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Please use this form to apply to be a volunteer at Albuquerque Public Schools.
Enter the names of the schools where you want to volunteer:
Please indicate all times that you are available to volunteer. Please note that evening & weekend placements are limited.
Please indicate your area(s) of interest. Please note that not all activities are available at all schools.
To make your experience as a school volunteer a beneficial one for the students and for you, please follow these guidelines while helping in schools.
To become a volunteer in the Albuquerque Public School System, a criminal background history check will be conducted. A prior criminal record may or may not result in your disqualification to volunteer. However, failure to disclose your record will result in an immediate end to your involvement as a volunteer. Therefore, the following questions must be answered truthfully.
As a volunteer, I understand that I may have unsupervised access to students. I agree to pay the $18.00 fee by cashier’s check or money order made payable to the APS Board of Education or by a debit/credit card. I hereby certify that I understand and give consent to the Albuquerque Public Schools to conduct this investigation.
I further understand and agree that this information is confidential, and that APS may not reveal or release any information to anyone other than me that is discovered during the course of this investigation.
Furthermore, I hereby agree to indemnify and hold harmless the Board of Education and the Albuquerque Public Schools and any of its employees against liability, damage, and/or charge as a result of the findings of this investigation.
I voluntarily give the Albuquerque Public Schools the right to conduct a thorough investigation of my past activities and agree to cooperate in such investigations, and release from all liability or responsibility all persons, companies, or corporations supplying such information.
The Albuquerque Public School District provides technology resources to its staff for educational and administrative purposes. The goal in providing these resources is to promote educational excellence in Albuquerque schools by facilitating resource sharing, innovation and communication among out users. This policy governs the use of Internet and Intranet by volunteers.
The use of District technology resources is a privilege granted primarily for the enhancement of job-related functions. Violations of this policy may result in the revocation of this privilege. Depending on the severity of the infraction, volunteers may also face civil litigation and/or criminal prosecution for misuse of this resource.
APS does not attempt to articulate all possible violations of this policy. In general, users are expected to use District computers and computer networks in a responsible, polite and professional manner. Users are not allowed to:
The District reserves the right to review, audit, intercept, access and disclose all matters on APS computers, Internet access, and email systems, as business conditions and/or security considerations warrant, with or without notice, during or after working hours. The use of an APS-provided password by a user does not restrict the District’s right to access electronic communications. While the District does not regularly monitor electronic communications, users using this resource should have no expectation of privacy in their email or on the Internet. Accordingly, users must ensure at all times that their electronic communications are appropriate, lawful, and in compliance with the provisions of this Policy. As a condition of use of these resources, users agree to District review and disclosure of email and Internet records.
Sexual harassment is a form of gender discrimination as defined in Title IX of the Education Amendments of 1972 and the Civil Rights Act of 1964. Sexual harassment is a violation of federal law and district policy. Sexual harassment is unwelcome sexual advances, requests for sexual favors, written or verbal conduct of a sexual nature. If behavior toward another student(s) or employee(s) makes him/her feel intimidated, uncomfortable or if the student/employee feels threatened, it may be considered sexual harassment even if the harasser did not intend for his/her actions to be offensive. Sexual harassment is also illegal under State Human Rights statutes and may be considered a criminal offense under state and local assault and child abuse laws.
DISCRIMINATION/HARASSMENT is considered to have occurred when such conduct:
EXAMPLES of potential sexual harassment (not all inclusive):
RIGHTS and RESPONSIBILITIES
The Drug-Free Workplace Act mandates that all employees in an organization that receives federal funds must be advised of the regulation in the Act. The Albuquerque Public School Board of Education has therefore issued a Policy statement (below) in order to comply with the Workplace Act. APS expects that volunteers adhere to the same regulations.
In accordance with the stipulations of this Workplace Act, we ask you to read the following APS Drug- Free Workplace Policy. You must then initial below the statement, which verifies that you have read and do understand the regulations and responsibilities specified in this policy.
Drug Free Workplace Policy
In accordance with federal law, Albuquerque Public Schools had adopted a Drug Free workplace policy. The unlawful possession, dispensing, distribution, manufacture, sale or use of controlled substances and alcohol in the workplace by an APS employee is prohibited on the school premises or as part of any APS activity. Being under the influence of controlled substances and/or alcohol by an employee is prohibited in the workplace, on the school premises or any part of an APS activity.
Since the District is the recipient of federal funding, as a condition of employment individual, employees are required to notify their respective supervisors within five (5) days if they are convicted of a criminal controlled-drug statute violation occurring in the workplace. Failure by an employee to report such a conviction may be grounds for disciplinary action. Supervisors who become aware of a conviction of any employee for a criminal controlled-drug statute violation occurring in the workplace should immediately notify the Human Resources Department, which is responsible for ensuring institutional compliance with the Drug-Free Workplace Act of 1988.
Violation of this policy will be considered a serious matter and inconsistent with APS employment practices and will result in disciplinary action, which may include termination of employment and referral to law enforcement. The District will implement and maintain drug-free awareness programs to inform employees about the dangers and risks of drug abuse in the workplace, about the District’s drug-free policy, about available District and community counseling and referral services, and about the penalties involved for drug violation convictions.
School transportation contractors will implement drug testing programs for all persons responsible for driving or maintaining school transportation vehicles consistent with the U.S. Department of Transportation guidelines.
New Mexico law requires known or suspected child abuse and/or neglect to be reported.
THE LAW 32A-4-3
A. Every person, including but not limited to a registered nurse, a visiting nurse, a school teacher, or a school teacher who knows or has reasonable suspicion that a child is an abused or a neglected child shall report the matter immediately to:
B. Immunity: Anyone reporting an instance of alleged child neglect or abuse is presumed to be acting in good faith and shall be immune from liability, civil or criminal, that might otherwise be incurred or imposed by the law, unless the person acted in bad faith or with malicious purpose.
C. Failure to report: Any person that is required and fails to report is guilty of a misdemeanor. The charge could become more serious if the failure to report leads to further criminal activity or harm to a child.
HOW TO REPORT
APS Procedural Directive
According to State Regulation 6.50.18 NMAC, volunteers shall not be allowed to begin their service until after their duties are explained to them and they have accepted in writing the following volunteer pledge:
