the South Sacramento community, working at several area schools as teacher, community activist, counselor, and advisor. He additionally has previous experience as a founder of a local charter school, and as principal of Sacramento High School. Under his leadership, Sacramento High School had the highest growth on the API during the 2007-08 school year. He moved to the role of superintendent of St. HOPE Public Schools this year, working to continue to address educational issues throughout the district and community. Dedicating his life to education and improving the lives and futures of students in the Sacramento area, Mr. Manansala believes that all students can achieve at the highest levels and that the work to provide this level of education is critical to the success of our communities. Mr. Manansala earned a Bachelor of Science degree in Business Administration, a Master’s degree in Social Work, and will complete his Doctorate in Education at UC Davis this spring. Emily Randon Emily Randon has successfully worked in a variety of fields over the course of her career. As the Director of Academic Success for the University of California, Davis School of Law, Ms. Randon is responsible for developing a robust Academic Success Program for first year and upper division students. She has served as a course instructor and developed several academic support-related programs and services for law students. Ms. Randon previously worked as the Director of Academic Success and the Assistant Director of Admissions and Outreach at the University of Pacific, McGeorge School of Law. She has represented the California Association of Realtors as a Legislative Analyst and was an attorney with Tennant, Ingram, and Randon. She comes to Capitol Collegiate with a strong conviction about the potential of all students to succeed when given the right support structures and environment.. Ms. Randon earned a Bachelor of Arts in Political Science from UC Irvine, her Juris Doctorate from the University of the Pacific, and a Master’s in Education from California State University, Sacramento. Penny Schwinn (Lead Founder, Proposed Head of School) Penny Schwinn is the Lead Founder for Capitol Collegiate and will serve as the Head of School, leading the effort to develop and found a high-performing charter school for the students of South Sacramento. Building on her early teaching career as a Teach For America corps member in Baltimore, MD, Ms. Schwinn became a Program Director for Teach For America in Los Angeles and additionally chose to gain business and private sector experience to adapt to the education sector by working in operations at a multi-billion dollar firm in Los Angeles. Ms. Schwinn believes that there is nothing more important than ensuring that all students, regardless of socio-economic status, have access to an excellent education. Inspired by the potential of her future students and the powerful work started by school leaders across the country, Ms. Schwinn is prepared to open and lead Capitol Collegiate in Sacramento. Selected as one of four outstanding leaders from across the country to participate in the highly-competitive Building Excellent Schools Fellowship, Ms. Schwinn has used the Fellowship to study the most successful and highest performing urban charter schools across the country, and to complete a school leadership residency at North Star Academy, recognized for its dramatic student achievement results. Ms. Schwinn completed a Bachelor of Arts degree in History from UC Berkeley and a Master’s degree in Teaching from Johns Hopkins University. Currently she is pursuing a PhD in Education Policy and Finance from Claremont to be completed in 2011 as well as her Doctorate in Education Administration from the University of Southern California. Katherine Sherlock Katherine Sherlock is a case manager and training coordinator for Court Appointed Student Advocate (CASA), an organization devoted to providing a trained advocate for every abused and neglected child in Sacramento who needs one. As a Case Manager, she has the opportunity to work directly with volunteers, families, and foster youth, as well as creating and implementing trainings for future advocates. Ms. Sherlock previously utilized her law degree to work in the criminal field. She has served as an Executive Board Member for the Alternative Dispute Resolution Team and as a mediator for the San Diego Superior Court. Ms. Sherlock has dedicated her personal and professional career to children and their needs. She believes that powerful teaching and an achievement-oriented school culture are