Haverhill

Show detailed information about district and contract

DistrictHaverhill
Shared Contract District
Org Code1280000
Type of DistrictMunicipal K12
Union AffiliationMTA
Most Recent DocumentContract
Expiring Year2012
Expired Status
Superintendency Union
Regional HS Members
Vocational HS MembersWhittier RVTSD
CountyEssex
ESE RegionNortheast
UrbanUrban Supt Network
Kind of Communityurbanized centers
Number of Schools15
Enrollment6845
Percent Low Income Students42
Grade StartPK or K
Grade End12
download pdf version of this document view accessible version of this document Haverhill

COLLECTIVE BARGAINING AGREEMENT

BETWEEN THE

HAVERHILL EDUCATION ASSOCIATION

HAVERHILL SCHOOL COMMITTEE

JULY 1, 2008 – JULY 30, 2011

and

JULY 1, 2011 – JUNE 30, 2014

 

AGREEMENT made this 22nd day of June 2011 by and between the Haverhill Education Association (hereinafter sometimes called the Association) and the School Committee of the City of Haverhill (hereinafter sometimes called the Committee).

We the undersigned parties to this Agreement, recognizing that our prime purpose is to provide education of the highest possible quality for the children of Haverhill, and that good morale within the teaching staff of the Haverhill Public Schools is essential to the achievement of that purpose; and to encourage and abet effective and harmonious working relationships between the Haverhill School Committee and the teachers in order that the cause of public education may best be served in Haverhill, agree as follows:

PREAMBLE

WHEREAS, the parties have entered into a Collective Bargaining Agreement under the date of, July 1, 2004 which said Agreement expired on June 30, 2008; and,

WHEREAS, the Committee and its designated representatives have met with the representatives of the Association pursuant to the provisions of Chapter 150E of the General Laws and the parties have fully considered and discussed all proposals made by either party as to salaries, hours, and other conditions of employment; and,

WHEREAS, the negotiating representatives of both the Committee and the Association have negotiated a successor agreement to be effective July 1, 2008, the Agreement effective as of July 1, 2005 shall continue in all of its provisions except as hereinafter modified and shall continue in full force and effect from July 1, 2008 to and including June 30, 2011; and,

WHEREAS, the negotiating representative of both the Committee and the Association have negotiated an agreement to be effective July 1, 2011 the Agreement shall continue in all of its provisions except as hereinafter modified and shall continue in full force and effect from July 1, 2011 to and including June 30, 2014.

NEGOTIATIONS FOR SUBSEQUENT AGREEMENT

The parties agree that they shall meet not less than four (4) times to negotiate an Agreement to succeed this Agreement within forty-five (45) days of the receipt of written demands by either party from the other.

ARTICLE I - RECOGNITION

The Committee recognizes the Association for purposes of collective bargaining as the exclusive representative of a unit of professional employees consisting of all classroom teachers, special area teachers of art, music, health, physical education, reading, and technology, special education teachers, ESL and bilingual teachers, speech and language pathologists, counselors, psychologists, librarians, audio-visual coordinator, evaluation team facilitators, building team coordinators, head teachers, teacher

community-liaisons; and conflict mediator; but excluding the Superintendent, Assistant Superintendent for Curriculum and Instruction, Assistant Superintendent for Finance and Operations, All Directors, Assistant Directors and Supervisors, Principals, Assistant Principals, school nurses, athletic coaches, occupational therapists, physical therapists, and substitute teachers.

(a)           Under the Laws of Massachusetts, the Committee elected by the citizens of Haverhill has final responsibility for establishing the educational policies of the public schools of Haverhill, for management of said schools and for directing their operation - a responsibility which includes the duty to maintain public elementary and secondary schools and such other educational activities as it finds will best serve the interest of the City of Haverhill; to decide the need for school facilities, to determine the care, maintenance and operation of buildings, lands, apparatus and other property used for school purposes in the manner provided by statute, ordinance, School Committee Rules and Regulations, and this Agreement; to prescribe rules for the management, studies, classification, and discipline for the public schools; to decide the textbooks to be used; to prepare and submit budgets to the City Council and, in its sole discretion, expend monies appropriated by the City for the maintenance of the schools, and to make such transfers of funds within the appropriate budget as it shall deem necessary; and to exercise such other authority, rights, and powers conferred upon the Committee by the laws of Massachusetts and the Rules and Regulations of any pertinent agency of the Commonwealth.

The parties recognize and agree that the provisions of this Agreement are intended to be given their full force and effect while, at the same time, they must be construed in accordance with the terms of the Massachusetts Education Reform Act of 1993, and any subsequent amendment thereto. Accordingly, and by way of example only, there may be instances where the parties have agreed the “Committee” is to act when, in fact, as a result of the Education Reform Act, the Superintendent and/or Principal(s) must now do so. It is the parties’ intention that the obligations of this Agreement continue to be fulfilled even though statutory powers to act may have been delegated to or must be exercised by persons or entities other than those expressly named herein.

(b)           As to those practices that existed or were instituted prior to September 1979, that are not covered by this Agreement or School Committee Rules and Regulations, neither the Association nor the Committee shall be obligated to adhere to their continuance. Should a change in these practices be contemplated and the practices affect wages, hours, conditions of employment, or standards of productivity or performance, the Association and the Committee agree to bargain over these matters as to their impact on the bargaining unit.

ARTICLE II - CONDITIONS OF EMPLOYMENT

The School Committee Regulations, City of Haverhill, Massachusetts, adopted 1948, revised 1976, approved 1979, and revised 1981, and revised 2003 shall continue in effect during this Contract.

A.           Salary Increments

Salary increments are given in September. (Experience credit cannot be given for service of less than six months in any school year. Partial periods of service cannot be added together).

1) Salary changes due to classification changes because of advanced degrees and equivalencies are recognized September 1. All credits for approval must be received in the Human Resource Department prior to November 1 in order to receive a salary adjustment retroactive to September which will be paid in November. Any transcripts filed after November 1 must be justified as a failure of the college to provide the transcript and will be handled on an individual basis. Credit will be given for grades below “B” for graduate work only if recognized for graduate credit by the issuing school. Any salary adjustments due as a result of completion of such courses shall be paid retroactive to September.

B.           Licensure

Teachers are required to hold a license issued by the Massachusetts Department of Elementary and Secondary Education in order to be eligible to teach in the Haverhill Public Schools. It is the direct responsibility of the employee to attain, retain and renew their license. Upon issuance and renewal the employee is to forward a copy to the Human Resource Department of the Haverhill Public Schools.

C.           Waivers

On the rare occasion that it is required to hire a person under a waiver, it will be the direct responsibility of the employee to demonstrate they are making continuous progress toward meeting the requirements for the licensure in the field in which they are employed in order for the district to request subsequent waivers.

D.           Graduate Courses

1) Teachers who are enrolled or are enrolling in a graduate program, under the direction of a collegiate advisor or agency, will file an outline of the course requirements and electives as soon as they are formalized with the college or agency. This will be forwarded to the Human Resource department for processing with the Assistant Superintendent for Curriculum and Instruction. If there are changes, a course approval form for additional courses within the program may be required.

2)       All individual courses taken outside of a planned program require a course approval form prior to taking the course. If a teacher has any doubts whether the course may be approved to meet professional improvement requirements, the teacher is advised to complete a course approval form, giving a statement of relevancy and desired objective in taking the course before the college’s date for withdrawal. This is to be submitted to the Human Resource department for processing with the Assistant Superintendent for Curriculum and Instruction.

3)       Please note that a course approval form must be completed, submitted to Human Resources, and processed with the Assistant Superintendent for Curriculum and Instruction in order to receive credit towards any classification changes.

4)       Salary increases occur upon completion of graduate level courses after your bachelor’s degree. Therefore, one would receive a salary increase at each of the following levels: Bachelors +15, Bachelors +30, Bachelors +45/Masters. After the completion of a Master’s program, Graduate level classes, if approved by the Assistant Superintendent for Curriculum and Instruction, will be applied towards salary increases as follows: Masters +15, Masters +30, Masters +45, and Master +60. Masters +60 is the highest classification one can complete.

E.        Professional Development Points

From the Department of Elementary and Secondary Education:

Educators with standard certificates issued or renewed after December 1, 1999 must develop Individual Professional Development Plans that include 150 PDPs. At least 120 PDPs must be in the content area of the certificate or in pedagogy directly related to the primary certificate, with at least 90 of these PDPs in the content area of the primary certificate. Educators working in Massachusetts public schools must get initial approval of their professional development plans from their supervisors. The supervisor shall approve the plan if 120 of the content and pedagogy PDPs are consistent with school and district educational improvement goals. A minimum of 10 PDPs must be earned in a specific topic to count toward recertification. Educators must include their supervisor's endorsement of the complete professional development plan in their application for recertification. Professional development plans must include an additional 30 PDPs in the content area of each additional certificate to be renewed.

Educators who participate in school and district based in-service programs that focus on strengthening professional knowledge and skills in content may receive PDPs after the successful completion of a professional development program (minimum of 10 hours on a topic) with an observable demonstration of learning that could include a written product or other documentable product.

For additional information and details, please refer to the DESE Recertification Guidelines for Massachusetts Educators – January 2000.

F.             In-service Credit

1.       A diversified program of in-service training shall be provided for teachers.

2.       In-service training approved by the Assistant Superintendent for Curriculum and Instruction may count for professional salary increment credit.

3.       In-Service credits may be awarded upon approval of the Assistant Superintendent for Curriculum and Instruction. The break-down of in-service credits is listed below. One may use in-service credits towards classification salary increases. However, they are limited to a total of fifteen (15) in-service credits throughout one’s career with the Haverhill Public Schools. All in-service credits must follow the guidelines as mapped out below. Furthermore, approval of such credits must be received through the Assistant Superintendent for Curriculum and Instruction.

4.       In the event a teacher is unable to attend mandatory in-service courses due to illness, with approval of the Superintendent, the district may reimburse the tuition to the teacher.   Teachers attending training or in-service sessions which qualify for certification or recertification will not usually receive stipends nor be reimbursed unless expressly required to receive said recompense by grant stipulations. When stipends or reimbursement are offered, said financial circumstances will be made known in advance as part of the advertisement. The district will provide as required by the Ed Reform Law, alternatives for recertification at no cost to those requiring recertification.

