Faculty & Staff




Joshua Zechman

missing-Student ID-14

Office Administrator 

Tanya Nelson


Administrative Assistant

Stephanie Catalano


Finance Office

Jessica McGath

90019Food Services Coordinator

Barb Russo




Kindergarten - 1

Jenna Hagler



Kindergarten - 2

Laura Ferguson 



First Grade

Sara Bolton 



Second Grade 

 Ana Roldan



Third Grade 

Ashley Maggard


Fourth Grade

 Sarah Maycock



Fifth Grade 

Robyn Sikkema



Gideon Stence 




Ashleigh Hiler 

Art & ASL



Esther Sweeny




Krista Mullaney

CCA Autism Program Director

C Class


Karen Kinsley

C Class Para



Christine Nolley

B Class 



Alex Battle 

B Class Para 



Megan Hunter 

D Class 




Steven Servius

Upper School History




Susan Edgar

Upper School English




Amanda Tudino

Upper School Science/Choir



Zach Sammons 

Upper School Maths



Ransom Maggard

Upper School Bible


Community Christian Academy

Standards of Ethical Conduct for Staff Members

(adapted from the Code of Ethics of the Education Profession in Florida and in accordance with Community Christian Academy's Non-Discrimination Clause) Rev. 7/2017                                  


  1. Community Christian Academy 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 in a truly Christian environment.


  1. Community Christian Academy's primary concern will always be for the student and for the development of the student's potential, both from an educational perspective and a spiritual perspective. Community Christian Academy will therefore strive for professional and spiritual growth and will seek to exercise the best professional judgment and integrity while maintaining a proper Christian testimony.  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, Community Christian academy therefore strives to achieve and sustain the highest degree of ethical conduct.


  1. Concern for the student requires that our instructional personnel:


              a).  Shall make reasonable effort to protect the student conditions harmful to learning and/or to the student's mental and/or physical health and/or safety.

                    b).  Shall not unreasonably restrain a student from independent action in pursuit of learning.

              c).  Shall not unreasonably deny a student access to diverse points of view.

              d).  Shall not intentionally suppress or distort subject matter relevant to a student's academic program

  1. e) Shall not intentionally expose a student to unnecessary embarrassment or                                 

              f).  Shall not intentionally violate or deny a student's legal rights.

              g).  Shall not harass or discriminate against any student on the basis of race, color, religion, sex, age, national or ethnic origin, political beliefs, handicapping condition, or social and family background and shall make reasonable effort to assure that each student is protected from harassment or discrimination.

              h).  Shall not exploit a relationship with a student for personal gain or advantage.

              i).   Shall keep in confidence personally identifiable information obtained in the course of professional service, unless disclosure serves professional purposes or is required by law.


  1. Aware of the importance of maintaining the respect and confidence of colleagues, of students, of parents, and of the community, employees of our school must display the highest degree of ethical conduct.  This commitment requires that our employees:


              a).   Shall maintain honesty in all professional dealings.

              b).  Shall not on the basis of race, color, religion, sex, age, national or ethnic origin, political beliefs, handicapping condition if otherwise qualified, or social and family background deny to a colleague professional benefits or advantages or participation in any professional organization.

              c).  Shall not interfere with a colleague's exercise of political or civil rights and responsibilities.

              d).  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.

              e).  Shall not make malicious or intentionally false statements about a colleague.


          Training Requirement

          All instructional personnel and administrators are required as a condition of   employment to complete training on these standards of ethical conduct:

          Reporting Misconduct by Instructional Personnel and Administrators

          All employees and administrators have an obligation to report misconduct by         instructional personnel and school administrators which affects the health, safety, or welfare of a student.  Examples of misconduct include obscene language,           drug and alcohol use, disparaging comments, prejudice or bigotry, sexual     innuendo, cheating or testing violations, physical aggression, and accepting or    offering favors.

