Hatfield

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DistrictHatfield
Shared Contract District
Org Code1270000
Type of DistrictMunicipal K12
Union AffiliationMTA
Most Recent DocumentContract
Expiring Year2016
Expired Status
Superintendency Union
Regional HS Members
Vocational HS Members
CountyHampshire
ESE RegionPioneer Valley
Urban
Kind of Communityrural economic centers
Number of Schools2
Enrollment456
Percent Low Income Students11
Grade StartPK or K
Grade End12
download pdf version of this document view accessible version of this document Contractual Agreement

 

 

 

 

Agreement Between the

 

Hatfield School Committee

 

and the

 

Hatfield Teacher’s Association

 

Hatfield, Massachusetts

 

 

 

 

 

September 1, 2013 to August 31, 2016

 

 

 

 

 

 

 

 

 

 

Table of Contents

 

Article                                      Description                                                                              Page

 

                                                            Contractual Agreement                                                              3

                                                            Duration                                                                                    3

                                                            Successor Agreement                                                               3

                                                            Committee Rights Clause                                                           3

                                                            Preamble                                                                                  3

I                                               Recognition of Bargaining Agent                                                            3

II                                               Collective Bargaining                                                                 4

III                                              Negotiation Procedure                                                               4

IV                                             Grievance Procedure                                                                5

V                                              Work Year, Hours, Load                                                                        7

VI                                             Professional Development                                                         11

VII                                            Tutors                                                                                       12

VIII                                            Vacancies                                                                                 12

IX                                             Teacher Evaluation                                                                    13

X                                              Discipline or Dismissal                                                              13

XI                                             Personnel Files                                                                         13

XII                                             Teacher Facilities                                                                      13

XIII                                            Paid Leaves of Absence                                                                       14

XIV                                           Unpaid Leaves of Absence                                                       15

XV                                            Sick Leave Bank                                                                       16

XVI                                           Substitute Teachers                                                                   18

XVII                                          Student Teachers                                                                      18

XVIII                                          Personal Injury Benefits                                                             18

XIX                                           Indemnification                                                                          18

XX                                            CORI                                                                                        19

XXI                                           Prohibition Against Strikes                                                         19

XXII                                           Reduction In Force                                                                    19

XXIII                                          Insurance                                                                                  20

XXIV                                         Deductions                                                                               21

XXV                                          Pay Checks                                                                              21

XXVI                                         Travel Allowance                                                                       21

XXVII                                        HTA Rights, Responsibilities, Etc.                                              21

XXVIII                                        Saving Clause                                                                           22

XXIX                                         Retirement                                                                                22

XXX                                          Tuition Waiver                                                                           23        

Appendix A                              Salary Schedules                                                                      25

Appendix B                              Extra-Curricular Activities                                                            30

Appendix C                              Hatfield Public Schools Education Evaluation System                 34

 

 

 

 

 

 

 

 

 

 

Pursuant to the provisions of Chapter 150E, §178 of the Massachusetts General Laws, this contract is made on the

Eleventh Day of June 2013 by the SCHOOL COMMITTEE of the Town of Hatfield (hereinafter referred to as the Committee) and the HATFIELD TEACHERS’ ASSOCIATION (hereinafter referred to as the Association).

 

Duration

This contact will be effective as of September 1, 2013 and will continue and remain in force until August 31, 2016 and will thereafter automatically renew itself for successive terms of one (1) year each unless by November first of the calendar year preceding the calendar year in which this contract expires, either the Committee or the Association will give the other written notice of its desire to modify or terminate this contract.

 

Successor Agreement

If a successor agreement is not reached before the expiration date of this contract, the existing contract will remain in force until a successor agreement is reached.

 

Committee Rights Clause

The Committee and the Association agree that the Committee will retain and reserve all statutory rights, authority, and obligations in the administration of the School Department and the direction of their employees.  All functions, rights, powers, and authority which the Committee has now, or may be granted, or have conferred upon it, including all customary and usual rights, powers, functions, and authority of an employer, which have not been specifically delegated or modified by this agreement, are recognized by the Association to be retained by the Committee.

 

Preamble

To fulfill the responsibilities of the School Committee, which establishes the educational policies of the public schools of Hatfield, the Superintendent of Schools who administers these policies, and the professional staff who implements the School Committee’s policies in the classroom through instruction, the following procedures are hereby adopted.

 

 

Article I

Recognition of Bargaining Agent

A.         For the purpose of collective bargaining with respect to wages, hours, and other conditions of employment, the

            negotiation of collective bargaining agreements and any questions arising           hereunder, the Committee recognizes       the Association as the exclusive bargaining agent and representative of all professional employees of the             Committee, including, but not limited to, teachers, guidance counselors, school adjustment counselors, school             social workers, librarians, school psychologists, speech therapists, and nurses.  It does not include non-contract             substitute teachers, the superintendent, principals, assistant principals, the Director of Student Services or any

combination of these positions.

 

B.         Unless otherwise indicated, the employees in Section A. will hereinafter be referred to as the “Teachers.”

 

C.         The Committee will respect the position of the HTA/MTA/NEA as the sole and exclusive bargaining agent of all Teachers on matters of wages, hours, and conditions of employment for the life of this agreement.

 

D.         Agency Fee.

       1.         Effective thirty (30) days after the execution of the agreement or the commencement of employment, whichever comes later, each Teacher who is not a member of the Association will be required to pay the agency fee to the Association in accordance with Massachusetts General Laws, Chapter 150E,  §12.

 

            2.         The Association is responsible for enforcing provisions of Section D.  The Committee is not responsible for                                     enforcing provisions of Section D.

 

3.          The Association will indemnify, defend, and hold harmless the Committee against any and all claims,                               actions or lawsuit of any kind or description, whether at law or in equity, and whether based on statute,

constitution or common law, made or instituted against the Committee or its agents, employees or

administrators, resulting from Section D.  Specifically, the Association will have no right of action, by way of

contribution, counterclaim or other basis against the Committee.  Should any administrative agency or court             of competent jurisdiction find the Committee liable for damages as a result of Section D, the Association

will pay damages, including interest and charges.

          

            4.         If any court of competent jurisdiction determines any part of Section D. 1, 2, or 3, is unconstitutional, in                             violation of statute or otherwise unenforceable, all the other parts of Section D. 1, 2, and 3, will be null and                                     void.

   

5.        The agency fee will be calculated in accordance with the provisions of M. G. L. Chapter 150E. §12, and applicable state and federal Constitutional laws and will not exceed periodic dues required to be paid by Teachers to remain members in good standing with the Association.

 

 

Article II

Collective Bargaining

A.         The parties acknowledge during the negotiations that resulted in this agreement, each had unlimited rights and

opportunities to make demands and proposals with respect to any subject or matter not mandated by law from the             area of collective bargaining, and the understandings and agreements arrived at by the parties after the exercise of

that right and opportunity are set forth in this agreement.

 

B.         The School Committee and the Association, for the term of this Agreement, voluntarily and without qualification             waive the right, and agree the other will not be obligated to bargain collectively with respect to any subject matter             not specifically referred to or covered in this agreement even though the subject or matter may not have been within

            the knowledge or contemplation of both the School Committee and the Association for the term of this agreement.

     

C.        This agreement may not be modified in whole, or in part, by the parties except in writing executed by both parties.

 

 

Article III

Negotiation Procedure

A.        The Committee and the Association agree to enter into negotiations over a successor agreement in accordance with the procedure set forth herein in a good faith effort to reach an agreement concerning teachers’ wages, hours, and conditions of employment.

 

B.        The Association agrees to provide written notification to the Committee of its intent to bargain a successor agreement.  Said notification will be provided by November first prior to the year of the expiration of this agreement.

 

C.         Any agreement so negotiated will apply to all Teachers and will be reduced to writing and signed by the Committee

            and the Association.  The contract resulting from these negotiations will be final and binding upon both parties for             the period of that contract.

 

D.         If negotiations described in this Article reach an impasse, the procedure described in M. G. L. Chapter 150E will be

            followed.

 

E.         The Committee and the Association mutually pledge the representatives selected by each will have all necessary power and authority to present relevant data, exchange points of view, make proposals, counter proposals, make tentative agreements, and effectively recommend acceptance of the agreement.

 

F.         In any negotiations in this agreement, neither the Committee nor the Association will have control over the selection of the representatives of the other party.  Each party’s negotiation group will consist of not more than seven (7) members.

 

 

Article IV

Grievance Procedure

A.         Purpose

The purpose of this procedure is to secure, at the lowest possible administrative level, equitable solutions to problems affecting the welfare or working conditions of teachers.  All parties agree these proceedings will be kept as informal and confidential as may be appropriate at any level of the procedure.  

     

B.         Definition

A grievance is a claim by the Association or a teacher of a violation, misinterpretation or misapplication of the terms of this agreement.

 

C.         Time Limits

            All time limits herein consist of calendar days exclusive of:  legal holidays, Saturdays, Sundays, and December,             February, and April vacations, and cancelled school days.  Meetings that must be held in July or August will be             subject to agreement by both parties.  Time limits indicated herein are considered maximum unless extended by             mutual agreement in writing.

 

D.         Association Representation

            1.         A representative chosen by the Association will be present for meetings, hearing, appeals, or other

proceedings to a formal grievance.

 

2.         Nothing contained herein will be construed as limiting the right of any Teacher having a grievance to discuss the matter informally with the appropriate member of the administration or School Committee, and having the grievance adjusted without intervention of the Association provided the Adjustment is not inconsistent with the terms of this agreement and the Association is notified of the terms of the adjustment.

 

E.         General Provisions 

            1.         Unless noted to the contrary below, the Association and the Committee has the right to any                                              representative(s) of their choosing.

 

       2.         A teacher may present a grievance to his/her supervisor without intervention by an Association

                   representative provided the Association is afforded the opportunity to be present.  Any resolution will not be

                   inconsistent with the terms of this agreement.

 

   3.                      With mutual written agreement, the parties may elect to bypass Level One and/or Level Two and file at                   Level Three.

 

       4.         No reprisals will be taken by the Committee or school administrators against any teacher because of                          his/her participation in this grievance procedure.

 

 5.        The Committee and the administration will cooperate with the Association in its investigation of any             grievance to the extent permitted by state law.  Further, it will make available to the Association such             information from the personnel file of the aggrieved teacher as is necessary for the processing of the             grievance.  The Association will similarly cooperate with the Committee and the administration.

 

 6.        All documents, communications, and records dealing with the processing of a grievance will be filed

separately from the personnel files of the participants.

 

              7.        If, in the judgment of the Association, a grievance affects a Class or group of teachers, the Association may

         submit the grievance according to the procedure contained in Level One, and the processing of such

         grievance will commence at Level Two.

 

              8.        All decisions rendered at Level One, Two, Three and Four of The Grievance Procedure will be in writing setting forth the decision and the reasons therefore, and will be transmitted in a timely manner to the grievant and the Association.

 

              9.        The arbitrator will be without power to modify or alter the terms of the agreement.

 

            10.        The costs of the arbitrator, including per diem expenses, necessary travel and subsistence expenses, will                                      be shared equally by the Committee and the Association.

 

F.         Informal Procedure

The parties acknowledge it is most desirable for the employee and his/her supervisor to resolve problems through free and informal communications.  Such should be the case with any alleged violation.  To this end, it is desirable for the parties to meet and attempt to resolve the matter informally.

 

G.         Formal Procedure – Level One

Should the parties fail to resolve the grievance at the Informal Stage, the teacher or the Association may present the grievance in writing to the principal.    

 

    1.         The written grievance must clearly identify the alleged violation of contract, the date(s) of the alleged                        violation, and the remedy requested.  To be considered timely, the grievance must be submitted in writing                             to the principal no later than twenty (20) days after its alleged occurrence.

 

     2         If the principal believes the grievance should not be initiated at his/her level, said principal will direct the

                grievance to Level Two within two (2) days of receipt of the written grievance.

 

     3.        If the principal believes the grievance should be initiated at his/her level said Principal will arrange a

                meeting to hear the grievance within five (5) days of receipt of the written grievance.

 

     4.        Level One grievance hearing will include: the aggrieved teacher, the Association representative(s), and the                             principal.

 

      5.        The principal will provide a written response to the aggrieved teacher within five (5) days of the hearing.  A

                 copy of the decision will be provided to the Association.

 

H.         Formal Procedure – Level Two

Should the parties fail to resolve the grievance at Level One, the teacher or the Association may present the grievance within ten (10) days in writing to the superintendent.

 

             1.        The superintendent will arrange a meeting to hear the grievance within five (5) days of receipt of the written                         grievance.

 

             2.        The Level Two grievance hearing will include:  the aggrieved teacher, the Association representative(s), the

                          principal, and the superintendent.

 

3.         The Superintendent will provide a response to the aggrieved teacher within five (5) days of the hearing.  A

 copy of the written decision will be provided to the Association and to the principal.

 

I.          Formal Procedure – Level Three

Should the parties fail to resolve the grievance at Level Two, the teacher or the Association may present the grievance within ten (10) days in writing to the School Committee.

 

     1.         The Committee will arrange a meeting to hear the grievance within ten (10) days of receipt of the written                     grievance to the School Committee Chairperson.

 

             2.        The Committee hearing will include the aggrieved teacher, the Association representative(s), and/or                                attorney, the Principal, the Superintendent, members of the School Committee and/or attorney.