5.       Professional Development Points for In-service Credit

HPS In-Service Credit toward Classification Changes

22.5 Approved PDPs = 1 In-Service Credit

22.5 PDPs = 1 In-service credit

45.0 PDPs = 2 In-service credits

67.5 PDPs = 3 In-service credits

Please note:

a. One program must equal a minimum of 22.5 PDPs in order to receive in-service credit.

b. PDPs can not be accrued to equal 22.5 PDPs

Undergraduate

One Approved Semester Hour = 15 PDPs

Graduate

One Approved Semester Hour = 22.5 PDPs

CEU – Continuing Education Unit

1 CEU = 10 PDPs

1.5 CEU’s = 15 PDPs

Examples of PDPs that may count toward salary increments with approval:

Activity

PDPs

In-Service

Additional

 

 

(with Approval)

Information

Visiting team for accreditation or inspection

30 PDPs

1 In-service credit

In five years

Instructor for a graduate-level course or approved equivalent for educators

45 PDPs

2 In-service credits

Per semester hour Taught in a five-year renewal cycle

Published Written

90 PDPs

4 In-service credits

In five years

Materials

 

 

Doctoral dissertation

 

 

 

Published Written

45 PDPs

2 In-service credits

In five years

Materials

 

 

 

Master’s or CAGS thesis

 

 

 

Published Written

90 PDPs

4 In-service credits

Per book

Materials Book(s)

 

 

 

Published Written

30 PDPs

1 In-service credit

Per chapter or article

Materials Chapters or professional journal articles in a professional book or journal

 

 

 

Successful completion of a school or district based in-service program that focuses on strengthening professional knowledge and skills in content area

22.5 PDPs

1 In-service credit

Minimum of 22.5 hours

 

 

 

Session Example: 3 days at 6.5 hours each plus 3 hours of additional work

G.        Review of Information

The School Committee of the City of Haverhill, or any member or members designated by the School Committee of the City of Haverhill shall have the right at any time or times to look at any books, records, or reports of or in the possession of any employee of the school department pertaining to any school or schools, department or departments, personnel salaries, purchases of supplies and equipment, and other expenditures or receipts of money for the schools or the school system of the City of Haverhill. The School Committee shall be entitled to inspect, copy, or receive copies of said books, records, or reports without undue delay.

H.       Adopted Rules and Regulations

The most recently adopted rules and regulations of the School Committee as amended shall be annexed to this Agreement and shall be part of this Agreement. A copy of said rules and regulations shall be given to the Association and made available to any unit members who request a copy. Should any conflict exist over unit members’ wages, hours, and working conditions between the current rules and regulations of the Committee and any provision(s) of this Agreement, this Agreement shall prevail so long as any applicable provisions of this Agreement are not inconsistent with the General Laws in general and the Education Reform Law in particular.

I.        Worker’s Compensation

Employees who are members of the bargaining unit are included to the extent allowed by law within the provisions of the Massachusetts Workmen’s Compensation Act as set forth in the Massachusetts General Laws, Chapter 152 (including any amendments thereto).

J.             Annuities

The Committee will provide the opportunity for all teachers so desiring, to avail themselves of tax sheltered annuities.

K.        Additional Days Work

Any teacher who is requested to work and who does work any portion of any day in excess of the 182 days, prescribed in Article XXVII of this Agreement shall be compensated at the rate of 1/180 of his/her annual salary for each day so worked.

L.        Unpaid Workday

If any teacher is to have salary deducted for days missed from work without paid leave, then the deduction shall be at the rate of 1/180 of his/her annual salary for each work day actually missed.

M.       Duty Free Lunch

Each teacher shall have a duty free lunch period of not less than thirty (30) minutes.

N.        Summer School

Summer school positions to be confirmed on or before May 25th or when federal or state funding is made available.

O.        E-Mail

E-Mail – The parties agree to establish an E-Mail Committee to make recommendations to the parties with respect to E-Mail and Electronic Grade Reporting and concerns arising thereunder, including but not limited to privacy issues.

P.       Report Cards

Pertaining to the Haverhill High School, a postage allowance to be made for the mailing of report cards at the close of school in June, thus facilitating and assuring instruction through the last week of school. Allow postage allowance for all schools involved in computerized report cards.

Q.     Use of School Department E-mail System

The School Department email system shall be used solely for school department business at all times. No other such use, personal, union or otherwise, shall be allowed at any time without the express permission of the Superintendent or his/her designee.

R.     Bargaining Obligations

The Committee and the School Administration acknowledge the Committee’s and it agent’s responsibility to bargain pursuant to M.G.L. c. 150E and agree to fulfill any and all of their bargaining obligations. In the event that the Committee and/or its agents anticipate changes in working conditions, such changes and their impact will be bargained prior to their implementation. In addition, the Committee and the School Administration agree to notify the Association of any and all new or changed policies, procedures and protocols prior to the implementation of such policies, procedures and protocols.

S.      Code of Ethics

The Committee and the Association agree to accept the Code of Ethics as shown below:

HAVERHILL PUBLIC AND VOCATIONAL SCHOOLS

CODE OF ETHICS OF ETHICS OF THE EDUCATION PROFESSION

Preamble

The educator believes in the worth and dignity of man/woman. He/she recognizes the supreme importance of the pursuit of truth, devotion to excellence, and the nurture of democratic citizenship. He/she regards as essential to these goals the protection of freedom to learn and to teach and the guarantee of equal education opportunity for all. The educator accepts his/her responsibility to practice his/her profession according to the highest ethical standards.

The educator recognizes the magnitude of the responsibility he/she has accepted in choosing a career in education, and engages himself/herself individually and collectively with other educators, to judge his/her colleagues, and to be judged by them in accordance with the provision of this code.

PRINCIPLE I Commitment to the Student

The educator measures his/her success by the progress of each student toward realization of his/her potential as a worthy and effective citizen. The educator therefore works to stimulate the spirit of inquiry, the acquisition of knowledge and understanding, and the thoughtful formulation of worthy goals.

In fulfilling his/her obligation to the student, the educator –

1.                   Shall not without just cause restrain the student from independent action in his/her pursuit of learning, and shall not without just cause deny the student access to varying points of view.

2.                   Shall not deliberately suppress or distort subject matter for which he/she bears responsibility.

3.                   Shall make reasonable effort to protect the student from conditions harmful to learning or to health and safety.

4.                   Shall conduct professional business in such a way that he/she does not expose the student to unnecessary embarrassment or disparagement.

5.                   Shall not on the ground of race, color, creed, or national origin exclude any student from participation in or deny him/her benefits under any program, nor grant any discriminatory consideration or advantage.

6.                   Shall not use professional relationships with students for private advantage.

7.                   Shall keep confidence information that has been obtained in the course of professional service, unless disclosure serves professional purposes or is required by law.

8.                   Shall not tutor for remuneration students assigned to his/her classes, unless no other qualified teacher is reasonably available.

PRINCIPLE II Commitment to the Public

The educator believes that patriotism in its highest form requires dedication to the principles of our democratic heritage. He/she shares with all other citizens the responsibility for the development of sound public policy and assumes full political and citizenship responsibilities. The educator bears particular responsibility for the development of policy relating to the extension of educational opportunities for all and for interpreting educational programs and policies to the public.

In fulfilling his/her obligation to the public, the educator –

1.                   Shall not misinterpret an institution or organization with which he/she is affiliated, and shall take adequate precautions to distinguish between his/her personal and institutional or organization views.

2.                   Shall not knowingly distort or misrepresent the facts concerning educational matters in direct and indirect public expressions.

3.                   Shall not interfere with a colleague’s exercise of political and citizenship rights and responsibilities.

4.                   Shall not use institutional privileges for private gain or to promote political candidates or partisan political activities.

5.                   Shall accept no gratuities, gifts, or favors that might impair or appear to impair professional judgment, nor offer any favor, service, or thing of value to obtain special advantage.

PRINCIPLE III Commitment to the Public

The educator believes that the quality of services of the education profession directly influences the nation and its citizens. He/she therefore exerts every effort to raise professional standards, to improve his service, to promote a climate in which the exercise of professional judgment is encouraged, and to achieve conditions which attract persons worthy of the trust to careers in education. Aware of the value of united effort, he/she contributes actively to the support, planning, and programs of professional organization.

In fulfilling his/her obligation to the profession, the educator –

1.                   Shall not discriminate on the grounds of race, color, creed, or national origin for membership in professional organizations, nor interfere with the free participation of colleagues in the affairs of their association.

2.                   Shall accord just and equitable treatment of all members of the profession in the exercise of their professional rights and responsibilities.

3.                   Shall not use coercive means or promise special treatment in order to influence professional decisions of colleagues.

4.                   Shall withhold and safeguard information acquired about colleagues in the course of employment, unless disclosure serves professional purposes.

5.                   Shall not refuse to participate in professional inquiry when requested by an appropriate professional association.

6.                   Shall provide upon request of the aggrieved party a written statement of specific reason for recommendations that lead to the denial of increments, significant changes in employment, or termination of employment.

7.                   Shall not misrepresent his/her professional qualifications.

8.                   Shall not knowingly distort evaluations of colleagues.

PRINCIPLE IV Commitment to Professional Employment Practices

The educator regards the employment agreement as a pledge to be executed both in spirit and in fact in a manner consistent with the highest ideals of professional service. He/she believes that sound professional personnel relationships with governing boards are built upon personal integrity, dignity, and mutual respect. The educator discourages the practice of his/her profession by unqualified persons.

In fulfilling his/her obligation to professional employment practices, the educator –

1.                   Shall apply for, accept, offer, or assign a position of responsibility on the basis of professional preparation and legal qualifications.

2.                   Shall apply for a specific position only when it is known to be vacant, and shall refrain from underbidding or commenting adversely about other candidates.

3.                   Shall not knowingly withhold information regarding a position from an applicant, or misrepresent an assignment or condition of employment.

4.                   Shall give prompt notice to the employing agency in any changes in availability of service, and the employing agent shall give prompt notice of change in availability of position.

5.                   Shall not accept a position when so requested by the appropriate professional organization.

6.                   Shall adhere to the terms of a contract or appointment, unless these terms have been legally terminated, falsely represented, or substantially altered by unilateral action of the employing agency.

7.                   Shall conduct professional business through channels, when available, that have been jointly approved by the professional organization and the employing agency.

8.                   Shall not delegate assigned tasks to unqualified personnel.

9.                   Shall permit no commercial exploitation of his professional position.

10.                Shall use the time granted for the purpose for which it is intended.

ARTICLE III - GRIEVANCE PROCEDURE

A.            Definitions

1.                   A “grievance” is hereby defined to mean a dispute involving the meaning, interpretation, or application of this contract.

2.                   An “aggrieved person” is the person or persons making the claim.

3.                   A “party in interest” is the person or persons making the claim and any person who might be required to take action or against whom action might be taken in order to resolve the claim.

B.            Purpose

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

2.                   Any employee may present a grievance to his/her employer and have such grievance heard without intervention by the exclusive representative of the employee organization representing said employee, providing that the exclusive representative is afforded the opportunity to be present at such conferences and that any adjustment made shall not be inconsistent with the terms of an Agreement then in effect between the employer and the exclusive representative. Any Unit member filing a grievance shall notify the Association of his/her intent to file a grievance.

