Surveillance testing is a non-diagnostic test that detects the presence of COVID-19 in an individual. The benefits of surveillance testing include:

• Allows schools and districts to test, receive test results (within 24 hours), and notify individuals of a clinically significant reading before coming to school. This benefit would allow us to keep asymptomatic COVID-19 carriers who may pass a daily self-certification out of our school buildings, risking the spread of the virus within our buildings.
• Allows schools and districts that are fully remote to determine if surveillance positivity rates are low enough to safely return to an in-person learning model.
• Allows districts to monitor their own, localized data. This allows schools and districts that have low levels of positivity or case activity to continue the in-person learning experience, even if community data rises or surges.

Nasal Testing Option
Staff and students who participate in testing will have the front of both nostrils swabbed for 5 seconds by Viral Solutions staff persons. Viral Solutions staff will then place each swab into a testing card, along with a reagent, and results will be available within minutes. Individuals with positive tests will be notified immediately. Students whose tests are positive for COVID-19 will be assigned to the CARE room until retrieved by parents. Students/staff who receive a negative test will not receive any notification.

While participation in surveillance testing is not required for students, it is required for all staff. The success of this mitigation strategy, and our ability to return and keep students in school, is based on high levels of staff and student participation. We will be implementing staff training, information sessions, and other staff engagement activities as we continue to make surveillance testing available in our schools and buildings and work to keep everyone safe. 

The goal of surveillance testing is to test people without symptoms for COVID-19 to determine if additional public health actions are needed. Participation in surveillance testing will help our school district identify school buildings and district offices where COVID-19 may be present, take protective actions and ensure the continued safety of our students and staff. Surveillance testing for COVID-19 will allow us to quickly identify asymptomatic students and staff and begin the isolation process for these individuals. It will also allow unvaccinated students and staff within close contact to immediately return home, as they will be subject to quarantine by the local health department. 

No. The district is committed to supporting employees through this transition, which is for the benefit of all. At no time will employees’ employment status be in jeopardy due to surveillance testing. However, continued refusal to participate could result in coaching sessions, letters of direction, suspension, or referral for additional action. 

Yes. Fully vaccinated individuals may experience breakthrough cases of COVID-19. Surveillance testing weerkly will allow the district to quickly identify positive cases whether an individual is fully vaccinated or not and take public health measures to promote a healthy and safe environment for all. 

First and foremost, employees will be treated with compassion and have ample opportunity to participate in educational sessions about the benefits of surveillance testing. After this period of education and adjustment, employees who miss three (3) consecutive tests without an approved absence may be subject to the following progressive discipline:

• School/department level counseling, with documentation memorializing the informal counseling and expectations moving forward;
• Office of Employee Relations (OER) counseling, with documentation memorializing the informal counseling and expectations moving forward;
• Letter of Direction (LOD) from Chief Officer or Associate Superintendent; then
  Referral to Superintendent’s Office for further disciplinary action.

*All options include exemptions for employees with approved absences, medical disability, or religious accommodations. 

No. All staff must test at an APS work site. Testing at an APS site supports data tracking and validity. Staff are encouraged to test at their assigned location. However, if the testing day is missed, staff may test at another APS site.

No. Only surveillance antigen tests through Viral Solutions offered by APS are acceptable for the mandatory testing program.

Employee requests for exemption from the surveillance testing requirement will be reviewed to determine if the request falls under the Americans with Disabilities Act (ADA) or Title VII obligations for exemption. A request for exemption due to a personal preference not to undergo surveillance testing is not protected by law but will be able to be discussed. Upon learning of the possible need for a reasonable accommodation, the Office of Employee Relations (OER) will engage in an interactive process in which the employee, his or her health care provider, or similar third-party share information about the nature of the disability or religious belief and the specific limitations on participating in required surveillance testing. The same documentation submitted for exemption from surveillance testing requirements may be used by OER to establish eligibility for an accommodation for the paid incentive program, if authorized by the employee on the exemption request form.

For ADA accommodations, the employee will be asked to provide appropriate documentation from his or her health care provider regarding the nature of any impairment(s), the duration of the need for accommodation, and the extent to which the impairment(s) conflict with the employer's surveillance testing requirement.

Medical Exemption Form

For religious accommodations, the employee will be asked to provide an explanation of his or her sincerely held religious beliefs and, if necessary, appropriate documentation from his or her religious leader, organization, or other third party regarding the religious belief that conflicts with the district's surveillance testing requirement. In all cases, OER will review the information and determine whether and what accommodations can be granted.

Religious Exemption Form

The district acknowledges and values every employee’s opinion and personal beliefs. While some objections may not be related to a legally protected medical or religious accommodation, employees can still discuss their concerns with their supervisor or the Office of Employee Relations so that the district is able to provide education, resources, and support, if needed. 

No. Time spent participating in mandatory surveillance testing is eligible as time worked. Employees should stay clocked into the Kronos system when they participate in testing. If an hourly, non-exempt employee participates in mandatory testing on a day they are not scheduled to work, they should clock in for the test and clock out when finished. 

Yes. Employees who consistently participate in weekly surveillance testing and are fully vaccinated will be eligible to be paid by the district, in lieu of using sick leave, when absent for COVID-19 positivity or quarantine starting October 1, 2021, up to ten (10) days per  occurrence (not retroactively). During the month of September, participation in surveillance testing will be tracked to determine eligibility, and employees will have the opportunity to submit their vaccine cards. Employees will also be able to turn in documentation for medical or religious accommodations to establish eligibility. The district is exploring additional incentives and will announce any updates as they develop. 

No, surveillance testing does not take the place of our current mitigation strategies including maintaining physical distance, practicing good hand hygiene, frequent and regular cleaning, and sanitizing, implementing enhanced air ventilation strategies, and monitoring any health concerns or symptoms. 

At this time, surveillance testing will be required for all staff who access any APS worksite and offered to all students who have selected the in-person learning model. Contractors, business partners, student teachers, and similar adults who consistently work in APS buildings will also be part of the program. 

People who have tested positive for COVID-19 within the past three months and recovered do not need to participate in surveillance testing as long as they do not develop new symptoms. They may resume surveillance testing after three months.

Anyone with a test result of significant clinical finding is presumed positive and will be advised to quarantine and immediately contact their doctor or a state testing center to schedule a PCR test to confirm the results. Students/staff will be excluded from coming to school during the isolation period unless the PCR test provides a negative result. Please consult with your primary physician/pediatrician and they can best instruct you on the next steps. 

If there is a presumptive positive result, the Viral Solutions staff will inform our school health personnel, who will look up contact information and contact the family or staff member. Any nurse documentation related to testing will be maintained within our District with the same level of security and confidentiality as with all student/staff medical information. Only information in aggregate (overall counts by school) may be reported publicly by the district; not individual-level data. 

Student and staff results can be viewed on Viral Solutions' Healthier Schools Program Surveillance Testing Results Portal.