          Reports of misconduct of employees should be made to Ms. Norma Hammond,

          Administrative Director of Community Christian Academy at either or both 772-288-7227 ext. 2304 office/ 772-200-5458 school cell; or email: nhammond@ccacougars.net.

          Reports of misconduct committed by administrators should be made to   Pastor/Teaching Elder Phillip Smith of Community Baptist Church at 772-288-   0777 ext. 2103 office or 772-924-8535 cell. Email:  psmithcbcministry@gmail.com.


          Legally sufficient allegations of misconduct by Florida certified educators will be   reported to the Office of Professional Practices Services.  Policies  and procedures for reporting misconduct by instructional personnel or school administrators which affects the health, safety, or welfare of a student may be           found in the Community Christian Academy Central Office above the timeclock,   in the Community Christian Academy Employee Handbook and on our  website at www.ccacougars.net under Faculty and Staff.         


          Reporting Child Abuse, Abandonment, or Neglect

          All employees and agents have an affirmative duty to report all actual or   suspected cases of child abuse, abandonment, or neglect.  Call 1-800-96- ABUSE or report online at: http://www.dcf.state.fl.us/abuse/report/.

 Signs of Physical Abuse:  The child may have unexplained bruises, welts, cuts, or other injuries; broken bones; o buns.  A child experiencing physical abuse may seem withdrawn or depressed, seem afraid to go home or may run away, shy away from physical contact, be aggressive, or wear inappropriate clothing to hide       injuries.

          Signs of Sexual Abuse:  The child may have torn, stained or bloody underwear,  trouble walking or sitting, pain or itching in genital area, or a sexually transmitted disease.  A child experiencing sexual abuse may have unusual knowledge of sex    or act seductively, fear a particular person, seem withdrawn or depressed, gain or lose weight suddenly, shy away from physical contact, or run away from home.

          Signs of Neglect:  The child may have unattended medical needs, little or no supervision at home, poor hygiene, or appear underweight.  A child experiencing neglect may be frequently tired or hungry, steal food, or appear overly needs for adult attention.

          Patterns of Abuse:  Serious abuse usually involves a combination of factors.       While a single sign may not be significant, a pattern of physical or behavioral   signs is a serious indicator and should be reported.


          Liability Protections

          Immunity From Liability:

          F.S. 39.203: (1)(a)  Any person, official, or institution participating in good faith in          any act authorized or required by law, or reporting in good faith any instance of           child abuse, abandonment or neglect to the department or any law enforcement     agency, shall be immune from any civil or criminal liability which might otherwise    result by reason of such action.

          (b)  Except as provided in this chapter, nothing contained in this section shall be deemed to grant immunity, civil or criminal, to any person suspected of having      abused, abandoned, or neglected a child, or committed any illegal act upon or   against a child.

          (2)(a)  No resident or employee of a facility serving children may be subjected to        reprisal or discharge because of his or her actions in reporting abuse, abandonment, or neglect pursuant to the requirements of this section.

          (b)  Any person making a report under this section shall have a civil cause of          action for appropriate compensatory and punitive damages against any person        who causes detrimental changes in the employment status of reporting party by reason of his or her making such report.  Any detrimental change made in the   residency or employment status of such person, including, but not limited to,           discharge, termination, demotion, transfer, or reduction in pay or benefits or work   privileges, or negative evaluations within a prescribed period of transfer, or reduction in pay or benefits or work privileges, or negative evaluations within a           prescribed period of time shall establish a rebuttable presumption that such       action was retaliatory.


          Employer Immunity From Liability:

          F.S. 768.095:  An employer who discloses information about a former or current   employee to a prospective employer of the former or current employee upon request of the prospective employer or of the former or current employee is           immune from civil liability for such disclosure or its consequences unless it is shown by clear and convincing evidence that the information disclosed by the former or current employer was knowingly false or violated any civil right of the former or current employee protected under F.S. Chapter 760 (F.S. 768.095).