C.            Procedure

Since it is important that grievances be processed as rapidly as possible, the number of days indicated at each level should be considered as maximum, and every effort should be made to expedite the process. The time limits specified may, however, be extended by mutual agreement.

In the event a grievance is filed on or after June 1, which, if left unresolved until the beginning of the following school year, could result in irreparable harm to a party in

interest, the time limits set forth herein will be reduced so that the grievance procedure may be exhausted prior to the end of the school term or as soon thereafter as is practicable.

Any teacher or teachers shall be allowed representation by representative of the Association at all levels of the grievance procedure.

1.             Level One

(a)                 A teacher with a grievance shall submit the grievance within twenty (20) school days of the occurrence of said grievance to his/her principal or immediate superior. The statement should contain a complete statement of the facts on which the grievance is based. The principal or immediate superior, as the case may be, shall within five (5) school days thereafter give an answer in writing to the person filing the grievance.

(b)                 If a teacher does not file a grievance with his/her principal or immediate superior within twenty (20) school days after the teacher knew or should have known of the act or condition on which the grievance is based, then the grievance shall be considered as waived. A dispute as to whether a grievance has been waived, under this paragraph will be subject to arbitration pursuant to Level Four.

2.             Level Two

(a)       If the aggrieved person is not satisfied with the disposition of his/her

grievance at Level One, or if no decision has been rendered within five (5) school days after presentation of the grievance, he/she may file the grievance in writing with the Superintendent within five (5) school days after the decision at Level One or ten (10) schools days after the grievance was presented, whichever is sooner. Within five (5) days of receipt of the grievance by the Superintendent, the Superintendent will meet with the aggrieved person in an effort to resolve the grievance.

3.             Level Three

If the aggrieved person is not satisfied with the disposition of his/her grievance at Level Two, or if no decision has been rendered within five (5) school days after he/she has first met with the Superintendent he/she may file the grievance in writing with the School Committee within five (5) school days after a decision by the Superintendent, or fifteen (15) school days after he/she has first met with the Superintendent, whichever is sooner. Within five (5) school days after receiving the written grievance, a subcommittee of the School Committee (hereinafter referred to as the “Sub-Committee”) will meet with the aggrieved person for the purposes of resolving the grievance. The ultimate decision of the grievance at Level Three will, however, be rendered by the School Committee.

4.             Level Four

(a)                 If the aggrieved person is not satisfied with the disposition of his/her grievance at Level Three, or if no decision has been rendered within ten (10) school days after he/she has first met with the sub-committee, the Association may submit the grievance to binding arbitration within fifteen (15) school days after receipt of a request by the aggrieved person, provided the subject matter of the grievance is a proper subject for binding arbitration.

(b)                 If a period of five (5) days elapses and they are unable to agree on a mutual arbitrator, then a representative of the American Arbitration Association shall be asked to act as an arbitrator under the rules of said Association. The decision of the arbitrator will be submitted to the School Committee and to the Association and will be final and binding, except as hereinafter provided in paragraph 4e.

(c)                 The cost for the services of the arbitrator, including per diem expenses, if any, and actual and necessary travel and subsistence expenses, will be borne equally by the School Committee and the Association.

(d)                 If the Supreme Judicial Court of Massachusetts shall declare the final and binding arbitration to be unlawful under the provisions of the General Laws of Massachusetts, Chapter 150E, then the decision of the arbitrators shall be advisory and shall not be binding to either party of this Agreement. It is the intention of the parties, that if the final and binding arbitration be unlawful as aforesaid, that such decision be given serious consideration by other parties to this Agreement.

(e)                 It is expressly agreed and understood that this provision as to arbitration will not apply to negotiations.

(f)                  It is further agreed and understood that at any time during the course of this Agreement that if the School Committee has a grievance with reference to the Education Association that it shall have the right to proceed under Level Four of Article III pertaining to arbitration.

(g)                 No records or communications related to grievances shall be stored in teachers’ personnel files, but if they are to be kept by the Superintendent they shall be stored in a separate place. Furthermore, no teacher shall be subject to any deprivation of professional advantage or reprisal as a result of his utilization of the foregoing procedures.

ARTICLE IV - MUTUAL CONCERNS

It is further agreed that on the first Tuesday of October, January, and March, the Committee or its designated members will meet with a committee of the Association for the purpose of considering past, present, and future problems with the express intention of preventing and eliminating possible future grievance. Ten (10) days prior to each of the aforesaid meetings the Association will submit to the Committee a proposed agenda of specific items to be discussed and the Committee may supplement this agenda.

ARTICLE V - DUES DEDUCTION

(a)           The Committee agrees to deduct from the salaries of its employees one amount to cover the dues for the Haverhill Education Association, the Massachusetts Teachers’ Association, and the National Education Association as each teacher individually and voluntarily authorized the Committee to deduct, and to submit the monies promptly to the Association. The teacher’s authorization will be in writing in a form attached hereto as shown below:

DUES DEDUCTION AUTHORIZATION FORM

TO WHOM IT MAY CONCERN:

This is to authorize the Haverhill School Department to deduct $ ___________________________________ per year from my bi-weekly wages. This is for payment of dues to the Haverhill Public Education Association.

This deduction is to start with the pay period ending ___________________________________ , 20______________ and is to stop with the pay period ending _______________________________________  , 20__.

Signed ___________________________________

Date ___________________________________

(b)           The deduction referred to in Section (a) above will be made in 20 equal installments commencing with the second pay check. The deductions are to be made twice monthly whenever possible. The Committee will not be required to honor for any deduction any authorizations that are delivered to it later than one (1) week prior to the distribution of the payroll from which the deductions are to be made. The Committee agrees that it will make every effort to equalize payroll deductions.

(c)                 No later than September 30 of each year the Committee will provide the Association with a list of those employees who have voluntarily authorized the Committee to deduct dues. Any employee desiring to have the Committee discontinue deductions he/she has previously authorized, must notify the Committee and Association in writing by September 15 of each year for that school year’s dues.

(d)                 The Committee shall require as a condition of employment that all bargaining unit members whose names are submitted in writing by the Association to the Committee as “non-members” of the Association shall pay an agency service fee. Said fee to be set and collected consistent with Chapter 150E, Section 12 of the General Laws. The fee shall be due no later than 30 calendar days following the commencement of a school year or 90 days following initial employment in the bargaining unit, whichever is longer. In lieu of dismissal, the Superintendent shall suspend an employee for five (5) school days without pay who is in non-compliance with this provision upon notification of such non-compliance from the Association.

(e)                 In consideration of the Committee requiring as a condition of employment, the payment of an “agency service fee” as set forth in (d) above, the Haverhill Education Association and the Massachusetts Teachers Association jointly and severally agree to indemnify the Haverhill School Committee for any and all costs or damages incurred by the Committee in discharging an employee at the request of the Haverhill Education Association or the Massachusetts Teachers Association for said employee’s failure to pay said fee. The Haverhill Education Association and the Massachusetts Teachers Association agree to execute a separate guarantee hereto affixed and shown below:

AGENCY SERVICE FEE

INDEMNIFICATION FORM

The Haverhill Education Association and the Massachusetts Teachers Association do hereby agree to indemnify the Haverhill School Committee for any and all costs incurred by the Committee in discharging or suspending an employee at the request of the HEA and the MTA, for said employee’s failure to pay the Agency Service Fee as provided for by this Agreement and the General Laws of Massachusetts, Chapter 150, Section 12.

Witness our hands and seals this                     day of                         .

HAVERHILL SCHOOL COMMITTEE

By: ___________________________________

___________________________________           ___________________________________

For the Massachusetts Teachers                                For the Haverhill Education Association,

Association, Duly Authorized                                   Duly Authorized

ARTICLE VI - COMMITTEE RULES AND REGULATIONS

The School Committee shall notify the Association in writing of any proposed changes or amendments in the rules and regulations of the School Committee with reference to working hours and working conditions affecting teachers and as specifically contained or affected in this Agreement, and the parties shall discuss the proposed changes and amendments notwithstanding Chapter 1, Section 9 of the School Committee Regulations. If the proposed changes and amendments are not resolved by such discussions, then prior to the adoption the proposed changes and amendments shall be submitted to the arbitration procedure as set up in Level Four of Article III.

The Committee agrees to update its published rules and regulations. If during this updating process it is discovered that previously adopted rules and regulations are inconsistent with either the terms of this Agreement or actual practice in the system, the parties will meet to discuss the inconsistencies.

ARTICLE VII - ASSOCIATION RIGHTS

1.                   The Association may have a bulletin board in each building, to be provided by the Association. The location of this bulletin board is subject to the approval of the principal in each building.

2.                   The president and the secretary of the Association shall each be provided with a copy of the agenda of each School Committee meeting as soon as it is available.

3.                   The president and the secretary of the Association shall each be provided with a copy of the minutes of each School Committee meeting as soon as it is available.

4.                   Representatives of the Association, as designated by the president, shall be granted leave without pay for Association business that cannot be conducted except by leaving school premises during the teacher workday. Such leave shall not exceed five (5) days in any work year. The Association shall be eligible to use an additional ten (10) days per year provided that the Committee is reimbursed for the cost incurred in obtaining a substitute. The Association shall make every effort to give at least one week’s notice for such leave and in no event less than forty-eight (48) hours notice. This time restriction may be waived by the Superintendent. This leave shall be taken in full day units. The Superintendent shall be able to deny the request for any of the additional days for reasonable cause shown.

5.                   One member of the Association, as designated by the president, shall be granted upon request, a leave without pay for a semester or full year duration in order to participate in Association work or activities on a full-time basis. Upon return from this leave the teacher shall be treated the same way as any other teacher returning from unpaid leave.

6.                   Three Association officers, designated by the Association president, will be allowed to leave school for the duration of any free period, with notice to the principal, in order to conduct Association business. The Association president should notify the Superintendent of School’s one week prior to the opening of school each calendar year who the designated officers will be for that calendar year. The Association shall file a quarterly report with the Superintendent of the name of the officers and dates of utilization of free periods under this section.

7.                   The Association president shall be relieved of the following duties:

A.            If he or she is assigned to the high school:

(1)                 Homeroom

(2)                 Study Hall

(3)                 Corridor Duty

(4)                 Dance, Play, or After School Duties.

B.            If he or she is assigned to a middle school:

(1)                 Same as A (1) to (4) above

(2)                 Before and After School Duties

(3)                 Recess.

C.            If he or she is assigned to an elementary school:

(1)                 Bus Duty

(2)                 Recess Duty

(3)                 Before and After School Duty.

D.            The Association recognizes the right of the Committee to assign the duties relieved of the president of the Association to any other member or members of the Bargaining Unit.

