Hanover

Show detailed information about district and contract

DistrictHanover
Shared Contract District
Org Code1220000
Type of DistrictMunicipal K12
Union AffiliationMTA
Most Recent DocumentContract
Expiring Year2012
Expired Status
Superintendency Union
Regional HS Members
Vocational HS MembersSouth Shore RVTSD
CountyPlymouth
ESE RegionSoutheast
Urban
Kind of Communityresidential suburbs
Number of Schools5
Enrollment2698
Percent Low Income Students4
Grade StartPK or K
Grade End12
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COLLECTIVE BARGAINING AGREEMENT

 

 

between the

 

 

HANOVER TEACHERS ASSOCIATION

 

 

and the

 

 

HANOVER SCHOOL COMMITTEE

 

 

 

 

 

 

 

 

 

 

 

 

 

 

EFFECTIVE

 

JULY 1, 2009

 

THROUGH

 

JUNE 30, 2012

 

 

 

 


 

 

 

 

 

 

 

HANOVER TEACHER ASSOCIATION

Kathy Condon

Tony DeFranzo

Janis Flynn

Donna Fratus

Heather Healy

Tom Hogan

John Hopkins

Anna Hughes

Andrea Hurley

Mary Ann Johnson

Patty Losordo

Nancy Moore

Alison Palmucci

Rebecca Paul

Pat Peters

Matthew Plummer

Colleen Russell

Maureen Shea, RN

David Sullivan

Diane Turner

Ronald Turocy

Peggy Westfield

Donna Wilson

Joan Woodward

 

 

 

 

HANOVER SCHOOL COMMITTEE

Suzanne Brady, Chairperson

Michael Cianciola

Dr. Stephanie Gertz

Les Hayward

Brian Shaw

 

 

 

 

TABLE OF CONTENTS

 

                                                                                                                                Page

 

Article I           Recognition                                                                                      1

 

Article II          Dues Deductions                                                                             1

 

Article III         Responsibilities of Committee,                                                     2

                        Superintendent and Principals

 

Article IV        Grievance Procedure                                                                      3

 

Article V         Salaries                                                                                             4

 

Article VI        Hours and Teaching Load                                                             4

 

Article VII       Work Year                                                                                         6

 

Article VIII      Working Conditions                                                                                    6

 

Article IX        Class Size                                                                                         7

 

Article X         Vacancies and Promotions                                                                       7

 

Article XI        Evaluation of Professional Employees                                       8

 

Article XII       Assignment                                                                                      9

 

Article XIII      Use of School Facilities                                                                  10

 

Article XIV     Protection                                                                                          10

 

Article XV      Insurance and Annuity Plan                                                         10

 

Article XVI     Leave Policy                                                                                     11

 

Article XVII    Sabbatical Leaves                                                                           18

 

Article XVIII   Transfers                                                                                          19

 

Article XIX     Team Leaders, Directors, Supervisors, and Mentors                20

                       

Article XX      General                                                                                              21

 

Article XXI     Discrimination                                                                                  22

 

Article XXII    Personal Injury Benefits                                                                 23

 

Article XXIII   Reduction in Force                                                                          23

 

Article XXIV   Seniority                                                                                            25

 

Article XXV    Americans with Disabilities Act                                                     25

 

Article XXVI   Retirement                                                                                        25

 

Article XXVII  Effect of Agreement                                                                                    25

 

Article XXVIII Duration                                                                                            26

 

                        Appendix A - Teacher Salary Schedule                                      27

 

                        Appendix B - Extracurricular Activities                                         31

 

                        Appendix C - Nurse Salary Schedule                                          36

 

                        Appendix D - Evaluation Instrument and Procedure                37

 

                        Appendix E - Sick Leave Bank – Nonparticipation Form         48

 

Mentors                                                                                                                      49

 

 

 


 

 

AGREEMENT

 

Pursuant to the provisions of Chapter 150E of the General Laws of Massachusetts, this Agreement is effective the 1st day of July, 2009 by the School Committee of the Town of Hanover, Massachusetts, herein referred to as the "Committee", and the Hanover Teachers Association, the Massachusetts Teachers Association, and the National Education Association, herein referred to as the "Association".

 

ARTICLE I – RECOGNITION

 

For the purposes of collective bargaining with respect to wages, hours, standards of productivity and performance and other conditions of employment, the negotiation of collective bargaining agreements, and any questions arising thereunder, the Committee recognizes the Association as the exclusive bargaining agent and representative of those members of the professional staff of the Hanover Schools.  Professional employees include all teachers, partnership teachers, and nurses, and exclude the Superintendent, the Assistant Superintendent, and all Administrators, substitute teachers, aides, and all others.

 

ARTICLE II - DUES DEDUCTIONS

 

(a)       The Committee agrees to deduct from the salaries of persons covered by this Agreement such dues for the Hanover Teachers Association as such persons authorize the Committee to deduct.  The dues shall be deducted in equal amounts monthly from October through June.  The authorization will be in writing in a form approved by the Committee.

 

            Any professional employee who is not a member of the bargaining unit on June 30, 2009, shall be subject to an agency service fee unless said professional employee is or becomes a member of the Association.  Employees may pay the agency service fee annually or by dues deduction to the Association.  The Association agrees to set the amount of the agency service fee and to administer procedures relating to the fees in accordance with all applicable laws and regulations.  The Committee shall not be obligated to take any action in regard to the employment of employees delinquent in the payment of such fees.  Bargaining unit members who fail to pay the agency service fee shall not be subject to dismissal or suspension, but the Association may pursue payment through whatever legal means it deems appropriate.

 

(b)       The Association, through the M.T.A., in accordance with applicable state law, shall indemnify and save the Committee and the Town of Hanover harmless against any claim, demand, suit or other form of liability that may arise out of any action taken or not taken by the Committee for the purpose of complying with this Article.

 

(c)        The Hanover Teachers Association shall provide the Town Treasurer a copy of the bond, which is in conformance with G.L. Chapter 180, Section 17C.

 

ARTICLE III

RESPONSIBILITIES of COMMITTEE,

SUPERINTENDENT and PRINCIPALS

 

(a)       The Committee is a public body established under the statutes of Massachusetts and has final responsibility for establishing the educational policies and goals of the public schools of Hanover. The Superintendent has the responsibility for the management of said schools and the principals have responsibility for the management and administration of their schools.

 

(b)       Nothing contained in this Agreement shall be deemed to derogate from the powers and responsibilities of the Committee, the Superintendent, or the Principals under the statutes of Massachusetts or the rules and regulations of agencies of Massachusetts. As to every matter not covered by this Agreement, the Committee, the Superintendent, and the Principals retain the powers, rights and duties that they have by law and may exercise the same without any such exercise being made the subject of a grievance or arbitration proceeding.

 

(c)        The powers and responsibilities of the Committee, the Superintendent, and the Principals, to the extent that G.L. Chapter 71, Section 59B so provides, include, but are not limited to, the hiring, termination, discipline, assignment, transfer and promotion of school personnel; the granting of professional status to teachers; the determination of the length of the school year and the school day; the determination of the curriculum; the adoption of a professional development plan; the determination of eligibility for salary increase; the evaluation of teachers and nurses; the selection of text books and other teaching aids and all other matters properly part of the educational policies and goals and the management of the Hanover Schools; all as limited by any of the articles of this Agreement.

 

(d)       The Committee, the Superintendent, and the Principals have the sole and exclusive right and responsibility to promulgate reasonable rules and regulations concerning persons covered by this Agreement.

 


ARTICLE IV - GRIEVANCE PROCEDURE

 

(a)       A grievance is a written claim by the Committee, Association, or an individual involving an allegation that the contract has been violated or involving a question concerning the interpretation of the contract providing, however, that any matters filed before the Massachusetts Commission Against Discrimination, the Equal Employment Opportunity Commission, or the State or Federal Courts shall not be subject to this grievance procedure nor be construed as grievable.

 

(b)       In the event a grievance is filed by the Association, the following procedure shall apply:

 

    1.     The grievance must be filed within fifteen (15) calendar days after the occurrence of the event which gave rise to the grievance.

 

    2.     The grievance shall be discussed by the aggrieved person and the immediate supervisor who shall answer the grievance within fifteen (15) calendar days of the receipt of the grievance.

 

    3.     Should the grievance remain unresolved, it may be referred to the Superintendent within seven (7) calendar days of the receipt of the answer as provided in 2 above. The Superintendent shall answer the grievance within fifteen (15) calendar days of receipt of the referral.

 

    4.     Should the grievance remain unresolved, it may be referred to the Committee within seven (7) calendar days of the receipt of the answer as provided in 3 above. The Committee shall answer the grievance within twenty-eight (28) calendar days of receipt of the referral. 

 

    5.     Within twenty-eight (28) calendar days after the answer of the Committee either party may request arbitration under the Voluntary Expedited Municipal Labor Arbitration Rules of the American Arbitration Association.

 

(c)        In the event a grievance is filed by the Committee, the following procedure shall apply.

 

    1.     The grievance must be filed within twenty-one (21) calendar days after the occurrence of the event which gave rise to the grievance.

 

    2.     The grievance shall be discussed by the Superintendent or a representative of the Committee and the President of the Association who shall answer the grievance within fourteen (14) calendar days of the receipt of the grievance.

 

   3.      Within twenty-one (21) calendar days after the answer of the Association either party may request arbitration under the Voluntary Expedited Municipal Labor Arbitration of the American Arbitration Association.

 

(d)       Any professional employee covered by this Agreement may be

represented at all stages of the grievance procedure by a member of the following: Hanover Teachers Association, Massachusetts Teachers Association, or National Education Association. In no case may the person be represented by a representative or an officer of any teachers association other than those mentioned previously. When a professional employee is not represented by the Association, the Association shall have the right to be present and to state its views at all stages of the grievance procedure.

 

(e)       The number of days indicated at each level should be considered as maximum and every effort should be made to expedite the process. The time limits specified may, however, be extended by mutual agreement. In the event a grievance is filed after June 1, time limits will be waived until September 1 and a copy of the grievance will be filed with the Superintendent.