 

J.         Formal Procedure – Level Four

  Should the parties fail to resolve the grievance at Level Three, the Association may file a demand for arbitration      

  within ten (10) days to the American Arbitration Association for binding arbitration in accordance with its current      

  rules.  The decision of the arbitrator will be final and binding on both parties.

 

              1.       The demand for arbitration must be filed within ten (10) days after receipt of the Committee’s written

                        decision, or within ten (10) days after the due date of the Committee’s decision and a copy must be given to                         the School Committee.  If the demand is not received within this time limit, the grievance is considered                            withdrawn.

 

              2.       Neither party is permitted to assert any ground before the arbitrator which has not been previously

                        disclosed to the other party at Level Three.

 

              3.       The cost of arbitration will be shared equally by the School Committee and Association.

 

K.         Arbitration – Suspension or Dismissal

The Committee and Association agree in an arbitration concerning a teacher’s suspension or dismissal an arbitrator   will be appointed pursuant to the grievance procedure or M. G. L. Chapter 71, § 42 and §42D.  However, both   parties agree if the arbitration pursuant to M. G. L.  Chapter 71, §42 and §42D results in a decision concerning the   same matter prior to the rendering of a decision in the contractual arbitration, such decision will be fully binding   upon the arbitrator appointed pursuant to the grievance procedure.  Further recognizing Chapter 150E, §8, the   parties agree that, to the extent legally possible, where a contractually appointed arbitrator renders a decision   pursuant to M. G. L. chapter 71, §42 and §42D, such decision will be the exclusive remedy of that suspension or   dismissal.

 

 

 

 

 

Article V

Work Year, Work Hours, Work Load

A.         Contract Year

             The teacher contract year will consist of 185 days:  180 student contact days - pursuant to the Massachusetts

DESE, laws and regulations, 603 CMR 27.00, §27.03: School Year Requirements; Three (3) district-wide Professional Development days; one (1) Professional Development day for Smith Academy only and one (1) Curriculum/Professional Development Day for Hatfield Elementary School only, and one (1) Teacher Orientation day.  Normally, the Teacher Orientation day will be the first day of the contract year.

 

             1.        A teacher’s per diem rate will be based upon 1/185th of his/her regular salary.

 

             2.        A teacher will be compensated at a per diem rate for work assigned by the administration prior to the first                                     day of the teacher’s contract year or after the last day of the teacher’s contract year.

 

             3.        Teachers must complete exit requirements prior to check out at the end of the year.

 

B.         School Calendar

1.         Prior to setting the school calendar, the Committee will consult with the Association.

 

              2.       If school is cancelled, lost time will be added to maintain the 185-day contract requirement.

 

    3.         Two early release days will be scheduled in the fall for elementary parent-teacher conferences.

 

            4.         The Committee will schedule six (6) half day curriculum days annually for elementary teachers,

                        which will consist of one-half day of instructional time with students (approximately 3.5 hours).  On

                        these days dismissal for the staff will be ten (10) minutes earlier than normal. 

 

                        A committee consisting of the principal and two (2) teachers chosen by the Association will meet

by June 1 of each year to determine the areas of focus for the upcoming school year.  Together they will establish a list of necessary work to be completed and any trainings or planned activities that meet the goals related to curriculum and/or District and school improvement plans.  Teachers should be able to complete this selected work and any trainings or planned activities reasonably with six (6) total hours of work time.

 

The committee will report the areas of focus and any trainings or planned activities to the faculty

for next school year by June 15.  This focus work may be completed by the teacher at any time within the proposed calendar.  The principal will receive work progress reports within ten (10) days

of each release day. 

 

Elementary teachers will have one full curriculum day in the fall or spring, to be determined by

September 15, which may be devoted to the same purpose.        

 

              5.       Each Middle School core teacher and special Education teacher who chooses to participate in 7th

                         Grade Orientation will be granted a half-day of “comp” time during the school year, provided that                                                  no two teachers are granted the same school day.

 

C.         Work Day/Required Hours

1.            The teacher’s workday, including the student academic day, lunch, and preparation time will not exceed

       seven (7) hours.

 

              2.       Teachers must be present fifteen (15) minutes before the student academic day and ten (10) minutes after

                         the student academic day.

 

              3.       The teacher workday at the elementary level will be six (6) hours and forty-five (45) minutes.  The high                              school workday will be seven (7) hours.

 

 D.           Work Day/Remaining Beyond Required Hours

              1.       In general, help sessions will be offered one time per week for 30 minutes, to reinforce current

                        curriculum.

 

                2.     Teachers, as defined in Article I, sec. A, will be available for parent conferences as needed.

 

       3.      Faculty meetings may be called twice monthly by the principal or the superintendent lasting no more than

            one hour.  An agenda will be provided to Teachers at least 24 hours in advance of the meeting unless the                         meeting is called for an emergency purpose.  Faculty meetings will begin 10 minutes after the dismissal

            bell.  Additional meetings may be called for emergency purposes.

 

       4.      All teachers will attend one (1) open house per year.

 

                5.     Teachers will remain in the building each day during school hours unless they have duties in one or more                                      buildings or permission from the building principal or his/her designee to leave the building.  Such                                                  permission shall not be arbitrarily or unreasonably withheld.

 

   E.           Duties

        1.     Teachers will be assigned detention supervision on a rotation basis. Detention supervision will be up to one

                 (1) hour long at the high school, and up to thirty (30) minutes long at the elementary school.

 

   2.     Duty assignments will be distributed equitably at the high school and equitably at the elementary school.

 

                   3.  The duties assigned to Special Education teachers at Smith Academy will be specific to meeting the

                          needs of the Special Education Department and its students.

 

    F.         Lunch

                 1.     At the elementary school a teacher’s lunch period will be duty-free and equal in length to a student’s lunch                                     period not to be less than 25 minutes.  At Smith Academy a teacher’s lunch period will be duty free and                               equal to the student’s lunch period. 

 

    G.        Preparation Period

              1.       Each secondary teacher will have one (1) duty free preparation period daily, equal to the length of the class                         period. Each elementary teacher will have one (1) duty-free preparation period daily consisting of a                                 minimum of forty (40) consecutive minutes.

 

                2.     All other non-assigned time, with the exception of the preparation period, is to be used for professional                           improvement, departmental work, individual assistance to students and other such professional uses of                           time as may be from time to time reasonably assigned by the principal.

 

      H.      Teacher Schedules

 1.      Every effort will be made to notify a teacher regarding his/her teaching schedule by the end of the school           year.

 

         2.    A teacher will not be scheduled more than twenty percent (20%) outside his/her area of certification in                      accordance with established state regulations and/or Massachusetts state law.

 

         3.    Every effort will be made to assign secondary teachers no more than five (5) teaching periods per day in

                addition to one (1) duty period per day.  Elementary teachers, in addition to their teaching assignment, will                             have one (1) duty assignment per day plus student arrival or dismissal duty.

 

  4.     If a teacher agrees to accept a sixth teaching period assignment in lieu of a duty period in any semester,

          s/he will be compensated at 10% of the annual rate of pay according to his/her placement on the salary             schedule at the time.

 

         5.    Should the Teachers and/or administration wish to experiment with an alternative schedule, the Association

and the Committee agree to form a sub-committee with the Principal to collaboratively develop a workable             schedule, which may be implemented with Superintendent approval.

 

                   6.              Teachers may be assigned to teach an Honors Course and will receive the following stipend per year-long

                        course:

                                      $950 will be paid for up to ten (10) students

           $325 additional will be paid for eleven or more students.

 

                  7.   A Teacher who agrees to accept the position of Virtual High School Coordinator will receive a two                                                hundred and fifty dollar ($250) base stipend per semester and an additional twenty-five dollar ($25)                                     per seat, over ten (10) seats.  If more than one (1) teacher accepts the position, the stipend shall be split                              between the Teachers. 

 

                  8.   A Teacher who agrees to be an Independent Study Advisor, with the approval of the principal, will                                              receive a $500 stipend for each year-long Independent Study student.   

 

      9.     A teacher who agrees to serve as a mentor will follow the program guide in the Hatfield Public School, Teacher Mentoring Program publication.

 

I.          Mandated IDEA Meeting Hours

Federal requirements established under the Individuals with Disabilities Education Improvement Act (IDEA-2004)

make it necessary, under certain circumstances, to convene Special Education TEAM meetings during non-school        days.  As a result of this requirement it may be necessary to have the presence of Teachers at these meetings.  In        the event that a teacher is requested to attend such a meeting the following procedures will apply:

           

1.         Every effort will be made to involve the teachers who are directly involved with the education of the             particular student for which the meeting is being held.  If those teachers are not available to participate in the meetings, the Superintendent of Schools or his/her designee will choose an available teacher who will    best fulfill the requirements associated with the specifics of the particular meeting.

    2.        Teachers involved in these meetings will be compensated on an hourly rate based on 1/7th of their                                              individual per diem rate.  The per diem rate will be determined by the contract salary schedule which runs

            from September to August.  

               3.         A teacher will be paid for a minimum of two hours regardless of the length of the meeting.

4.         For every meeting extending beyond one and one-half hours (1 ½) the reimbursement time will be                                     calculated by multiplying the meeting length by 1.5.  This rate is established to compensate for travel time                                 and preparation time incurred.  For example, if a meeting’s duration is 3 hours in length, the teacher’s                          compensation will be (3hrs x 1.5) to equal 4.5 hours.  Therefore, the teacher will receive 4.5 hours of pay,                                based on their hourly per diem rate. 

 

 5.        There will be no additional reimbursement associated with travel or preparation time.

 

J.         Benefits

1.         Part-time teachers will have pro-rated salaries, duties, sick days, personal days, and preparation periods.

2.         Part-time teachers will receive full service for seniority purposes.

 

 

Article VI

Professional Development

Each teacher is responsible for creating an Individual Professional Development Plan aligned with the School Committee’s goals and School Improvement Plan, and which meets with state licensing requirements.

 

A District Professional Development Committee will be formed to develop and implement a yearly Professional Development Plan.  The committee will be comprised of at least two teachers from each school, chosen by the Association, and school administrators.

 

A.         Professional Leave

A teacher will be entitled to two (2) days of professional leave per school year to attend professional activities pertaining to his/her Individual Professional Development Plan and/or the district’s goals, subject to the approval of the Superintendent or Principal.  Additional days may be granted at the discretion of the Superintendent or Principal.

 

B.         Requests for credit hours for Professional Development courses, workshops, conferences and curriculum             development work

 

1.         Requests to do professional development work will be submitted to the building principal and                                         superintendent in a timely fashion on the form provided for this purpose.

2.         Requests will be approved on the basis of how well they meet the goals of a teacher’s Professional             Development Plan and the goals and objectives of the building and/or district.

3.         Upon completion of the pre-approved Professional Development activity, teachers will submit an             acceptable curriculum guide, grade sheet, transcript or professional development certificate to the principal             and superintendent for credit toward lateral movement on the salary schedule.

4.         The Committee, subject to funding, will annually establish budget line items for elementary and secondary             Professional Development. Teachers participating in pre-approved professional development activities will             be reimbursed for associated expenditures, such as, books, travel, registration and fees. When working on             approved curriculum development teachers will be compensated at the rate of $30 per hour.

5.         Teachers will be limited to a maximum of three (3) credit hours for curriculum development (writing) as part             of any fifteen (15) credit total needed for column movement on the salary schedule.

 

C.         In-Service Training

   

    1.         In-service training provides teachers with professional development points for recertification.

              2.       Professional development points will be awarded by hours.  For Example:  Should a teacher successfully                            complete a five-hour planned professional development activity, he/she will earn five (5) professional

                        development points for recertification.

    3.         If an Association member is approved to conduct an in-service activity, he/she will receive:    (1) twice the                             number of professional development points for recertification, but not lateral movement; and (2) a stipend of                         sixty dollars ($60.00) per hour, one hundred eighty dollars ($180.00) per half-day, or three hundred sixty                                dollars ($360.00) for a full-day workshop.

 

 

Article VII

Tutors

A.         When the professional skills of teachers are required by the School Department for instructional services to pupils beyond the established student day, teachers will be paid at the tutor’s hourly rate.  In all cases, required extended services must have prior written approval of the Superintendent.

 

B.         Tutor’s hourly rate:         $34.00

 

 

Article VIII

Vacancies

A.         When any vacancy in a professional position, including an extracurricular or extra-duty position, occurs during the school year, it will be publicized by the Superintendent by means of a notice placed on the H.T.A. bulletin boards in both schools as far in advance of the appointment as possible.  The notice will state qualifications, duties, and compensation.

 

B.         During the months of July and August written notice of any vacancies will be mailed by the Superintendent’s office to the last known address of any Association member who has given prior written notice to the superintendent of his/her wish to be notified. 

 

C.         No vacancy will be filled, except on a temporary basis, within five (5) school days during the school year or within ten (10) calendar days during summer vacation, from the date the notice is posted in the school or provided to the Association members.   Whenever any vacancy or new position occurs during summer months, the Superintendent shall notify all teachers who had previously given written notice of interest in such position(s), and shall also notify the Association President(s) or his/her designee.  The Committee and the Association agree this timeline provides adequate opportunity for interested Association members to make application.