ARTICLE VIII - MEETINGS

Teacher meetings will start ten (10) minutes after student dismissal. Teachers may be required to remain after the end of the regular day, without compensation, for up to two (2) hours, in order to attend the meetings described in sections a and b below. However, in any case, the total monthly meeting time will not exceed two hours and fifty minutes per month except when an additional hour per month is required for the express purpose of Electronic Grade Reporting.

a.            First or third Monday of each month or an alternate day of the week selected by the principal. If Monday is a holiday then the meeting will be scheduled on Tuesday. The regular meetings will be scheduled to start ten (10) minutes after the student dismissal time. They are not to exceed fifty (50) minutes. If for any reason school is not in session on both Mondays – building meetings will be rescheduled with a 48 hours notice by the school principal.

b.            Second or fourth Monday of each month or an alternate day of the week selected by the principal. If Monday is a holiday then the meeting will be scheduled on Tuesday. The curriculum meeting will be scheduled to start ten (10) minutes after the student dismissal time. They are not to exceed two (2) hours. If for any reason school is not in session on both Mondays – curriculum meetings or other meetings authorized by the Superintendent will be rescheduled within a 48 hours notice by the directors, supervisors, department heads, and/or principals.

c.             In the event a meeting in addition to the above is necessary because of an emergency or exceptional circumstances, with notice to the Association president, the Superintendent may call an emergency unscheduled meeting.

d.            In all schools, in addition to the afternoon meetings for which provisions are made in the above three sections, teachers may be required to attend not more than four (4) evening meetings each school year for meetings with parents. The evening meetings are: Open House, First, Second and Third Term Parent-Teacher Conferences. The Second and Third Term Parent-Teacher Conference are expected not to exceed ninety (90) minutes in length. Such meeting days shall be included in the school calendar.

e.             In-service days and parent conference days may be scheduled on a day other than a Monday provided that no Monday meeting is scheduled that same week unless through provision “c”.

ARTICLE IX - VACANCIES AND PROMOTIONS

1.                   Teachers will be given the opportunity to complete preference sheets on an annual basis to express interest in transferring within the school system. If transfer to an assignment not indicated on the teacher’s preference sheet, the teacher will be given an opportunity to meet with the teacher’s principal and/or immediate supervisor to discuss the transfer and may have a representative of the Association present should the teacher so desire.

2.                   All positions to be filled in the school system, including, but not limited to, promotional positions, teaching or counseling positions, summer school, and evening school positions, shall be posted in each building for not less than ten (10) school days prior to being filled. Such posting shall include the qualifications and job description of the position being posted.

3.             Any teacher desiring to be notified of parallel or promotional vacancies between the close of school in June and the opening of school in September will be notified if he/she leaves a request and self-addressed stamped envelope requesting that he/she be notified.

ARTICLE X - NON-TEACHING DUTIES

(a)                 Teachers shall be relieved of the following non-teaching duties: lunch and/or cafeteria duties, detention duties, and the collection of picture and insurance money, and maintaining registers.

(b)                 All teachers shall maintain accurate homeroom attendance records and daily class attendance records, utilizing the technology provided by the school district. Teachers shall also maintain a parent portal providing information relevant to their current class activities. The implementation of applicable hardware or software will require a ninety day phase in period during which training will be available to staff.

(c)                 Teachers may agree to perform lunch and/or cafeteria duties during their assigned lunch and be paid at the same rate as noon supervisors.

(d)                 Teachers will be required to attend and help supervise no more than one at the High School level and two at the elementary and middle school levels of the following evening functions per school year:

(a)                 School dances

(b)                 Class Plays

(c)                 Banquets

(d)                 Promotion Ceremony

(e)                 Concerts

(f)                  Musicals

(g)          Honor Society

 (h)         Sporting Events

These assignments shall be made each year on a rotating roster basis, without regard to age, sex, or length of service.

At the elementary and middle school levels, in the event no volunteers come forward for the above stated events, 1/3rd of the building staff will be assigned to a pool from which they may be selected to supervise such functions.

At the High School level, in the event no volunteers come forward for the above stated events, ½ of the building staff will be assigned to a pool from which they may be selected to supervise such functions.

(e)     In addition to the requirements listed in Article X - Section D, High School Faculty must attend the High School Graduation Ceremony, robed and in their academic regalia. Employees may be excused by the Superintendent for urgent and compelling personal reasons. If employees do not possess their own academic regalia, same shall be provided by the district.

(f)       In an effort to be fair and equitable as well as nondiscriminatory in the assignment of non-teaching duties, the employer shall provide a calendar or schedule of teacher non-teaching duties on or about the opening of school with the ability to modify such schedule on or about the 20th of September.   Such duties will be assigned on a rotating roster basis. This does not prohibit any teacher from volunteering their services for additional assignments.

ARTICLE XI – SALARIES

(a)           Wages: General wage increase as follows:

Effective FY 2009                             0%

Effective FY 2010                             0%

Effective FY 2011                             0%

Effective FY 2012                             1% on the 91st day

Effective FY 2013                             1.5% on the first day

Effective FY 2014                             2% on the first day

A twenty-one (21) payment plan is to be maintained whereby annual salaries of said professional employees are to be divided by twenty-one (21) and payments made every other week.

The Committee agrees to make a reasonable effort to provide teachers with their paychecks on the day before a holiday when the holiday falls on a Friday.

(b)                 Direct deposit is to be provided for all Haverhill banks so long as it is possible within the current computer and pay systems. It is encouraged that staff participate in the direct deposit and electronic notification process.

(c)                 Longevity payment is based upon the Master’s Maximum for the year of service just completed and will be paid by August 1st.

Employees who have served 26 years or more as of June 30, 2005 will continue to earn and receive longevity payments as follows:

1% of Master’s Maximum after year 14

2% of Master’s Maximum after year

18 4% of Master’s Maximum after year

22 6% of Master’s Maximum after year

26 9% of Master’s Maximum after year

30 12% of Master’s Maximum after year 34.

Effective the 2005-2006 school year, all employees who do not meet the aforementioned criteria will earn and receive longevity payments according to the following schedule:

1% of Master’s Maximum after year 11

4% of Master’s Maximum after year 14

5% of Master’s Maximum after year 19

6% of Master’s Maximum after year 24.

(d)       Effective the 2011-2012 school year, employees who provide irrevocable written notice to the Haverhill School Department by February 15th, of their retirement at the end of the current school year will be paid a $1,000.00 one time bonus by August 31st of the following school year.

ARTICLE XII - PERIODS WORKED

Sustained Silent Reading and Tutorial Period Pilot Program at HHS: “For academic years 2011-2012 and 2012-2013, there will be a pilot program launched at HHS. During this time period, teachers at HHS can be assigned a sustained silent reading study hall/tutorial study hall in lieu of the traditional duties at HHS (study hall or hall duty) provided that this sustained silent reading study hall/tutorial study hall is assigned for two (2) of the five (5) periods in a five (5) day class rotation cycle. Two (2) periods during the five (5) day class rotation will be used primarily as common planning time for teachers, but also may be used to meet with administration, to serve on planning committees, collaborate with administration in the interest of student achievement, to meet with parents, or to attend IEP meetings. One (1) period during the five (5) period class rotation cycle will be a teacher driven preparation period equivalent to the teacher preparation period found in the amendment in Article XXII of the contract. After 15 months the parties will meet to discuss any implementation problems and will upon request of either party meet to negotiate over any implementation issues.

This sustained silent reading study hall/tutorial study hall will not be in any way considered teaching a sixth period. Teachers will be expected to monitor silent sustained reading and to provide tutorial services to children assigned to them during this time, but will not be expected to prepare lessons or to assess during this period.”

ARTICLE XIII - PREPARATION PERIODS

The Education Association and the School Committee recognize the desirability of equitable treatment for all teachers pertaining to preparation periods and further recognize that the principle of preparation periods is conducive to the improvement of the educational system of the City of Haverhill and enables the teachers to serve students more effectively.

Pursuant to this principle, it is agreed as follows: grades 1 through 12 are to maintain their present five (5) preparation periods per week and would be set up on a program of one (1) period per day wherever possible.

The spacing of the scheduling of the kindergarten and pre-school sessions shall provide one hour and fifteen minutes between the end of the morning session and the beginning of the afternoon session for preparation time and duty free lunch. Each morning and afternoon kindergarten and pre-school session for students shall be 2 ½ hours long.

A preparation period is designed to enable a teacher to prepare lessons, correct papers, counsel youngsters, meet parents, visit classrooms, confer with members of the professional staff about school related activities, and, in general, provide the teacher with an opportunity to prepare himself/herself to service the youngsters in the Haverhill School System.

ARTICLE XIV - SABBATICAL LEAVES

Upon recommendation by the Superintendent of Schools, sabbatical leaves may be granted for study or travel to a teacher by the Committee, subject to the following conditions:

(a)                 No more than one (1%) percent of the teaching staff will be absent on sabbatical leave at one time.

(b)                 Requests for sabbatical leave must be received by the Superintendent of Schools, in writing, in such forms as may be required by the Superintendent of Schools, no later than December 31, and action must be taken on all such requests no later than April 1, of the year preceding the school year for which the sabbatical leave is requested.

(c)                 The teacher has completed at least seven (7) consecutive full school years of service in the Haverhill School System.

(d)                 Teachers on sabbatical leave shall receive from the Committee, one hundred (100%) percent of the salaries which they would have received if they had remained on active duty.

(e)                 Prior to the granting of sabbatical leave, a teacher shall enter into a written agreement with the Committee that upon termination of such leave, he/she will return to service in the Haverhill School System for a period equal to twice the length of the leave. In default of completing such service he/she shall refund to the Committee an amount equal to such proportion of salary received by him/her while on leave as the amount of service not actually rendered as agreed bears to the whole amount of service agreed to be rendered.

(f)                  Upon his/her return from sabbatical leave, a teacher’s salary shall be the same as he/she would have received had the period of his/her leave been spent in the Haverhill School System and he/she shall be returned to the same position which he/she held at the time said leave commenced.

ARTICLE XV - LEAVES OF ABSENCE

1.             In any one school year teachers shall be granted leave with pay for the following purposes:

a.             Personal Days: up to three days; except before or after a holiday. If such leave, at that time is necessary the Superintendent must be provided with a written request stating the specific reasons for the requested absence a minimum of ten (10) working days prior to the date requested. Any employee absent on the day before or after a holiday without prior approval from the Superintendent will not be paid. Leave will not be taken on a less than full day basis. These days are not to exceed one day per term. If a teacher needs a personal day for urgent personal matters, that individual shall notify the Principal at least 24 hours in advance.

b.             Legal Matters: the Committee will grant leave and pay the difference between regular compensation and any compensation received by a teacher for actually appearing during normal work hours for:

1.                   jury duty

2.                   answering a summons to attend a judicial or administrative hearing - school related matters only

3.                   appearing as a defendant in a school related case.

c.             A tenured teacher may be granted up to a year’s leave of absence without pay, provided that the teacher notify the Superintendent in writing no later than the April 1st preceding the year in which the leave is to occur and the School Committee grants approval.

d.             A tenured teacher may be granted up to 5 days leave of absence without pay; provided, that the teacher notify the Superintendent in writing at least two weeks prior to such leave and the School Committee grants prior approval as stipulated in School Committee Regulation IV, Section 4.

e.             Bereavement Leave

1.                   Teachers shall be allowed a period of five (5) days absence with full pay each time there is a death in the immediate family. This leave of absence is to be taken immediately following the death of an immediate family member.