 

(f)        All documents, communications, and records dealing with the processing of a grievance will be filed separately from the personnel files of the participant.

 

(g)       The arbitrator selected under this Article shall have no power to modify, amend, add to, subtract from, or alter this Agreement.

 

ARTICLE V – SALARIES

 

The salaries of all persons covered by this Agreement together with related conditions are set forth in Appendices A, B & C which are attached hereto and made a part hereof.

 

ARTICLE VI - HOURS and TEACHING LOAD

 

(a)       The professional employees’ workday will normally be seven (7) hours and twenty (20) minutes.

 

(b)       The workday of professional employees includes thirty (30) minutes before the students' starting times and ends thirty (30) minutes after the students' dismissal times with the exception of the staff at the high school, whose workday includes ten (10) minutes before the students’ starting times and thirty (30) minutes after the students’ dismissal times.  Starting and dismissal times are subject to modification by the Committee, provided, however, that no such modification will increase the length of the professional employees’ workday, and provided further that if the Committee intends to make major changes in starting and dismissal times which will affect a substantial number of professional employees for a substantial period of time, the Committee shall give the Association notice of such intent and provide also for the discussion and negotiation of such changes prior to  implementation; otherwise, the Committee or the Administration has the unilateral right to effect changes in the starting time of the school day.

 

(c)        Professional employees other than classroom teachers will work at their assigned tasks for at least, the length of the regular teachers' workday.  It is recognized, however, that the proper performance of their duties may, on occasion, require these persons to work longer than the normal working day.  If a guidance counselor or nurse and the Superintendent mutually agree that the guidance counselor or nurse will work before and/or after the regular school year or school day, then in such case the guidance counselor or nurse will receive pay for the time worked.

 

(d)       1. Professional employees may be required to remain after the end of the regular workday without additional compensation to attend an average of two (2) meetings per month, as needed.

 

            2. Professional employees may be required to attend up to and including four (4) parent conference evening meetings each year. Attendance at all other evening meetings will be optional.

 

(e)       Lunch period shall be at least twenty-five (25) minutes. All teachers will have a minimum of five (5) preparation periods per week. The total amount of preparation time will not be less than the two hundred and twenty-five (225) minutes. No planning period shall be less than thirty (30) minutes in length. If an occasion occurs where this is not possible, both the Association and Administration will confer on a resolution.

 

(f)        1. Academic subject area senior high school teachers will normally not be assigned more than six (6) periods per day consisting of at least one (1) supervisory period and not more than five (5) teaching periods.

 

            2. High school teachers will not be assigned more than three (3) different class preparations per day, unless mutually agreed upon by teacher and administrator.

 

(g)       Professional employee participation in extracurricular activities will be strictly voluntary and professional employees will be compensated for all such participation in accordance with the provisions of this Agreement. No new extracurricular position will be initiated by the Committee without the written agreement of the Association concerning wages, hours, and working conditions and placement in Appendix B.

 

ARTICLE VII - WORK YEAR

 

The work year of professional employees (other than personnel who may be required to attend additional orientation session as determined by the Superintendent) will begin no earlier than the Tuesday after Labor Day unless Labor Day falls on the fifth of September or later. In such event school will begin on September first and terminate no later than June 30, but will in no event be longer than three (3) days more than the number of days when pupils are required to be in attendance. Pupils shall be in attendance no more than one hundred eighty (180) days.

 

ARTICLE VIII – WORKING CONDITIONS

 

(a)       The Committee and the Association acknowledge that a teacher's primary responsibility is to teach and that his/her energies should, to the extent possible, be utilized to this end. Therefore, they agree as follows:

 

    1.     Teachers will have a duty-free lunch period. Each teacher will also receive free periods for class preparation, according to the provisions of Article VI(e).

 

    2.     The Committee will make every effort to equalize extra duty assignments for teachers whether assigned to one (1) or more than one (1) building.

 

    3.     Health services, such as administering eye and ear examinations and weighing and measuring pupils, will not be the responsibility of teachers.

 

    4.     Teachers are not required to collect money from students for noneducational purposes. Teachers may be required to collect and transmit money to be used for educational purposes.

 

    5.     Teachers will not be required to drive pupils to activities which take place away from the school building.

 

 

(b)       Nurses will have a duty-free lunch period.

 

(c)        The committee will maintain liability insurance, School Board Legal

Liability Policy, including coverage for employees for the duration of this contract.

 


ARTICLE IX - CLASS SIZE

 

The Committee and Association agree that a desirable maximum class size for K-2 is twenty (20) pupils and that a desirable maximum class size for the remaining grades is twenty-five (25) pupils, and to the extent possible, such class size will be maintained. The designation of the number of pupils per class is

not to be construed as a limitation on the Committee as to any given number of pupils per class. The administration will make reasonable efforts to equalize the number of students assigned to high school English teachers, consistent, however, with curriculum needs.

 

ARTICLE X - VACANCIES and PROMOTIONS

 

(a)       Whenever a new position in the bargaining unit or a position calling for a higher rate of pay becomes available during the school year (September to June), it will be adequately publicized by the Superintendent through placement in a binder located in each school and posting on the Hanover Schools website.  A new position does not include the temporary vacancy of a teaching position, which can be filled by a substitute or other teacher.  During the months of July and August, written notice of any such new position will be given to the Association whose responsibility it will be to notify the members of the bargaining unit.  In addition, such position will be posted on the Hanover Schools website.  The teacher must then file a request with the Superintendent in writing in order to be considered.  In both situations, the qualifications for the position, its duties, and the rate of compensation will be clearly set forth.  All bargaining unit applicants not receiving the promotion or transfer will be notified in writing within a week after Committee action.

 

(b)       All qualified teachers will be given opportunity to make written application for such positions and the Committee agrees to give due weight to the professional background and attainments of all applicants. If a vacancy occurs on or before June 30, the Committee agrees to fill the position no later than the beginning of the following school year. If a vacancy occurs after June 30, the position will be filled no later than the beginning of the school year following the next school year.

 

(c)        Vacancies in nurse positions will be adequately publicized by the

Superintendent. All qualified nurses will be given opportunity to make written application for such positions and the Committee agrees to give due weight to the professional background and attainment of all applicants.

 


ARTICLE XI

EVALUATION of PROFESSIONAL EMPLOYEES

 

(a)       All monitoring or observation of the work performance of a professional employee will be conducted openly and with the full knowledge of the professional employee. Professional employees will be given a copy of any evaluation report prepared by their supervisors and will have the right to discuss such report with their supervisors.

 

(b)       1. Professional employees will have the right, upon request, to review the contents of their personnel file. A professional employee will be entitled to have a representative of the Association accompany him/her during such review.

 

            2. No material derogatory to a professional employees’ conduct, service, character or personality will be placed in his/her personnel file unless the professional employee has had an opportunity to review the material. The professional employee will acknowledge that he/she has had an 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 professional employee 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.

           

(c)        Any serious written complaint in the judgment of the Administration regarding a professional employee that will result in action against the professional employee made to any member of the Administration by any parent, student, or other person will be promptly called to the attention of the professional employee.

 

(d)       1.The Association recognizes the authority and responsibility of the Committee, the Superintendent, or other administrator for disciplining or reprimanding a professional employee for delinquency of professional performance. In any disciplinary procedure a professional employee is entitled to have a representative of the Association present upon request.

 

            2. No professional employee will be disciplined, reprimanded, reduced in rank or compensation or deprived of any professional advantage without just cause.

 

            3. The Committee may at its discretion retain or terminate the services of a teacher or nurse to whom no one of the sections of Chapter 71 of the General Laws applies.

 

(e)       Performance standards shall be established as required by Chapter 71, Section 38 and shall also be established for nurses to the extent required by Chapter 71, Section 38.

 

(f)        The Association agrees to accept the evaluation instrument and procedure as jointly developed by the administration and a team of teachers and adopted by the Hanover School Committee as set forth in Appendix D.

 

The Association and the Committee agree to establish a study committee to develop and recommend a new evaluation instrument and procedure.  The study committee shall be composed of up to ten (10) members designated by the Committee and up to ten (10) members designated by the Association.

 

If the parties do not agree upon a new evaluation instrument and procedure, the instrument and procedure as set forth in Appendix D shall remain in full force and effect.

 

ARTICLE XII - ASSIGNMENT

 

Teachers will be notified in writing of their programs for the coming school year, including the schools to which they will be assigned, the grades and/or subjects that they will teach, and any special or unusual classes that they will have not later than the end of the school year subject to the principals involved making said assignments.

 

In order to assure that pupils are taught by teachers working within their areas of competence, teachers will normally not be assigned (except temporarily and in the best interest of the pupils) outside the scope of their teaching certificates and/or their major or minor fields of study.

 

In making changes in grade assignment in the elementary schools and in subject assignment in the secondary schools, the convenience and wishes of the individual teacher will be given consideration.  In arranging schedules for teachers who are assigned to more than one school, an effort will be made to limit the amount of inter-school travel. Such teachers will be notified of any changes in their schedule as soon as practicable. Teachers who are assigned to more than one school in any one school day will receive the town mileage rate for all inter-school driving done by them, and the method of payment will be determined by the Committee.

 

To the extent practicable, nurses will be notified in writing of the School(s) to which they will be assigned for the coming school year. Nurses assigned to more than one school will receive the town mileage rate for inter-school driving.

 


ARTICLE XIII - USE OF SCHOOL FACILITIES

 

(a)       The Association will have the right to use school buildings without cost at reasonable times for meetings provided reasonable notice is given to the principal of the building in question and provided further that if the building has been previously reserved for use by another group, the Association

shall not be entitled to use such building.

 

(b)       The Association will have the right to distribute material in

professional employees’ mailboxes.

 

ARTICLE XIV – PROTECTION

 

(a)       Professional employees will immediately report in writing all cases of assault suffered by them in connection with their employment to their Superintendent and Principal.