                                                                                                          

D.         The Committee/Administration agrees in making its selection it will give due weight to the professional background and attainments of the applicant, the teaching certificates held, the length of time in the school system, and other relevant factors.

 

E.         Each available position will be filled by the best available candidate.  When comparing candidates’ qualifications, if a present staff member is equal to the best outside applicant, additional consideration will be given to the present staff member.

 

F.         Appointments will be made without regard to race, creed, color, religion, nationality, gender, age, marital status,             sexual orientation, or handicap in accordance with Massachusetts State and Federal Laws.

 

G.         Should an employee desire a voluntary transfer to another position within the schools, he/she will notify the Superintendent or Principal in writing prior to the school year in which he/she desires to be transferred.

 

H.         Said transfer requests will be acknowledged in writing within ten (10) days of request.  Should a vacancy occur, teachers requesting a voluntary transfer will be considered in accordance with Article VIII.

 

I.          Vacancies created by the transfer under this provision will be filled at the Principal’s discretion with the Superintendent’s approval in accordance with Article VIII.

 

 

 

Article IX

Teacher Evaluation

A new evaluation system has been negotiated consistent with the requirements of LAW and DESE regulations.  It is attached to this agreement as Appendix C.  If there are any conflicts between this article and the attached document, the attached document will prevail.

 

 

Article X

Discipline or Dismissal

A.           No Teacher will be disciplined, reprimanded, reduced in rank, or denied professional advantage without just                cause.  No Teacher with professional status will be dismissed without just cause.  The provisions of M.G.L.c.     71, 42 will be followed regarding dismissal of teachers without professional status.

 

 

Article XI

Personnel Files

A.         A teacher has the right upon request to inspect his/her personnel files and folders and make copies of such             contents as concern their work or themselves.  Both employer and employee have the right to have a witness in             attendance at the appointed time of inspection.

 

B.         No material derogatory to an employee’s conduct, service, character, or personality will be         placed in a personnel                     file until the employee has had an opportunity to review such material.  The employee will receive a copy of said

material.  The employee will acknowledge he/she has been given an opportunity to review such material by affixing his/her signature to the copy to be filed with the express understanding that said signature in no way indicates agreement with the contents thereof.

 

C.         The employee will have the right to submit a written response to said material and his/her response will be

            attached to the file copy.

 

D.         The administration will remove, upon request of the teacher, all derogatory material from the teacher’s personnel file after a three (3) year period provided similar materials have not been added during the stated time frame.

 

E.         If derogatory materials are removed from an employee’s personnel file, the Association acknowledges the             Committee’s legal responsibility to retain said records pursuant to           Massachusetts General Law.

 

 

Article XII

Teacher Facilities

A.         Each school will have the following facilities:

   1.                     A faculty lounge

     2.       A teacher work area where supplies and equipment are easily accessible Well-lighted, clean restrooms for

               teachers.

     3.       A telephone located in an area to ensure privacy (Personal long distance calls may be made at the                                    teacher’s expense.)

     4.       Adequate teacher parking spaces.

 

B.           Each classroom will have the following facilities:

      1.       A serviceable teacher desk and chair.              

      2.        A locked compartment for storage of personal items

       3.       A communication system connected with the main office

      4.       Adequate storage space for instructional materials and supplies

 

 

Article XIII

Paid Leaves of Absence

A.         Bereavement

1.         In the event of a death of a member of the immediate family, a teacher will be entitled to five (5) school

days with pay for bereavement.  Immediate family includes husband, wife, domestic partner, child, mother,                         father, father-in-law, mother-in law, brother, sister, grandfather, grandmother, and/or grandchild of the             employee.

            2.         In the event of a death of a member of the extended family, person who is a step-relative, or member of th

            teacher’s household, a teacher will be entitled to three (3) school days with pay for bereavement at the                            discretion of the Superintendent.

 

B.         Family Care Leave

    1.         A teacher may apply for family care leave to be deducted from the teacher’s accumulated sick leave up to a

                total of fifteen (15) days per school year.  To apply, the teacher must put his/her request in writing to the           Superintendent indicating the reason and number of days needed.  At the time of application, the teacher is           required to submit a physician’s certification that the family member, as defined below, has a serious injury           or illness as defined under the Family Medical Leave Act.  For purposes of this subsection only, family           member shall  be defined as spouse, domestic partner, parent, child, step-child, and foster child; and shall

                also include the             following categories only if the individual resides in the teacher’s household:  grandparent, grandchild, sister, brother, mother-in-law, and father-in-law.  The Superintendent may require the teacher to submit a physician’s certification of the family member’s serious injury or illness in accordance with the F.M.L.A. during the course of the leave.

 

C.         Legal Leave

    1.         A teacher serving on Jury Duty on a work day, or reporting to the court for jury service as required by said                             court for any portion of a work day, will receive his/her regular rate of pay for each day served minus the                       amount of jury pay received from the court.  Jury Duty will not interrupt the normal pay of a teacher.                             However, the teacher must reimburse the jury pay to the Committee.

 

     2.        Teachers will not suffer any loss of pay, sick or personal days for subpoenaed court appearances.

 

D.         Military Leave

    1.         Paid military leave will be granted according to the provisions of M. G. L. chapter 33, §59.

       

E.         Personal Leave

             1.        A teacher will be entitled to two (2) personal days with pay per year which will be deducted from the                                teacher’s annual sick leave.

 

             2.        Subject to the approval of the superintendent, personal days will be granted without the need of a

                        written reason for personal, legal, or family matters.  The superintendent will grant the request with           

                        the understanding from the teacher that this business cannot be handled at any other time than                                          during school hours.     

 

             3.        Except in an emergency, a teacher will notify the Superintendent at least forty-eight (48) hours in advance

                        of taking said leave.

 

    4.         If the Superintendent determines an emergency situation exists and it is necessary for the safe and proper                             operation of the school he/she may refuse the request for personal days.

 

    5.         Personal days may be utilized the day before or after a holiday or a vacation.  The number of teachers                    granted personal days on these occasions shall not exceed three (3) from Smith Academy, and three (3)                             from Hatfield Elementary School. 

 

    6.         Personal days will not be taken on a scheduled professional development day unless approved by the                 Superintendent.

 

              7.       Upon request the Superintendent has the discretion to grant a third personal day which will be deducted                         from the teacher’s annual sick leave.  The denial of the Superintendent of any such request will not be the                                     subject             of the grievance procedure or the subject of arbitration.

 

F.         Sick Leave

             1.        Teachers are entitled to fifteen (15) sick leave days each year provided they are under contract for that                            year.

              2.       First year teachers in the Hatfield School system will earn sick leave at the rate of one and one half (1 ½)                                     days per month beginning September 1st and ending June 30th.  First year teachers will be paid for sick                              leave only to the extent of their accumulation.  However, a teacher who is not paid for such time at the end                              of his/her illness will be paid for such time at the end of the school year providing the sick leave has been                            earned.

              3.       Sick leave time may be accumulated to two hundred (200) days.

              4.       The superintendent may require a teacher to submit a certificate of personal illness certified by a physician                                     for absences over five (5) consecutive days.

              5.       In the event a teacher does not use any sick days during the course of the school year, the teacher will be

                         entitled to an additional one (1) personal day the following school year, not to be deducted from sick                             leave.

 

 

Article XIV

Unpaid Leaves of Absence

A.         All benefits a teacher was entitled to at the time his/her unpaid leave commenced, including sick leave and place on             the salary schedule, will be restored to him/her upon his/her return.

 

B.         Said teacher will be assigned to the same position he/she held at the time said leave commenced, if available.  If             the same position is not available, he/she will be assigned an equivalent position.

 

C.         All requests for extensions and renewals of unpaid leaves must be applied for in writing to the superintendent.  The             Superintendent will approve or deny an unpaid leave in writing.

 

D.         The School Committee, at its discretion, may add other leaves without pay, including leaves for the purpose of             higher education.

 

E.         Family Care Unpaid Leave

An unpaid leave of absence of up to six months may be granted for the purpose of caring for a sick member of the teacher’s immediate family.  Immediate family is defined as husband, wife, domestic partner, child, father, mother, father-in-law, mother-in-law, sister, brother, grandfather, grandmother, and/or grandchild.  Intent to return to work will be made in writing within thirty (30) calendar days of the teacher’s intended return.

 

F.         Family and Medical Leave Act

            Eligible teachers may receive up to twelve (12) workweeks (or twenty-six (26) weeks if leave to care for a

covered service member with a serious injury or illness is also used) of unpaid leave during a twelve-month             period at the time of the birth or adoption of a child; at the time of serious health condition affecting the     employee or a family member; for any “qualifying exigency” arising out of the fact that the employee’s spouse, son,             daughter, or parent is on active duty, or has been notified of an impending call or order to      active duty as a member           of the National Guard or Reserves, in support of a contingency operation; or to care for a covered service        member with a serious injury or illness if the employee is the service member’s spouse, son, daughter, parent, or next of kin.”

 

G.         One Year Unpaid Leave

            An unpaid leave of absence of up to one year may be granted by the superintendent to a teacher who has been             continuously employed in the Hatfield School system for three years.  Request for leave will be made in writing to                        the Superintendent of Schools.  The teacher must notify the superintendent by February 1 of his/her intention to         return the next year.

 

H.         Massachusetts Maternity Leave Act       

            The Hatfield Public Schools agrees to comply with the provisions of the Massachusetts Maternity Leave Act.     

            Teachers desirous of obtaining such leave should contact the superintendent and/or the Association for further  

             information regarding rights and restrictions under this law.

 

 

Article XV

Sick Leave Bank

The Hatfield Teachers’ Association and the Hatfield School Committee agree to create and operate a Sick Leave Bank.  The Association agrees to hold the Hatfield School Committee harmless for any action or inaction in the establishment or administration of the Sick Leave Bank and further agrees to indemnify the Committee for all damages and costs, including legal fees incurred by the Sick Leave Bank Committee in connection with any civil action or administrative proceeding involving the Sick Leave Bank.  It is understood the only obligation of the Committee is to pay out sick leave to teachers from the Sick Leave Bank as directed by the Sick Leave Bank Committee.

 

A.         Participation

 

   1.         Participation by members of the Unit represented by this Agreement shall be mandatory.  Said days are to

               be “deposited” in the Bank. 

   2.         New members of the bargaining unit shall be assessed one (1) day of their annual and/or accumulated sick

               leave as of the date they enter the Unit.  Said days are to be “deposited” in the Bank. 

   3.         Unused days in the Bank shall carry over from year to year.   Should the number of days in the Bank reach

               the level of one hundred (100) days or less, each teacher in the bargaining unit shall be assessed one (1)           day of his or her annual and/or accumulated sick leave as of the first day of the next calendar month.  Said           days are to be “deposited” in the Bank. 

   4.         In the event a teacher has no annual and/or accumulated sick leave at the time of said assessment, that

               teacher shall be assessed the amount of days owed to the Bank the following September 1.

 

B.         Sick Leave Bank Committee

   1.         A Sick Leave Bank Committee will be created on or before September 30th of each school         year.  It will

               consist of two (2) teachers selected by the Association and two (2) School Committee members or             designees thereof.  The Chair of the Sick Leave Bank Committee will be chosen within and by the Sick

               Leave Bank Committee members.

 

   2.         The Sick Leave Bank Committee will assess the need of each applicant and may grant sick leave to                       teachers suffering from prolonged and/or catastrophic illness.  Sick leave will only be granted by a majority                           vote of the Sick Leave Bank Committee.

 

   3.         The Sick Leave Bank Committee will make every reasonable effort to make a decision within ten (10)

                school days following receipt of the application.

 

            4.         The Sick leave Bank Committee will notify the applicant of its decision and, in the case of rejection of the                application, will inform the applicant of the reason for its decision.

 

   5.         Any member whose application is rejected may reapply if the member has additional information.           

 

   6.         The Sick Leave Bank Committee’s decision on all applications and other matters within its jurisdiction shall           be final.

 

7.         The Sick Leave Bank Committee will issue a report to the School Committee and the Association

concerning the number of days donated and the balance of days remaining in the Sick Leave Bank prior to

June 15 of each school year.

 

C.         Granting of Benefits

            1.         A member of the Unit who exhausts his/her individual sick leave benefits may apply for benefits from the             Sick Leave Bank.

 

2.         Such benefits are intended for prolonged and/or catastrophic illness for the individual.

 

3.         To apply, the member must put his/her request in writing to the Sick Leave Bank Committee, c/o the Chair             of the Sick Leave Bank Committee, indicating the reason and the number of days needed. The request               should be made prior to the exhaustion of the member’s annual and/or accumulated sick leave.

 

4.         The member is required to submit medical documentation and/or any other information the Sick Leave                             Bank Committee may deem necessary, before the application is considered by Sick Leave Bank                                               Committee.

 

5.         Each member is eligible to receive days of sick leave from the Bank each school year in accordance to             his/her completed years of service to the Hatfield School District, and upon approval by the Sick Leave               Bank Committee, as follows:

 

                                    Years of Service                       Maximum Days Allowed

                                                0-1                                            15

                                                2-3                                            25

                                                4-5                                            35                                

                                                6+                                            50

 

6.         One additional granting of days during that same school year may be approved by the Sick Leave Bank             Committee, as follows:

 

                                    Years of Service                       Maximum Days Allowed

                                                0-1                                            15

                                                2-3                                            25

                                                4-5                                            35                                

                                                6+                                            50

 

 

Article XVI

Substitute Teachers

A.         Every effort will be made to provide substitute teachers for all areas of instruction, including specialists.

 

B.         In cases where a regular substitute teacher is not available and a regular teacher serves as a substitute during

his/her non-teaching time, said teacher will be paid a stipend for each period.  The stipend is as follows:   $28.

