Halifax

Show detailed information about district and contract

DistrictHalifax
Shared Contract District
Org Code1180000
Type of DistrictElementary
Union AffiliationMTA
Most Recent DocumentContract
Expiring Year2014
Expired Status
Superintendency UnionUnion 31 Silver Lake
Regional HS MembersSilver Lake
Vocational HS Members
CountyPlymouth
ESE RegionSoutheast
Urban
Kind of Communitysmall rural communities
Number of Schools1
Enrollment654
Percent Low Income Students11
Grade StartPK or K
Grade End6
download pdf version of this document view accessible version of this document Halifax

CONTRACT

between

HALIFAX SCHOOL COMMITTEE

and

HALIFAX TEACHERS ASSOCIATION

July 1, 2011-June 30, 2014

HALIFAX

ARTICLE I

PREAMBLE

Recognizing that our prime purpose is to provide education of the highest possible quality for the children of Halifax, we, the undersigned parties to this Contract, declare that:

1.         The School Committee of the town of Halifax (hereinafter referred to as the Committee) has general charge of the public schools in the Town of Halifax and is responsible for establishing all policies governing the operation of the Halifax schools in accordance with the laws of Massachusetts.

2.         The Superintendent of Schools of Superintendence Union 31 (hereinafter referred to as the Superintendent) is the Executive Officer of the Committee and is responsible for the administration of the schools within the framework of policy established by the Committee.

3.         The teaching staff of the public schools of Halifax is responsible for providing in the classrooms education of the highest quality. Good morale within the teaching staff is essential to achieve this purpose.

4.         The Halifax Teachers Association (hereinafter referred to as the Association) is responsible for encouraging the competence and conduct of its members, in meeting standards of professional excellence and for promoting good morale within the staff.

5.         In order to cope with increasing changes, newer technologies, and legislative mandates which require greater expertise and more varied approaches to education, everyone involved in the educational process should take advantage of as many avenues as possible to increase his or her knowledge and competence by taking additional courses, participating in workshops, subscribing to professional journals, sharing information with other personnel, etc.

6.         Fulfillment of these respective responsibilities can be facilitated and supported by consultations and free exchange of views and information among the Committee, the Administration, and the teaching staff in the formation and application of policies relating to wages, hours, and other conditions of employment for the teaching staff.

7.         To help give effect to these declarations, the following principles and procedures are hereby adopted.

ARTICLE II

RECOGNITION

For the purposes of collective bargaining with respect to wages, hours, and other conditions of employment, in accordance with the General Laws of Massachusetts, the Committee recognizes

the Association as the exclusive representative of a unit consisting of all full time teachers and nurses in the Halifax School system, including those classroom teachers whose salaries may be funded with federal or state grants, and those teachers who work part-time in Halifax but are employed on a full time basis cooperatively with the Committees of Kingston and/or Plympton. The bargaining unit shall exclude the following employees:

1.         All Directors, Principals and other supervisory or administrative personnel.

2.         All employees of summer and other special school programs regardless of origin.

3.         All part-time employees, except as provided above, employees working on a per hour or per diem basis, teacher aides, substitutes and student teachers.

4.         This agreement is applicable to the nurse only where specifically stated.

ARTICLE III

NONDISCRIMINATION

The Committee and the Association agree to continue their policy of not discriminating against any person on the basis of race, creed, color, national origin, marital status, sex, or age, in accordance with law. Applicable to nurses.

ARTICLE IV

TEACHER EMPLOYMENT

The Committee wishes to employ teachers with a Bachelor's Degree from an accredited four-year college and certified to teach according to Massachusetts State Law. However, the Committee reserves the right to make exceptions to this provision in unusual circumstances.

ARTICLE V

SCHOOL YEAR

The school year is to be considered as running from the last Monday in August through June 30 of the following calendar year and will be no more than one hundred eighty-four (184) days, except for new personnel who may be required to attend additional orientation sessions. The teacher's work year will begin two workdays immediately preceding the student school year. One of these work days shall be used for professional development. The other of these work days will be used for preparing the classroom for the opening of school, as well as meetings with the Superintendent and the Principal as well as the Assistant Principal. Two other professional development days will occur during the course of the school year. The final student school day will be a half-day and the second half of the day will be used for duties associated with the normal closing of school for the summer, as determined by the building principal. Applicable to nurses.

ARTICLE VI

SCHOOL DAY

The school day for teachers shall not be lengthened without prior negotiations with the Association. Teachers shall be required to be present a minimum of thirty (30) minutes before and thirty (30) minutes after the time that the students are required to be in school, except for days before holidays and vacations and days of emergency closings, when only a skeletal force shall be required to remain the usual thirty (30) minutes. Early release days for students are regular workdays for teachers. Teachers shall be able to work on individual work on one (1) early release day preceding the issuance of report cards in June. In no event should the teacher workday exceed seven (7) hours and fifteen (15) minutes except as provided in Article VII. Applicable to nurses.

ARTICLE VII

PROFESSIONAL RESPONSIBILITY

1.         Included in the professional responsibilities of teachers is the necessity of sometimes working beyond the regular workday for purposes of staff meetings, conferences with parents, and giving extra help to students, and teachers in the Halifax will meet their professional responsibilities in these areas. Teachers may be required to attend up to fourteen (14) staff meetings per year to end no later than 4:00 P.M. No more than three (3) such meetings may be held in any one (1) month. In addition, teachers may be required to attend up to four (4) grade level meetings per month to begin no later than 2:50 P.M. and to end no later than 3:30 P.M. Additionally, teachers may be required to attend up to three (3) evening meetings per school year.

2.         There shall be at least one teacher on duty and in attendance during lunch and recess periods. Duties involving lunch and recess periods shall be assigned in an equitable and impartial manner. The number of teachers required and specific duties involved in the supervision of these activities shall be under the direction of the Principal. It is agreed that the implementation of this Section 2 of Article VII shall be consistent with past, practice.

3.         The employer will provide at the teacher's request written verification of participation to any member of the bargaining unit who serves on any committee or who participates in any workshops, conferences, or other type of professional development meetings or activities conducted under the authority of the Halifax School System.   Such verification shall include the nature of the activity the bargaining unit member engaged in, and the amount of time involved in the participation.

ARTICLE VIII

DUTY-FREE TIME

Teachers shall be guaranteed a minimum of thirty (30) minutes duty-free time per day, which is to include a twenty (20) minute lunch period.

For the term of this contract, the provisions of the previous sentence will be suspended under the following conditions:

1.         Teachers shall be guaranteed a twenty (20) minute duty-free lunch period each day, and the teachers agreed to cover for each other to implement this provision.

2.         The School Committee agrees to make an effort within the approved budget to provide the teachers with an additional ten (10) minutes of duty-free time per day.