 

(b)       This report will be forwarded to the Committee which will comply with any reasonable request from the professional employee for information in its possession relating to the incident or the persons involved, and will act in appropriate ways as liaison between the professional employee, the police and courts.

 

ARTICLE XV - INSURANCE AND ANNUITY PLAN

 

The Committee will pay the same percentage for school employees as is paid for other town workers for the following types of insurance coverage.

 

(a)       The $2,000 group term life insurance policy offered by the Town of Hanover.

 

(b)       Individual or family coverage for Blue Cross and Blue Shield or other health programs of equal or better coverage for the group policy taken by the Town of Hanover.

 

(c)        Professional employees will be eligible to participate in a tax sheltered annuity plan as established under the law.

 

(d)       Professional employees will be eligible to purchase additional life insurance, as established under the law, with the premium being deducted from their salary.

 

(e)       Upon written authorization by the professional employee, the Town Treasurer will electronically deposit the employee’s paycheck or a portion thereof at one or more financial institutions of the employee’s choice.

 

ARTICLE XVI - LEAVE POLICY

 

(a)  Sick Leave

 

Any regular full-time professional employee shall receive full sick leave pay for absence due to illness or any other disability; any quarantine regulation of the Board of Health; in accordance with the following provisions:

 

    1.     Only service in the Hanover Schools may be credited for sick leave benefits.

 

    2.     Each professional employee is eligible for fifteen (15) days sick leave annually, five of which accrue as of the first day of September and the balance to be earned at the rate of one day per month beginning in September and continuing through June.  Notwithstanding the above, a professional employee may access all 15 days of sick leave at the beginning of the school year, with the understanding that in the event the individual’s employment ceases (for whatever reason) prior to earning days used, the employee’s final paycheck will be reduced accordingly.  A professional employee shall also, in addition to all other provisions of this section, be allowed full pay while absent on account of death of a relative*, or for religious holidays, not to exceed five (5) days in any school year, this provision is to be non-cumulative.

 

*A relative is defined as a father, mother, brother, sister, wife, husband, child, grandparents, a domestic partner or near relatives residing within the household, or immediate in-laws. 

 

    3.     The unused sick leave days earned in the preceding years will accumulate and be added to the current year’s allowance.  Family illness leave days will be deducted annually from accumulated sick leave.  Family illness days are limited to five (5) per year and restricted to use for a relative as defined above. 

 

    4.     A certificate or written report of a physician, approved by the Committee, must be furnished when so requested by the Superintendent as a condition of sick leave.

 

    5.     A Sick Leave Bank ("Bank") shall be maintained.  Professional employees who have used up their personal sick leave to which they are entitled and who are members of the Bank may apply to draw on the bank.  The operations of the bank and withdrawals there from shall be carried out by the Bank Committee composed of equal numbers of persons designated by the Superintendent and by the Association and in accordance with the following guidelines.

 

All deposits to the Bank are to be voluntary, however, any professional employee who desires not to participate in the Bank must affirmatively notify the Superintendent's office using the Sick Leave Bank Non-Participation Form as listed in Appendix F ("Non-Participation Form") within the time limits set forth herein.

 

Each newly hired professional employee shall be provided the Non-Participation Form upon which the newly hired professional employee may elect to designate his/her desire not to join the Bank and thus not to donate his/her personal sick day(s) in accordance with this section.  Any newly hired professional employee must submit the Non-Participation Form to the Superintendent's office no later than thirty (30) school days following the first date of employment.  If the newly hired employee does not submit the Non-Participation Form to the Superintendent's office within the thirty (30) school day time period, she/he shall have one sick day deducted from his/her sick leave entitlement and deposited into the Bank.

 

Effective September 1, 2009, all current professional employees who are not now members of the Bank shall have a one-time opportunity to join the Bank.  In order to join, the professional employee must provide written notice to the Superintendent of the employee's agreement to deposit into the Bank all personal sick leave days that the employee would have been required to deposit had the employee joined the Bank at the time of initial employment.  The employee shall have thirty (30) school days following September 1, 2009, in which to submit the written notice to the Superintendent's office.

 

Professional employees already members of the Bank need not deposit on an annual basis to retain membership unless the Bank falls below 600 days.  If the Bank falls below 600 days, the Superintendent's office shall provide all professional employees who are already members of the Bank with the Non-Participation Form.  If a professional employee desires to terminate his/her participation in the Bank, he/she shall submit the Non-Participation Form to the Superintendent's office no later than thirty (30) school days after being provided with the Non-Participation Form.  If the professional employee elects not to submit the Non-Participation Form within the timelines specified above, the professional employee shall have one (1) sick leave day deducted from his/her sick leave entitlement and deposited into the Bank.

 

a.         Only those who have joined and maintained their membership in the Bank by making deposits to the Bank in accordance with the above may be permitted to withdraw from the Bank.

 

b.         All requests for withdrawal from the bank must be accompanied by the reason and approved by the Sick Leave Bank Committee.

 

c.         The number of days requested from the bank must be specified at the time of initial request.

 

d.         Any request for extension of days after the initial request from the bank will be reviewed by the Sick Leave Bank Committee and granted accordingly.

 

e.         The Sick Leave Bank Committee may request an attending physician's statement regarding the nature of the illness of the applicant and the anticipated period of absence.

 

f.          The borrower is required to repay 25% of the number of days. This amount may be adjusted by the Sick Leave Bank Committee dependent upon the total days available in the sick bank.

 

g.         No days may be withdrawn from the Sick Leave Bank for use for any other reason than illness. Days may not be withdrawn to permit a professional employee to stay at home for other members of a family. In the event of a new contract and/or an extension of the existing one, the balance of days in the Sick Leave Bank is to be carried over to succeeding contracts.

 

Professional employees will be notified of their accumulated sick leave by October 1 of each year.

 

    6.     a.  Upon application for, approval of, and receipt of superannuation or disability retirement benefits under Massachusetts retirement laws or death, a professional employee or the professional employee’s estate shall be entitled to receive the following percentages: 60% of up to 130 days of the accumulated sick leave based on the professional employee’s then current placement on the salary scale.  There will be a cap of $10,000 on all employees not part of this bargaining unit on June 30, 1994.  Employees who are not part of this bargaining unit on June 30, 2009 will not be eligible for sick leave buyback under this Section.  Professional employees who give the School Department written notice may elect to accept the above-mentioned payment in two (2) equal installments so long as such payments do not extend more than seven months beyond the date of retirement. 

 

b.  All professional employees agree to give notice by January 1 if they intend to retire or resign before the start of the next school year.  Professional employees failing to give such notice shall not be entitled to the sick leave buyback provisions contained in Article XVI(a)6.  This provision shall not apply to professional employees entitled to retire within the meaning of Article XVI(a)6 upon a showing of good cause as to why they were unable to comply with this provision.

 

(b) Leave Without Pay

 

Leave of absence without pay may be granted by the Committee to professional employees who have professional teacher status or nurses in the Hanover Schools for the following reasons:

 

Approved study.

 

Approved travel.

 

Exchange with a teacher or nurse in another school system.

 

Health.

 

Peace Corps - Leave without pay will be granted to teachers or nurses to allow them to serve in the Peace Corps. Upon returning to the school system, they will be placed on the salary scale step as if they had remained in the system. A maximum of two (2) years' credit will be allowed on the step scale for Peace Corps service.

 

Unusual or Unanticipated Circumstances – Each teacher or nurse will be granted up to five (5) days of leave without pay for unusual or unanticipated circumstances. Said five (5) days may not be used to extend the December, February or April vacations. This leave in no way affects the three personal days as established by section (1) of Article XVI sec. (f).

 

7.         All requests for leaves will be applied for and answered in writing. All answers will be received no later than thirty (30) days after receipt of request. A teacher who is not on professional teacher status shall not be eligible for such leave except on recommendation of the Superintendent. A teacher or nurse who is returning from leave for any of the above reasons, except for career leave, shall be placed on the step of the salary schedule she/he would have attained had she/he remained in the school system.

 

(c) Parental Leave 

 

1.         A professional employee who has been employed by the Hanover Public Schools for at least three (3) consecutive months on a full time basis or who has professional teacher status shall be granted a leave of absence for the purpose of adoption or birth of a child under the terms and conditions set forth in this section.

 

2.         A professional employee who wishes to take leave under this section shall inform the Superintendent in writing on an approved form of the anticipated date of departure at least four (4) weeks in advance.  (In the event of notification by an appropriate agency of an adoption date less than four (4) weeks in advance, the notice date will be adjusted accordingly.)  At the time of the notification, the professional employee will select one of the following two (2) options:

 

            Option A - Unpaid Massachusetts Statutory Maternity Leave (MGL Chapter 149, Section 105D) or unpaid leave under the Family Medical Leave Act Leave, with substitution of seven (7) work days of paid leave to be deducted from accumulated sick leave for professional employees who are adopting or otherwise taking maternity/paternity leave without giving birth.  A professional employee giving birth shall be entitled to substitute up to forty (40) consecutive workdays of paid sick leave for disability due to maternity, provided a doctor’s certification attesting to disability is given.  Such paid sick leave will be deducted from the professional employee’s accumulated sick leave, or if exhausted, paid sick leave will be available pursuant to approved sick leave from the Sick Leave Bank Committee.  The following shall apply:

 

            (1)       The duration of leave shall not exceed eight (8) weeks (or in the case of FMLA leave, twelve (12) weeks) from the date of leave’s commencement.

 

            (2)       At the time the professional employee requests his/her leave, he/she shall select and notify, in writing, the Superintendent of his/her anticipated date of return.  If the professional employee fails to so notify the Superintendent in writing or does furnish written notice and fails to return to duty at the expiration of the leave, the professional employee shall be deemed to have resigned unless the failure to return is because of disability, in which case he/she shall be placed on sick leave to the extent he/she has any remaining.

 

            (3)       A professional employee who has complied with all of the above prescribed conditions shall be, upon his/her return, returned to his/her original position with the same status, pay, length of service credit, and seniority, wherever applicable, as of the date of the commencement of his/her leave.