 

C.         The principal or designee of the school will make substitute teaching assignments.  Teachers will be limited to one             period per day.

 

 

Article XVII

Student Teachers

A.         The Committee agrees acceptance of a student teacher by a full time faculty member will be on a voluntary basis.

 

 

Article  XVIII

Personal Injury Benefits

A.         Whenever a teacher is absent from school as a result of an illness for which Worker’s Compensation is awarded,

            the teacher will be paid a regular salary, less the amount received under Worker’s Compensation insurance for the             period of such absence and such absence will be charged to accumulated sick leave to the extent that sick leave             is required to pay the difference between the compensation award and the teacher’s regular rate of pay.

 

B.         Teachers will be reimbursed for any clothing damaged in an assault or accident occurring in the course and scope             of his/her employment, except where the teacher’s clothing is damaged because of his/her failure to wear             appropriate protective clothing when usually expected.  Example:  Acid burns in the laboratory when rubber apron is

not worn.

 

 

Article XIX

Indemnification

A.         If criminal or civil proceedings are brought against a teacher alleging that he/she committed a wrong in connection             with his/her employment, the Committee will indemnify the teacher in accordance with M. G. L. Chapter 258.

 

 

Article XX

Criminal Offender Record Information (CORI) Checks

The following applies to criminal record information (CORI) checks pursuant to Chapter 385 of the Acts of 2002:

 

CORI checks will be conducted once every three (3) years for employees, or more often with reasonable cause.

1.            A copy of the CORI report will be available to the employee.  If the CORI report shows any          activity, a copy

will be sent to the employee.

2.            All CORI reports will be maintained in the Superintendent’s office in separate confidential             files.

3.            The Superintendent or other administrator in his/her central office designated by the Superintendent and

 cleared by the Criminal History Systems Board will be the only persons authorized to request and review CORI checks.

            4.         Any disciplinary action taken as a result of CORI checks will be in accordance with the Agreement and/or                                     the law.

 

Article XXI

Prohibition Against Strikes

A.         The Association agrees to adhere to the dictates of M. G.  L. Chapter 150E. Sec. 9A.

 

B.         The Association will not induce, encourage, condone, or engage in a strike, work stoppage, slowdown, or                                  withholding of services.

 

Article XXII

Reduction in Force

In the event it becomes necessary to terminate or reduce the hours of an employee due to economic cause, declining enrollment or reorganization, the following procedure will apply:

 

A.         Conditions

1.         This provision shall apply only to teachers with professional teacher status who are full and regular part-                           time employees and shall only apply when no hearing is mandated under M.G.L.,           c.71, s. 40-45.

2.         No teacher with professional status will be laid off or reduced in hours if   there is a teacher without                                               professional status for whose position the covered teacher is currently certified under Massachusetts                                     General Laws, chapter 71, Section 42.

            3.         The Administration will determine which subject, grade level, position or areas will be affected.

            4.         The Administration will determine the number of hours a teacher would work pursuant to this Article.

 

B.         Procedure

1.         When staff reductions are necessary the Administration will consider the length of service,           ability, and

            qualifications, not necessarily in that order.  When all factors that constitute ability             and qualifications are                               relatively equal, length of continuous service will prevail.

2.         For the purpose of this Article, length of service will mean the actual service in days, months, and years from the most recent date of continuous hire.  Any time or approved leave of any kind will be counted in length of service.

3.         A teacher will provide a copy of his/her certification(s) to the Superintendent by July 1st of each year.

 

C.         Employee Response

1.         A teacher whose position is reduced or eliminated may transfer into an open position for which he/she is

            certified and qualified at the time of actual separation.

2.         If an open position is not available, a teacher may replace another teacher with lower seniority in the                                Hatfield School system for which he/she is certified and qualified.  To exercise this option, the employee                                     must have more seniority as defined herein than the teacher replaced.  A teacher claiming a position                                     according to the provisions of this paragraph must notify the Superintendent of his/her intention to do so, in                            writing within thirty (30) calendar days after the date or postmark of his/her termination notice.

 

D.         Notification

A teacher whose services will be terminated/reduced at the end of the school year will be notified not later than June 15th and whenever possible prior to April 15th.

 

E.         Scheduling

1.         Reasonable effort will be made to provide scheduling continuity for teachers with reduced hours; however,                                     the final determination regarding schedules will be made by the Administration.  Teachers with reduced                                    hours may have a partial schedule every day or a full schedule on certain days. 

2.         At the secondary level:  one teaching period will constitute twenty-percent (20%), two teaching periods will                         constitute forty-percent (40%), three teaching periods will constitute sixty-percent (60%), four teaching

            periods will constitute eighty-percent (80%), five teaching periods will constitute one hundred-percent

(100%), as long as teacher assignments continue to be the five periods per day.  If the regular number of             assignments are changed, the pro-ration contained in this section will be adjusted accordingly.

3.         At the elementary level, teacher’s hours will be based on a percentage of the total length of the school day                                     to the nearest one-tenth exclusive of the duty-free lunch.

 

F.         Recall

1.         A teacher reduced/laid off in accordance with this provision will have recall rights for two (2) years.  Such                         years will commence with his/her actual date of separation, which will be August 1st of the year of                                     separation.  Should an open position occur during the recall, a teacher who has recall rights and is certified              for the position will be notified by certified letter, return receipt requested, sent to the last address on file

with the Superintendent.

2.         A teacher who fails to notify the Superintendent within fifteen (15) working days of the date of the letter             received will forfeit all recall rights.  If there is more than one teacher who has recall rights, the position will             be offered to the most senior and qualified teacher on lay-off and then in descending order of seniority.  

3.         If employees are of equal seniority, the employee with the higher degree status or courses beyond the degree status, within a teacher’s certification, will be considered the most senior teacher for the purposes of recall rights.

4.         Upon re-employment a teacher will be restored to all benefits he/she would have had at the time of his/her                                     effective date of separation.

5.         A teacher on recall may continue group health and life insurance coverage during the recall period as                              provided by the Committee to members of the bargaining unit by reimbursing the Town Treasurer for full                                     premium cost.  Refusal to return to employment upon recall will terminate this option.

 

 

Article XXIII

Insurance

A.         For each employee the Committee will pay fifty percent (50%) of the premium on:

             1.        Life Insurance - $5,000.00 (or Town rate) renewable term insurance

             2.        Accidental death and dismemberment - $5,000.00 (or Town Rate)

 

B.          For each employee the Committee will pay fifty percent (50%) of the cost of any medical insurance plan offered by               

             the Town.

 

 

Article XXIV

Deductions

A.         The Committee will provide authorized payroll deductions on behalf of teachers for any and all of the following             purposes:

             1.        Association dues:         Hatfield Teachers’ Association

                                                                        Massachusetts Teachers’ Association

                                                                        National Education Association

2.         Premiums for the Town of Hatfield’s Employees’ Group Insurance

              3.                   Premiums under any annuity contract purchased by a teacher           

 

B.         Requests for deductions must be made prior to September first of any year.  Deductions will commence in the first             pay period of September of that same year, if possible.   If not possible, deductions will commence during the                second pay period.

 

 

       Article XXV

Pay Checks

A.         Payroll checks/direct deposit receipts will be distributed in individual envelopes.

 

B.         During the school year, teachers have the option to receive payroll checks/direct deposit receipts from the

Administrative Assistant or the U. S. Postal Service.

 

C.         Payroll checks/direct deposit receipts will be distributed the day they are received from the Hatfield Treasurer’s

            Office.  If a Teacher is not available, arrangements may be made with the Administrative Assistant.

 

D.         During the summer months payroll checks/direct deposit receipts will be mailed unless other arrangements are

            made with the Administrative Assistant.

 

E.         No payroll check/direct deposit receipt will be held past the distribution day unless previous arrangements have

been made with the Administrative Assistant.

 

F.   Teacher’s pay will be available on 26 week cycle.

 

 

Article XXVI

Travel Allowance

A teacher who is required to use an automobile in his/her work will be compensated at the Town rate for such travel.

 

 

Article XXVII

Hatfield Teachers’ Association  -- Rights, Responsibilities, and Privileges

A.         Neither the Association nor the Committee will discriminate against any teacher on the basis of race, creed, color,

            religion, political activity, age, nationality, gender, sexual orientation, gender identity, marital status, handicap,             membership or non-membership in its activities in accordance with Massachusetts State and Federal Law.

 

B.         The Committee will take no reprisals against any teacher by reason of his/her membership in, or legal activities for             the Association.


C.         The Committee will take no reprisals against any person eligible for membership in the Association.

 

D.         The Association will not conduct any of its business at time which interferes with the performance of professional duties.

 

E.         The Association will not conduct any Committee-Association activities on school time.  If conciliation and arbitration

 proceedings are scheduled when school is in session, the Committee will allow reasonable time for travel.

 

F.         The Committee will provide a bulletin board in the faculty room of each building for the exclusive display of             Association materials.

 

G.         The Association may use school buildings at reasonable times without cost provided such use does not require

 additional expense.  Arrangements will be made with the building principal.

 

H.         The Association will furnish the Superintendent with a list of its current officers.

 

I.          Copies of the Committee agenda and copies of minutes will be made available to the Association as soon as they

 are available in the Superintendent’s Office.

 

J.         Copies of this agreement will be made.  The cost of the copies will be shared equally.

 

 

Article XXVIII

Saving Clause

A.         In the event any provision of this agreement is or shall be contrary to the laws of the Commonwealth of

            Massachusetts or the Constitution of the United States, all other provisions of this agreement will continue in effect.              In the event any provision is held invalid, the parties affected thereby enter into the immediate collective bargaining             negotiations upon the request of either party for the purpose of arriving at a mutually satisfactory replacement for such Article or Section during the period of the invalidity.

 

B.         This agreement constitutes Committee policy in respect to Teachers’ wages, hours, and other conditions of             employment and the Committee will carry out the directives contained herein.

 

 

Article XXIX

Retirement

A.         Teachers who retired with at least fifteen (15) years of service to the Hatfield School Department will be

 compensated for the total value (at a per diem rate) of ten percent of unused sick leave up to a maximum of two                          hundred days and a total dollar amount of $5,400.00, provided the Superintendent of Schools receive the teacher’s            notice of Intent to Retire, in writing, prior to February 1st of the school year preceding the year of retirement.  For        

 example, for a retirement date of July 1, 2016 notice must be given no later than February 1, 2015.

 

B.         If the notice provided for above is not received, payment will be delayed from the fiscal year of retirement to the

            next fiscal year for which the School Committee can budget said payment.

 

 

Article XXX

Tuition Waiver

The Hatfield School Committee agrees to waive tuition for each child (natural, adopted, step) residing in the household of a

 non-resident teacher.  This waiver is not to exceed the average per-pupil cost per year in the system.  Prior to seeking

 initial admission of a non-resident child/children, and annually thereafter, each non-resident teacher shall apply for all

 available School Choice vacancies in the Hatfield Public Schools.  For the purposes of prior sentence, non-resident teacher

shall include all teachers residing in the Commonwealth of Massachusetts who do not reside in the Town of Hatfield.

 

 

 

 

 

 

 

 

 

The foregoing agreement was reached by the undersigned and submitted for signatures:

 

 

 

In witness thereof, the parties set their hands and seal this                       day of                                      , 2013.

 

 

FOR THE ASSOCIATION:                                  FOR THE SCHOOL COMMITTEE:

 

__________________________                           ______________________________

 

__________________________                           ______________________________

 

__________________________                           ______________________________

 

__________________________                           ______________________________

 

__________________________                           ______________________________

 

   __________________________                                   

 

 

 

 

FOR THE TOWN OF HATFIELD:

 

______________________________


Appendix A

Salary Schedules
 
General
A.                  The placement of each teacher on a specific column and step of the salary schedule is based on the teacher’s original placement when hired. 

 

B.                  All teachers will be allowed to advance one vertical step each year for experience.

 

C.                  Graduate credits referenced in this document are “semester” credits.  Should a teacher bring in “quarter” credits, the conversion is three quarter credits for two semester credits.

 

D.                  Teachers who intend to move laterally on the salary schedule must provide the superintendent with written notice by January 1 of the school year preceding the movement.  Verification of completed coursework for said lateral movement must be provided to the district office no later than August 31 of the year in which the movement is to take place.

 

E.                  When considering lateral placement and college credit, it is assumed that teachers will take graduate level coursework.  Teachers must obtain prior approval from the Superintendent to use undergraduate coursework for lateral movement on the pay scale.

 

2013 - 2016 Salary Schedules

A.                  Six salary columns are identified for these schedules: 

 

B                                  M

M+15                            M+30

M+45                            CAGS/DOC

 

B.         Any teacher who has previously moved to the discontinued B+45 column, without having earned a Master’s degree, is grandfathered on this column (i.e. MA).