ARTICLE IX

PREPARATION TIME

All classroom teachers shall have a minimum of four (4) preparation periods per week of at least forty (40) consecutive minutes each when the art, music, physical education teachers, and the librarian are conducting classes in their respective subject areas. If due to the absence of a special subject teacher, the classroom teacher is required to remain with his/her class during a preparation period, the classroom teacher will be compensated at the rate of twenty dollars ($20.00) per period.

All other teachers shall have a minimum of one hundred sixty (160) minutes of preparation time per week with each preparation period being at least twenty-five (25) minutes long.

Said periods shall be considered teacher preparation time except that teachers shall be available for special meetings such as, but not limited to, TEAM evaluations, if such meetings cannot be scheduled at other times. If during more than three of a teacher's preparation periods in a school year the teacher is called to one of these special meetings, the teacher shall be paid twenty dollars ($20.00) for each such meeting beginning with the fourth (4th) meeting.

In the event that a librarian is no longer employed, then classroom teachers will be entitled to three (3) preparation periods per week and all other teachers, one hundred twenty (120) minutes per week.

ARTICLE X

TEACHER AIDES

The Committee and Administration are responsible for the employment and performance of teachers' aides in their school. The Committee agrees to employ aides primarily for, but not limited to, providing relief for the teachers from playground and cafeteria duties.

ARTICLE XI

SALARY ADVANCEMENT

1.         Teachers who perform their duties satisfactorily shall normally receive an annual increment until the maximum salary is reached. Increments may be withheld only because of unsatisfactory service.

2.         Credits will be given for the Bachelor +15 program only if approved graduate credits are obtained from colleges or universities accredited by a regional or national accrediting agency, whether or not working for a Master's Degree. Courses must have prior approval of the Superintendent. Courses which have already been completed that meet the above requirements will be applied to the Bachelor + 15 program.

3.         Teachers shall be eligible to apply approved graduate credits toward lateral movement beyond the Master's level on the Salary Schedule if those credits were earned within two (2) semesters prior to the date of the completion of the requirements for the Master's Degree, and provided, further, that such approved graduate courses do not constitute part of the requirements of the Master's Degree Program.

ARTICLE XII

REIMBURSEMENT FOR COURSES

Teachers in the Halifax School system shall be reimbursed for tuition costs up to $300.00 plus 50% of all tuition costs beyond the limit of $300.00 for two (2) or more credit hour courses earned toward a degree or other approved professional study during one year (to be from September 1 of one calendar year to August 31 of the next calendar year), subject to the following conditions:

1.         All courses must be taken at colleges and universities accredited by a regional or national accrediting agency with the following exception: special courses may be taken at other institutions subject to prior approval by the Superintendent. The following guidelines shall be used for the Superintendent's approval of reimbursement of tuition costs:

a.          A course is taken to meet re-certification requirements;

b.         A course is taken to address professional development plan requirements as per the State;

c.          A course is taken to fulfill teacher goals as approved by the Principal;

d.         A course is taken to fulfill school and district goals;

e.          Other courses as approved by the Superintendent.

2.         The teacher must have the written approval of the Superintendent on a form provided by the School Department prior to the taking of the course.

3.         No reimbursement shall be given for any course(s) receiving a grade of less than B-or the college or university equivalent.

4.         No reimbursement shall be made until an official transcript of the course(s) and grade(s) is received from the institution.

5.         Reimbursement shall be made during the fiscal year in which the course is taken. In order for a member of the bargaining unit to receive reimbursement for an approved course completed by the member during any one year (to be from September 1 of one calendar year to August 31 of the next calendar year), the member must have submitted her/his evidence required by this Article to the School Department by November 1 next following said August 31. In the event that an approved course taken by a member of the bargaining unit begins during a given year as described above, and is not completed until a point during the subsequent year beginning September 1, the member shall be reimbursed provided she/he submits her/his evidence required by this Article within sixty (60) days from the completion of the course. Exceptions to the above time limits shall be granted to a teacher who can document that she/he received her/his grade in a course after the foregoing appropriate time limit expired.

6.         Course reimbursement will not be given for a pass/fail grade if the choice of a letter grade was available to the teacher. In order to receive reimbursement for a pass/fail grade, the teacher must submit written documentation from the college or university that no letter grade was available.

7.         Teachers without professional teacher status and hired after July 1, 2008 may be required to take one (1) course determined by the Administration within the first three (3) years of employment. Reasonable advance notice of the required course will be provided to the teacher to the extent possible.

8.         The teacher is solely responsible for initiating and fulfilling all the provisions of this agreement.

9.         Provided that the teacher is under contract to the Committee, reimbursement shall be made as soon as is practicable after all provisions of this agreement have been fulfilled and reimbursement is approved by the Committee.

10.       The Committee reserves the right to refuse reimbursement if the established procedure is not followed.

11.       Applicable to nurses.

ARTICLE XIII

SICK LEAVE BANK

Each teacher shall contribute one day of sick leave to a sick leave bank. Days in the bank shall be utilized to provide sick leave benefits for teachers and nurses who have exhausted their accumulated sick leave. Teachers may not draw more than 110 days from the sick leave bank in any one school year. The sick leave bank may only be utilized for the employees own illness or injury. The bank shall be administered by a sick leave bank committee composed of three representatives from the Association and three representatives from the School Committee. In ' the event of a tie, the committee will utilize the service of the Division of Labor Relations in order to break the tie. The committee will establish guidelines under which applicants to the bank are entitled to benefits. Any time accumulation of days in the bank drops below thirty (30), each member shall contribute an additional day.

ARTICLE XIV

EVALUATIONS

1.         Teachers will be given a copy of any evaluation report prepared by their superiors and will have the right to discuss such report with their superiors. Evaluations shall be discussed with the teacher as soon as possible after the teacher receives the written evaluation, preferably the same day.

2.         No material derogatory to a teacher's conduct, service, character, or personality will be placed in his/her personnel file unless the teacher has had an opportunity to review the material. The teacher will acknowledge that he/she has had the opportunity to review such material by affixing his/her signature to the copy to be filed with the express understanding that such signature in no way indicates agreement with the contents thereof. The teacher will also have the right to submit a written answer to such material, and his/her answer shall be reviewed by the Superintendent and attached to the file copy.

3.         Any substantiated complaints regarding a teacher made to any member of the administration by any parent, student, or other person will be promptly called to the attention of the teacher.

4.        . Members of the bargaining unit shall be evaluated according to the evaluation procedures and instrument negotiated pursuant to the Education Reform Act of 1993. These procedures and instrument are incorporated as part of this Agreement and identified as Appendix C.

ARTICLE XV

DISCIPLINE

1.         The Halifax Teachers Association recognizes the authority and responsibility of the Principal for disciplining or reprimanding a teacher for delinquency of professional performance or conduct.

2.         No teacher will be disciplined, reprimanded, or deprived of any professional advancement without sufficient reason.

3.         If a teacher is to be disciplined or reprimanded by a member of the administration he/she shall be notified of his/her right to have a representative of the Association and/or counsel present.