 

Option B – Unpaid extended leave, with substitution of seven (7) work days of paid leave to be deducted from accumulated sick leave for professional employees who are adopting or otherwise taking maternity/paternity leave without giving birth.  A professional employee giving birth shall be entitled to substitute up to forty (40) consecutive workdays of paid sick leave for disability due to maternity, provided a doctor’s certification attesting to disability is given.  Such paid sick leave will be deducted from the professional employee’s accumulated sick leave, or if exhausted, paid sick leave will be available pursuant to approved sick leave from the Sick Leave Bank Committee. The following shall apply:

 

            (1)       At the professional employee’s option, the duration of the leave shall be (a) through the remainder of the school year in which the birth or adoption occurs or (b) through that school year, plus one additional full school year.

 

            (2)       At the time the professional employee requests his/her leave, he/she shall select a return date, which shall be the first scheduled day of the applicable school year. 

 

            (3)       If a professional employee wishes to change his/her return date from the beginning of the school year specified in his/her original designation, he/she shall provide written notice to the Superintendent no later than April 1 of the school year proceeding the return date originally requested.  If the professional employee complies with this notification, he/she will be able to change his/her return date to the first day of the alternative year available under Option B. 

 

            (4)       When a professional employee returns to work under Option B, the professional employee shall be returned to his/her original position, if practicable, or to a substantially equivalent position.  

 

            (5)       A professional employee must notify the Superintendent, in writing, between March 1 and April 1 of the school year preceding the return (first scheduled day of the school year) date agreed upon, of his/her intention to return to duty at the expiration of his/her leave.  If the professional employee fails to so notify the Superintendent in writing, or does furnish said written notice and fails to return to duty at the expiration of his/her leave, he/she shall be deemed to have resigned, and the obligation of the employer to provide a position for him/her shall cease.

 

Except as provided herein, all benefits to which the professional employee was entitled at the time his/her leave under this section commenced, including any unused accumulated sick leave, shall be restored to him/her upon return.  However, he/she shall be advanced to the next step on the salary schedule and shall accrue sick leave and credit for years of service for the purpose of determining seniority under Article XXIII (Reduction in Force) only for a year in which the professional employee actively worked for at least ninety-one (91) days.  Nothing in this section prevents the employer’s non-reappointment of a professional employee without professional teacher status or dismissal or lay off of a professional employee with or without professional teacher status, to the extent such nonrenewal, dismissal, or lay off is otherwise applicable.

 

No professional employee shall be entitled to under this section to be absent from her duties for more extended leave under Option B for more than two consecutive school years.   In order to access extended leave for subsequent births or adoptions, the employee must return to full-time active service for at least one full school year prior to becoming eligible for additional extended leave under Option B.  The parties agree that sick leave benefits for disability due to childbirth and recovery there from will not be allowed for an employee who is on an approved extended leave of absence (such as sabbatical or other leave).  In addition, employees will not be entitled to sick leave benefits for any other illnesses and/or disabilities incurred while on extended leave under Option B of this section.

 

(d)  Absence for Professional Purposes

 

1.         The Superintendent may authorize absences of employees for professional purposes with full pay, not to exceed five (5) school days in any school year. The employee shall make application for the authorization of such absences at least ten (10) days in advance of their occurrence. The decision to authorize such absence in a specific instance shall be based upon length of service, previous record of absence, and the purpose of the absence. Additional absences for professional purposes may be granted on specific authorization of the Committee.

 

2.         Under this provision, five (5) official delegates of the Association may take up to one (1) day each with full pay to attend the Massachusetts Teachers Association and/or National Education Association Convention.

 

(e)  Absence for Jury Duty

 

Absence for jury duty and as a witness when subpoenaed by the

Court shall not count in calculating absence limitations under other sections. The salary paid by the Hanover Schools during such absence shall be at the regular rate less the fee paid by the county for such jury duty.

 

(f)  Other Absences

 

1.         Absence for personal business.  Three personal days per school year shall be available without need to give reason. Such days may be taken consecutively or immediately preceding or following a vacation period or holiday at the discretion of the Superintendent.  The Superintendent’s decision to grant personal days consecutively or immediately preceding or following a vacation period or holiday will not be grievable.  The same notification procedure as for absence due to illness will be followed.  Additional days may be granted with full pay for emergencies as determined by the Superintendent.

 

2.         Absence for Summer Study. Early leave for summer school study will be figured considering date of start of summer school plus travel time. Travel time shall be calculated at three hundred fifty (350) miles per calendar day.  Participants who have been accepted for summer study may be allowed to leave up to the maximum of five (5) school days with full pay, prior to the last days of students' attendance. Earlier leave will be up to the discretion of the Committee.  All requests for leaves will be applied for and answered in writing.  All answers will be received no later than thirty (30) days after receipt of request. 

 

3.         Absence for Military Service. A maximum of ten (10) days per school year for persons called into temporary active duty on any unit of the U.S. Reserves or the State National Guard, provided such obligations cannot be fulfilled on days when school is not in session will be authorized. Professional employees will be paid the difference between their regular pay and the pay which they receive from the State or Federal Government. Special leaves of absence shall be granted under the direction and approval of the Committee.

 

ARTICLE XVII - SABBATICAL LEAVES

 

Upon the recommendations of a joint committee, composed of three (3) Association Negotiating Team members, one (1) Principal and the Superintendent, sabbatical leaves may be granted by the Committee for study or research to a member of the teaching staff, subject to the following conditions:

 

(a)       No more than three (3) members of the teaching staff may be absent on sabbatical leave at any one (1) time.

 

(b)       Requests for sabbatical leave must be received by the Superintendent in writing during or after a teacher's seventh consecutive year in the Hanover school system.

 

(c)        Teachers on sabbatical leave will be paid full salary or part salary, with the minimum of 70% of their regular salary for the sabbatical year and will continue on their regular increment step as if they had been present for the year.

 

(d)       Prior to granting such leave, teachers will enter written agreement with the Committee to return to employment in the Hanover school system for a period equal to twice the length of such leave and that, if in default of completing such service, a refund in an amount equal to such proportion of salary received by him/her while on leave as the amount of service not actually rendered, as provided in Chapter 71, Section 41A.

 

(e)       Sabbatical leaves will not exceed one (1) year, as provided by the statute.

 

ARTICLE XVIII - TRANSFERS

 

(a)       Although the Committee and the Association recognize that some transfer of teachers from one school to another is unavoidable, they also recognize that frequent transfer of teachers is disruptive to the educational process and interferes with optimum teacher performance. Therefore, they agree as follows:

 

1.         When a reduction in the number of teachers in a school is necessary, volunteers will be considered first.

 

2.         When involuntary transfers are necessary, a teacher's area of competence, major and/or minor field of study, quality of teaching performance and length of service in the Hanover school system will be considered.

 

3.         An involuntary transfer will be made only after a meeting between the teacher involved and the Superintendent, (or designee), at which time the teacher will be notified of the reasons for the transfer.  In the event that a teacher objects to the transfer at this meeting, upon the request of the teacher, the Association will be notified and the Superintendent, (or designee), will meet with the Association's representatives to discuss the transfer.

 

4.         A list of open positions in other schools will be made available to all teachers.

 

5.         Notice of transfer will be given to teachers as soon as practicable and under normal circumstances not later than June 1.

 

6.         Teachers desiring a transfer will submit a written request to the Superintendent stating the assignment preferred.  Such requests must be submitted between September 1 and April 1 of each school year to be considered for the next school year.  Requests must be renewed each year. All requests will be acknowledged in writing.

 

7.         When a teacher requests a transfer, the teacher’s certification and/or license, major/minor area of competence, proven performance, and length of service will be among the considered factors.  Stronger consideration will be given to on-staff teachers before any other applicant.  If more than one teacher in the system applies for a transfer to the same position and all factors are essentially equal, more weight will be given to length of service.  If the teacher is not granted the transfer, the denial will be reviewed by the Superintendent before a decision is rendered on the filling of position that the teacher requested. After the Superintendent’s review, if the teacher is not granted the transfer, the teacher will be given reason(s) for the denial prior to any knowledge or announcement of the hiring decision.

 

(b)       When a reduction in the number of nurses is necessary, volunteers will be considered first.  A list of open nurse positions will be made available to all nurses.  Notice of transfer will be given as soon as practicable.

 

ARTICLE XIX

TEAM LEADERS, DIRECTORS, SUPERVISORS, AND MENTORS

 

(a)       The positions of Team Leaders will be in the following disciplines: English/Language Arts, Mathematics, Science, Social Studies, and Library.  There will be a team leader in each discipline at each of the following levels: K-4, 5-8, 9-12. In addition there will be K-12 Team Leaders for Art, Music, Foreign Language, Physical Education/Health, and Library.

 

(b)       The salary scale for Team Leaders is located in Appendix B.

 

(c)        The Adjustment Counselor index is based on work time requirements of the job. If required to work an additional two (2) weeks, the Adjustment Counselor will receive an additional 5% of his/her annual salary. 

 

(d)       A teacher who spends the majority of his or her time in the classroom but who has been given additional duties as an assistant principal shall be paid on the following scale:

 

$2,000 - first year as assistant principal

$3,500 - second year as assistant principal

$5,000 - third year and subsequent years as assistant principal

 

(e)       A teacher who chooses to participate in the Mentoring Program as a System-wide Coordinator, a Building Coordinator or a Mentor will be paid a stipend as set forth in Appendix B.*  If it is necessary that a mentor work with more than one protégé, the stipend paid will be per protégé, with a limit of two protégés assigned to any one mentor.

 

(f)        Full time teachers appointed to the positions of High School Department Heads in English, Mathematics, Science, Social Studies, Foreign Languages, and Special Education will have three (3) periods of teaching responsibilities, one (1) preparation period, and three (3) periods for Department Head responsibilities, and will receive a $5,000 stipend.  A full time professional employee appointed to the position of High School Department Head for Guidance will have four (4) periods of counseling/testing responsibilities, one (1) preparation period, and two (2) periods of Department Head responsibilities.  The High School Department Head for Guidance will receive an annual stipend of $5,000 and will annually work four (4) days in addition to the work year set forth in Article VII-Work Year (a total of 187 days) without additional compensation.  Additional terms and condition of employment for the High School Department Head for Guidance are set forth in a document entitled “Memorandum of Agreement (Guidance Department Head)” dated September 2009, which is incorporated herein by reference.       