2.                   The immediate family is defined to include mother, father, grandmother, grandfather, step-mother, step-father, sister, brother, child, wife, husband, mother-in-law, father-in-law, grandchild, or any member of the immediate household.

3.                   A teacher shall be able to use one (1) day of paid leave per year to attend the funeral of any other relative or of a close friend.

f.             Family Medical Leave

Pursuant to the obligations of the school district regarding the Family Leave Act (and future amendments), no teacher will be placed on FMLA leave without notice.

g.             Military Leave

Military leave will be granted in accordance with applicable federal and State statues (as defined for municipal workers). Employees who are deployed must submit their deployment orders to the Human Resource Department prior to leave.

ARTICLE XVI - TEACHER EMPLOYMENT

Chapter V, Section VII, (b) of the Rules and Regulations is hereby deleted and the following paragraph substituted:

Full credit on the Haverhill Teachers’ Salary Scale will be given for previous equivalent teaching experience or work experience upon initial employment. Additional credit not to exceed four (4) years for active military duty and not to exceed two (2) years for Peace Corps or Vista work will be given upon initial employment.

ARTICLE XVII - HEALTH INSURANCE

Effective July 1, 2011 the Value Option Plan co-pays and deductibles listed below will be in effect (at the member’s current employee contribution split – The School Department’s contribution to the HMO shall be 80% and the employee contribution shall be 20%):

HMO Increased Deductibles

PPO Increased Deductibles  

Office Visits

$15

$25

Emergency Room Visits

$100

$100

Inpatient Co-pay

*$250

*$250

Outpatient Co-pay Surgery

*$150

*$150

CT, PET, and MRI

**$75

**$75

Retail Rx

$10/25/45

$10/25/45

Mail-order Rx

$20/40/70

$20/40/70

*See Health Reimbursement Account language

** Not to exceed $375 per member per year

Effective July 1, 2012 the School Department‘s contribution to the HMO shall be 77.50% and the employee contribution shall be 22.50%.

Effective July 1, 2013 the School Department‘s contribution to the HMO shall be 75% and the employee contribution shall be 25%.

The City guarantees not to unilaterally implement further health insurance plan design or premium split modifications for employees in the bargaining unit for the period of July 1, 2008 through June 30, 2014.

New Employee Benefit Changes –   Hired after July 1, 2011

New employees hired after July 1, 2011 shall pay a thirty percent (30%) Employee Health Insurance Contribution rate for both the PPO and HMO products.

Flexible Spending Account

The City of Haverhill will offer a Flexible Spending Account under IRS Section 125. The maximum annual allowable amount to be deducted on a pre-tax basis will be $2,500.

Health Reimbursement Account

The City will establish a Health Reimbursement Account to reimburse co-payments that exceed $250 per individual and $400 per family, per calendar year, that are incurred as a result of the following co-payments: $250 per inpatient hospitalization and $150 for outpatient surgery.

Opt-Out Plan

The City of Haverhill will provide a health insurance opt out option. Eligible employees who enroll in the program will receive a lump sum financial incentive payment. The amount will be $1,500 for an individual and $3,000 for a family. In order to be eligible for the program an employee must meet the following criteria: 1) the employee must have 24 consecutive months of enrollment in a City of Haverhill health plan, and 2) the employee must provide written proof of other (non-City of Haverhill) health coverage.

Allowance of Tiered Plan

The School Department may offer to employees a tired network plan, and employees may voluntarily elect to enroll in such a plan. Employees will be provided with at least six months notice should the tiered network plan be withdrawn, which the School Department may do at their sole option.

ARTICLE XVIII - TEACHER PROTECTION

1.                   Teachers shall be required to report in writing any case of assault on teachers in connection with their employment to his/her Principal with a copy to the Superintendent of Schools. The Superintendent of Schools shall acknowledge receipt of such report and shall report this information to the Committee.

2.                   The alleged assault will be promptly investigated by the teacher’s principal and the Superintendent of Schools. The report of this investigation shall be forwarded to the Committee which shall determine, subject to the requirements of paragraphs 3 and 4 below, what action shall be taken by the Committee.

3.                   If the assault is by an adult who is not a pupil, the Committee will promptly report the incident to the proper law enforcement authorities.

4.                   In either case (pupil or non-pupil adult), the Committee will render assistance to the teacher in connection with the handling of the incident by law enforcement. Such assistance shall include but not be limited to complying with any request by the teacher for information in its possession relating to the incident or the person involved insofar as the law allows. The teacher shall cooperate with the Superintendent (or designee) in reporting of said incidents as to the events that occurred.

ARTICLE XIX - CLASS SIZE

The Education Association and the School Committee recognize that class size has a bearing on the quality of education for the students, and, therefore, recognize the desirability of classes not to exceed twenty-five (25) pupils for grades 1 through 3 and thirty (30) pupils for all other grades. If class sizes are exceeded, the School Committee will endeavor to improve its teacher aide program taking into consideration educational priorities and budgetary considerations.

Furthermore, the Committee agrees to take positive action toward meeting these goals throughout the school system by such means as redistricting, acquisition of additional classroom space, or any other sound educational program.

ARTICLE XX - SICK LEAVE

1.             Subject to the provisions of Section 3 of this Article, each teacher shall have 15 days of sick leave effective as of the first work day each school year, whether or not he/she reports for work on that day. Unused sick leave shall be cumulative up to a total of 150 days. Annual notice of his/her sick leave, current and accumulated will be furnished upon request, any teacher so requesting shall confirm this notice in writing.

Up to three days a year shall be allowed from the annual allotment for the sudden illness of a member of the immediate family which is deemed an emergency.

A physician’s certificate for an absence or absences may be required by the Superintendent or anyone authorized by him/her to receive it after three consecutive days or a pattern of absences.

Sick leave will provide for disabilities caused by pregnancy and childbirth under the same terms and conditions which apply to sick leave for other disabilities. In addition to sick leave for disabilities which are caused by pregnancy and childbirth, pregnant employees are entitled to twelve weeks of maternity leave pursuant to the federal Family and Medical Leave Act. Under the law, any pregnant employee who wishes to take the unpaid maternity leave must give at least two weeks’ notice to the employer of her anticipated date of departure for maternity leave.

Teachers who adopt children are entitled to twelve (12) weeks of unpaid leave pursuant to the Family Medical Leave Act (FMLA) and must provide written notification and documentation from the adoption agency (indicating the date of the adoption) to the employer prior to the anticipated date of departure for such leave. Teachers who adopt children will be entitled to eight (8) consecutive weeks of paid sick leave from the date of the adoption. Teachers adopting children are excluded from exercising their right to sick bank use for the purpose of adoption leave only.

2.                   Sick leave shall include absence because of quarantine or court order.

3.                   The Association and the Haverhill School Committee recognize that the overwhelming majority of teachers are conscientious and dedicated. This dedication leads many teachers to perform duties in spite of personal illness.

The Association and the Haverhill School Committee share a common concern for those few who have extended illness and those few who might abuse a sick leave provision. In order to deal with these situations, the School Committee and HEA agree to establish a Board consisting of Association President or his/her designee, a second representative of the Association and two representatives of the School Committee. Upon request of any member of the Board, the Board shall meet to discuss and make a determination with respect to the application for use of the sick leave bank, and the Board shall meet annually to review all requests for the prior 12 month period.

The Board will oversee the operation of a sick leave bank which will operate under these conditions.

a.             The bank’s efforts are aimed at assisting those individuals who have serious illness or accident which results in the exhaustion of an individual’s accumulated sick leave.

b.             The bank will be funded on a yearly basis at the rate of one day per teacher, the total annual sick leave will be reduced from fifteen (15) to fourteen (14) days.

c.             An individual in need of assistance will petition the Board. The Board’s decision is binding on all parties and is not subject to the grievance procedure or appealable to any tribunal. If a petition for sick bank usage results in a tie vote, the issue will be submitted directly to arbitration under Article III of this contract.

d.             The maximum number of days granted to an individual from the bank will not exceed 150 days. Exceptional cases, however, may be considered by the Board.

e.             Sick leave bank days unused at the end of one school year shall be carried over to the next school year provided that

(1)       no days may be carried forward for more than one year, and

(2)       seven hundred (700) days will be the maximum number of days carried forward.

f.             In the event that the bank is depleted, additional bank days will be funded, on a voluntary basis, not to exceed an additional day per year per person.

g.             Additional sick leave through the sick leave bank shall only be requested upon the exhaustion of all available leave.

The Board will review individual cases involving reported sick bank leave abuse and after proper investigation, may require the individual to submit to a medical examination (provided this is not in conflict with an individual’s religious beliefs). Cost of this examination will be borne equally by the HEA and the Haverhill School Committee. The Board will have the right to censure any individual who has abused sick leave and issue a full report to the entire School Committee for subsequent action.

It is expressly agreed that the secretaries employed by the School Committee and who are members of the bargaining unit represented by the Secretaries Association and Aides and Paraprofessionals represented by the Association, may become members of the sick leave bank.

4.                   In order to standardize sick leave procedure as well as allowing accurate tabulation of total sick leave days, a Staff Attendance and History and Sign Off form will be generated by your building attendance coordinator and must be filled out upon return from absence due to illness.

5.                   In cases of absence under this Article teachers will notify the person designated by the principal. Such person shall call the Answering Service to obtain a substitute.

ARTICLE XXI - EVALUATION

All teachers in the Haverhill Public School System will be evaluated consistent with the Teacher Evaluation Performance Standards and Process incorporated herein and attached hereto as Article XXXVII. Any evaluation completed in a manner inconsistent with the approved process will cause said evaluation to be void and result in the teacher being placed on the next step of the evaluation cycle as outlined in the evaluation document. Pursuant to the regulatory requirements of the Massachusetts Department of Education, the Teacher Performance Standards, as delineated in Article XXXVII, will be modified to reflect a two year evaluation cycle. The parties agree to establish a joint study committee in order to determine the consolidation of the standards of effective teaching upon which the teachers are evaluated during the two year cycle.

ARTICLE XXII -TEACHER WORK DAY

The Haverhill School Committee and the HEA recognize that the Haverhill Public School system needs to be in compliance with state mandated hourly learning requirements. To this end, teachers in the Haverhill Public School system will work a teacher day as outlined below.