4.         Applicable to nurses.

ARTICLE XVI

LIAISON

So as to foster and encourage a sound educational system while at the same time ensuring a harmonious relationship between the parties to this Contract, both parties to this Contract or their representatives may meet to discuss matters of concern to both parties and matters concerning the general education of the children in the public schools of Halifax. These meetings may be at the request of either party and at times agreed upon by both parties. These meetings are to encourage a free exchange of ideas between the parties and to provide an opportunity for discussion of matters not covered by this Contract. The Superintendent or his/her representative may be present at these meetings and may participate in the discussion. By agreement of the parties, persons with particular qualifications and experience in the matters under discussion may participate in the meetings.

ARTICLE XVII

SENIORITY

1.         Introduction

In the event that the School Committee determines to reduce the number of employees in the bargaining unit, the procedure set forth hereinafter shall apply. Said Reduction in Force procedure only applies to teachers with professional teacher status under Massachusetts General Laws Chapter 71, Section 41.

2.         General

No teacher with-professional teacher status shall be dismissed due to Reduction In Force until all teachers without professional teacher status who are teaching in the areas of teachers with professional teacher status have been dismissed. In the event of teacher layoff, there shall be a determination by the Administration of the qualifications and abilities of those teachers and positions involved, and where it is determined that qualifications and abilities are equal, and there is no significant impact on other teaching areas, the seniority list shall apply.

3.        Definitions

Area - All teachers with elementary certification (K-6) will be considered as the same area.

Seniority - Seniority shall be defined as the length of continuous service in the Halifax Elementary School. Seniority shall be computed from the first day of work (not hiring date by the Employer) as a member of the bargaining unit.

In the event of a tie or ties, seniority shall be determined by the drawing of lots by such employees.

Certification - Certification for the purpose of this Agreement shall be official credentials from the Massachusetts State Department of Education, Bureau of Teacher Certification.

Temporary Appointments - Temporary appointments shall be defined as teacher appointments which are not expected to continue longer than one (1) school year. (Examples: positions of teachers on leaves of absence, positions created by temporary pupil needs not expected to continue beyond one (1) school year).

4.         Seniority List

The Superintendent of Schools, at the beginning of each school year, will prepare a certification-seniority listing of all professional personnel represented by the Halifax Teachers Association. The aforementioned Seniority List shall be forwarded to the President of the Association.

5.        Leave of Absence

Leaves of absence approved by the Employer shall not be deemed to interrupt continuous service. Such leaves will not be counted toward seniority. Teachers on leaves of absence shall be eligible for layoff due to Reduction In Force as though they were currently serving on active duty.

6.        Notification

Whenever possible, the decision to lay off staff due to an intended Reduction In Force will be made before the close of school of the preceding school year. Notification to affected staff members will also, whenever possible, be made prior to the close of school.

7.        Recall

Teachers laid off due to Reduction In Force will be placed on the recall list for fifteen (15) calendar months.

Teachers on the recall list will be recalled for filling vacancies in their field of certification in reverse order of their layoff.

Teachers on the recall list will be given serious consideration in filling substitute teaching vacancies in their field of certification and/or experience. Teachers must indicate their desire for substitute work in writing,

Teachers who are laid off may continue, for the periods and on the conditions indicated herein, the group health and life insurance coverage, which is provided to members of the bargaining unit, by paying the full amount of the premium for such insurance to the Town Treasurer in accordance with the Federal COBRA Law. Teachers may continue such insurance coverage during the said period for which they are eligible for recall. In the event any such employee fails to make payment of said premium or refuses any offer of recall during said period, his/her option to continue such insurance coverage shall terminate. This paragraph is subject to approval by the insurance carrier. Any claims or disputes concerning eligibility for, or payment of, benefits under this Article shall be determined in accordance with the applicable insurance policies and contracts, and shall not be subject to the grievance procedure hereunder.

When a vacancy occurs, the appropriate teachers on the recall list will be notified by certified mail at their last recorded address. It shall be the responsibility of personnel on the recall list to inform the office of the Superintendent of Schools, in writing, of changes in address. Failure to accept certified mail shall not be deemed sufficient reason for failing to meet the necessary response date. Failure to respond to the Superintendent of Schools with a letter of acceptance of the offered position within fifteen (15) calendar days of the post-marked date of the Superintendent's letter shall be considered a rejection of such offer, and the teacher shall be dropped from the recall list.

Upon return to employment from the recall list, teachers will have accumulated to their accounts the same number of sick days which they had accumulated at the time of their layoffs. Teachers on layoff during the school year, upon return, will be placed on the next step of the salary schedule if they had served for a minimum of ninety-three (93) days during the year of layoff.

Teachers filling temporary appointments at the time of layoff due to Reduction In Force shall have no recall rights.

ARTICLE XVIII

SEPARATION

Any teacher wishing to leave the employ of the Halifax School system will notify the Superintendent in writing at least thirty (30) days in advance of the final day of employment, giving the date of separation.

Any member of the bargaining unit who wishes to retire or resign from his/her position with the Halifax School System at the end of the school year should serve written notice to the Superintendent of his/her intent on or before February 1 of the Fiscal Year in which s/he intends to retire.

ARTICLE XIX

LEAVES OF ABSENCE - GENERAL PROVISIONS

1.         To be eligible for paid leave, a teacher must report the absence to the Principal as early as practicable, but not later than 7:00 A.M., unless otherwise excused, on the first day of absence from work and on each subsequent day in accordance with procedures established by the Principal.

2.         A teacher who misuses paid leave shall be subject to disciplinary action, including the deprivation of future paid leave. A teacher who misuses paid leave shall have one day's salary deducted from his/her annual salary for each day of unauthorized absence.

3.         Within the limits of this Article, paid leave may be effective for more than one period during the same school year.

4.         In order to qualify for leave during a school year, a teacher must report for, and complete, a full, regularly-scheduled workday in September of each school year. The terms of this paragraph shall not apply to the granting of sick leave to veteran teachers who have accumulated sick leave from prior years.

5.         Medical evidence of fitness to work may be required before an employee returns to work from any health-related leave that exceeds two (2) weeks, or any other leave during which a disability (which would have qualified for sick leave pay if the employee had been on a pay status) occurs. The Employer may also, at its discretion, require an additional medical certificate at its own expense from the employee's doctor or from another doctor of whom the Employer approves.

6.         Applicable to nurses.

ARTICLE XX

BEREAVEMENT LEAVE

Any member of the bargaining unit who has a bereavement in his/her immediate family or of another person living in the member of the bargaining unit's household shall be allowed five (5) school days to complete personal obligations. This time shall not be deducted from sick leave but shall be in addition to any sick leave provisions. For purposes of this section, immediate family is defined to be: spouse, parent(s), brother(s), sister(s), child(ren), parent(s)-in-law, daughter(s)~in-law, son(s)-in-law and grandparent(s).