 

C.         Longevity.  Any teacher who has served in the district for fifteen (15) years will receive a longevity increase of $400, which is to be added to their salary.  When a teacher has served in the district for 25 years, the longevity salary increase will change from $400 to $600, and similarly be added to their salary.

 

 

 

 


 

 

 

 

2013 - 2014 Salary Schedule

 

 

 

 

 

 

 

 

 

 

 

STEP

 BA

 BA+15

 MA

 MA+15

 MA+30

 MA+45

 CAGS/DOC

1

$35,691.00

 

$39,335.00

$41,302.00

$43,367.00

$45,536.00

$48,267.00

2

$36,673.00

 

$40,515.00

$42,542.00

$44,667.00

$46,901.00

$49,716.00

3

$37,655.00

 

$41,731.00

$43,818.00

$46,008.00

$48,308.00

$51,206.00

4

$38,637.00

 

$42,982.00

$45,132.00

$47,389.00

$49,758.00

$52,742.00

5

$39,619.00

 

$44,272.00

$46,486.00

$48,809.00

$51,250.00

$54,325.00

6

$40,601.00

 

$45,600.00

$47,881.00

$50,274.00

$52,788.00

$55,955.00

7

$40,601.00

 

$46,968.00

$49,317.00

$51,782.00

$54,372.00

$57,634.00

8

$40,601.00

 

$48,378.00

$50,796.00

$53,336.00

$56,002.00

$59,362.00

9

 $40,601.00

 

$49,828.00

$52,320.00

$54,936.00

$57,683.00

$61,142.00

10

 $40,601.00

 

$51,323.00

$53,889.00

$56,583.00

$59,413.00

$62,978.00

11

 

 

$52,862.00

$55,506.00

$58,282.00

$61,196.00

$64,867.00

12

 

 

$56,654.00

$59,487.00

$62,461.00

$65,584.00

$69,520.00

13

 

 

$58,354.00

$61,271.00

$64,335.00

$67,551.00

$71,605.00

14

 

$57,015.00

$60,105.00

$63,109.00

$66,265.00

$69,578.00

$73,753.00

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

1 ½ %

 

 

2014-2015 Salary Schedule

 

 

 

 

 

 

 

 

 

 

 

STEP

 BA

 BA+15

 MA

 MA+15

 MA+30

 MA+45

 CAGS/DOC

1

$36,226.00

 

$39,925.00

$41,922.00

$44,018.00

$46,219.00

$48,991.00

2

$37,223.00

 

$41,123.00

$43,180.00

$45,337.00

$47,605.00

$50,462.00

3

$38,220.00

 

$42,357.00

$44,475.00

$46,698.00

$49,033.00

$51,974.00

4

$39,217.00

 

$43,627.00

$45,809.00

$48,100.00

$50,504.00

$53,533.00

5

$40,213.00

 

$44,936.00

$47,183.00

$49,541.00

$52,019.00

$55,140.00

6

$41,210.00

 

$46,284.00

$48,599.00

$51,028.00

$53,580.00

$56,794.00

7

$41,210.00

 

$47,673.00

$50,057.00

$52,559.00

$55.188.00

$58.499.00

8

$41,210.00

 

$49,104.00

$51,558.00

$54,136.00

$56,842.00

$60,252.00

9

$41,210.00

 

$50,575.00

$53,105.00

$55,760.00

$58,548.00

$62,059.00

10

$41,210.00

 

$52,093.00

$54,697.00

$57,432.00

$60,304.00

$63,923.00

11

 

 

$53,655.00

$56,339.00

$59,156.00

$62,114.00

$65,840.00

12

 

 

$57,504.00

$60,379.00

$63,398.00

$66,568.00

$70,563.00

13

 

 

$59,229.00

$62,190.00

$65,300.00

$68,564.00

$72,679.00

14

 

$57,870.00

$61,007.00

$64,056.00

$67,259.00

$70,622.00

$74,859.00

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

1 ½ %

 

 

2015-2016 Salary Schedule

 

 

 

 

 

 

 

 

 

 

 

STEP

 BA

 BA+15

 MA

 MA+15

 MA+30

 MA+45

 CAGS/DOC

1

$36,769.00

 

$40,524.00

$42,551.00

$44,678.00

$46,912.00

$49,726.00

2

$37,781.00

 

$41,740.00

$43,828.00

$46,017.00

$48,319.00

$51,219.00

3

$38,793.00

 

$42,992.00

$45,142.00

$47,398.00

$49,768.00

$52,754.00

4

$39,805.00

 

$44,281.00

$46,496.00

$48,822.00

$51,262.00

$54,336.00

5

$40,816.00

 

$45,610.00

$47,891.00

$50,284.00

$52,799.00

$55,967.00

6

$41,828.00

 

$46,978.00

$49,328.00

$51,793.00

$54,384.00

$57,646.00

7

$41,828.00

 

$48,388.00

$50,808.00

$53,347.00

$56,016.00

$59,376.00

8

$41,828.00

 

$49,841.00

$52,331.00

$54,948.00

$57,695.00

$61,156.00

9

$41,828.00

 

$51,334.00

$53,902.00

$56,596.00

$59,426.00

$62,990.00

10

$41,828.00

 

$52,874.00

$55,517.00

$58,293.00

$61,209.00

$64.882.00

11

 

 

$54,460.00

$57,184.00

$60,043.00

$63,046.00

$66,828.00

12

 

 

$58,367.00

$61,285.00

$64,349.00

$67,567.00

$71,621.00

13

 

 

$60,117.00

$63,123.00

$66,280.00

$69,592.00

$73,769.00

14

 

$58,738.00

$61,922.00

$65,017.00

$68,268.00

$71,681.00

$75,982.00

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 


NURSES SALARY SCHEDULE

 

 

 

                                  2013 – 2014                         2014 – 2015                   2015 – 2016

 

STEP

BA

BA

BA

1

$35,709

$36,245

$36,789

2

$35,709

$36,245

$36,789

3

$35,709

$36,245

$36,789

4

$36,779

$37,331

$37,891

5

$37,882

$38,450

$39,027

6

$39,020

$39,605

$40,199

7

$40,189

$40,792

$41,404

8

$41,396

$42,017

$42,647

9

$42,638

$43,278

$43,927

10

$43,917

$44,576

$45,245

11

$45,234

$45,913

$46,602

12

$46,591

$47,290

$47,999

13

$48,478

$49,205

$49,943

14

$49,933

$50,682

$51,442

 

 

 

 


 

 

 

Note:    Any nurse with a Master’s degree or beyond will be placed on the regular teacher’s salary schedule as appropriate.

 

 

 

 

 

 

 

 

 

Appendix B:  Extra-Curricular Activities

 

 

 

2013 – 2014

 

 

2014 – 2015

 

 

2015 - 2016

 

 

 

2% increase

 

 

2% increase

 

 

2% increase

 

Sport

Step 1

Step 2

Step 3

Step 1

Step 2

Step 3

Step 1

Step 2

Step 3

 

1-3 years

4-6 years

7-9 years

1-3 years

4-6 years

7-9 years

1-3 years

4-6 years

7-9 years

Varsity

 

 

 

 

 

 

 

 

 

Basketball

$4,233.00

$4,318.00

$4,447.00

$4,318.00

$4,404.00

$4,536.00

$4,404.00

$4,492.00

$4,627.00

Field Hockey

$2,883.00

$2,940.00

$3,027.00

$2,941.00

$2,999.00

$3,088.00

$3,000.00

$3,059.00

$3,150.00

Soccer

$2,883.00

$2,940.00

$3,027.00

$2,941.00

$2,999.00

$3,088.00

$3,000.00

$3,059.00

$3,150.00

Baseball

$2,883.00

$2,940.00

$3,027.00

$2,941.00

$2,999.00

$3,088.00

$3,000.00

$3,059.00

$3,150.00

Softball

$2,883.00

$2,940.00

$3,027.00

$2,941.00

$2,999.00

$3,088.00

$3,000.00

$3,059.00

$3,150.00

Golf

$2,883.00

$2,940.00

$3,027.00

$2,941.00

$2,999.00

$3,088.00

$3,000.00

$3,059.00

$3,150.00

Cheerleading

$2,008.00

$2,049.00

$2,110.00

$2,048.00

$2,090.00

$2,152.00

$2,089.00

$2,132.00

$2,195.00

 

 

JV

 

 

 

 

 

 

 

 

 

Basketball

$2,557.00

$2,608.00

$2,687.00

$2,608.00

$2,660.00

$2,741.00

$2,660.00

$2,713.00

$2,796.00

Field Hockey

$1,767.00

$1,802.00

$1,856.00

$1,802.00

$1,838.00

$1,893.00

$1,838.00

$1,875.00

$1,931.00

Soccer

$1,767.00

$1,802.00

$1,856.00

$1,802.00

$1,838.00

$1,893.00

$1,838.00

$1,875.00

$1,931.00

Baseball

$1,767.00

$1,802.00

$1,856.00

$1,802.00

$1,838.00

$1,893.00

$1,838.00

$1,875.00

$1,931.00

Softball

$1,767.00

$1,802.00

$1,856.00

$1,802.00

$1,838.00

$1,893.00

$1,838.00

$1,875.00

$1,931.00

Golf

$1,767.00

$1,802.00

$1,856.00

$1,802.00

$1,838.00

$1,893.00

$1,838.00

$1,875.00

$1,931.00

Cheerleading

$1,209.00

$1,233.00

$1,270.00

$1,233.00

$1,258.00

$1,295.00

$1,258.00

$1,283.00

$1,321.00

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

Middle School

 

 

2013 - 2014

 

 

 

2014 - 2015

 

 

 

2015 – 2016

 

 

Sport

 

 

       

Step 1

 

2% increase

Step 2

 

 

Step 3

 

 

Step 1

 

2% increase

Step 2

 

 

Step 3

 

 

Step 1

 

2% increase

Step 2

 

 

Step 3

 

Basketball

$1,767.00

$1,802.00

$1,856.00

$1,802.00

$1,838.00

$1,893.00

$1,838.00

$1,875.00

$1,931.00

Field Hockey

$1,437.00

$1,467.00

$1,510.00

$1,466.00

$1,496.00

$1,540.00

$1,495.00

$1,526.00

$1,571.00

Soccer

$1,437.00

$1,467.00

$1,510.00

$1,466.00

$1,496.00

$1,540.00

$1,495.00

$1,526.00

$1,571.00

Baseball

$1,437.00

$1,467.00

$1,510.00

$1,466.00

$1,496.00

$1,540.00

$1,495.00

$1,526.00

$1,571.00

Softball

$1,437.00

$1,467.00

$1,510.00

$1,466.00

$1,496.00

$1,540.00

$1,495.00

$1,526.00

$1,571.00

Golf

$1,437.00

$1,467.00

$1,510.00

$1,466.00

$1,496.00

$1,540.00

$1,495.00

$1,526.00

$1,571.00

Cheerleading

$1,209.00

$1,233.00

$1,270.00

$1,233.00

$1,258.00

$1,295.00

$1,258.00

$1,283.00

$1,321.00

Game Site Supervisor

Game Official Fee

Game Official Fee

Game Official Fee

Game Official Fee

Game Official Fee

Game Official Fee

Game Official Fee

Game Official Fee

Game Official Fee

Basketball Timer

$1,152.00

$1,175.00

$1,210.00

$1,175.00

$1,199.00

$1,234.00

$1,199.00

$1,223.00

$1,259.00

Events Manager

$1,420.00

$1,448.00

$1,492.00

$1,448.00

$1,477.00

$1,522.00

$1,477.00

$1,507.00

$1,552.00

Basketball Official

Scorer

$1,152.00

$1,175.00

$1,210.00

$1,175.00

$1,199.00

$1,234.00

$1,199.00

$1,223.00

$1,259.00

 

 

For purposes of Appendix B, continuous years of service in the same coaching position in the Hatfield Public Schools shall be used to determine step placement.

 

Those coaches presently receiving a longevity incentive for 5 consecutive years of service will continue to receive that benefit for as long as they coach that sport. 

Longevity incentive of $100.00 will be provided at ten (10) consecutive years of service in the same position and an additional $100.00 payment for every additional five (5) year increment. 

 

 

 

Activities

 

1.            Written performance expectations for activity advisors/directors will be provided by the principal.

               a.       All activities offered at Smith Academy shall support students academically or in a civic manner.  Approval of activities will ultimately be left to the                                principal’s discretion.  Activity request forms will outline what is expected of academic/service learning-focused programs.  Activity advisors will be

                        required to explain/justify their activity within the context outlined by the set-forth requirements.

   b.       The principal will determine, after consultation with the activity advisor/director, the category/level at which the activity will be offered and the number of students to be enrolled in that activity.

2.            Appointment will be made annually following posting and receipt of applications for positions from interested parties.

3.            The principal will meet with each activity advisor/director at least once per semester to review plans for activities.  Students are to be considered for                         involvement where applicable.

4.            Annual evaluation of advisors and the effectiveness of each club or activity will be conducted by the Principal.

5.            Any teacher may be requested to accept or may request to be assigned one (1) or more of the following extra-curricular duties.  No teacher shall be                    assigned such extra duties against his/her will.