Teachers may also be assigned a directed study or other duty as needed. If a need exists in a building schedule, teachers may opt to provide additional minutes of direct instruction or conduct a student activity in lieu of their directed study or duty. A directed study is defined as an extended learning period for students during which students are expected to work independently on previously assigned course related studies with minimal direction as needed.

At the end of the school day teachers shall be required to remain in their assigned buildings as specified below after student departure times Monday through Fridays to provide remedial assistance for students, meet with parents/staff, or meet with administration unless required to be in a meeting scheduled in accordance with Article VIII. Teachers will communicate to their students those times when additional help can be received. Alternate arrangements for the scheduling and/or use of this time may be approved at the discretion of the building Principal. Consideration will be given to teachers to allow for course work for professional development.

1.                   Teachers in the elementary and middle school buildings shall be required to be present in their assigned buildings fifteen (15) minutes prior to student start time.

2.                   Teachers in the elementary and middle school buildings assigned to early morning, rotating roster duties (e.g., bus duty) shall be required to be at their respective duty stations, or to a location designated by the Principal, thirty (30) minutes prior to the student start time.

3.                   Teachers at Haverhill High School shall be required to be in their assigned classroom five (5) minutes prior to the student start time.

4.                   Teachers at the Early Childhood Center shall be required to report in the A.M. ten (10) minutes and in the P.M. five (5) minutes prior to student report time to meet students at their buses and provide proper supervision in the building.

5.                   It is understood that the teaching times shall stay consistent throughout the duration of this contract.

Level

Teacher

Student

Student

Teacher

Teacher

 

In Assigned

Start

Dismissal

Departure

Departure

 

Classroom*

Time

 

Mon. – Thurs.

Friday

High School

7:20

7:25

2:05

2:25

2:20

Middle Schools/

8:15

8:30

2:45

3:10

2:55

Bradford Elem.

 

 

 

 

 

Elementary

8:45

9:00

3:15

3:40

3:25

Schools/Golden

 

 

 

 

 

Hill/Pentucket

 

 

 

 

 

Lake/Silver Hill/

 

 

 

 

 

Moody

 

 

 

 

 

Kindergarten

8:55

9:00

11:30

 

NA

AM

 

 

 

 

 

Kindergarten PM

12:45

12:30

3:15

3:45

3:25

* Or to a location designated by the Principal

The calendar for the Teacher work year will reflect a half day closing the day before Christmas vacation.

ARTICLE XXIII - BARGAINING REPRESENTATIVES

Each party to such bargaining shall notify the other, in writing, of the names of its representatives prior to the first meeting and of subsequent changes which occur.

ARTICLE XXIV - CONTINUITY OF INSTRUCTION

In order to provide a continuity of instruction, teachers are to make no commitments which conflict with the established school calendar, including provisions for inclement weather between the opening and closing of school without prior approval from the Superintendent.

ARTICLE XXV - MATERNITY/CHILD-REARING LEAVE

Teachers who become pregnant are asked to inform their principals in order that plans can be made for future replacement. The time of replacement is a decision of the teacher based upon her medical condition. A leave of absence of up to two years may be granted by the Superintendent. Termination of the leave will coincide with opening of school.

Upon return to service, accrued benefits including sick leave and years accrued toward tenure will be retained. The leave of absence period is not to be counted for tenure progression.

Placement on the salary schedule will be based upon the present School Committee regulation governing partial service during a teaching year.

ARTICLE XXVI - MEETINGS WITH PARENTS

Teachers shall be required to meet with parents unable to attend evening parent conferences at a mutually agreeable time.

ARTICLE XXVII - ASSIGNMENT OF NEW TEACHERS

Assignment of newly hired teachers will be within their area of certification whenever possible. If an emergency situation exits, state approval for employment will be sought through approved programs such as internships, practicums, apprenticeships, waivers, or other means.

ARTICLE XXVIII - TEACHER WORK YEAR

1.                   Effective July 1, 2005, the work year for teachers shall consist of no more than 182 days which shall occur between the Monday before Labor Day and June 30. Of the 182 days, no more than 180 of them shall occur with students in attendance, at least one of which shall be for orientation before the opening of school and one of which shall be for professional development. The work year may be extended for no more than three (3) additional days for professional development of staff on an as scheduled basis with teachers to be paid for each day so scheduled at a rate of 1/180th of their then current salary, notwithstanding the provisions of Article II B(1). Said days shall be scheduled between the opening day of school and within four (4) days of the last day for students.

2.                   If, because of inclement weather on a scheduled school day, fewer than 50% of the students report to school and they and teachers are dismissed early, that shall not count as one of the 180 days specified above.

ARTICLE XXIX - DISTRIBUTION OF CONTRACTS

Within one month of the signing of a new contract, the School Committee with help from the HEA will provide all employees in the bargaining unit with a copy of said contract and be responsible for the providing of said contract to the newly hired personnel also covered in the Agreement.

ARTICLE XXX - REDUCTION OF STAFF

A.        Seniority of Personnel

1.             The term seniority as hereinafter used shall be length of continuous service with the School Committee as computed from the date of original appointment of a full-time member of the bargaining unit who has attained tenure.

2.                   Leaves of absence granted in accordance with the provisions of the Master Agreement shall not constitute an interruption in continuous service. Effective July 1, 1981 leaves of absence without pay, in excess of 15 workdays, shall not be counted as part of continuous service for the purpose of determining seniority.

3.                   Credit given for teaching experience in another school district shall not be considered for the purpose of accumulating seniority.

4.                   Unit employees who do not meet certification requirements shall not be able to use such service toward seniority.

5.                   Seniority shall be determined by the qualification of years of continuous employment in the Haverhill Public Schools, in particular, grade levels K-4 and by subject matter taught in grades 5-8 (where departmentalization exists) and grades 9-12.

6.                   Members of the bargaining unit promoted to administrative positions in the Haverhill Public Schools shall have the seniority rights equivalent to the total length of continuous service in the teacher bargaining unit and administrative service.

B.        Necessary Reduction of Personnel

1.                   The Committee and the Association realize that education, to a large degree, depends upon the financial resources available to the Committee as provided by the local public and the State of Massachusetts, and in accordance with this realization, understands that in some instances it may be necessary to reduce the educational program and subsequently the staff.

2.                   It is hereby specifically recognized that it is within the sole discretion of the School Committee to reduce the educational program and the staff.

3.                   All notices of layoff shall be issued no later than June 15 preceding any school year.

4.                   In order to promote an orderly reduction in personnel when the educational program is curtailed, the following procedure shall be used:

a.             Non-tenure employees shall be laid off first.

b.             In the event tenure teachers must be laid off, layoff shall be determined by years of seniority and certification (see A.5). Seniority being equal consideration will be given to education, skills, and efficiency on the job.

C.            Procedure for Review and Appeal

1.                   The proposed layoff list of tenured staff shall be delivered to the Association President prior to notification of affected employees.

2.                   Upon request of the Association President, a sub-committee consisting of two (2) members of the School Committee, the Superintendent of Schools, a member of the Administrative Staff and two (2) representatives of the Association shall arrange for a review of the effects of such layoff. The request for such review shall be made in writing within 5 working days of the date of the proposed list.

3.                   If the Association is not satisfied with the review, it may make a written request for a hearing with the School Committee within 5 working days after the date of the above review.

D.            Recall of Personnel

1.                   Seniority teachers shall be recalled in inverse order of layoff for new positions for which they are certified.

2.                   The recall list shall be maintained by the Committee for a period not to exceed 2 years. Thereafter, a teacher shall lose his/her right to recall.

3.                   The parties agree a teacher’s eligibility for recall shall terminate if he/she:

a.             Resigns his/her employment

b.             Fails to respond to his/her recall notice within fourteen (14) days (seven (7) days after August 1 of each year) of his/her receipt of such notice by registered mail “return receipt request” and /or fails to report to the teaching assignment to which he/she is recalled.

E.            Establishment of List of Seniority and Certification

1.                   The Seniority List of all personnel within the bargaining unit as filed in the office of the Superintendent shall prevail as to the seniority and certification as of the date of June 12, 1981 and shall be final and binding as to seniority and certification unless a written grievance stating the grounds thereof is filed so as to be received by the Superintendent not later than 5:00 p.m. on June 15, 1981.

2.                   All grievance decisions shall decide only the case as filed and after decision the list as published shall be final and binding on all parties without further grievance or challenge.

3.                   After determination of any grievance properly and timely filed all lay-offs or dismissals shall be in accordance with the Seniority List. In the case of multiple certifications the Superintendent has the right to assign any person on the list to a position for which he is certified by seniority and certification. The Seniority List of all personnel within the bargaining unit as filed in the office of the Superintendent shall prevail.

4.                   The certification of each person on the list will close annually on March 1. Certifications earned after that date will be posted as of September 1 annually.

5.                   Recall shall be in inverse order to layoff by seniority and certification as the list is closed as of March 1 annually.

6.                   No person shall have the right to grieve his or her layoff if made in accordance with the Master Seniority List.

7.                   Personnel wishing to waive seniority may do so in writing on a form approved by the Superintendent. All waivers signed and delivered shall be final and will place the person on the bottom of the Seniority and Recall lists by certification. Waiver of seniority shall be on the form as shown below:

I, _______________________________ hereby waive any and all seniority to which I may be entitled as a result of any law of the Commonwealth of Massachusetts or the Contract entered into by the Haverhill Education Association and the Haverhill School Committee which said Seniority entitled me to be employed as a teacher in the Haverhill School System or entitles me to be recalled as a teacher pursuant to that agreement.

I understand and agree that as of this date I shall, as a result of this agreement, be placed at the bottom of the Seniority List by certification and in consideration thereof, I waive all legal rights to grieve or litigate this agreement.

Signed ______________________________________________________________

_______________________________    _______________________________

Witness                                                                 Date

8.             No grievance may be filed to affect more than the individual grievant. Any grievances filed prior to June 15, 1981 shall be treated as an individual grievance and the remedy, if any, granted will be limited to the individual grievant.

9.                   Any individual shall have the right to grieve the placement of any new member of the bargaining unit on the Seniority List on or after June 15, 1981. The term “non member of the bargaining unit” shall be limited to such personnel who join the bargaining unit after June 15, 1981.

10.                Any person who has filed a grievance prior to June 15, 1981 who is not satisfied with the remedy, if any, granted shall in any event have the right to pursue the grievance so filed to Level III and above pursuant to Article III of the Agreement entered into by and between the Committee and the Association irrespective of this Amendment. It being the intention of the parties to limit the time for filing of grievances or challenges to the Seniority List and thereafter forever barring any further grievance by any person who has not filed a grievance prior to June 15, 1981.

11.                Any person may grieve, however, the failure of the Committee to recall any person pursuant to the recall list if said recall is not made in accordance with the recall list.