In addition, a member of the bargaining unit shall be granted two (2) days per year for the funeral of aunts, uncles, nieces or nephews. These two (2) days, if used, will be deducted from the member's accumulated sick leave, but will not be charged against the member's attendance incentive pursuant to Section 7 of Article XXV of this Agreement.

The Employer reserves the right to grant bereavement leave beyond this provision in cases where the bereaved party shows unusual and/or exceptional circumstances.

Applicable to nurses.

ARTICLE XXI

TEMPORARY LEAVES OF ABSENCE

Members of the bargaining unit shall be entitled to the following temporary leaves of absence with pay each school year:

1.         Three (3) days leave of absence with pay each school year for the purpose of conducting necessary and important personal business which cannot be conducted outside of the regular school day. It is understood that absence of the teacher interrupts the educational process and must, therefore, be held to a minimum. It is understood that teachers will make a sincere effort to attend to their personal business during non-working hours and that requests for personal leave will be submitted only when a sincere effort has been made by the teacher to schedule personal business so as not to interfere with their work commitment. Such leave shall not be used to extend a holiday, or a vacation period, and must have the prior permission of the Superintendent. A member of the Bargaining Unit seeking to utilize a day of Personal Leave will obtain a form designed for this purpose from his/her school office. This form will contain a list of categories, as shown below. The teacher will indicate by a check mark which category of "Personal Leave" is applicable to his/her situation. Both the Committee and the Association acknowledge the impossibility of creating a list to cover all eventualities, hence category (E) has been created.

Categories:

A.         Court Obligations

B.         Real Estate Closings

C.         Summons by or to a Government Agency

D.         Adoptions

E.         Equivalent Personal/Family Business which cannot be scheduled during non-working hours.

2.         Up to three days shall be granted with pay if necessitated by religious observances.

3.         Teachers shall be granted time necessary to serve on Jury Duty. Salary paid by the Committee shall be the teacher's daily rate of pay less any money paid by the County for such Jury Duty.

4.         Applicable to nurses.

ARTICLE XXII

PROFESSIONAL LEAVE

1.         Members of the bargaining unit shall be provided at least one (1) day per year with pay to attend conferences, workshops, and curriculum development activities. Members must make application for professional leave at least ten (10) days in advance of the leave. Members who take professional leave shall submit a written report to the Superintendent or his/her designee concerning the conference, workshop, or other activity. The Superintendent of Schools shall, at all times, retain the right to deny any request for professional leave based on the substantive educational merits of the request.

2.         In the event that the Plymouth County Teachers Convention is held, the Association will conduct an election each spring prior to this Convention. This election is to see if the Halifax teachers wish to close school to attend the Convention in the following school year. The Committee will abide by the results of this election in setting the school calendar. The Association will notify the Superintendent, in writing, prior to April 1 of the results of this election for the following school year.

3.         Applicable to nurses.

ARTICLE XXIII

MATERNITY LEAVE

Teachers in the Halifax School system will be granted leave in accordance with the law.

Maternity leave beyond the statutory provisions will be granted to a teacher on professional teacher status, without pay or increment, on the following conditions.

1.         Leave shall not exceed two (2) full school years beyond the portion of the school year during which birth occurred.

2.         The teacher must notify the Superintendent as far in advance as possible prior to her beginning leave date.

3.         The teacher must notify the Superintendent, in writing, on or before April 15 of her intention to return the following school year.

4.         Appropriate medical evidence of fitness may be required to return from maternity leave.

5.         The Superintendent may require that maternity leave begin or end in conjunction with the beginning/ending of a particular marking period to provide for continuity in the educational program.

6.          Sick leave provisions shall not apply to maternity leave.

7.         Special Maternity Leave

Special maternity leave shall be granted to an adopting parent or to a teacher whose spouse gives birth to a child in accordance with the following provisions:

(a)        Leave shall not exceed one (1) full school year beyond the portion of the school year during which the adoption or birth occurred. A teacher who takes a special maternity leave at a time other than at the time of a birth or adoption shall be granted a leave of one (1) school year for the care of his/her child under the age of six.

(b)       The teacher must notify the Superintendent as soon as the pregnancy is determined or when approval for adoption is received.

(c)        The teacher must notify the Superintendent, in writing, on or before April 15 of his/her intention to return the following school year.

(d)        The superintendent may require that this special maternity leave begin or end in conjunction with the beginning/ending of a particular marking period to provide for continuity in the educational program.

(e)        This special maternity leave shall be granted only to teachers with professional teacher status and shall be granted without pay or increment.

(f)        Sick leave provisions shall not apply to special maternity leave.

8.         Applicable to nurses.

ARTICLE XXIV

SABBATICAL LEAVE

1.         The purpose of sabbatical leave is to provide an opportunity for doing graduate study, research, and to generally increase the professional ability of members of the teaching staff.

2.         To be eligible for sabbatical leave, a teacher must have served in Halifax in that capacity for a period of seven (7) full years prior to the granting of said leave. A teacher shall be eligible for sabbatical leave after each seven (7) full years of teaching service in the Halifax School system.

3.         All requests for sabbatical leave must be submitted for approval to the Superintendent on or before April 1 for leave for the following full school year, or during the first semester of the following school year, and on or before October 1 for leave during the second semester of the school year. These requests are subject to Committee approval for the course of study. The Committee shall notify the applicant of its decision to grant or deny the request for sabbatical leave not later than one (1) week after the second regular meeting following receipt of the application. The Committee reserves the right to grant a sabbatical leave to as few as one (1) staff member per semester.

4.         Either one (1) full college semester or one (1) full year of sabbatical leave will be granted at one-half the salary the teacher would ordinarily receive if he/she had remained in the active teaching service of the Halifax School Department during the period of leave.

5.         The teacher's professional teacher status, regular salary increments, and professional status shall not be impaired as a result of the grant of sabbatical leave.

6.         Prior to the granting of sabbatical leave by the Committee, the teacher must enter into a written agreement with the Committee that he/she will return to the service of the public schools of the town of Halifax in a professional capacity for a period equal to twice the length of the sabbatical leave, as provided in State Legislation, Chapter 71, Section 41 A, of the General Laws. The method of salary payment during the sabbatical leave and repayment in cases of default shall be established by the Superintendent prior to the period of leave.

ARTICLE XXV

SICK LEAVE

Teachers absent during the school year because of illness, disability, or quarantine, shall receive full pay for each day of absence subject to the following provisions:

1.         Sick leave shall be granted and taken only as the teacher is prevented from working because of the valid sickness, injury, or quarantine of the teacher or the quarantine of any member of the teacher's family residing in the same household.

2.         In the event it is necessary for a teacher to care for an ill member of his/her immediate family, resident in the same household, the teacher may use up to five (5) days per year of his/her personal sick leave. A member of the bargaining unit may use any of these five (5) days to care for his/her ill parent whether or not the parent lives in the member's home.