 

(g)       Full time teachers appointed to the position of Special Education Coordinator, at the Elementary, Middle School or High School level will receive an annual stipend of $1,000.  Additional terms and conditions of employment for the Special Education Coordinator positions are set forth in a document entitled “Memorandum of Agreement (SPED Coordinators)” dated September 2009, which is incorporated herein by reference.

 

(h)       The parties acknowledge that as a result of ongoing negotiations over the impact of a reorganization and reduction in staffing, including a decision not to fill certain High School Department Head positions, the parties have agreed to the creation of four (4) Program Supervisor positions for a one-year transition period (2009-2010 school year).  The terms and conditions of employment for the Program Supervisor positions along with other agreements reached as result of impact bargaining are set forth in a document entitled “Memorandum of Agreement (Program Supervisors/Directors)” dated September 2009, which is incorporated herein by reference. 

 

ARTICLE XX – GENERAL

 

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

 

(b)       This Agreement constitutes Committee policy for the term of said Agreement, and the Committee will carry out the commitments contained herein and give them full force and effect as Committee policy. The Committee will amend its Administrative Regulations and take such other action as may be necessary in order to give full force and effect to the provisions of this Agreement.

 

(c)        In no event shall any present or future member of the Committee or the Superintendent have any personal obligations for any payment under any provision of this Agreement.

 

(d)       The Association agrees that it will not cause, condone, sanction, or take part in any strike, walkout, slowdown, or work stoppage during the term of this Agreement or during any period of time while negotiations are in progress or pending between the parties for a continuance or renewal of it. The fact as to whether such action has taken place and the determinations of the involvement of an individual or individuals shall be the subject of the arbitration process or procedure.

 

(e)       Nothing in this Agreement shall be deemed to conflict with any power or to prohibit the right or duty possessed by the Committee, the Superintendent or Principals except where such right or duty is specifically limited by this agreement.

 

(f)        If a new bargaining unit position is established, the Committee will negotiate with the Association an appropriate salary for such position.

 

(g)       If a professional employee is absent, a good faith effort will be made by the Superintendent or his designee to replace the absent professional employee with a substitute.

 

(h)       This Agreement contains and constitutes the entire agreement between the parties arrived at through the collective bargaining process and supercedes any and all existing agreements and understandings between the said parties.

 

ARTICLE XXI – DISCRIMINATION

 

The Committee will not interfere with or discriminate against any person covered by this Agreement because of membership or nonmembership in the Association or because of legitimate activity as required in this Agreement on behalf of members of this bargaining unit, nor will the Committee discourage membership in the Association or encourage membership in any association. The Association recognizes its responsibility as exclusive bargaining agent and will represent all members of the bargaining unit whether they are members or non-members of the Association without discrimination. The provisions of this Agreement shall be applied equally to all persons without discrimination as to age, sex, marital status, race, color, creed, national origin, or political affiliation. The Association shall share equally with the Committee the responsibility for applying this provision of the Agreement.  The Committee and the Association agree that they will not discriminate against any member of the bargaining unit for exercising rights under the provisions of Chapter 150E and sections thereof, of the General Laws of Massachusetts.

 

ARTICLE XXII - PERSONAL INJURY BENEFITS

 

Whenever a professional employee is absent from school as a result of personal injury arising out of and during the course of his/her employment, the Committee agrees that the provisions of G.L. Chapter 152, Section 69 (Workers Compensation Benefits) providing for benefits to employees or their dependents in the event of incapacity or death arising out of employment shall be, and hereby

are, accepted and applied to all employees covered under the provision of this Agreement.

 

ARTICLE XXIII - REDUCTION IN FORCE

 

Section 1.      Pursuant to the provisions of Chapter 71, Section 42, the Association recognizes the right of a Superintendent to lay off teachers pursuant to reductions in force or reorganization resulting from declining enrollment or other budgetary reasons.  No teacher with professional teacher status shall be laid off pursuant to a reduction in force or reorganization if there is a teacher

without such status for whose position the covered employee is currently certified. No teacher with such status shall be displaced by a more senior teacher with such status in accordance with the terms of this collective bargaining agreement unless the more senior teacher is currently certified pursuant to Chapter 71, Section thirty-eight G for the junior teacher's position.

 

Section 2.      If a reduction in staff results in the layoff of a professional employee, the relevant professional training (including but not limited to certification and/or license), competency, proven performance, as well as the needs of the system, shall be reviewed in determining the order in which the layoff of professional employees shall occur within the separate groups of professional status and provisional status professional employees. If the above factors are relatively equal, the most junior professional employee(s) within his/her certification and/or license shall be laid off first. Total time in the Hanover School System from the first day worked in a permanent position shall be used to compute length of service under this Article.

 

Section 3.      For the purposes of this Article, "certification and/or license" shall mean the areas of certification and/or license as defined by the Department of Education.

 

Section 4.      The seniority of all professional employees currently employed in the Hanover school system shall be determined by their total time worked in the Hanover school system in a professional position. The seniority of all professional employees hired after September 1, 1990 shall be determined by their permanent and continuous service in the Hanover school system in a professional position.

 

Section 5.      Except in unforeseen circumstances, a professional status professional employee who has served for more than three years so affected by a reduction in staff shall be notified by April 15 of the school year preceding the school year in which the reduction is to take place.

 

Section 6.      If subsequent vacancies occur or if new positions are added or old positions reinstated, which persons on layoff previously performed, such persons shall have recall rights in accordance with the criteria in Section 2 above.

 

Section 7.      The recall period will run through the first day of the following October. The Superintendent will notify the professional employees on recall within 5 days whenever any position for which they are qualified becomes available. Upon receipt of the notification of available positions, the professional employee will contact the Superintendent within 5 days of intent of acceptance or rejection of the said position. The professional employee will send a written verification of the decision to be filed at the Superintendent's office within 10 days. The professional employee when placed on the recall list will give written notification to the Superintendent of his/her current certification and/or license status, current address and phone number by June 30th of the year in which the recall status begins. If any changes (at any time during the recall period) occur in certification and/or license, address, or phone number, the professional employee will update the Superintendent of these changes in writing by certified return/receipt mail.  If a professional employee is recalled under the provisions above, he or she will be given credit on the salary schedule for previous experience in Hanover, and any previous unused sick leave shall be credited to the professional employee.

 

Section 8.      Professional employees released under the provision of this Article shall be given initial consideration on the substitute list if they choose to be so recorded.

 

Section 9.      If necessary to provide for continuity of coverage for Blue Cross/Blue Shield or other available health plans, payments for July and August shall be deducted from the final pay check. To the extent permitted by law and the terms of the contract between the Town and the insurance carrier, a laid off

employee may retain membership in the Group Blue Cross/Blue Shield Plan or other available health plans, up to eighteen months, provided the employee pays the full premium for such coverage.

 

Section 10.    The Committee will furnish the Association a seniority list of professional employees within the certification and/or licenses described in Section 3 as of October 1st each year.

 

Section 11.    Any person who is being laid off will be given the option of a Chapter 71, Section 42 or 42A hearing, as applicable and of a Chapter 32, Section 16 hearing, if applicable, or of postponing that hearing until the end of the recall period. This option will be on an individual basis only. Anyone with

professional status at the time of layoff will retain professional status during the recall period provided the individual does not litigate the layoff whether by grievance or otherwise. If the individual does file such litigation, that person's rights under this Section would be terminated. However, such an individual may grieve the failure to be recalled in accordance with the provisions of this Article.

 

ARTICLE XXIV – SENIORITY

 

Any person covered by this Agreement who has not already been

placed on seniority steps shall be time-barred from recovering monies that may have been owed prior to February 1, 1996, and any placement on seniority steps will take place on September 1 and February 1 of the school year following a persons fulfillment of required years whichever is nearest the teacher’s anniversary date.

 

ARTICLE XXV - AMERICANS WITH DISABILITIES ACT

 

The Committee and the Association recognize their responsibilities under the Americans With Disabilities Act. Accordingly, the Association recognizes that it may be necessary for the Committee to make reasonable accommodations for an employee who has a disability within the meaning of the statute. Such

accommodations may necessitate an assignment of different work duties to the disabled employee. The Association recognizes the obligations of the Committee in this regard and agrees that it shall not be a violation of this agreement for the Committee to make such accommodations.

 

ARTICLE XXVI – RETIREMENT

 

The Committee and the Association recognize their obligations under Chapter 306 of the Acts of 1996 relating to the processing of accidental disability retirement applications. All provisions of the new pension disability reform law shall take precedence over this collective bargaining agreement including but not limited to the procedures for early intervention, for periodic medical examinations, and for return to duty.

 

ARTICLE XXVII - EFFECT OF AGREEMENT

 

1.         This instrument constitutes the entire Agreement of the Committee and the Association arrived at as a result of collective bargaining negotiations, except such amendments hereto as shall have been reduced to writing and signed by the parties.

 

2.         The parties acknowledge that during the negotiations which resulted in the Agreement each had the unlimited right and opportunity to make proposals with respect to any subject or matter not removed by law from the area of collective bargaining.

 

3.         The waiver of any breach or condition of this Agreement by either party shall not constitute a precedent with respect to the future enforcement of all terms and conditions of this Agreement.

 

ARTICLE XXVIII – DURATION

 

This Agreement shall commence on July 1, 2009 and continue in full force and effect until midnight, June 30, 2012 and from year to year thereafter unless either party on or before October 1st of the year prior to the expiration date of this Agreement, shall give notice in writing to the other party of a desire to terminate or modify this Agreement.