ARTICLE XXXI - JUST CAUSE

The Committee agrees not to discharge or suspend any employee covered by this Agreement without just cause. The term “cause” as used herein shall be construed to mean inefficiency, incompetency, incapacity, conduct unbecoming a teacher, insubordination or failure on part of the teacher to satisfy teacher performance standards developed pursuant to section thirty-eight of Chapter 71, or other just cause.

Failure to renew the contract of an employee without professional teacher status shall not be subject to the above.

During the first 90 days of employment any employee may be let go without cause. If an employee receives a written reprimand which is to be placed in his/her file, said employee will receive a copy of such reprimand and be given the opportunity to place a reply in his/her file.

ARTICLE XXXII - TRAVEL REIMBURSEMENT

Teachers who are required to travel from building to building as part of their assignment will be reimbursed at the I.R.S. rate in effect on July 1st of each year and shall be reimbursed per mile based on the average number of miles driven per assignment. Subsequent increases by the I.R.S. shall not take effect until July 1st of the following year. The Committee and the Association agree to establish the average miles for each employee’s assignment. Said reimbursements to be paid quarterly.

ARTICLE XXXIII - COMMITTEE CONTINGENCY PLAN

The Haverhill School Committee may establish, with at least 30 days written notification to the Association, a common preparation period for all teachers K-8. This common preparation period would be equal to the length of a regularly scheduled period and would establish the teacher workday at 8:15 A.M. to 3:00 P.M. The regular teachers’ workday will consist of a preparation period and teaching and/or student supervision during the remainder of the workday excluding the duty-free lunch period and such time as may be provided during student recess.

Should budgetary limitations require it, all subjects of instruction required under Chapter 71, Section 1 of the Massachusetts General Laws are part of the responsibility of teachers in Grades K-6.

Teachers will be assisted to provide new subject area instruction by the appropriate supervisors, and free in-service instruction will be provided by the Haverhill Public Schools to teachers who need and/or in the judgment of the administrative staff require such assistance in new subject area instruction.

Where teachers possess particular skills, teaming arrangements to provide required instruction may be approved by the principal and appropriate supervisor.

In the event that a common preparation period is not established, the Committee may assign teachers to report at 8:15 A.M. to supervise students without additional compensation.

ARTICLE XXXIV – PERSONNEL FILES

1.                   Teachers shall have the right to examine and copy personnel files at any time the office is open by pre-arrangement. All reviewing and copying shall be in the presence of an individual designated by the Director of Personnel.

2.                   Any person copying his/her file shall sign a sheet acknowledging that the same has been copied with the date of last review.

3.                   No negative material or information shall be placed in a teacher’s personnel file without the teacher being so notified and being given a copy thereof. The teacher has the right to respond in writing to any such material, with it being understood that the teacher’s response shall be attached thereto.

ARTICLE XXXV – SALARY SCHEDULES

Wages: General wage increase as follows:

Effective FY 2009                              0%

Effective FY 2010                              0%

Effective FY 2011                              0%

Effective FY 2012                              1% on the 91st day

Effective FY 2013                              1.5% on the first day

Effective FY 2014                              2% on the first day

HAVERHILL PUBLIC SCHOOLS

TEACHERS SALARY SCALES

Effective for the 2008-2009, 2009-2010 and 2010-2011 Work Years

0%

STEP

CLASS I

CLASS II

CLASS III

CLASS IV

CLASS V

CLASS VI

CLASS VI

CLASS VIII

 

B

B+15

B+30

B+45/M

M+15

M+30

M+45

M+60

4

40,855

42,733

44,582

46,434

48,298

50,145

51,997

53,854

5

42,733

44,582

46,434

48,298

50,145

51,997

53,854

55,707

6

44,582

46,434

48,298

50,145

51,997

53,854

55,707

57,558

7

46,434

48,298

50,145

51,997

53,854

55,707

57,558

59,413

8

48,298

50,145

51,997

53,854

55,707

57,558

59,413

61,264

9

50,145

51,997

53,854

55,707

57,558

59,413

61,264

63,117

10

51,997

53,854

55,707

57,558

59,413

61,264

63,117

64,970

11

53,854

55,707

57,558

59,413

61,264

63,117

64,970

66,825

12

55,707

57,558

59,413

61,264

63,117

64,970

66,825

68,679

13

57,558

59,413

61,264

63,117

64,970

66,825

68,679

70,529

14

59,413

61,264

63,117

64,970

66,825

68,679

70,529

72,384

HAVERHILL PUBLIC SCHOOLS TEACHERS SALARY SCALE

FY12

EFFECTIVE ON JULY 1, 2011

(0%)

 

CLASS I

CLASS II

CLASS III

CLASS IV

CLASS V

CLASS VI

CLASS VII

CLASS VIII

STEP

B

B + 15

B + 30

B + 45/M

M +15

M + 30

M + 45

M + 60

1

$40,855

$42,733

$44,582

$46,434

$48,298

$50,145

$51,997

$53,854

2

$42,733

$44,582

$46,434

$48,298

$50,145

$51,997

$53,854

$55,707

3

$44,582

$46,434

$48,298

$50,145

$51,997

$53,854

$55,707

$57,558

4

$46,434

$48,298

$50,145

$51,997

$53,854

$55,707

$57,558

$59,413

5

$48,298

$50,145

$51,997

$53,854

$55,707

$57,558

$59,413

$61,264

6

$50,145

$51,997

$53,854

$55,707

$57,558

$59,413

$61,264

$63,117

7

$51,997

$53,854

$55,707

$57,558

$59,413

$61,264

$63,117

$64,970

8

$53,854

$55,707

$57,558

$59,413

$61,264

$63,117

$64,970

$66,825

9

$55,707

$57,558

$59,413

$61,264

$63,117

$64,970

$66,825

$68,679

10

$57,558

$59,413

$61,264

$63,117

$64,970

$66,825

$68,679

$70,529

11

$59,413

$61,264

$63,117

$64,970

$66,825

$68,679

$70,529

$72,384

HAVERHILL PUBLIC SCHOOLS

TEACHERS SALARY SCALE

FY12

EFFECTIVE ON THE 91ST DAY – ON OR ABOUT JANUARY 23, 2012

(1%)

STEP

CLASS I

CLASS II

CLASS III

CLASS IV

CLASS V

CLASS VI

CLASS VI

CLASS VIII

 

B

B+15

B+30

B+45/M

M+15

M+30

M+45

M+60

1

41,264

43,160

45,028

46,898

48,781

50,646

52,517

54,393

2

43,160

45,028

46,898

48,781

50,646

52,517

54,393

56,264

3

45,028

46,898

48,781

50,646

52,517

54,393

56,264

58,134

4

46,898

48,781

51,148

52,517

54,393

56,264

58,134

60,007

5

48,781

50,646

52,517

54,393

56,264

58,134

60,007

61,877

6

50,646

52,517

54,393

56,264

58,134

60,007

61,877

63,748

7

52,517

54,393

56,264

58,134

60,007

61,877

63,748

65,620

8

54,393

56,264

58,134

60,007

61,877

63,748

65,620

67,493

9

56,264

58,134

60,007

61,877

63,748

65,620

67,493

69,366

10

58,134

60,007

61,877

63,748

65,620

67,493

69,366

71,234

11

60,007

61,877

63,748

65,620

67,493

69,366

71,234

73,108

HAVERHILL PUBLIC SCHOOLS

TEACHERS SALARY SCALE

FY’13

EFFECTIVE ON THE FIRST DAY – JULY 1, 2012

(1.5%)

STEP

CLASS I

CLASS II

CLASS III

CLASS IV

CLASS V

CLASS VI

CLASS VI

CLASS VIII

 

B

B+15

B+30

B+45/M

M+15

M+30

M+45

M+60

1

41,883

43,807

45,703

47,601

49,513

51,406

53,305

55,209

2

43,807

45,703

47,601

49,513

51,406

53,305

55,209

57,108

3

45,703

47,601

49,513

51,406

53,305

55,209

57,108

59,006

4

47,601

49,513

51,915

53,305

55,209

57,108

59,006

60,907

5

49,513

51,406

53,305

55,209

57,108

59,006

60,907

62,805

6

51,406

53,305

55,209

57,108

59,006

60,907

62,805

64,704

7

53,305

55,209

57,108

59,006

60,907

62,805

64,704

66,604

8

55,209

57,108

59,006

60,907

62,805

64,704

66,604

68,505

9

57,108

59,006

60,907

62,805

64,704

66,604

68,505

70,406

10

59,006

60,907

62,805

64,704

66,604

68,505

70,406

72,303

11

60,907

62,805

64,704

66,604

68,505

70,406

72,303

74,205

HAVERHILL PUBLIC SCHOOLS

TEACHERS SALARY SCALE

FY ‘14

EFFECTIVE ON THE FIRST DAY – JULY 1, 2013

(2%)

STEP

CLASS I

CLASS II

CLASS III

CLASS IV

CLASS V

CLASS VI

CLASS VI

CLASS VIII

 

B

B+15

B+30

B+45/M

M+15

M+30

M+45

M+60

1

42,721

44,683

46,617

48,553

50,503

52,434

54,371

56,313

2

44,683

46,617

48,553

50,503

52,434

54,371

56,313

58,250

3

46,617

48,553

50,503

52,434

54,371

56,313

58,250

60,186

4

48,553

50,503

52,434

54,371

56,313

58,250

60,186

62,125

5

50,503

52,434

54,371

56,313

58,250

60,186

62,125

64,061

6

52,434

54,371

56,313

58,250

60,186

62,125

64,061

65,998

7

54,371

56,313

58,250

60,186

62,125

64,061

65,998

67,936

8

56,313

58,250

60,186

62,125

64,061

65,998

67,936

69,875

9

58,250

60,186

62,125

64,061

65,998

67,936

69,875

71,814

10

60,186

62,125

64,061

65,998

67,936

69,875

71,814

73,749

11

62,125

64,061

65,998

67,936

69,875

71,814

73,749

75,689

ARTICLE XXXVI – DIFFERENTIALS

Professional Development training workshops provided by the teachers in the district, approved by the Superintendent or his or her designee, those that prepare and lead such workshops shall be compensated $400 for preparation for a half day presentation and $700 for a full day presentation.

High School Advisors

1-Jul-11

Class Advisors

Grade 9

$1,100

Grade 10

$1,100

Grade 11

$1,700

Grade 12

$3,200

Brown & Gold Advisor

$1,700

Yearbook Advisor

$2,700

National Honor Society

$1,700

Talent Show Advisor

$1,100

Student Council Advisor

$1,700

Senior Class Play Advisor

$2,700

Literacy Magazine Advisor

$1,700

High School Instructors

Choral Director

$4,300

Band - Marching/Concert/Jazz Director

$4,300

Assistant Band Director

$1,700

Color Guard

$1,400

Academic Decathlon

$2,200

Debate Team

$1,100

Band Percussion Instructor

$1,400

Model United Nations

$1,000

High School Club Coordinators

Key Club

$1,000

French Club

$1,000

German Club

$1,000

Italian Club

$1,000

Spanish Club

$1,000

Bilingual Club

$1,000

S.A.D.D.