3.         Each teacher shall be eligible for fifteen (15) days of sick leave at full pay per full school year, or a pro-rated lesser amount if the teacher works less than a full school year. A teacher employed after the beginning of the school year shall be eligible for paid sick leave according to the number of full calendar months remaining in the school year, providing the teacher reports for and completes a full regularly-scheduled workday.

4.         A teacher who does not complete the school year, who has taken paid sick leave in excess of the authorized number of days (based on one and one-half [1 1/2] days per calendar month worked), shall have deducted from his/her final salary payment an amount of money equal to one (1) day's pay for each day of paid sick leave taken in excess of the authorized amount.

5.         Sick leave shall be allowed to accumulate without limitation.

6.         A doctor's certificate may be required for benefits under the sick leave plan.

7.         Any teacher or nurse with perfect attendance during the school year will receive an incentive bonus equal to one day's pay at l/184th of their annual salary, to be paid as soon as possible the following fiscal year. A teacher or a nurse shall be considered to have perfect attendance if he/she uses no sick leave beyond the two (2) days provided in the event of the death of an aunt or uncle, and no personal business days during the work year provided, however, that if a teacher applies for a personal day in accordance with the provisions of Article XXII of this Contract as a result of being summonsed to court in a case in which said teacher is not a litigant or does not have any legal interest, this personal day shall not be charged against the teacher's perfect attendance.

8.         Applicable to nurses.

ARTICLE XXVI

INSURANCE

1.         Group Health, Accident and Life Insurance Plan

All teachers are eligible to participate in the Town's group insurance program; one-half the cost of which is being paid by the Town of Halifax. Neither the Employer nor Town will operate such benefit program, but the insurance company or companies (which may include Blue Cross and Blue Shield with respect to their programs) will administer the benefits, which shall be subject to such conditions and limitations as are provided by law and in the applicable insurance policies and contracts. Any claims or disputes concerning eligibility for, or payment of, benefits under this Article shall be determined in accordance with the applicable insurance policies and contracts and shall not be subject to the grievance procedure hereunder. It should be noted that the Blue Cross/Blue Shield program requires notification of sickness or injury within twenty-four (24) hours.

2.         Worker's Compensation

The Town's Worker's Compensation Policy covers all school department employees with direct regard to sickness or injury suffered in connection with their employment. The Worker's Compensation Law requires that first notice of sickness or injury be made to the Industrial Accident Board within forty-eight (48) hours after it occurs. Therefore, every employee must report to the Principal as soon as is practicable any and all accidents or sickness that may be employment-connected. Any claims or disputes under the Worker's Compensation Act shall be determined in accordance with the applicable insurance policies and contracts, and shall not be subject to the grievance procedure hereunder.

3.         The employee's share of group health insurance premiums shall be deducted from the employee's pay in accordance with Section 125 of the Internal Revenue Service Code, and in accordance with any other state or federal regulations which may apply.

4.         Applicable to nurses.

ARTICLE XXVII

GRIEVANCE PROCEDURE

The purpose of this Article is to establish a procedure for the settlement of grievances which involve the interpretation and application of a specific provision of this Contract. All such grievances shall be handled as provided in this Article. With respect to matters grievable under the Contract, the parties agree to utilize the grievance procedure as their sole and exclusive recourse. If the Committee, Association, or employees represented by the Association initiate a charge or cause of action before a court or any administrative agency, the grievance under the Contract shall be deemed to be waived.

1.         The objective of both parties is the prompt resolution of all grievances at the lowest possible organizational level. All grievances shall be promptly considered solely and strictly on their merits.

2.         Definitions

(a)        A grievance is a dispute involving the meaning, interpretation, or application of any or all specific provisions of this contract.

(b)        A party in interest is the person or group with the grievance, including nurses, any person who might be required to take action, any person against whom action might be taken, or any witness who might be called during the grievance procedure or in resolving the grievance.

(c)        The Grievance Committee is the committee representing the Association in considering and presenting grievances.

3.         Failure at any step of this procedure to communicate the decision of a grievance within the specified time limit to the aggrieved party shall permit the aggrieved party to proceed to the next step.

4.         Failure at any step of this procedure to appeal the grievance to the next step within the specified time limit shall be considered as acceptance of the decision rendered at that step.

5.         A grievance that affects a group or class of teachers from more than one building supervised by more than one Principal, or that is of a general nature, may be submitted, in writing, by the Association to the Superintendent, and the processing of such grievance shall start on Level Two:

6.         Procedure Level One

(a)        All teachers are encouraged to discuss with the Principal any questions concerning the provisions and/or application of this Contract

(b)        Should any teacher or teachers feel they have a grievance, they should bring it to the Grievance Committee for discussion and clarification.

(c)        Should the teacher or teachers then feel they have a just grievance, the teacher or teachers and, if the aggrieved party wishes and the Association agrees, the Grievance Committee, or its representative, shall present the grievance to the Principal within ten (10) school days of the occurrence on which the grievance is based.

(d)        The Principal will notify the aggrieved party of his/her decision, in writing, within ten (10) school days of the receipt of the grievance. Level Two

(a)        If the grievance has not been disposed of to the satisfaction of the aggrieved employee and the Association at Level One, or if no decision has been reached within ten (10) school days after receipt of the grievance by the Principal, the grievance shall be referred to the Superintendent by either the aggrieved party or the Association within five (5) school days of the final disposition under Level One. The grievance shall be submitted in writing, shall be signed by the aggrieved party and by the Grievance Committee, and shall specify the provision or provisions of this Contract alleged to have been violated.

(b)        Within ten (10) school days after receipt of the written grievance, the Superintendent or his/her designee shall confer with the aggrieved party and the Grievance Committee or its representative. The Superintendent or his/her designee shall render his/her decision, in writing, to the aggrieved party and the Association as soon as possible after this meeting, but no later than ten (10) school days after this meeting.

Level Three

(a)        If the grievance has not been disposed of to the aggrieved party's and the Association's satisfaction at Level Two, or if no decision has been rendered within ten (10) school days after the Level Two meeting, the grievance shall be referred to the Committee by either the aggrieved teacher or teachers or the Association within ten (10) school days after the final disposition under Level Two. The grievance shall be submitted in writing, shall be signed by the aggrieved teacher or teachers and by the Grievance Committee, and shall specify the provision or provisions of this Contract alleged to have been violated.

(b)         At its next regular meeting or at a special meeting called for the purpose of considering the grievance, the Committee shall meet with the aggrieved party and the Grievance Committee or its representative. The Committee will notify both the aggrieved party and the Association of its decision as soon as practicable after this meeting but no later than ten (10) school days after its next regular meeting.

Level Four

(a)       If the grievance has not been disposed of to the aggrieved party's and the Association's satisfaction at Level Three, or if no decision has been rendered within ten (10) school days after the next regular meeting after the Level Three meeting, the Association may refer the grievance to arbitration within ten (10) school days of the final disposition under Level Three. The grievance shall be submitted in writing, shall be signed by the aggrieved party and the Grievance Committee, and shall specify the provision or provisions of this Contract alleged to have been violated. The Committee shall be notified that the Association is referring the grievance to arbitration and shall be provided a copy of the grievance as it is to be submitted to the Arbitrator.

(b)       The Arbitrator shall be selected by agreement between both parties to this Contract. If both parties do not agree upon an Arbitrator, the selection shall be made by the American Arbitration Association in accordance with its rules and regulations.

(c)        The Arbitrator shall have no power or authority to change, modify, alter, add to, or detract from any of the provisions of this Contract.

(d)        The Arbitrator shall hold a hearing on the grievance as soon as it is practicable after his/her selection, giving all parties a full opportunity to be heard.

(e)        The Arbitrator shall endeavor to render his/her decision, in writing, within thirty (30) calendar days after the close of the hearing. This decision shall be binding on both parties.

(f)        The expenses of the arbitration proceedings, including the fees and expenses of the Arbitrator, shall be borne equally by the Committee and the Association. Each party shall bear the cost of preparing and presenting its own case.

7.         Should the Committee feel that any or all provisions of this Contract are being violated by any teacher, group of teachers, or the Association, the Committee shall notify the Grievance Committee of the action in question, the provision or provisions of the Contract alleged to have been violated, and the action the Committee intends to take to correct this alleged violation.

8.         Settlements of grievances hereunder shall be retroactive if the case demands, but in no event shall a settlement be retroactive beyond the date on which the grievance was first presented in writing to the Principal or to the Superintendent if the grievance was submitted to the Superintendent under Item #5.

9.         The Association agrees that neither it nor its members individually or collectively will cause, condone, sanction, or take part in any strike, walkout, work stoppage, or slowdown or withholding of services during the period that this Agreement is in effect The Association agrees that it will use its best efforts to secure immediate return to work if any interruption of work by an employee occurs. Any employee who violates this provision shall be subject to discipline and/or discharge. The only matter subject to the grievance and arbitration procedure is the question of participation in any of the acts prohibited by this section.

10.       Election of Remedies - Any suspension or termination of a teacher may be processed under General Laws, Chapter 71, Section 42 or 42D or under the grievance procedure, but not processed under both.

ARTICLE XXVIII

DEDUCTIONS

1.         Teachers who are members of the Halifax Teachers Association, Massachusetts Teachers Association, National Education Association, or all three Associations may have dues deducted from their salary checks if they so desire. These deductions will be made in accordance with the system in effect in the Silver Lake Regional School District.

2.         Century Bank, Educator's Division payments or Plymouth County Federal Credit Union payments will be deducted from the salary of any teacher who so wishes, providing there is no liability or responsibility on the part of the Town or the Committee in this Agreement.

3.         Applicable to nurses.

ARTICLE XXIX

SALARY PROVISIONS & SCHEDULES

1.         The salary schedule included in this Contract shall be used in determining the teachers'/nurses' salaries.

2.         All teachers covered by this Agreement shall be paid in twenty-one (21) equal installments, with the last payment due on or before June 30, or in twenty-six (26) equal payments, with the last five (5) payments due on or before June 30, provided that the service required by this Agreement, relative to the length of the school year and the number of days teachers are required to be in attendance, has been rendered.

3.         The salary of a teacher commencing service in Halifax shall be determined by the Principal with the approval of the Superintendent, upon the appraisal of training, experience, and other qualifications at the time of appointment.

4.         Advancement from any one step to another shall take place only at the beginning of the school year. Change from one degree level to another shall take place at the beginning of the school year or on January 1, so long as the teacher anticipating such change shall notify the Superintendent, in writing, of the potential change at least sixty (60) days before the effective date of the change.

5.         The Committee reserves the right to exceed any salary step or the maximum salary upon recommendation of the Superintendent in order to foster special skills or for extra services.

6.         One day's salary shall be considered l/184th of the annual salary.

7.         Applicable to nurses.

8.        Salary Schedules - see Appendix A.

ARTICLE XXX

SEVERANCE

The employees covered by this Contract who retire after twenty-five (25) years of service in the Halifax School System shall be compensated for unused, accumulated sick leave in accordance with the following provisions:

1.         If an employee who otherwise qualifies pursuant to the above language wishes to retire, she/he must notify the Superintendent of Schools in writing of her/his intention on or before February 1, of the fiscal year preceding the fiscal year in which the employee intends to retire in order to be eligible to receive any severance benefits pursuant to this Article.

2.         For an employee who otherwise qualifies for a severance benefit and retires pursuant to paragraph 1, his/her compensation shall be paid in a lump sum in the payroll as close to the effective date of retirement as is possible.

3.         The computation of this benefit shall be based upon fifty percent (50%) of the employee's unused, accumulated sick leave, or fifty (50) days, whichever is lower.   Said computation shall be based upon the employee's rate of pay at the time of retirement.

4.         This Article shall be applicable to Nurses.

ARTICLE XXXI

MANAGEMENT RIGHTS

The Halifax School Committee is a public body established under and with the powers provided by the Statutes of the Commonwealth of Massachusetts, and nothing in this Agreement shall be deemed to derogate from or impair any power, right or duty conferred upon the Committee by Statute or any rule or regulation of any agency of the Commonwealth. As to every matter not specifically mentioned or provided for in this Agreement, the Committee retains all the powers, rights, and duties that it has by law, and may exercise the same at its discretion without any such exercise being made a subject of a grievance proceeding.

ARTICLE XXXII

GENERAL

1.        The Committee and the Association will be responsible for the printing and distribution of copies of this Agreement and shall share the costs equally of such printing and distribution.

2.         Members of the bargaining unit who present workshops to the staff shall be paid one hundred dollars ($100.00) for a workshop of up to two (2) hours in length. In addition, said member of the bargaining unit shall receive professional development points (PDP's) for presenting such a workshop to the staff.

3.         An ongoing mentoring program shall be established in the Halifax Elementary School to comply with the Massachusetts Education Reform Law and to provide a means to attract and retain qualified new teachers in Halifax.

4.         A member of the bargaining unit with fifteen or more years of completed service in Halifax is eligible to receive longevity payments in the amount of three thousand dollars ($3000.00) per year for three (3) consecutive years. The member may elect which three years to receive annual optional longevity payments by notifying the Superintendent in writing of his/her desire to receive the longevity payments by January 15 of the school year preceding the school year in which the longevity payments are to commence. Eligible members will be entitled to the entire sum of nine thousand dollars ($9000.00) regardless of the date of severance from employment. Eligibility of a member of the bargaining unit to receive any payment pursuant to Article XXX, Severance, of this Agreement shall cease once a member elects to receive payments under this optional longevity program herein described.

ARTICLE XXXIII

SEVERABILITY

If any provision of this Agreement or any application of the Agreement shall be found to be contrary to law, then such provision or application shall not be deemed valid, except to the extent permitted by law, but all other provisions or applications will continue in full force and effect.

ARTICLE XXXIV

TERMS AND AMENDMENTS

This Agreement shall be effective on July 1, 2011, and shall continue in effect to and including June 30, 2014, and shall thereafter automatically renew itself for successive terms of one (1) year, unless by October 1 prior to the expiration of this Agreement, either the Committee or the Association shall have given the other written notice of its desire to amend or terminate this Agreement. This Agreement may be amended, by agreement of the parties, at any time by an instrument in writing. Any such amendment shall be appended to, and made a part of this Agreement, and shall be effective as of a date agreed to by both parties to the Agreement.

ARTICLE XXXV

RATIFICATION

This Contract is hereby ratified by the Halifax Teachers Association and the Halifax School Committee.

COMMITTEE:                                                              ASSOCIATION:

By                                                                                      By

__________________________________                       ____________________________________

__________________________________                       ____________________________________

__________________________________                       ____________________________________

Date:                                                                                  Date:

__________________________________                       ____________________________________

APPENDIX A

HALIFAX TEACHERS SALARY SCHEDULE            2011-2012 WORK YEAR

STEPS

BACHELORS

B+15

B+30

MASTERS

M+15

M+30

CAGS

1

42,799

43,895

44,902

45,912

47,005

49,032

50,582

2

45,140

46,226

47,242

48,246

49,338

51,364

52,925

3

47,472

48,563

49,576

50,582

51,679

53,701

55,254

4

49,810

50,896

51,906

52,925

54,007

56,033

57,598

5

52,140

53,228

54,247

55,254

56,345

58,367

59,927

6

54,476

55,569

56,580

57,598

58,686

60,706

62,265

7

56,822

57,903

58,916

59,927

61,014

63,042

64,602

8

59,153

60,238

61,250

62,265

63,351

65,380

66,934

9

61,491

62,575

63,588

64,602

65,694

67,716

69,274

10

63,828

64,910

65,921

66,934

68,025

70,050

71,612

11

66,156

67,250

68,260

69,274

70,364

72,382

73,942

12

70,525

71,650

72,688

73,738

74,854

76,942

78,538

S-l

72,641

73,799

74,869

75,950

77,100

79,250

80,894

S-2

72,994

74,158

75,232

76,319

77,474

79,635

81,286

S-3

73,346

74,516

75,596

76,687

77,848

80,020

81,679

S-4

73,699

74,874

75,959

77,056

78,223

80,404

82,072

HALIFAX TEACHERS SALARY SCHEDULE            2012-2013 WORK YEAR

STEPS

BACHELORS

B+15

B+30

MASTERS

M+15

M+30

CAGS

1

43,869

44,992

46,025

47,060

48,180

50,258

51,847

2

46,269

47,382

48,423

49,452

50,571

52,648

54,248

3

48,659

49,777

50,815

51,847

52,971

55,044

56,635

4

51,055

52,168

53,204

54,248

55,357

57,434

59,038

5

53,444

54,559

55,603

56,635

57,754

59,826

61,425

6

55,838

56,958

57,995

59,038

60,153

62,224

63,822

7

58,243

59,351

60,389

61,425

62,539

64,618

66,217

8

60,632

61,744

62,781

63,822

64,935

67,015

68,607

9

63,028

64,139

65,178

66,217

67,336

69,409

71,006

10

65,424

66,533

67,569

68,607

69,726

71,801

73,402

11

67,810

68,931

69,967

71,006

72,123

74,192

75,791

12

72,288

73,441

74,505

75,581

76,725

78,866

80,501

S-1

74,457

75,644

76,741

77,849

79,028

81,231

82,916

S-2

74,819

76,012

77,113

78,227

79,411

81,626

83,318

S-3

75,180

76,379

77,486

78,604

79,794

82,021

83,721

S-4

75,541

76,746

77,858

78,982

80,179

82,414

84,124

HALIFAX TEACHERS SALARY SCHEDULE            2013-2014 WORK YEAR

STEPS

BACHELORS

B+15

B+30

MASTERS

M+15

M+30

CAGS

1

44,966

46,117

47,175

48,236

49,385

51,514

53,143

2

47,425

48,566

49,634

50,688

51,836

53,964

55,604

3

49,875

51,022

52,086

53,143

54,295

56,420

58,051

4

52,332

53,473

54,534

55,604

56,741

58,870

60,514

5

54,780

55,923

56,993

58,051

59,197

61,322

62,961

6

57,234

58,382

59,444

60,514

61,657

63,779

65,417

7

59,699

60,834

61,899

62,961

64,103

66,234

67,872

8

62,148

63,288

64,351

65,417

66,558

68,690

70,323

9

64,604

65,743

66,807

67,872

69,020

71,144

72,781

10

67,059

68,196

69,258

70,323

71,469

73,596

75,237

11

69,505

70,655

71,716

72,781

73,926

76,046

77,685

12

74,095

75,277

76,368

77,471

78,643

80,837

82,514

S-l

76,318

77,535

78,659

79,795

81,003

83,262

84,989

S-2

76,689

77,912

79,041

80,183

81,396

83,667

85,401

S-3

77,059

78,288

79,423

80,569

81,789

84,071

85,814

S-4

77,430

78,664

79,804

80,957

82,183

84,474

86,227

APPENDIX B HALIFAX NURSES SALARY SCHEDULES

STEP

2011-2012

2012-2013

2013-2014

1

34,237

35,093

35,970

2

36,111

37,014

37,939

3

37,977

38,926

39,900

4

39,848

40,844

41,865

5

41,714

42,757

43,826

6

43,580

44,670

45,786

7

45,457

46,593

47,758

8

47,322

48,505

49,718

9

49,194

50,424

51,684

10

51,062

52,339

53,647

11

52,925

54,248

55,604

12

56,420

57,831

59,276

S-l

58,536

59,999

61,499

S-2

58,889

60,361

61,870

S-3

59,241

60,722

62,240

S-4

59,594

61,084

62,611

A nurse shall be reimbursed up to two hundred fifty dollars ($250) per work year for uniform expenses upon request, accompanied by appropriate documentation. Reimbursement money shall be paid on or before June 1 of each work year.

Appendix A and Appendix B

In all of the preceding salary schedules for teachers and nurses which include Steps S1, S2, S3, and S4, members of the bargaining unit shall be eligible to receive the salary listed in those steps in the following manner:

Members of the bargaining unit who have completed twelve (12) years of service in the Halifax Public Schools shall be eligible for Step S1 beginning in their thirteenth (13th) year of service.

Members of the bargaining unit who have completed fifteen (15) years of service in the Halifax Public Schools shall be eligible for Step S2 beginning in their sixteenth (16th) year of service.

Members of the bargaining unit who have completed twenty (20) years of service in the Halifax Public Schools shall be eligible for Step S3 beginning in their twenty-first (21st) year of service.

Members of the bargaining unit who have completed twenty-five (25) years of service in the Halifax Public Schools shall be eligible for Step S4 beginning in their twenty-sixth (26th) year of service.