critical to the success of a school and that structure will support students in preparing for college, starting in the youngest grades. Ms. Sherlock earned a Bachelor’s degree in English Literature from Samford University and Juris Doctorate from Thomas Jefferson School of Law, earning Pro Bono Honors and recognition on the National Dean’s list. Margaret Weston Margaret Weston is a research associate for the Public Policy Institute of California (PPIC). As part of her position with PPIC, Ms. Weston developed the California School Finance Revenue Manual as well as an analysis of the revenue limit system. She recently completed an internship in the Office of Instructional Design and Assessment with Chicago Public Schools and was a research consultant for the Michigan Department of Education and the Center for Local, State, and Urban Policy at the University of Michigan, where she co-authored memos for government officials and policy groups on educational services and teacher quality. Ms. Weston was an English teacher in Baltimore, MD with Teach For America and participated as a Mayoral Fellow, organizing a fundraiser that raised over $100,000 for city schools. She is committed to the growth and development of Sacramento students and believes in the importance of using resources specifically to boost student achievement. Ms. Weston earned a Bachelor of Arts in English from the University of Michigan, Master of Arts in Teaching from Johns Hopkins University, and Master of Public Policy from the University of Michigan. Jennifer Wonnacott Jennifer Wonnacott has played a prominent role in a variety of political and legislative arenas over the course of her professional career. As the Director of Communication for Assemblywoman Alyson Huber, Ms. Wonnacott is responsible for reaching all constituents in her represented district through a myriad of media. She has developed strategy, worked with a diverse group of constituents, and participated in several prominent legislative roles. Ms. Wonnacott previously worked for a campaign consulting firm where she was one of the primary contact points for many national, statewide, and local elections and ballot measures. She has represented and strategized key races in the state of California and comes to Capitol Collegiate with a demonstrated expertise in print, radio, and television media, excited for the opportunity to utilize her expertise to promote strong educational options in her hometown of Sacramento. Ms. Wonnacott earned a Bachelor of Arts in Mass Communications from UC Berkeley. Brian Weisel Brian Weisel is a staff attorney for Sacramento Child Advocates. As part of his role, Mr. Weisel advocates for the educational, medical, and placement needs of children in the dependency system. He recently served as a Deputy District Attorney for Shasta County and a defense attorney for a private firm in Amador County, where he supported the defense of indigent people accused of crimes. Mr. Weisel served as a volunteer for the County of San Diego Office of the Public Defender, the Perspectives in Criminal Justice Clinic, and in Elder Law and Advocacy in San Diego, CA. He has a strong commitment to public service and working to improve underserved communities in Sacramento. Mr. Weisel earned a Bachelor of Arts in Philosophy from the University of Michigan and a Juris Doctorate from the University of San Diego School of Law.. District Representation In compliance with the California Education Code, SCUSD may elect to have a district representative sit on the governing Board. This person would be one of the 7-11 members of the Board of Directors. TRANSTION FROM FOUNDING TO GOVERNING BOARD The Board of Directors will participate in a day-long Board retreat to facilitate a smooth and comprehensive transition from founding to governing responsibilities. This training will include:
SELECTION OF NEW BOARD MEMBERS A stable, strong, committed, and mission aligned Board of Directors is critical to the success of the school. Therefore, all potential and new Board members will undergo a careful and deliberate vetting process and will require the vote of the current board membership in accordance with the school’s bylaws. Requirements of new members to the Board of Directors must have:
The Governance Committee will implement a five-step process for adding members to Board:
New members will be elected to the Capitol Collegiate Board of Directors when a previous member’s term expires at an annual meeting occurring during the last quarter of the fiscal year. If vacancies occur mid-year or the Board wishes to grow in size between annual meetings, new members may be added at any Board meeting held for this purpose. PARENT, TEACHER, AND STUDENT INVOLVEMENT The input of all school stakeholders will be valued by the Board as well as the school. As such, stakeholders will be given the opportunity to address issues on the agenda at regular Board meetings and to participate at the committee level as appropriate. Further commentary on issues regarding the school can be given to the school’s Head of School as needed. Capitol Collegiate remains committed to parent involvement at the school level. We will establish a Parent Site Council, which will meet on a regular basis (either monthly or quarterly, to be determined by the council). This group will meet with the Head of School to discuss issues involving school academics, culture, and community. This will be an important voice at the school and one that will help to ensure a comprehensive understanding of how the school is performing. As students mature into the upper grades of the school, we will invite a student representative to speak annually to the board. CONFLICT OF INTEREST POLICY The Board of Directors will adopt a Conflict of Interest policy that strictly complies with Government Code section 1090 – 1090.1. The Conflict of Interest Policy can be found in Appendix D. GRIEVANCE POLICY Capitol Collegiate will designate at least one employee to coordinate its efforts to comply with and carry out its responsibilities under Title IX of the Education Amendments of 1972 (Title IX) and Section 504 of the Rehabilitation Act of 1973 (Section 504) including any investigation of any complaint filed with the school alleging its noncompliance with these laws or alleging any actions which would be prohibited by these laws. Capitol Collegiate will notify all its students and employees of the name, office address, and telephone number of the designated employee or employees. Capitol Collegiate will adopt and publish grievance procedures providing for prompt and equitable resolution of student and employee complaints alleging any action, which would be prohibited by Title IX, or Section 504. Capitol Collegiate will implement specific and continuing steps to notify applicants for admission and employment, students and parents of elementary and secondary school students, employees, sources of referral of applicants for admission and employment, and all unions or professional organizations holding collective bargaining or professional agreements with the recipient, that it does not discriminate on the basis of sex or mental or physical disability in the educational program or activity which it operates, and that it is required by Title IX and Section 504 not to discriminate in such a manner. SCUSD CHARTER POLICY Capitol Collegiate Academy will comply with the District policy related to charter schools, as it may be changed from time to time. RESPONDING TO INQUIRIES Any general inquiries of the school can be directed to the school’s Head of School. Inquiries directed specifically to the Board will be handled by the communications representative of the Board or the Board Chair, should those individuals be different parties. NOTIFICATIONS Notification is to be made to the Charter Schools Division of any notices of workplace hazards, investigations by outside regulatory agencies, lawsuits, or other formal complaints, within one week of receipt of such notices by Capitol Collegiate. AUDIT AND INSPECTION OF RECORDS Capitol Collegiate agrees to observe and abide by the following terms and conditions as a requirement for receiving and maintaining their charter authorization:
Accordingly, the District reserves the right, pursuant to its oversight responsibility, to audit Capitol Collegiate books, records, data, processes and procedures through the District Office of the Inspector General or other means. The audit may include, but is not limited to, the following areas:
Capitol Collegiate will cooperate fully with such audits and make available any and all records necessary for the performance of the audit upon 30 days notice to school. When 30 days notice may defeat the purpose of the audit, the District may conduct the audit upon 24 hours notice. In addition, if an allegation of waste, fraud or abuse related to Capitol Collegiate’s operations is received by the District, Capitol Collegiate will be expected to cooperate with any investigation undertaken by the Office of the Inspector General, Investigations Unit. PROCESS FOR AMENDING THE CHARTER Capitol Collegiate will comply with current SCUSD policy for amendments to the charter petition.