 

IN WITNESS WHEREOF, the Committee has caused this instrument to

be duly executed and the Association acting on behalf of the persons covered by this Agreement has caused this instrument to be signed by its representatives hereunto duly authorized, the day and year first above written.

 

 

HANOVER SCHOOL COMMITTEE:

 

_______________________________                          Date: _______________

Suzanne Brady, Chairman

 

 

HANOVER TEACHERS ASSOCIATION:

 

_______________________________                          Date: _______________

Margaret Westfield, President


APPENDIX A – TEACHER SALARY SCHEDULE

 

a.         Upon attaining a higher degree or completing courses the teacher will be placed on the salary schedule in the appropriate column as of September 1 or February 1, whichever date follows more closely the submission of evidence of the higher degree or course completion.  When a teacher moves from one column to another, he or she will be given all salary credit for the number of years in Hanover.

 

b.         The teacher and (his, her) supervisor will jointly confer and agree upon courses which will be of greatest value in the light of the teacher's interest and needs. The teacher will be reimbursed for the necessary tuition costs in an amount not to exceed $750.00.  Reimbursement will be made upon satisfactory evidence of successful completion of the courses.  There shall be no reimbursement if the teacher is receiving, or is entitled to receive, money for educational purposes from any other sources regardless of whether such money is specifically designated for tuition, provided however, that a teacher shall be reimbursed for the difference between the cost of the course, and the amount of money he/she receives or is entitled to receive for educational purposes for any other source in an amount not to exceed $750.00 in the contract year.  All costs must be approved by the Superintendent, and his decision will be subject to the grievance and arbitration procedure; however, in reviewing the Superintendent's decision to disapprove course reimbursement the arbitrator may not set aside the Superintendent's decision unless it is arbitrary or capricious.  Teachers in a degree program will be reimbursed up to $1,000 annually for courses completed at an accredited college or university.  Teachers who have completed an advanced degree will be reimbursed up to $750.00 per course for two courses completed at an accredited college or university during the independent project and reflection years of the teacher’s current evaluation cycle.  Applications for desired courses will be given in writing to the Superintendent whose role it is to work in concert with Principals to assure equal distribution of course allotments, per semester, during the recertification and/or license cycle.  If a particular course is not available during either of the two assigned years, the teacher will be given the opportunity to take the course when it is offered during the other years of the evaluation cycle.

 

c.         Teachers will receive their first pay check during the first full week of school.  Payments will be made in two (2) week intervals thereafter. When there is a holiday, teachers will be paid on the regular pay day. Teachers may choose to be paid in 21 or 26 payments. For teachers who choose 26 payments, they have the option to receive a lump sum payment in June or continue to be paid at two week intervals throughout the summer. The selection shall be made by June 15 of the preceding school year.

 

 

 

 




SALARY SCALE

 

 

 

 

 

 

 

 

 

2.0%

 

2.0%

 

2.0%

BA

 

 

2009-2010

 

2010-2011

 

2011-2012

1

 

 

39,823

 

40,619

 

41,431

2

 

 

41,669

 

42,502

 

43,352

3

 

 

43,509

 

44,379

 

45,267

4

 

 

46,396

 

47,324

 

48,270

5

 

 

48,869

 

49,846

 

50,843

6

 

 

51,350

 

52,377

 

53,425

7

 

 

54,333

 

55,420

 

56,528

8

 

 

56,827

 

57,964

 

59,123

9

 

 

59,329

 

60,516

 

61,726

10

 

 

61,833

 

63,070

 

64,331

11

 

 

65,250

 

66,555

 

67,886

S1

 

 

65,859

 

67,176

 

68,520

S2

 

 

67,076

 

68,418

 

69,786

S3

 

 

67,930

 

69,289

 

70,675

S4

 

 

68,904

 

70,282

 

71,688

 

 

 

 

 

 

 

 

 

 

 

2.0%

 

2.0%

 

2.0%

BA+15

 

 

2009-2010

 

2010-2011

 

2011-2012

1

 

 

41,053

 

41,874

 

42,711

2

 

 

42,899

 

43,757

 

44,632

3

 

 

44,729

 

45,624

 

46,536

4

 

 

47,633

 

48,586

 

49,558

5

 

 

50,109

 

51,111

 

52,133

6

 

 

52,589

 

53,641

 

54,714

7

 

 

55,587

 

56,699

 

57,833

8

 

 

58,085

 

59,247

 

60,432

9

 

 

60,581

 

61,793

 

63,029

10

 

 

63,067

 

64,328

 

65,615

11

 

 

66,514

 

67,844

 

69,201

S1

 

 

67,123

 

68,465

 

69,834

S2

 

 

68,342

 

69,709

 

71,103

S3

 

 

69,195

 

70,579

 

71,991

S4

 

 

70,170

 

71,573

 

73,004

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

*S1 - Super Max Step for teachers with 16 years in the system.

*S2 - Super Max Step for teachers with 20 years in the system.

*S3 - Super Max Step for teachers with 25 years in the system.

*S4 - Super Max Step for teachers with 30 years in the system.

 

 

 

2.0%

 

2.0%

 

2.0%

M

 

 

2009-2010

 

2010-2011

 

2011-2012

1

 

 

42,902

 

43,760

 

44,635

2

 

 

44,729

 

45,624

 

46,536

3

 

 

46,570

 

47,501

 

48,451

4

 

 

49,800

 

50,796

 

51,812

5

 

 

51,969

 

53,008

 

54,068

6

 

 

54,133

 

55,216

 

56,320

7

 

 

56,813

 

57,949

 

59,108

8

 

 

59,329

 

60,516

 

61,726

9

 

 

61,833

 

63,070

 

64,331

10

 

 

64,949

 

66,248

 

67,573

11

 

 

68,074

 

69,435

 

70,824

12

 

 

72,220

 

73,664

 

75,137

S1

 

 

72,829

 

74,286

 

75,772

S2

 

 

74,048

 

75,529

 

77,040

S3

 

 

74,900

 

76,398

 

77,926

S4

 

 

75,874

 

77,391

 

78,939

 

 

 

 

 

 

 

 

 

 

 

2.0%

 

2.0%

 

2.0%

M+30

 

 

2009-2010

 

2010-2011

 

2011-2012

1

 

 

45,339

 

46,246

 

47,171

2

 

 

47,178

 

48,122

 

49,084

3

 

 

49,015

 

49,995

 

50,995

4

 

 

52,272

 

53,317

 

54,383

5

 

 

54,439

 

55,528

 

56,639

6

 

 

56,610

 

57,742

 

58,897

7

 

 

59,329

 

60,516

 

61,726

8

 

 

62,141

 

63,384

 

64,652

9

 

 

64,643

 

65,936

 

67,255

10

 

 

67,451

 

68,800

 

70,176

11

 

 

70,576

 

71,988

 

73,428

12

 

 

73,696

 

75,170

 

76,673

13

 

 

76,823

 

78,359

 

79,926

14

 

 

81,082

 

82,704

 

84,358

S1

 

 

81,691

 

83,325

 

84,992

S2

 

 

82,910

 

84,568

 

86,259

S3

 

 

83,762

 

85,437

 

87,146

S4

 

 

84,737

 

86,432

 

88,161

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

*S1 - Super Max Step for teachers with 16 years in the system.

*S2 - Super Max Step for teachers with 20 years in the system.

*S3 - Super Max Step for teachers with 25 years in the system.

*S4 - Super Max Step for teachers with 30 years in the system.

M+45

 

 

2.0%

 

2.0%

 

2.0%

CAGS

 

 

2009-2010

 

2010-2011

 

2011-2012

1

 

 

47,214

 

48,158

 

49,121

2

 

 

48,707

 

49,681

 

50,675

3

 

 

50,551

 

51,562

 

52,593

4

 

 

53,817

 

54,893

 

55,991

5

 

 

55,988

 

57,108

 

58,250

6

 

 

58,155

 

59,318

 

60,504

7

 

 

60,890

 

62,108

 

63,350

8

 

 

63,701

 

64,975

 

66,275

9

 

 

66,202

 

67,526

 

68,877

10

 

 

69,012

 

70,392

 

71,800

11

 

 

72,135

 

73,578

 

75,050

12

 

 

75,260

 

76,765

 

78,300

13

 

 

78,376

 

79,944

 

81,543

14

 

 

82,666

 

84,319

 

86,005

S1

 

 

83,276

 

84,942

 

86,641

S2

 

 

84,494

 

86,184

 

87,908

S3

 

 

85,346

 

87,053

 

88,794

S4

 

 

86,322

 

88,048

 

89,809

 

 

 

 

 

 

 

 

 

 

 

2.0%

 

2.0%

 

2.0%

Doctorate

 

 

2009-2010

 

2010-2011

 

2011-2012

1

 

 

49,084

 

50,066

 

51,067

2

 

 

50,235

 

51,240

 

52,265

3

 

 

52,089

 

53,131

 

54,194

4

 

 

55,364

 

56,471

 

57,600

5

 

 

57,534

 

58,685

 

59,859

6

 

 

59,696

 

60,890

 

62,108

7

 

 

62,455

 

63,704

 

64,978

8

 

 

65,261

 

66,566

 

67,897

9

 

 

67,762

 

69,117

 

70,499

10

 

 

70,576

 

71,988

 

73,428

11

 

 

73,695

 

75,169

 

76,672

12

 

 

76,819

 

78,355

 

79,922

13

 

 

79,926

 

81,525

 

83,156

14

 

 

84,250

 

85,935

 

87,654

S1

 

 

84,859

 

86,556

 

88,287

S2

 

 

86,076

 

87,798

 

89,554

S3

 

 

86,930

 

88,669

 

90,442

S4

 

 

87,904

 

89,662

 

91,455

 

*S1 - Super Max Step for teachers with 16 years in the system.

*S2 - Super Max Step for teachers with 20 years in the system.

*S3 - Super Max Step for teachers with 25 years in the system.

*S4 - Super Max Step for teachers with 30 years in the system.


 

APPENDIX B – EXTRACURRICULAR ACTIVITIES

(applicable to all professional employees)

 

Each coaching and extracurricular position is based on the annual salary increase in the collective bargaining unit.  Placement of new positions on the salary scale is within the discretion of the Committee.  It is agreed that on-staff Unit A members will have preference over all other individuals in filling the positions covered under Appendix B unless there is a substantial difference in qualifications of the individual applicants for the position as determined by the Superintendent.

 

 

 

 

2009-2010

2010-2011

2011-2012

 

 

 

 

 

A1

Assistant Baseball

Assistant Field Hockey (2)

Assistant Softball

Assistant Soccer

Assistant Track

Cheerleaders Fall and Winter

Assistant Volleyball

Assistant Lacrosse

 

 

 

 

 

 

Step 1

 

 

3,062

 

 

 

 

Step 2

 

 

3,266

 

 

 

 

Step 3

 

 

3,470

 

 

 

 

 

 

 

 

 

 

 

 

A2

Freshman Basketball

Freshman Football (2)

Golf

Gymnastics

Tennis (2)

Wrestling

Cross Country

Alpine Skiing

Swimming

 

 

 

 

 

 

Step 1

 

 

3,266

 

 

 

 

Step 2

 

 

3,675

 

 

 

 

Step 3

 

 

4,082

 

 

 

 

 

 

 

 

 

 

 

 

A3

Assistant Basketball (2)

Assistant Football (2)

Assistant Hockey (1)

 

 

 

 

 

 

Step 1

 

 

4,527

 

 

 

 

Step 2

 

 

4,695

 

 

 

 

Step 3

 

 

5,104

 

 

 

 

 

 

 

 

 

 

 

 


 

 

 

 

2009-2010

2010-2011

2011-2012

 

 

 

 

A4

Baseball

Field Hockey

Lacrosse

Softball

Soccer

Track

Volleyball

 

 

 

 

 

 

Step 1

 

 

4,495

 

 

 

 

Step 2

 

 

4,939

 

 

 

 

Step 3

 

 

5,308

 

 

 

 

 

 

 

 

 

 

 

 

A5

Basketball

Hockey

 

 

 

 

 

 

Step 1

 

 

6,329

 

 

 

 

Step 2

 

 

6,737

 

 

 

 

Step 3

 

 

7,234

 

 

 

 

 

 

 

 

 

 

 

 

A6

Head Football

 

 

 

 

 

 

Step 1

 

 

7,349

 

 

 

 

Step 2

 

 

8,166

 

 

 

 

Step 3

 

 

8,992

 

 

 

 

 

 

 

 

 

 

 

 

A7

Athletic Director

 

 

 

 

 

 

Step 1

 

 

11,434

 

 

 

 

Step 2

 

 

11,637

 

 

 

 

Step 3

 

 

11,841

 

 

 

 

 

 

 

 

 

 

 

 

A8

Freshman Class Advisor

Sophomore Class Advisor

Junior Class Advisor

Senior Class Advisor

SADD Advisor

Tomorrow’s Teachers Advisor

Art Club Advisor

 

 

 

 

 

 

Step 1

 

 

1,225

 

 

 

 

Step 2

 

 

1,428

 

 

 

 

Step 3

 

 

1,685

 

 

 

 


 

 

 

 

2009-2010

2010-2011

2011-2012

 

 

 

 

A9

Choral Director

Debate

Drama Director

Math Team

National Honor Society

Student Council

Robotics Advisor

 

 

 

 

 

 

 

Step 1

 

 

2,040

 

 

 

 

 

Step 2

 

 

2,245

 

 

 

 

 

Step 3

 

 

2,449

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

*The music department and the drama director have the option to produce and direct a full length production in alternating years.  When the full length production is done, the following scale applies which replaces the above-mentioned stipend.

 

A9

 

 

 

 

 

 

 

 

Step 1

 

 

2,857

 

 

 

 

 

Step 2

 

 

3,062

 

 

 

 

 

Step 3

 

 

3,266

 

 

 

 

 

 

 

 

 

 

 

 

 

 

A10

Band

Newspaper

 

 

 

 

 

 

 

Step 1

 

 

3,266

 

 

 

 

 

Step 2

 

 

3,675

 

 

 

 

 

Step 3

 

 

4,082

 

 

 

 

 

 

 

 

 

 

 

 

 

 

A11

Senior Banquet

Prom

 

 

 

 

 

 

 

Step 1

 

 

506

 

 

 

 

 

Step 2

 

 

506

 

 

 

 

 

Step 3

 

 

506

 

 

 

 

 

 

 

 

 

 

 

 

 

 

A12

Science Fair Advisor

 

 

 

 

 

 

 

Step 1

 

 

651

 

 

 

 

 

Step 2

 

 

651

 

 

 

 

 

Step 3

 

 

651

 

 

 

 

 

 

 

 

 

 

 

 

 

 

A13

Science Fair Teachers

 

 

 

 

 

 

 

Step 1

 

 

651

 

 

 

 

 

Step 2

 

 

651

 

 

 

 

 

Step 3

 

 

651

 

 

 

 

 


 

 

 

 

  2009-2010

  2010-2011

2011-2012

 

 

 

 

A14

Yearbook (2)

 

 

 

 

 

 

Step 1

 

 

3,392

 

 

 

 

Step 2

 

 

3,864

 

 

 

 

Step 3

 

 

4,336

 

 

 

 

 

 

 

 

 

 

 

 

A15

Middle School Student Council

Middle School Jazz Band

 

 

 

 

 

 

Step 1

 

 

1,013

 

 

 

 

Step 2

 

 

1,013

 

 

 

 

Step 3

 

 

1,013

 

 

 

 

 

 

 

 

 

 

 

 

A16

Middle School Student Yearbook

Middle School Math Olympiad

 

 

 

 

 

 

Step 1

 

 

633

 

 

 

 

Step 2

 

 

633

 

 

 

 

Step 3

 

 

633

 

 

 

 

 

 

 

 

 

 

 

 

A17

Middle School Sports (All)

 

 

 

 

 

 

Step 1

 

 

2,040

 

 

 

 

Step 2

 

 

2,245

 

 

 

 

Step 3

 

 

2,449

 

 

 

 

 

 

 

 

 

 

 

 

A18

Middle School Football

 

 

 

 

 

 

Step 1

 

 

2,857

 

 

 

 

Step 2

 

 

3,062

 

 

 

 

Step 3

 

 

3,266

 

 

 

 

 

 

 

 

 

 

 

 

A19

Curriculum Writing (Hourly)

 

 

 

 

 

 

Step 1

 

 

35.84

 

 

 

 

 

 

 

 

 

 

 

 

A20

Team Leaders

 

 

 

 

 

 

Step 1

 

 

4,434

 

 

 

 

Step 2

 

 

5,069

 

 

 

 

Step 3

 

 

5,702

 

 

 

 

 

 

 

 

 

 

 

 

A21

High School Jazz Band Director

Middle School Performance Troupe

Middle School Instrumental Troupe

 

 

 

 

 

 

Step 1

 

 

1,171

 

 

 

 

Step 2

 

 

1,376

 

 

 

 

Step 3

 

 

1,581

 

 

 

 


 

 

 

 

2009-2010

2010-2011

2011-2012

 

 

 

 

A22

Elementary Student Council (2)

 

 

 

 

 

 

Step 1

 

 

386

 

 

 

 

Step 2

 

 

386

 

 

 

 

Step 3

 

 

386

 

 

 

 

 

A23

Mentors

 

 

 

 

 

 

System-wide Coordinator

883

 

 

 

 

 

Building Coordinator

441

 

 

 

 

 

Mentor

855

 

 

 

 

 

 

 

 

 

 

 

 

 

 


APPENDIX C – NURSE SALARY SCHEDULE*

 

(a)       Upon recommendation of the building principal and with the approval of the Superintendent, the School Department will pay reasonable costs for professional development related to the nurse’s position.

Nurses will receive their first pay check during the first full week of school. Payments will be made in two (2) week intervals thereafter.  When there is a holiday, nurses will be paid on the regular pay day.  Nurses may choose to be paid in 21 or 26 payments.

 

 

 

2.0%

 

2.0%

 

2.0%

BA

 

 

2009-2010

 

2010-2011

 

2011-2012

1

 

 

39,823

 

40,619

 

41,431

2

 

 

41,669

 

42,502

 

43,352

3

 

 

43,509

 

44,379

 

45,267

4

 

 

46,396

 

47,324

 

48,270

5

 

 

48,869

 

49,846

 

50,843

6

 

 

51,350

 

52,377

 

53,425

7

 

 

54,333

 

55,420

 

56,528

8

 

 

56,827

 

57,964

 

59,123

9

 

 

59,329

 

60,516

 

61,726

10

 

 

61,833

 

63,070

 

64,331

11

 

 

65,250

 

66,555

 

67,886

S1

 

 

65,859

 

67,176

 

68,520

S2

 

 

67,076

 

68,418

 

69,786

S3

 

 

67,930

 

69,289

 

70,675

S4

 

 

68,904

 

70,282

 

71,688

 

 

 

 

2.0%

 

2.0%

 

2.0%

M*

 

 

2009-2010

 

2010-2011

 

2011-2012

1

 

 

42,902

 

43,760

 

44,635

2

 

 

44,729

 

45,624

 

46,536

3

 

 

46,570

 

47,501

 

48,451

4

 

 

49,800

 

50,796

 

51,812

5

 

 

51,969

 

53,008

 

54,068

6

 

 

54,133

 

55,216

 

56,320

7

 

 

56,813

 

57,949

 

59,108

8

 

 

59,329

 

60,516

 

61,726

9

 

 

61,833

 

63,070

 

64,331

10

 

 

64,949

 

66,248

 

67,573

11

 

 

68,074

 

69,435

 

70,824

12

 

 

72,220

 

73,664

 

75,137

S1

 

 

72,829

 

74,286

 

75,772

S2

 

 

74,048

 

75,529

 

77,040

S3

 

 

74,900

 

76,398

 

77,926

S4

 

 

75,874

 

77,391

 

78,939

 

 

 

 

 

 

 

 

*Schedule adjusted effective July 1, 2009, with nurses placed on applicable lane, at the step which was closest to their then current step, but not less.