 

The following salary differentials will be paid for extra-curricular duties indicated:

 

 

X-Blocks – Smith Academy

2013 - 2016

 

 

Category

1

Category

2

Category

3

Category 4

 

Prep Required    (yes / no)

 

No

 

Yes

 

No

 

Yes

 

Total Hours Per Week

(combination of x-period(s)

and / or after school time)

 

1

 

1

 

2

 

2

 

Compensation        2013 - 2014

                               2014 - 2015

                               2015 - 2016

 

 

$525

$535

$545

 

$657

$670

$683

 

$1,050

$1,071

$1,092

 

 

$1,314

$1,340

$1,367

 

 

If an activity will be for one-half year, the rate will be 50% of the yearly compensation.

If an activity will be for one-quarter year, the rate will be 25% of the yearly compensation.

Additional Advising

 

Class Advisors

2013-2014

2014-2015

2015-2016

 

 

 

 

       Grade 7,8

$660.00

$673.00

$686.00

       Grade 9, 10

$747.00

$762.00

$777.00

       Grade 11

$919.00

$937.00

$956.00

       Grade 12

$1,090.00

$1,112.00

$1,134.00

Trip Chaperones - overnight

$58 per day

$59 per day

$60 per day

Graduation Advisor

$286.00

$292.00

$298.00

Yearbook

$2,872.00

$2,929.00

$2,988.00

Sec Sub Coordinator 

$3,140.00

$3,203.00

$3,267.00

Head Teacher

$2,621.00

$2,673.00

$2,726.00

Variety Show 

$567.00

$578.00

$590.00

Band Director

$3,150.00

$3,213.00

$3,277.00

Student Government Day

$195.00

$199.00

$203.00

National Honor Society

$420.00

$428.00

$437.00

Chorus Director

$1,507.00

$1,537.00

$1,568.00

Athletic Director

$9,222.00

$9,406.00

$9,594.00

MAP Testing Coordinator

$765.00

$780.00

$796.00

Teacher Mentor

$603.00

$615.00

$627.00

Owning Up Instructor

$230.00

$235.00

$240.00

 

 

 

 

 

 

 

 

 

 

 

 

 

Appendix C

Hatfield Public Schools Educator Evaluation System

 

1)             Purpose of Educator Evaluation

A)           This c ontract language is locally negotiated and based on M.G.L., c.71, § 38; M.G.L. c.150E; the Educator Evaluation regulations, 603 CMR 35.00 et seq.; and the Model System for Educator Evaluation developed and which may be updated from time to time by the Department of Elementary and Secondary Education. See 603 CMR 35.02 (definition of model system).  In the event of a conflict between this collective bargaining agreement and the governing laws and regulations, the laws and regulations will prevail.

B)            The regulatory purposes of evaluation are:

i)    To promote student learning, growth, and achievement by providing Educators with feedback for improvement, enhanced opportunities for professional

       growth, and clear structures for accountability, 603 CMR 35.01(2)(a);

ii)    To provide a record of facts and assessments for personnel decisions, 35.01(2)(b);

iii)   To ensure that every school committee has a system to enhance the professionalism and accountability of teachers and administrators that will enable them to assist all students to perform at high levels, 35.01(3); and

iv)  To assure effective teaching and administrative leadership, 35.01(3).

2)             Definitions (* indicates definition is generally based on 603 CMR 35.02)

A)           *Artifacts of Professional Practice: Products of an Educator’s work and student work samples that demonstrate the Educator’s knowledge and skills with respect to specific performance standards.

B)            Caseload Educator:  Educators who teach or counsel individual or small groups of students through consultation with the regular classroom teacher, for example,

                school nurses, guidance counselors, speech and language pathologists, and some reading specialists and special education teachers.

C)            Classroom teacher:  Educators who teach preK-12 whole classes, and teachers of special subjects as such as art, music, library, and physical education. May also include special education teachers and reading specialists who teach whole classes.

D)   Categories of Evidence: Multiple measures of student learning, growth, and achievement, judgments based on observations and artifacts of professional practice,

                including unannounced observations of practice and additional evidence relevant to one or more Standards of Effective Teaching Practice (603 CMR 35.03).  

E)            District-determined Measures: Measures of student learning, growth and achievement related to the Massachusetts Curriculum Frameworks, or other relevant

frameworks, that are comparable across grade or subject level district-wide. These measures may include, but shall not be limited to: portfolios approved commercial assessments, and district-developed pre and post unit and course assessments, and capstone projects. The Administration and Association will work             collaboratively to determine these measures.

F)            Educator(s): Inclusive term that applies to all classroom teachers and caseload educators, unless otherwise noted.

G)   Educator Plan: The growth or improvement actions identified as part of each Educator’s evaluation. The type of plan is determined by the Educator’s career        stage, overall performance rating, and the rating of impact on student learning, growth and achievement. There shall be four types of Educator Plans:

i)    Developing Educator Plan shall mean a plan developed by the Educator and the Evaluator for one school year or less for an Educator without Professional

      Teacher Status (PTS); or, at the discretion of an Evaluator, for an Educator with PTS in a new assignment.

        ii)  Self-Directed Growth Plan shall mean a plan developed by the Educator for one or two school years for Educators with PTS who are rated proficient or   

              exemplary.

iii)   Directed Growth Plan shall mean a plan developed by the Educator and the Evaluator of one school year or less for Educators with PTS who are rated needs

        improvement.

 iv)  Improvement Plan shall mean a plan developed by the Evaluator of at least 30 school days for Educators with PTS who are rated unsatisfactory with goals

        specific to improving the Educator’s unsatisfactory performance. In those cases where an Educator is rated unsatisfactory near the close of a school year, the   

        plan may recommend but not compel activities outside contractual work hours and during the summer proceeding the next school year.

       H)             DESE:  The Massachusetts Department of Elementary and Secondary Education.

I)             Evaluation:  The ongoing process of defining goals and identifying, gathering, and using information as part of a process to improve professional performance

(the “formative evaluation” and “formative assessment”) and to assess total job effectiveness and make personnel decisions (the “summative evaluation”).

 J)             Evaluator: Any person designated by a superintendent who has primary or supervisory responsibility for observation and evaluation. The superintendent is

                 responsible for ensuring that all Evaluators have training in the principles of supervision and evaluation. Each Educator will have one primary Evaluator at any

               one time responsible for determining performance ratings.

Primary Evaluator shall be the person who determines the Educator’s performance ratings and evaluation.  

i.                      Supervising Evaluator shall be the person responsible for developing the Educator Plan, supervising the Educator’s progress through formative assessments, evaluating the Educator’s progress toward attaining the Educator Plan goals, and making recommendations about the evaluation ratings to the primary Evaluator at the end of the Educator Plan. The Supervising Evaluator may be the primary Evaluator or his/her designee.

ii.                    Teaching Staff Assigned to More Than One Building: Each Educator who is assigned to more than one building will be evaluated by the appropriate administrator where the individual is assigned most of the time. The principal of each building in which the Educator serves must review and sign the evaluation, and may add written comments.  In cases where there is no predominate assignment, the superintendent will determine who the primary evaluator will be.

iii.                  Notification:  The Educator shall be notified in writing of his/her primary Evaluator and supervising Evaluator, if any, at the outset of each new evaluation cycle.  The Evaluator(s) may be changed upon notification in writing to the Educator.

v.             Teaching Staff Assigned to More Than One Building: Each Educator who is assigned to more than one building will be evaluated by the appropriate   

 administrator where the individual is assigned most of the time. The principal of each building in which the Educator serves must review and sign the      evaluation,  and may add written comments.  In cases where there is no predominate assignment, the superintendent will determine who the primary

 evaluator will be.

K)            Evaluation Cycle: A five-component process that all Educators follow consisting of 1) Self-Assessment; 2) Goal-setting and Educator Plan development; 3) Implementation of the Plan; 4) Formative Assessment/Evaluation; and 5) Summative Evaluation.

L)            Experienced Educator:  An educator with Professional Teacher Status (PTS).

M)           Family: Includes students’ parents, legal guardians, foster parents, or primary caregivers.

N)            Formative Assessment: The process used to assess progress towards attaining goals set forth in Educator plans, performance on standards, or both. This process may take place at any time(s) during the cycle of evaluation, but typically takes place at mid-cycle.

O)            Formative Evaluation: An evaluation conducted at the end of Year 1 for an Educator on a 2-year Self-Directed Growth plan which is used to arrive at a rating on progress towards attaining the goals set forth in the Educator Plan, performance on Standards and Indicators of Effective Teaching Practice, or both.

P)            Goal: A specific, actionable, and measurable area of improvement as set forth in an Educator’s plan. A goal may pertain to any or all of the following: Educator practice in relation to Performance Standards, Educator practice in relation to indicators, or specified improvement in student learning, growth and achievement. Goals may be developed by individual Educators, by the Evaluator, or by teams, departments, or groups of Educators who have the same role.

Q)            Measurable: That which can be classified or estimated in relation to a scale, rubric, or standards.

R)             Multiple Measures of Student Learning: Measures must include a combination of classroom, school and district assessments, student growth percentiles on state assessments, if state assessments are available, and student MEPA gain scores.  This definition may be revised as required by regulations or agreement of the parties upon issuance of DESE guidance expected by July 2012.

S)            Observation:  A data gathering process that includes notes and judgments made during one or more classroom or worksite visits(s) of at least 10 minutes by the Evaluator and may include examination of artifacts of practice including student work.  An observation may occur in person or through video.  Video observation will only occur if requested by the educator. The parties agree to bargain the protocols of video observations should the educator request such practice.  Classroom or worksite observations conducted pursuant to this article must result in feedback to the Educator.   Normal supervisory responsibilities of department, building and district administrators will also cause administrators to drop in on classes and other activities in the worksite at various times as deemed necessary by the administrator.  Carrying out these supervisory responsibilities, when they do not result in targeted and constructive feedback to the Educator, are not observations as defined in this Article. 

T)            Parties: The parties to this agreement are the Hatfield School Committee and the Hatfield Teachers’ Association. 

U)            Performance Rating: Describes the Educator’s performance on each performance standard and overall.  There shall be four performance ratings:

·         Exemplary: the Educator’s performance consistently and significantly exceeds the requirements of a standard or overall.  The rating of exemplary on a standard indicates that practice significantly exceeds proficient and could serve as a model of practice on that standard district-wide.

·         Proficient: the Educator’s performance fully and consistently meets the requirements of a standard or overall.  Proficient practice is understood to be fully satisfactory.

·         Needs Improvement: the Educator’s performance on a standard or overall is below the requirements of a standard or overall, but is not considered to be unsatisfactory at this time. Improvement is necessary and expected.

·         Unsatisfactory: the Educator’s performance on a standard or overall has not significantly improved following a rating of needs improvement, or the Educator’s performance is consistently below the requirements of a standard or overall and is considered inadequate, or both.

V)            Performance Standards: Locally developed standards and indicators pursuant to M.G.L. c. 71, § 38 and consistent with, and supplemental to 603 CMR 35.00. The parties may agree to limit standards and indicators to those set forth in 603 CMR 35.03.

W)          Professional Teacher Status: PTS is the status granted to an Educator pursuant to M.G.L. c. 71, § 41.

X)            Rating of Educator Impact on Student Learning: A rating of high, moderate or low based         on trends and patterns on state assessments and district-determined measures.  The parties will negotiate the process for using state and district-determined measures to arrive at an Educator’s rating of impact on student learning, growth and achievement, using guidance and model contract language from DESE, expected by July 2012.

Y)            Rating of Overall Educator Performance:  The Educator’s overall performance rating is based on the Evaluator’s professional judgment and examination of evidence of the Educator’s performance against the four Performance Standards and the Educator’s attainment of goals set forth in the Educator Plan, as follows:

i)  Standard 1:  Curriculum, Planning and Assessment

ii) Standard 2:  Teaching All Students

iii) Standard 3:  Family and Community Engagement

iv)   Standard 4:  Professional Culture

v) Attainment of Professional Practice Goal(s)

vi) Attainment of Student Learning Goal(s)

Z)  Rubric:  A scoring tool that describes characteristics of practice or artifacts at different levels of performance.  The rubrics for Standards and Indicators of Effective Teaching Practice are used to rate Educators on Performance Standards, these rubrics consist of:

i) Standards:  Describes broad categories of professional practice, including those required in 603 CMR 35.03

ii) Indicators:  Describes aspects of each standard, including those required in 603 CMR 35.03

iii) Elements:  Defines the individual components under each indicator

iv) Descriptors:  Describes practice at four levels of performance for each element

AA)  Summative Evaluation: An evaluation used to arrive at a rating on each standard, an overall rating, and as a basis to make personnel decisions.  The summative evaluation includes the Evaluator’s judgments of the Educator’s performance against Performance Standards and the Educator’s attainment of goals set forth in the Educator’s Plan.

BB)  Superintendent: The person employed by the school committee pursuant to M.G.L. c. 71 §59 and §59A. The superintendent is responsible for the implementation of 603 CMR 35.00.

CC)  Teacher: An Educator employed in a position requiring a certificate or license as described in 603 CMR 7.04(3)(a, b, and d) and in the area of vocational education as provided in 603 CMR 4.00. Teachers may include, for example, classroom teachers, librarians, guidance counselors, or school nurses.

DD)  Trends in student learning: At least two years, after the base year of 2013-2014, of data from the district-determined measures and state assessments used in determining the Educator’s rating on impact on student learning as high, moderate or low.

 

3)             Evidence Used in Evaluation
The following categories of evidence shall be used in evaluating each Educator:

A)   Multiple measures of student learning, growth, and achievement, which shall include:

i)  Measures of student progress on classroom assessments that are aligned with the Massachusetts Curriculum Frameworks or other relevant frameworks and are comparable within grades or subjects in a school;

ii) At least two district-determined measures of student learning related to the Massachusetts Curriculum Frameworks or the Massachusetts Vocational Technical Education Frameworks or other relevant frameworks that are comparable across grades and/or subjects district-wide.  These measures may include:  portfolios, approved commercial assessments and district-developed pre and post unit and course assessments, and capstone projects.  One such measure shall be the MCAS Student Growth Percentile (SGP) or Massachusetts English Proficiency Assessment gain scores, if applicable, in which case at least two years of data is required.

iii) Measures of student progress and/or achievement toward student learning goals set between the Educator and Evaluator for the school year or some other period of time established in the Educator Plan.

iv)  For Educators whose primary role is not as a classroom teacher, the appropriate measures of the Educator’s contribution to student learning, growth, and achievement set by the district. The measures set by the district should be based on the Educator’s role and responsibility.

B)   Judgments based on observations and artifacts of practice including:

i)  Unannounced observations of practice of at least 10 minutes.

ii) Announced observation(s) for non-PTS Educators in their first year of practice in a school, Educators on Improvement Plans, and as determined by the Evaluator.

iii) Examination of Educator work products.

iv) Examination of student work samples.

C)   Evidence relevant to one or more Performance Standards, including but not limited to:

i)  Evidence compiled and presented by the Educator, including:

(a) Evidence of fulfillment of professional responsibilities and growth such as self-assessments, peer collaboration, professional development linked to goals in the Educator plans, contributions to the school community and professional culture;

(b)  Evidence of active outreach to and engagement with families;

ii)  Evidence of progress towards professional practice goal(s);

iii) Evidence of progress toward student learning outcomes goal(s).

iv) Student Feedback – see # 23, below; and

v)  Any other relevant evidence from any identified source that the Evaluator shares with the Educator.   Other relevant evidence could include information provided by other administrators such as the superintendent. Any identified source needs to be agreed by both parties and consistent for everyone. Employee has been informed of source before summative evaluation.

 

4)             Rubric

The rubrics are a scoring tool used for the Educator’s self-assessment, the formative assessment, the formative evaluation and the summative evaluation.   The district will use the rubrics provided by DESE.

 

5)             Evaluation Cycle:  Training

A)   Prior to the implementation of the new evaluation process contained in this article, the district shall arrange training for all Educators, principals, and other evaluators that outlines the components of the new evaluation process and provides an explanation of the evaluation cycle. The district through the superintendent shall determine the type and quality of training based on guidance provided by DESE and feedback from District educators. Superintendent will have final discretion of quality and discretion of training.

B)   By November 1st of the first year of this agreement, all Educators shall complete a professional learning activity about self-assessment and goal-setting satisfactory to the superintendent or principal.  Any Educator hired after the November 1st date, and who has not previously completed such an activity, shall complete such a professional learning activity about self-assessment and goal-setting within three months of the date of hire. The district through the superintendent shall determine the type and quality of the learning activity based on guidance provided by DESE and feedback from district educators.

 

 

 

6)         Evaluation Cycle:  Annual Orientation

At the start of each school year, the superintendent, or principal or designee trained in the evaluation procedure shall conduct a meeting for all Educators and Evaluators focused substantially on educator evaluation. The superintendent, principal or designee trained in the evaluation procedure shall:

A)   Provide an overview of the evaluation process, including goal setting and the educator plans.

B)   Provide all Educators with directions for obtaining a copy of the forms used by the district. These may be electronically provided.

C)   Provide the content of this meeting in digital format to facilitate orientation of Educators hired after the beginning of the school year. 

 

7)         Evaluation Cycle:  Self-Assessment

                A)   Completing the Self-Assessment

i)  The evaluation cycle begins with the Educator completing and submitting to the Primary or Supervising Evaluator a self-assessment by October 1st or within four weeks of the start of their employment at the school. 

ii) The self-assessment includes:

(a) An analysis of evidence of student learning, growth and achievement for students under the Educator’s responsibility.

(b) An assessment of practice against each of the four Performance Standards of effective practice using the district’s rubric.

(c) Proposed goals to pursue:

1st: At least one goal directly related to improving the Educator’s own professional practice.

2nd: At least one goal directed related to improving student learning.

 

B)    Proposing the goals

i)  Educators must consider goals for grade-level, subject-area, department teams, or other groups of Educators who share responsibility for student learning and results, except as provided in (ii) below. Educators may meet with teams to consider establishing team goals.  Evaluators may participate in such meetings.

ii) For Educators in their first year of practice, the Evaluator or his/her designee trained in the evaluation procedure will meet with each Educator by October 1st (or within four weeks of the Educator’s first day of employment if the Educator begins employment after September 15th) to assist the Educator in completing the self-assessment and drafting the professional practice and student learning goals which must include induction and mentoring activities.

iii) Unless the Evaluator indicates that an Educator in his/her  second or  third years of practice should continue to address induction and mentoring goals pursuant to 603 CMR 7.12, the Educator may address shared grade level or subject area team goals.

    iv) For Educators with PTS and ratings of proficient or exemplary, the goals may be team goals. In addition, these Educators may include individual professional practice goals that address enhancing skills that enable the Educator to share proficient practices with colleagues or develop leadership skills.

v) For Educators with PTS and ratings of needs improvement or unsatisfactory, the professional practice goal(s) must address specific standards and indicators identified for improvement. In addition, the goals may address shared grade level or subject area team goals.

 

8)         Evaluation Cycle: Goal Setting and Development of the Educator Plan

A)   Every Educator has an Educator Plan that includes, but is not limited to, one goal related to

the improvement of practice; one goal for the improvement of student learning.  The Plan also outlines actions the Educator must take to attain the goals established in the Plan and benchmarks to assess progress.  Goals may be developed by individual Educators, by the Evaluator, or by teams, departments, or groups of Educators who have the similar roles and/or responsibilities.  See Sections 15-19 for more on Educator Plans.

B)   To determine the goals to be included in the Educator Plan, the Evaluator reviews the goals the Educator has proposed in the Self-Assessment, using evidence of Educator performance and impact on student learning, growth and achievement based on the Educator’s self-assessment and other sources that Evaluator shares with the Educator.   The process for determining the Educator’s impact on student learning, growth and achievement will be determined after DESE issues guidance on this matter. See #22, below.

C)   Educator Plan Development Meetings shall be conducted as follows:

i) Educators in the same school may meet with the Evaluator in teams and/or individually at the end of the previous evaluation cycle or by October 15th of the next academic year to develop their Educator Plan.  Educators shall not be expected to meet during the summer hiatus.

ii) For those Educators new to the school, the meeting with the Evaluator to establish the Educator Plan must occur by October 15th or within six weeks of the start of their assignment in that school

iii) The Evaluator shall meet individually with Educators with PTS and ratings of needs improvement or unsatisfactory to develop professional practice goal(s) that must address specific standards and indicators identified for improvement.  In addition, the goals may address shared grade level or subject matter goals.

D)   The Evaluator completes the Educator Plan by November 1st. The Educator shall sign the Educator Plan within 5 school days of its receipt and may include a written response. The Educator’s signature indicates that the Educator received the plan in a timely fashion. The signature does not indicate agreement or disagreement with its contents. The Evaluator retains final authority over the content of the Educator’s Plan.

 

9)         Evaluation Cycle:  Observation of Practice and Examination of Artifacts – Educators without PTS

A)   In the first year of practice or first year assigned to a school:

i)  The Educator shall have at least one announced observation during the school year using the protocol described in section 11B, below.

ii) The Educator shall have at least two unannounced observations during the school year.

B)   In their second and third years of practice or second and third years as a non-PTS Educator in the school:

i)  The Educator shall have at least one announced observation during the school year using the protocol described in section 11B, below.

ii) The Educator shall have at least two unannounced observations during the school year.

 

10)           Evaluation Cycle:  Observation of Practice and Examination of Artifacts – Educators with PTS –The Educator whose overall rating is proficient or exemplary must have at least one unannounced observation during the evaluation cycle. An additional unannounced observation will occur within a reasonable period of time if requested by the Educator or Evaluator.

A)   The Educator whose overall rating is needs improvement must be observed according to the Directed Growth Plan during the period of Plan which must include at least two unannounced observations. An additional unannounced observation will occur within a reasonable period of time if requested by the Educator or Evaluator.

B)   The Educator whose overall rating is unsatisfactory must be observed according to the Improvement Plan which must include both unannounced and announced observation.  The number and frequency of the observations shall be determined by the Evaluator, but in no case, for improvement plans of one year, shall there be less than one announced and four unannounced observations. For Improvement Plans of six months or fewer, there must be no less than one announced and two unannounced observations. An additional announced and/or unannounced observation will occur within a reasonable period of time if requested by the Educator or Evaluator.

 

11)       Observations

The Evaluator’s first observation of the Educator should take place by November 15th.  Observations required by the Educator Plan should be completed by May 15th.  The Evaluator may conduct additional observations after this date.

The Evaluator is not required nor expected to review all the indicators in a rubric during an observation. All indicators will be included in the summative evaluation. The primary focus of the observations will be on the indicators and elements agreed-upon in the educator plan but not limited to these. Observations will not occur on the day before or after a vacation period. 

A)   Unannounced Observations

i)  Unannounced observations may be in the form of partial (at least 10 minutes) or full-period classroom visitations by the Evaluator.  The evaluator will document the observation at the time of the observation.

ii) The Educator will be provided with at least brief written feedback from the Evaluator within 5 school days of the observation.  The written feedback shall be delivered to the Educator in person, by email, placed in the Educator’s mailbox or mailed to the Educator’s home. A follow-up face-to-face conversation will be held within five (5) days after the written feedback at the request of the Educator or the Evaluator.

iii) Any observation or series of observations resulting in one or more standards judged to be unsatisfactory or needs improvement for the first time must be followed by at least one observation of at least 30 minutes in duration within 30 school days.

B)   Announced Observations

i)  All non-PTS Educators, PTS Educators on Improvement Plans, and other educators at the request of the Educator and/or the Evaluator shall have at least one Announced Observation.

(a) The Educator and Evaluator together shall select the date and time of the lesson or activity to be observed and discuss any specific goal(s) for the observation. The Evaluator will make the final decision on goals.

(b) Within 5 school days of the scheduled observation, upon request of either the Evaluator or Educator, the Evaluator and Educator shall meet for a pre-observation conference. In lieu of a meeting, the Educator may inform the Evaluator in writing of the nature of the lesson, the student population served, and any other information that will assist the Evaluator to assess performance

1st: The Educator shall provide the Evaluator a draft of the lesson, student conference, IEP plan or activity. If the actual plan is different, the Educator will provide the Evaluator with a copy prior to the observation.

2nd: The Educator will be notified as soon as possible if the Evaluator will not be able to attend the scheduled observation. The observation will be rescheduled with the Educator as soon as reasonably practical.

(c) Within 5 school days of the observation, the Evaluator and Educator shall meet for a post-observation conference.  This timeframe may be extended due to unavailability on the part of either the Evaluator or the Educator, but shall be rescheduled within 24 hours if possible.

(d) The Evaluator shall provide the Educator with written feedback within 5 school days of the post-observation conference.  For any standard where the Educator’s practice was found to be unsatisfactory or needs improvement, the feedback must:

1st: Describe the basis for the Evaluator’s judgment.

2nd: Describe actions the Educator should take to improve his/her performance.

3rd: Identify support and/or resources the Educator may use in his/her improvement.

4th: State that the Educator is responsible for addressing the need for improvement.

 

12)       Evaluation Cycle:  Formative Assessment

A)  A specific purpose for evaluation is to promote student learning, growth and achievement by   providing Educators with feedback for improvement.  Evaluators are expected to make frequent unannounced visits to classrooms.  Evaluators are expected to give targeted constructive feedback to Educators based on their observations of practice, examination of artifacts, and analysis of multiple measures of student learning, growth and achievement in relation to the Standards and Indicators of Effective Teaching Practice as set forth in the Educator Plan.

B)   Formative assessment may be ongoing throughout the evaluation cycle but typically takes places mid-cycle when a Formative Assessment Report is completed.  For an Educator on a two-year Self-Directed Growth Plan, the mid-cycle Formative Assessment Report is replaced by the Formative Evaluation Report at the end of year one.  See section 13, below.

C)   The Formative Assessment Report provides written feedback and ratings to the Educator about his/her progress towards attaining the goals set forth in the Educator Plan, performance on Performance Standards and overall, with primary focus on the Educator Plan.

D)   No less than two weeks before the due date for the Formative Assessment Report, which  due date shall be established by the Evaluator with written notice to the Educator, the Educator shall provide to the Evaluator evidence of  family outreach and engagement, fulfillment of professional responsibility and growth, and progress on attaining professional practice and student learning goals. The educator may provide to the evaluator additional evidence of the educator’s performances against the four Performance Standards.

E)   Upon the request of either the Evaluator or the Educator, the Evaluator and the Educator will meet either before or after completion of the Formative Assessment Report.

F)   The Evaluator shall complete the Formative Assessment Report and provide a copy to the Educator. All Formative Assessment Reports must be signed by the Evaluator and delivered face-to-face or to the Educator’s home.

G)   The Educator may reply in writing to the Formative Assessment Report within 5 school days of receiving the report.

H)   The Educator shall sign the Formative Assessment Report by within 5 school days of receiving the report. The signature indicates that the Educator received the Formative Assessment Report in a timely fashion. The signature does not indicate agreement or disagreement with its contents.

I)    As a result of the Formative Assessment Report, the Evaluator may change the activities in the Educator Plan.

J)   If the rating in the Formative Assessment Report differs from the last summative rating the Educator received, the Evaluator may place the Educator on a different Educator Plan, appropriate to the new rating. 

 

13)       Evaluation Cycle:  Formative Evaluation for Two Year Self-Directed Plans Only

A)   Educators on two year Self-Directed Growth Educator Plans receive a Formative Evaluation Report near the end of the first year of the two year cycle.  The Educator’s performance rating for that year shall be assumed to be the same as the previous summative rating unless evidence demonstrates a significant change in performance in which case the rating on the performance standards may change, and the Evaluator may place the Educator on a different Educator plan, appropriate to the new rating.

B)  The Formative Evaluation Report provides written feedback and ratings to the Educator about his/her progress towards attaining the goals set forth in the Educator Plan, performance on each performance standard and overall, with primary emphasis on the Educator Plan. A face to face meeting will occur within 5 school days when requested by either party.

C)   No less than two weeks before the due date for the Formative Evaluation Report, which due date shall be established by the Evaluator with written notice provided to the Educator, the Educator shall provide to the Evaluator evidence of  family outreach and engagement, fulfillment of professional responsibility and growth, and progress on attaining professional practice and student learning goals. The educator may also provide to the evaluator additional evidence of the educator’s performance against the four Performance Standards.

D)   The Evaluator shall complete the Formative Evaluation Report and provide a copy to the Educator. All Formative Evaluation reports must be signed by the Evaluator and delivered face-to-face, or to the Educator’s home.

E)   Upon the request of either the Evaluator or the Educator, the Evaluator and the Educator will meet either before or after completion of the Formative Evaluation Report.

F)   The Educator may reply in writing to the Formative Evaluation Report within 5 school days of receiving the report.

G)   The Educator shall sign the Formative Evaluation Report by within 5 school days of receiving the report. The signature indicates that the Educator received the Formative Evaluation Report in a timely fashion. The signature does not indicate agreement or disagreement with its contents.

H)   As a result of the Formative Evaluation Report, the Evaluator may change the activities in the Educator Plan. 

I)   If the rating in the Formative Evaluation Report differs from the last summative rating the Educator received, the Evaluator may place the Educator on a different Educator Plan, appropriate to the new rating.  

 

14)       Evaluation Cycle:  Summative Evaluation

A)   The evaluation cycle concludes with a Summative Evaluation Report.  For Educators on a one or two year Educator Plan, the Summative Evaluation Report must be written and provided to the Educator by May 15th.

B)   The Evaluator determines a rating on each standard and an overall rating based on the Evaluator’s professional judgment, an examination of evidence against the Performance Standards and evidence of the attainment of the Educator Plan goals. 

C)   The professional judgment of the Primary Evaluator shall determine the overall summative rating that the Educator receives.

D)   For an Educator whose overall performance rating is exemplary or proficient and whose impact on student learning is low, the Evaluator’s Supervisor shall discuss and review the rating with the Evaluator and the Supervisor shall confirm or revise the Educator’s rating.

E)   The summative evaluation rating must be based on evidence from multiple categories of evidence.  MCAS Growth scores shall not be the sole basis for a summative evaluation rating.

F)   To be rated proficient overall, the Educator shall, at a minimum, have been rated proficient on the Curriculum, Planning and Assessment and the Teaching All Students Standards of Effective Teaching Practice.

G)   No less than  four weeks before the due date for the Summative Evaluation Report, which due date shall be established by the Evaluator with written notice provided to the Educator, the Educator will provide to the Evaluator evidence of family outreach and engagement, fulfillment of professional responsibility and growth, and progress on attaining professional practice and student learning goals. The educator may also provide to the evaluator additional evidence of the educator’s performance against the four Performance Standards. 

H)   The Summative Evaluation Report should recognize areas of strength as well as identify recommendations for professional growth. 

I)   The Evaluator shall deliver a signed copy of the Summative Evaluation Report to the Educator face-to-face, or to the Educator’s home no later than May 15th.

J)   The Evaluator shall meet with the Educator rated needs improvement or unsatisfactory to discuss the summative evaluation. The meeting shall occur by June 1st.

K)   The Evaluator shall meet with the Educator rated proficient or exemplary to discuss the summative evaluation, if either the Educator or the Evaluator requests such a meeting. The meeting shall occur by June 10th or no less that 5 days before the end of the school year.

L)   Upon mutual agreement, the Educator and the Evaluator may develop the Self-Directed Growth Plan for the following two years during the meeting on the Summative Evaluation Report.

M)   The Educator shall sign the final Summative Evaluation Report by June 15th. The signature indicates that the Educator received the Summative Evaluation Report in a timely fashion. The signature does not indicate agreement or disagreement with its contents.

N)   The Educator shall have the right to respond in writing to the summative evaluation which shall become part of the final Summative Evaluation Report.

O)   A copy of the signed final Summative Evaluation Report shall be filed in the Educator’s personnel file.

 

15)       Educator Plans – General

A)   Educator Plans shall be designed to provide Educators with feedback for improvement, professional growth, and leadership; and to ensure Educator effectiveness and overall system accountability. The Plan must be aligned to the standards and indicators and be consistent with district and school goals.

B)   The Educator Plan shall include, but is not limited to:

i)  At least one goal related to improvement of practice tied to one or more Performance Standards;

ii) At least one goal for the improvement of the learning, growth and achievement of the students under the Educator’s responsibility;

iii) An outline of actions the Educator must take to attain the goals and benchmarks to assess progress. Actions must include specified professional development and learning activities that the Educator will participate in as a means of obtaining the goals, as well as other support that may be suggested by the Evaluator or provided by the school or district.  Examples may include but are not limited to coursework, self-study, action research, curriculum development, study groups with peers, and implementing new programs.

C)   It is the Educator’s responsibility to attain the goals in the Plan and to participate in any trainings and professional development provided through the state, district, or other providers in accordance with the Educator Plan.

 

16)       Educator Plans:  Developing Educator Plan

A)   The Developing Educator Plan is for all Educators without PTS, and, at the discretion of the Evaluator, Educators with PTS in new assignments.

B)   The Educator shall be evaluated at least annually.

 

17)       Educator Plans:  Self-Directed Growth Plan

A)   A Two-year Self-Directed Growth Plan is for those Educators with PTS who have an overall rating of proficient or exemplary, and after 2013-2014 whose impact on student learning is moderate or high.  A formative evaluation report is completed at the end of year 1 and a summative evaluation report at the end of year 2.

B)   A One-year Self-Directed Growth Plan is for those Educators with PTS who have an overall rating of proficient or exemplary, and after 2013-2014 whose impact on student learning is low.  In this case, the Evaluator and Educator shall analyze the discrepancy between the summative evaluation rating and the rating for impact on student learning to seek to determine the cause(s) of the discrepancy.

 

18)       Educator Plans:  Directed Growth Plan

A)   A Directed Growth Plan is for those Educators with PTS whose overall rating is needs improvement.

        B)   The goals in the Plan must address areas identified as needing improvement as determined by the Evaluator.

C)   The Evaluator shall complete a summative evaluation for the Educator at the end of the period determined by the Plan, but at least annually, and in no case later than June 10th.

D)   For an Educator on a Directed Growth Plan whose overall performance rating is at least proficient, the Evaluator will place the Educator on a Self-Directed Growth Plan for the next Evaluation Cycle.

E)   For an Educator on a Directed Growth Plan whose overall performance rating is not at least proficient, the Evaluator will rate the Educator as unsatisfactory and will place the Educator on an Improvement Plan for the next Evaluation Cycle.

 

19)       Educator Plans:  Improvement Plan

A)   An Improvement Plan is for those Educators with PTS whose overall rating is unsatisfactory.

B)   The parties agree that in order to provide students with the best instruction, it may be necessary from time to time to place an Educator whose practice has been rated as unsatisfactory on an Improvement Plan of at least 30 school days and no more than one school year.  In the case of an Educator receiving a rating of unsatisfactory near the close of one school year, the Improvement Plan may include activities that occur during the summer before the next school year begins.

C)   The Evaluator must complete a summative evaluation for the Educator at the end of the period determined by the Evaluator for the Plan.

D)   An Educator on an Improvement Plan shall be assigned a Supervising Evaluator (see definitions). The Supervising Evaluator is responsible for providing the Educator with guidance and assistance in accessing the resources and professional development outlined in the Improvement Plan.  The primary evaluator may be the Supervising Evaluator, unless special circumstances warrant it. 

E)   The Improvement Plan shall define the problem(s) of practice identified through the observations and evaluation and detail the improvement goals to be met, the activities the Educator must take to improve and the assistance to be provided to the Educator by the district.

F)   The Improvement Plan process shall include:

i)  Within ten school days of notification to the Educator that the Educator is being placed on an Improvement Plan, the Evaluator shall schedule a meeting with the Educator to discuss the Improvement Plan.  The Evaluator will develop the Improvement Plan, which will include specific assistance to the Educator. 

ii)The Association will be notified and the Educator may have a representative of the Hatfield Teachers’ Association attend the meeting(s).

A.      iii) If the Educator consents, the *Evaluator: Any person designated by a superintendent who has primary or supervisory responsibility for observation and evaluation. The superintendent is responsible for ensuring that all Evaluators have training in the principles of supervision and evaluation. Each Educator will have one primary Evaluator at any one time responsible for determining performance ratings.

iv.      Primary Evaluator shall be the person who determines the Educator’s performance ratings and evaluation.

v.       Supervising Evaluator shall be the person responsible for developing the Educator Plan, supervising the Educator’s progress through formative assessments, evaluating the Educator’s progress toward attaining the Educator Plan goals, and making recommendations about the evaluation ratings to the primary Evaluator at the end of the Educator Plan. The Supervising Evaluator may be the primary Evaluator or his/her designee.

vi.      Teaching Staff Assigned to More Than One Building: Each Educator who is assigned to more than one building will be evaluated by the appropriate administrator where the individual is assigned most of the time. The principal of each building in which the Educator serves must review and sign the evaluation, and may add written comments.  In cases where there is no predominate assignment, the superintendent will determine who the primary evaluator will be.

vii.    Notification:  The Educator shall be notified in writing of his/her primary Evaluator and supervising Evaluator, if any, at the outset of each new evaluation cycle.  The Evaluator(s) may be changed upon notification in writing to the Educator.

ii)   Teaching Staff Assigned to More Than One Building: Each Educator who is assigned to more than one building will be evaluated by the appropriate administrator where the individual is assigned most of the time. The principal of each building in which the Educator serves must review and sign the evaluation, and may add written comments.  In cases where there is no predominate assignment, the superintendent will determine who the primary evaluator will be.

will be informed that an Educator has been placed on an Improvement Plan.

G)   The Improvement Plan shall:

i)  Define the improvement goals directly related to the performance standard(s) and/or student learning outcomes that must be improved;

ii) Describe the activities and work products the Educator must complete as a means of improving performance;

iii) Describe the assistance that the district will make available to the Educator;

iv) Articulate the measurable outcomes that will be accepted as evidence of improvement;

v)  Detail the timeline for completion of each component of the Plan, including at a minimum a mid-cycle formative assessment report of the relevant standard(s) and indicator(s);

vi) Identify the individuals assigned to assist the Educator which must include minimally the Supervising Evaluator; and,

vii) Include the signatures of the Educator and Supervising Evaluator.

H)   A copy of the signed Plan shall be provided to the Educator. The Educator’s signature indicates that the Educator received the Improvement Plan in a timely fashion. The signature does not indicate agreement or disagreement with its contents.

I)   Decision on the Educator’s status at the conclusion of the Improvement Plan.

i)  All determinations below must be made no later than June 1.  One of three decisions must be made at the conclusion of the Improvement Plan:

(a) If the Evaluator determines that the Educator has improved his/her practice to the level of proficiency, the Educator will be placed on a Self-Directed Growth Plan.

(b) In those cases where the Educator was placed on an Improvement Plan as a result of his/her summative rating at the end of his/her Directed Growth Plan, if the Evaluator determines that the Educator is making substantial progress toward proficiency, the Evaluator shall place the Educator on a Directed Growth Plan.

(c) In those cases where the Educator was placed on an Improvement Plan as a result of his/her Summative rating at the end of his/her Directed Growth Plan, if the Evaluator determines that the Educator is not making substantial progress toward proficiency, the Evaluator shall recommend to the superintendent that the Educator be dismissed.

(d) If the Evaluator determines that the Educator’s practice remains at the level of unsatisfactory, the Evaluator shall recommend to the superintendent that the Educator be dismissed.

 

20)           Timelines (Dates in italics are provided as guidance)

Activity:

Completed By:

Superintendent, principal or designee trained in the evaluation procedure meets with evaluators and educators to explain evaluation process

September 15

Evaluator meets with first-year educators to assist in self-assessment and goal setting process