Capitol Collegiate Academy will recruit, employ, and retain a staff of professionals, committed to educating all students and to working towards the school’s mission. We recognize that teacher quality has the most significant impact on student performance124 and therefore will make it a top priority to recruit, select, hire, support, develop, and retain the strongest teachers, administrators, and support staff possible. EQUAL OPPORTUNITY EMPLOYER Capitol Collegiate will not discriminate against any potential or current employee based on the basis of ethnicity, national origin, gender, sexual orientation, religion, race, disability, or any other protected classification, in accordance with applicable law. NO CHILD LEFT BEHIND Capitol Collegiate will comply with the provisions of the No Child Left Behind Act as they apply to highly-qualified certificated personnel and paraprofessional employees of charter schools. CREDENTIALS Teachers of core content areas at Capitol Collegiate (English Language Arts, Math, Science, and Social sciences) will be required to hold a Commission on Teacher Credentialing certificate, permit, or other document equivalent to that which a teacher in other public schools would be required to hold. Capitol Collegiate will work to minimize our use of Emergency Credentialed Teachers. EMPLOYEE RECORDS Capitol Collegiate will comply with all State and Federal laws concerning the maintenance and disclosure of employee records. Copies of each teacher’s credentials will be kept on file in the main office and will be readily available for inspection. School administration will review teacher credentials annually. BACKGROUND CHECKS Capitol Collegiate will comply with California Education Code 44237 and 45125.1 regarding the requirement to fingerprint and obtain background clearance of employees. Prior to the first day of work with students, Capitol Collegiate will process all background checks through LiveScan, administered by the United States Department of Justice. In addition, all employees must provide:
EMPLOYEE WELFARE AND SAFETY Capitol Collegiate will comply with all Local, State, Federal, and relevant District policies concerning employee welfare, health, and safety issues. These include, but are not limited to, the requirement for a drug- and tobacco-free workplace. TERMS AND CONDITIONS OF EMPLOYMENT All employees of Capitol Collegiate will be at-will employees. The terms and conditions for employment at Capitol Collegiate will be reviewed in detail during the interview process and reiterated in an offer of employment. STAFF SELECTION Capitol Collegiate will utilize a comprehensive screening process to ensure selection of the highest quality staff. The Board of Capitol Collegiate will hire the school’s Head of School. All other staffing decisions will be made by the Head of School. Our selection process will typically include:
JOB DESCRIPTIONS FOR KEY PERSONNEL While we will use these qualifications and responsibilities to guide the interview process, Capitol Collegiate will also take into consideration other qualities that may be desired in a potential candidate such as: SCUSD teachers who have been laid off, Spanish-speaking, Hmong-speaking, experience in communities similar to those served by our school, and other specialized backgrounds. Qualifications and Certifications - Head of School Position Summary The Head of School of Capitol Collegiate will be held accountable by the Board of Directors in regard to all aspects of the school’s academic program, financial management, and organizational health. The Head of School is entrusted with advancing the school’s mission, maintaining the financial viability of the organization, and determining the future direction of the school in accordance with the mission. Subject to funding resources, we anticipate the starting salary for the Head of School position will be $88,000 - $90,000. Suggested Qualifications and Required Certification
Responsibilities of the Head of School
Qualifications and Certifications – Dean of Academics Position Summary The Dean of Academics will be held accountable by the Head of School in regard to teacher performance and growth, student achievement, and quality of curriculum. The Dean of Academics is entrusted with advancing the mission of the school through the management and development of a standards-aligned curriculum; participation in the evaluation, support, and development of teaching staff; and collaboration with the Head of School on areas of instructional and/or curricular need at the school. Subject to funding resources, the starting salary for the Dean of Academics position will be $60,000 - $70,000. Suggested Qualifications
Responsibilities
Qualifications and Certifications – Teacher Position Summary Teachers will be held accountable by the Head of School and Dean of Academics in regard to their performance and growth, student achievement, and quality of curriculum. Teachers are entrusted with advancing the mission of the school through the development of a standards-aligned curriculum, responsiveness to feedback provided and collaboration with the Dean of Academics on areas of instructional and/or curricular need at the school. Subject to funding resources, the starting salary for the teachers will be $40,000 - $80,000, approximately 10% higher than district salaries, depending on experience, education, and needs of the school. Suggested Qualifications
Responsibilities
Qualifications and Certifications – Special Education Coordinator OR Teacher Position Summary Special Education Coordinators/Teachers will be held accountable by the Head of School and Dean of Academics in regard to their performance and growth, student achievement, and quality of curriculum. All Special Education staff members are entrusted with advancing the mission of the school through the development of a rigorous, standards-aligned curriculum, responsiveness to feedback provided and collaboration with the Dean of Academics on areas of instructional and/or curricular need at the school, especially in relation to those students with special needs. This potential position will be determined by the needs of the students, as seen necessary by the SELPA. Suggested Qualifications
Responsibilities
Qualifications and Certifications – Dean of Solutions Position Summary The Dean of Solutions will be held accountable by the Head of School in regard to his/her performance and growth, supervision and protection of school culture, and relationships with students in regard to motivation and discipline. The Dean of Solutions is entrusted with advancing the mission of the school through the development and implementation of the code of conduct and discipline, implementation and execution of high expectations for all students, and frequent communication with students and families in regard to student behavior, all of which will be done in collaboration with the Head of School. Subject to funding resources, the starting salary for the Dean of Solutions will be $45,000 - $50,000, depending on experience, education, and needs of the school. Suggested Qualifications
Responsibilities
Qualifications and Certifications – Business Manager Position Summary The Business Manager will be held accountable by the Head of School in regard to his/her performance and growth. The Business Manager is entrusted with advancing the mission of the school through the development and implementation of a budget, coordination of external and internal operations, and fundraising and grant writing all of which will be done in collaboration with the Head of School. Subject to funding resources, the starting salary for the Business Manager will be $50,000 - $55,000, depending on experience, education, and needs of the school. Suggested Qualifications
Responsibilities
Qualifications and Certifications – Development Director Position Summary The Director of Development will be held accountable by the Head of School in regard to his/her performance and growth. The Director of Development is entrusted with advancing the mission of the school through the development and implementation of a fundraising and grant writing program, all of which will be done in collaboration with the Head of School. The starting salary for the Development Director will be commiserate with experience, education, and needs of the school. Suggested Qualifications
Responsibilities
Qualifications and Certifications – Office Manager Position Summary The Office Manager will be held accountable by the Head of School in regard to his/her performance and growth. The Office Manager is entrusted with advancing the mission of the school through the organization and running of all administrative tasks including phone calls, copies, newsletter drafts, filing, and record-keeping. Subject to funding resources, the starting salary for the Office Manager will be $30,000 - $35,000, depending on experience, education, and needs of the school. Suggested Qualifications
Responsibilities
Qualifications and Certifications – School Nurse Position Summary The nurse will be held accountable by the Head of School in regard to his/her performance and growth. The nurse is entrusted with advancing the mission of the school by clearly recommending a course of action for any students in the building exhibiting signs of illness, injury, or other medical need. We are actively looking for nurses/doctors who are willing to volunteer at the school on a pro-bono basis. This is a common practice with charter schools across the country. Otherwise, we will pay the nurse a competitive salary on a per hour basis. Suggested Qualifications
Responsibilities
STAFF COMPENSATION AND BENEFITS The Head of School and Capitol Collegiate, in consultation with the Board of Directors, will develop a salary band for the school. This salary band will be based on, but not limited to, the salary scale of the Sacramento City Unified School District and best practices in salary schedules among national charter schools. Administrative and staff salaries will be set at the discretion of the Head of School, based on the candidate’s experience and responsibilities. The salary of the Head of School will be set by the Board of Directors, to generally follow the same methods as for all other staff. A comprehensive benefits package (medical, dental, and retirement) will be included as part of each full-time employee’s compensation. STAFF EVALUATION The Board of Capitol Collegiate will conduct an annual performance review of the Head of School/Head of School. The Head of School will be responsible for completing all other staff evaluations, based on an evaluation process that includes multiple measures of performance, including annual formal observations, monthly and/or weekly informal observations, staff self-reflections, and student achievement data. Please see Appendix Q for a proposed evaluation tool. This tool will be used specifically to gauge the effectiveness of staff in meeting the goals and measures outlined by the school’s Accountability Plan.
LEGAL ASSURANCES The health and safety of Capitol Collegiate students and staff is a high priority for the school. We will comply with all health and safety regulations that apply to non-charter public schools, including those required by CAL/OSHA, the California Health and Safety Code, and the Environmental Protection Agency. Capitol Collegiate will operate as a drug-, alcohol-, and tobacco-free workplace. SCHOOL SAFETY PLAN In accordance with risk management best practices, the school will develop a comprehensive safety plan and revise the plan as needed based on an annual review. School staff will be trained each year on safety policies and procedures. The following is a summary of the health, safety, and risk management policies of Capitol Collegiate:
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