APPENDIX C

TEACHER PERFORMANCE STANDARDS

FOR THE

HALIFAX SCHOOL DEPARTMENT

A.        STATEMENT OF PHILOSOPHY

This evaluation program was developed with a commitment to providing students with the highest quality instruction possible. An open and honest communication between the evaluator and the teacher should function as a major component in accomplishing this goal. This process must be conducted in a positive, constructive, and supportive manner.

B.         GENERAL OBJECTIVES OF EVALUATION

•    To improve the quality of classroom instruction.

•    To promote the professional growth of staff.

•    To enhance communication between evaluators and teachers.

•    To foster professional satisfaction among the teaching staff.

•    To accumulate data in an objective, accurate manner as a prerequisite for personnel decisions.

•    To verify that district educational goals and curricula are being implemented and achieved.

C.   TEACHER PERFORMANCE STANDARDS

[Principles I - VII from the Commonwealth of Massachusetts Board of Education documents entitled: PRINCIPLES OF EFFECTIVE TEACHING AND EXAMPLES OF DESCRIPTORS]

D.        EVALUATION PROCEDURES

1.         Frequency of Evaluation

Assessment of performance is recognized as the most important strategy to be utilized in promoting and maintaining the highest quality educational experiences and opportunities for our students. Such assessment, in addition to promoting professional growth, shall be based on teacher performance in the classroom, within the school building, and within the profession. As such, the following represents the minimum number of formal evaluations to be performed for the benefit of the school's teaching personnel:

a.        Teachers serving WITHOUT Professional Status

(1)       Year#1 of Employment

In year #1 of employment in the schools, teachers will be formally observed three (3) times. Additionally, a year-end summary evaluation will be completed and presented to the evaluatee for signature by June 1.

(2)       Year #2 and #3 of Employment

In years #2 and #3 of employment in the schools, teachers will be formally observed two (2) times. Additionally, a year-end summary evaluation will be completed and presented to the evaluatee for signature for June 1.

b.         Teachers serving WITH Professional Status

Teachers with Professional Status will be evaluated over a two-year cycle. However, teachers on Professional Teacher Status not performing satisfactorily will be excluded from this requirement. The cycle will include three phases: goal setting (including a conference between the evaluatee and evaluator during the first year of the cycle); formal observation (or mutually agreed upon alternative assessment method) during the second year of the cycle; and a summative evaluation at the end of the two-year cycle. At the elementary level this summative evaluation will be prepared by the building administrator and presented to the evaluatee for signature by June 1. At the secondary level the summative evaluation will be prepared by the coordinator and/or administrator with input from the building administrator and presented to the evaluatee for signature by June 1.

c.         Teachers serving at more than One School Site

Teachers who serve in more than one school site will be assigned an evaluator annually by the Superintendent. Such assignments will be annually communicated by the Superintendent to the teachers so impacted. The evaluator will author the observations/summative evaluations of such personnel in conjunction with other supervisors under whom the teacher serves.

E.   OTHER EVALUATION FACTORS

1.         A pre-observation conference will be held not more than five (5) school days prior to the observation.

2.         A copy of the final observation document will be provided by the evaluator to the evaluatee within five (5) school days of the post-observation conference.

3.         Evaluatees are required to sign formal observations/summative evaluations. Their signature implies that the evaluatee is aware of and has read the observation/summative evaluation. It does not imply consent with the content.

4.         If so desired, evaluatees may attach statements to their formal observations/summative evaluations. Such statements shall be submitted to the evaluator within five (5) school days of receipt of the observation/summative evaluation. These statements may serve to qualify, confirm, or rebut, statements made by the evaluator.

5.         All timelines with respect to the pre-observation conference, the observation period, the post-observation conference, and the return of a signed copy of the evaluation will be adhered to except where there are extenuating circumstances.

6.         Optimally, classroom observations win be made over a full class period, However, observations may be less than a full class period in duration, but not less than thirty (30) minutes, provided that the evaluator was present from the beginning of the class period, unless it is mutually agreed that the evaluator remained for a sufficient time to observe the sequence of the lesson. A teacher will not be observed for more than one class period in a given day unless mutually agreed.

7.         Through mutual agreement, teachers may be evaluated through alternative assessment methods including but not limited to portfolios, journals, goal setting, and multiple class visits.

8.         Plan of Assistance:

Any narrative which indicated that a standard(s) has not been satisfactorily met could become the focus of a Plan of Assistance. The Plan of Assistance shall be written by the evaluator with the input of the evaluatee at the post-observation conference or a subsequent conference held for that purpose. The Plan of Assistance process shall begin upon the completion of this conference.

The Plan of Assistance shall include the following documentation:

a.          State the problem(s)

b.         Provide suggestions/strategies for improvement

c.          Establish timelines whereby the standard shall be met

d.          State possible consequences if the standard is not met

e.          State the criteria to be used in determining if the standard has been met

As the ultimate goal of a Plan of Assistance is improved performance, and with the recognition that improvements are generally made in incremental steps, not more than one (1) Plan of Assistance shall be written per evaluation cycle. Teachers whose evaluations indicate a need for improvement may have additional observations scheduled.

F.         GENERAL

1.         It is the responsibility of the Superintendent of Schools to ensure that both evaluators and teachers have training in the general principles of supervision and evaluation and that evaluators have or have available to them expertise in the subject matter or area to be evaluated. Evaluations will be conducted by any or all of the following:

Superintendent, Assistant Superintendent, Principals, Assistant Principals, Coordinators/Directors, and/or Administrator of Special Education.

2.         The evaluation process shall be free of racial, sexual, religious, and other discrimination as defined by state and federal law.

G.        EVALUATION INSTRUMENTS

The following pages contain the Observation/Evaluation Form and Year-End Summary Evaluation Form.

CLASSROOM OBSERVATION and TEACHER EVALUATION REPORT

Department:________________________

Teacher:___________________________Building:__________________________

Date:____________Period of Day:_____Assignment:_______________________

Course/Level/Grade

Time:            From:____________To:______________

Please refer to the Principles of Effective Teaching

A.        Description/Objectives of Lesson:

__________________________________________________________________________________

__________________________________________________________________________________

B.        Critique of Lesson:

__________________________________________________________________________________

__________________________________________________________________________________

C.        Commendations:

__________________________________________________________________________________

__________________________________________________________________________________

D.        Recommendations:

__________________________________________________________________________________

__________________________________________________________________________________

Evaluator's Signature:_________________________________Date____________

Teacher's Comments:

__________________________________________________________________________________

__________________________________________________________________________________

__________________________________________________________________________________

Teacher's Signature:__________________________________Date____________

SUMMATIVE EVALUATION REPORT FORM

Name:_____________________________________________________________

Evaluation Period:               From:_________________To:___________________

School:__________________________Assignment:_______________________

Evaluators:__________________________________________________________

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