 

 

 

 

APPENDIX D – EVALUATION INSTRUMENT AND PROCEDURE

 

 

 

PROFESSIONAL GROWTH CYCLE

 

This document has been developed by the Hanover Teacher Evaluation Committee consisting of Hanover teachers and administrators.  The intent is to provide teachers with information about the expectations and procedures used in assessing teacher effectiveness.

For easy reference, this document has been divided into six sections.  Please read each section to familiarize yourself with the evaluation system to be used in Hanover.

The teacher is recognized as the central figure in both the designated implementation of classroom activity.  A teacher’s skill makes a difference in the performance of students not only in student achievement, but also in their sense of fulfillment of school and their feeling of well-being.

This plan supports the responsibility of the administration to evaluate each professional in a systematic manner, and its intent is to promote shared responsibility for professional growth by establishing a collegial atmosphere to improve instruction.

According to Article 11 of the contract, teachers will be evaluated by the administration in addition to participating in activities, which enhance classroom effectiveness.

 

 



 

II

DESIGN PROCESS

 

Evaluation Year Cycle

 

Provisional Status Teachers (those in their first three years of teaching in Hanover will be evaluated as follows as of November 1:

First Year       one interim written evaluation by December 1 and

one summative report by May 1 (generally additional interims by 1/15 & 3/15)

 

Second Year             one interim written evaluation by December 1 and

one summative report by May 1 (generally additional interims by 1/15 & 3/15)

 

Third Year     one interim written evaluation by December 1 and

one summative report by May 1 (generally additional interims by  1/15 & 3/15)

 

A mentor teacher(s) would be available to provide personal and professional support to provisional status teachers.

 

Professional Status Teachers (those who completed three full years of employment in Hanover) will be evaluated as follows:

At least one interim written evaluation based on classroom observation by January 15 and one summative report by June 1 (generally additional  interim by 3/15)

Administrative observations may be preceded or followed by a conference between the teacher and the observing administrator, during which the teacher’s goals and/or administrator’s observations will be discussed.


 

Other Professional Development Cycles

 

With the exception of the Evaluation Year Cycle, teachers will be responsible for the design of their evaluation program(s) in each year.

Teachers in the cycles of Independent Projects, Collaboration, and Observation will complete the Individual Professional Development Plan (IPDP) form.  Cycle meetings will be held by the administration prior to October 15 of each year.  A follow-up meeting will be held June 1.  The IPDP form will be kept by the individual teacher with a copy submitted to the administration by the end of the school year. 

 

 


III

HANOVER SCHOOLS

EVALUATION REPORT

School Year  2009-2010

Teacher:                                                                    Supervisor: 

Teacher Status:                               

School:                                                          Interim Report                       Subject/Grade Level: 

The Supervisor’s comments will refer to the following criteria from Principles of Effective Teaching, Commonwealth of Education,

Board of Education.

 

I.          Currency in Curriculum

II.         Effective Planning and Assessment of Curriculum and Instruction

III.        Effective Management of Classroom Environment

IV.       Effective Instruction

V.        Promotion of High Standards and Expectations for Student Achievement

VI.       Promotion of Equity and Appreciation of Diversity

VII.      Fulfillment of Professional Responsibilities

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

Supervisor’s signature:                                                                                           Date:

 

Teacher’s signature:                                                                                                           Date:

 

Note:  The signature of the teacher means only that he/she has seen the document.

            The teacher may attach a written statement to this form.


III

HANOVER SCHOOLS

EVALUATION REPORT

School Year  2009-2010

Teacher:                                                        Supervisor: 

Teacher Status:                               

School:                                              Summative Report                          Subject/Grade Level: 

The Supervisor’s comments will refer to the following criteria from Principles of Effective Teaching, Commonwealth of Education,

Board of Education.

 

I.          Currency in Curriculum

II.         Effective Planning and Assessment of Curriculum and Instruction

III.        Effective Management of Classroom Environment

IV.       Effective Instruction

V.        Promotion of High Standards and Expectations for Student Achievement

VI.       Promotion of Equity and Appreciation of Diversity

VII.      Fulfillment of Professional Responsibilities

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

Supervisor’s signature:                                                                                                       Date:

 

Teacher’s signature:                                                                                                           Date:

 

Note:  The signature of the teacher means only that he/she has seen the document.

            The teacher may attach a written statement to this form.


IV

HANOVER SCHOOLS

INDIVIDUAL PROFESSIONAL DEVELOPMENT PLAN

          

Date    ______________                                                     School Year __________

 

           Teacher ________________________________                     School                    _____________________

 

To be completed for each Cycle Phase (please check one) and returned to the Principal by June 1.

r  Independent Project                  r  Collaboration                  r  Observation

I.          Desired Goals:

 

           

 

 

 

How do your goals CONNECT with your Professional Development Plan and with your school, district, and

state?

 

 

 

 

 

 

What improvements in teaching and learning do you hope will occur because of your professional development?

 

 

 

 

 

 

 

Plan for reaching desired goals (include necessary resources).

 

 

 

 

 

 

 

 

Outcomes

 

 

 

 

 

 

*Reflective year follows Observation Cycle.


V

COVER SHEET FOR TEACHER FILE

 

Name            _______________________________ School           ________________________

 

Position         _______________________________

 

Evaluation Year

Date    ____________

 

□  Professional                                                         Interim Evaluation   _____________

□  Provisional first year

□  Provisional second year                                                Summative Report  _____________

□  Provisional third year

 

Independent Project Year

 

Date __________                Accepted Date __________                      Completed Date _________

           

Activity/Project:

 

 

Administrator______________________________                 Teacher Initial __________

 

 

Collaboration Year

 

Date __________                Accepted Date __________                      Completed Date _________ 

 

Goal:

 

 

 

Administrator______________________________                             Teacher Initial __________

 

Collaborating Partner(s)  _________________________________________________________

 

 

Observation Year

 

Date __________                Accepted Date __________                      Completed Date _________

 

Area of Focus:

 

 

Activity:

 

 

Observer(s) ______________________________ _________________    Teacher Initial __________

 

1st Observation ______                              2nd Observation _____                  3rd Observation _____

 

Reflective Year

 

Date __________


Hanover Schools

Evaluation Cycle Teacher Input Opportunity

 

Name

 

I would like to offer you an opportunity to reflect on the Department of Education's Principles of Effective Teaching, which are the base of our evaluation system and to offer any input you would like into the evaluation process.

I.          Currency in Curriculum

 

 

 

 

 

 

 

 

 

 

Effective Planning and Assessment of Curriculum and Instruction

 

 

 

 

 

 

 

 

 

 

 

 

 

 

Effective Management of Classroom Environment

 

 

 

 

 

 

 

 

 

 

 

Effective Instruction

 

 

 

 

 

 

 

 

 

 

 

 

 

Promotion of High Standards and Expectations for Student Achievement

 

 

 

 

 

 

 

 

 

 

Promotion of Equity and Appreciation of Diversity

 

 

 

 

 

 

 

Fulfillment of Professional Responsibilities

 

 

 

 

 

 

 

 


VI

TEACHER  ASSISTANCE  PLAN

 

 

When an administrator has concerns about a teacher’s ability to demonstrate an acceptable level of competency in one or more of the Principles of Effective Teaching,  the administrator may place the teacher into a special observation/evaluation cycle.  The administrator shall meet with the teacher to discuss why this is being done.  The teacher and the administrator will create an individual plan to achieve competence in identified areas for the observations and evaluations of the teacher’s performance.

 

 

Such a plan might include any or all of the following activities:

 

Formal observation with pre and post conferences and written documentation.

Informal observation

Conferences and strategy sessions on a regular basis

Formal observations and conferences with a team of observers

Assistance from colleagues which may include individual coach/resource person of the teacher’s choice.

 

 

A summary conference will be held to review the teacher’s performance and plan next steps.

 

 

 

 


 

                                                                                                            APPENDIX E

 

TEACHERS’ SICK LEAVE BANK

NEW EMPLOYEES NON-PARTICIPATION FORM

 

Date:   ________________

 

To:  __________________

 

From:   [School Business Manager]

 

Pursuant to Article XVI Leave Policy of the collective bargaining agreement between the Hanover Teachers Association and the Hanover School Committee, members of the Sick Leave Bank (“Bank”) may draw on sick days from the Bank if they have exhausted their own sick leave, contingent on application to and approval from the Sick Leave Bank Committee. 

 

Membership in the Bank is voluntary.  All bargaining unit members have the opportunity not to join the Bank. 

 

If you wish not to join the Sick Leave Bank, you must sign and submit this form to the Superintendent’s Office no later than thirty (30) school days following the first day of employment (i.e., for the 2009-2010 school year, generally by October 15, 2009.)  If you submit this Non-Participation Form, you will not be permitted to join the Bank at any later time.

 

In the alternative, if you wish to become a member of the Bank, simply do not submit any form to the Superintendent’s Office.  Unless this Non-Participation Form is received by the date designated above, you will automatically become a member of the Bank.  As a new member of the Bank, one of your personal sick days from this year will be donated for deposit into the Bank.  In addition, whenever the total days in the Bank fall below 600, you will be required to donate one additional day in order to retain your membership in the Bank. 

 

 

____   I DO NOT wish to donate one of my sick days for deposit into the Teachers’ Sick Leave Bank.  I understand in choosing not to make a deposit, I am declining my only opportunity to become a member of the Bank and I will not be permitted to join at a later time. 

 

 

Date: _________________________     School: _________________________

 

______________________________     ________________________________

Name Printed                                                           Signature

 

RETURN THIS FORM TO PAYROLL AT THE SUPERINTENDENT’S OFFICE

 

cc: personnel file


 

Mentors

 

It is agreed that issues regarding Mentors will be discussed by the parties in a committee to be appointed by the President of the Association and an equal number of representatives appointed by the School Committee or its designee.

 

 

 

 

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