$1,000

S.T.O.P.

$1,000

Ecology Club (HELP)

$1,000

Drama Club

$1,000

Words Not Weapons

$1,000

Ultimate Frisbee Club

$1,000

Math Club

$1,000

Science Club

$1,000

Latin Club

$1,000

Gay Straight Alliance Advisor

$1,000

Robotics

$1,000

K-8 Differentials*

1-Jul-11

Yearbook (per school)

$1,100

Student Council (per school)

$600

Jazz Band Director (district-wide)

$1,400

Grade 8 Class Play (per school)

$600

Choral Directors – Middle School

$600

Academic Bowl

$2,700

Other Differentials

Tutors

$30/hour

Summer School Teacher

$30/hour

Evening School Teachers

$30/hour

MCAS Math Prep Teachers

$30/hour

Educational Team Facilitators

$1,000

Lead Teacher

$1,100

Head Teacher

$2,700 (plus $225 per homeroom)

MCAS English Language Arts

$9,000

Teacher Specialist

MCAS Math Teacher Specialist

$9,000

MCAS Support Haverhill H.S.

$4,500

Choral Directors

$600

Linguist for Translations & Transcriptions   

$4,500

Learning for Life Coordinator

$8,000

Out of District SPED Placement

$4,000

Coordinator Extended Service

HHS Night Alternative Program

$3,000

Note:

1.                   Positions that are split will share the differential.

2.                   All differentials will include a review of the responsibilities, expectations, and measures of accountability.

3.                   If student participation fails to justify the activity, the Principal may discontinue that activity for that school year with proper notification to the Haverhill Education Association and the Superintendent of Schools.

4.                   All differentials are contingent on appropriation and enrollment.

5.                   When a new stipend position (clubs, activities) is created, the Association and the Committee agree to negotiate an annual stipend and to incorporate the position into this Collective Bargaining Agreement.

APPENDIX H

MEMORANDUM OF UNDERSTANDING

The parties agree that if the School Committee establishes a school year to begin before Labor Day pursuant to Section 1 of Article XXVII of the collective bargaining agreement, that school year will have a Winter and Spring vacation period in addition to the traditional December holiday vacation period.

Signed by Thomas Fowler-Finn for the Committee and Clifford Chase for the Association

May 24, 1994.

Bargaining Agreement

APPENDIX I

FEBRUARY 6, 1998 LETTER FROM FRITZ ESCH, SUPERINTENDENT OF

SCHOOLS TO NICK TARZIA

February 6, 1998

Nick Tarzia

Haverhill Education Association

191 Merrimack Street

Haverhill, MA 01830

Dear Nick:

With the existing seven-period schedule, the Committee recognizes that teachers at Haverhill High School generally teach five class periods, have a duty or directed study, and are entitled to a seventh period as a prep.

For the 1998-99 School Year, the Committee agrees to review the length of class periods and passing time between classes in the current High School schedule. The Committee agrees to share their findings with the HEA on or before June 30, 1998. For the 1999-2000 School Year, the Committee agrees to undertake a similar review and share the findings with the HEA on or before June 30, 1999. In both cases, the Committee welcomes the HEA’s input.

Under Article XXII in the current settlement, if a need exists in the building schedule, teachers may opt to provide additional minutes of direct instruction or conduct a student activity in lieu of a directed study or duty. The Committee recognizes that such a need is the exception rather than the rule and should be addressed by the following protocol:

.       After the completion of student registration at Haverhill High School, the high school administration will post specific cases where an additional teaching period is needed to implement the high school schedule.

·       Teachers having an interest in teaching this additional class in lieu of their directed study or duty will express this interest in writing to their respective curriculum supervisor.

·       The High School Principal or his/her designee will select the staff member to teach the class.

·       The staff member will sign and date a waiver form indicating the assignment is voluntary and is being assumed in lieu of a directed study or duty.

Article XXII also contains a provision allowing a teacher to conduct student activity in lieu of a directed study or duty. Teachers at H.H.S. proposing such an activity should provide a written description of the activity on the designated form to their curriculum supervisor. The High School Principal or his/her designee will review the proposed activity and make a determination if the activity will be included in registration materials for the upcoming school year.

This protocol is not intended to create additional contractual obligations on either party. It is intended to clarify present practice for the contractual obligations of the parties.

Signed by Fritz Esch, Ph.D., Superintendent of Schools

APPENDIX J

TEACHER EVALUATION

OVERVIEW

For Teacher Evaluation

This package contains:

Philosophy

Scope and Purpose

Principles of Effective Teaching

Expectations Regarding Teacher Evaluation

Teacher Evaluation Cycle

Professional Educator’s Plan

Guidelines for Effective Planning

Pre-Conference Guidelines

Teacher Performance Observation Report

The Observation and Evaluation Instrument Guidelines

Teacher Evaluation Instrument

Teacher Summative

Teacher Performance Improvement Plan

Principles of Effective Teaching – School Psychologist, School Adjustment Counselors and Guidance Counselors

Principles of Effective Teaching – Speech and Language Pathologist

APPENDIX J

Philosophy

The mission of the Haverhill Public Schools is to produce self-directed learners who engage in critical and creative inquiry and who contribute productively and ethically in local, national, and global communities through an active and experiential education supported and fostered by the community.

Recognizing this commitment, the Haverhill Public Schools has implemented an effective system of supervision and evaluation to ensure continuous improvement of curriculum, instruction, and assessment. This process requires educators to work collaboratively with students, parents, and the community to build a strong educational structure.

Educators will focus on (a) providing students with effective curriculum, instruction, and assessment; (b) effectively communicating with colleagues, parents, and community; (c) working collaboratively to accomplish building, system, and individual goals; (d) performing routine duties and obligations; and (e) taking responsibility for professional growth and development. Fulfillment of these responsibilities will help accomplish our mission and will be assessed through effective system of supervision and evaluation that focuses on the principles of effective teaching.

All teachers and administrators recognize that a purpose of the observation and evaluation process is to help teachers improve instructional delivery, and as such requires teachers and administrators to work cooperatively.

Scope and Purpose

The specific purposes of evaluation under G.L. c.71, 38 and 603 CMR 35.00 are:

(a)                 to provide information for the continuous improvement of performance through an exchange of information between a person being evaluated and the evaluator, and

(b)                 to provide a record of facts and assessments for personnel decisions.

The purpose of 603 CMR 35.00 is to ensure that every school committee has a system to enhance the professionalism and accountability of teachers and administrators which will enable teachers and administrators to assist all students to perform at high levels. 603 CMR 35.00, together with the Principles of Effective Teaching and Principles of Effective Administrative Leadership adopted by the Board of Education, set out with Massachusetts teachers and administrators are expected to know and be able to do. 603 CMR 35.00 requires that school committees establish a rigorous and comprehensive evaluation process for teachers and administrators, consistent with these principles, to assure effective teaching and administrative leadership in the Commonwealth’s public schools.

APPENDIX J

HAVERHILL PUBLIC SCHOOLS

Principles of Effective Teaching

I.  Currency in the Curriculum

A. The teacher is up to date regarding curriculum content.

   Demonstrates a working knowledge of the state curriculum frameworks and the local curricula in the teacher’s assignment.

   Keeps current in the field and applies knowledge to the instructional program.

II.  Effective Planning and Assessment Of Curriculum and Instruction

A. The teacher plans instruction effectively.

   Identifies clear goals, expectations, and standards for student learning.

   Plans lessons that reflect a continuity of instruction.

   Plans appropriate instructional strategies to meet the needs of all students.

   Integrates the teaching of reading, writing, listening, thinking, speaking, and/or study skills.

   Designs learning activities that foster student responsibility for their own learning.

   Participates in joint planning when scheduled.

B. The teacher plans assessment of student learning effectively.

•  Plans a variety of assessments to evaluate students’ achievement and progress.

C. The teacher monitors students’ understanding of the curriculum effectively and adjusts instruction, materials, or assessments when appropriate.

   Regularly checks for student learning.

   Maintains a record of student grades and progress.

III.   Effective Management of Classroom Environment

A. The teacher creates an environment that is positive for student learning and involvement.

   Implements instructional routines and procedures that foster time on task and smooth transitions from one activity to another.

   Encourages student progress and involvement.

   Encourages student responsibility for the order of the classroom and the condition of materials and property.

   Uses classroom time and space to promote effective learning.

   Effectively monitors learning during either large group or small group instruction.

   Displays and/or recognizes positive student achievement and behavior.

B. The teacher maintains appropriate standards of behavior, mutual respect, and safety.

   Communicates rules, expectations, and consequences with students.

   Implements rules and procedures that are consistent with building standards.

   Applies rules and consequences consistently and fairly to support an effective learning environment.

   Interacts with students with dignity and mutual respect.

   Communicates attitudes of honesty, integrity, and responsibility.

IV.    Effective Instruction

A. The teacher makes learning goals clear to students.

   Communicates goals, standards, and expectations for student learning.

   Relates instruction to prior knowledge and experience when appropriate.

B. The teacher uses appropriate instructional techniques.

   Uses a variety of teaching strategies, materials, and available technologies matched to students learning needs.

   Provides opportunities for students to demonstrate mastery of key concepts.

   Models skills and processes central to instruction.

   Modifies instruction to meet varied ability levels.

   Provides accommodation and modifications in instruction as required by IDEA (IEP’s) and Section 504 (IAP’s).

C. The teacher uses appropriate questioning techniques.

•  Uses a variety of questioning techniques.

D. The teacher evaluates, tries innovative approaches, and refines instructional strategies, including the effective use of technologies, available to teachers, to increase student learning and confidence to learn.

   Provides opportunities for interdisciplinary learning, curriculum integration, and other innovative approaches.

   Assesses learning by comparing intended and actual outcomes.

V.    Promotion of High Standards and Expectations for Student Achievement

A. The teacher communicates learning goals and high standards and expectations to students.

   Provides students with feedback on their progress.

   Challenges students of all ability levels.

B. The teacher promotes confidence and perseverance in the student that stimulate increased personal student responsibility for achieving the goals of the curriculum.

   Builds positive relationships with students.

   Recognizes when a student is having difficulty and responds appropriately.

VI.  Promotion of Equity and Appreciation of Diversity

A. The teacher strives to ensure equitable opportunities for student learning regardless of students’ gender, race, religion, disability, marital status, sexual orientation, or socio-economic status.

   Attends to learning styles and needs of all students.

   Includes all students to the greatest extent possible in the full range of academic programs in the classroom.

   Directs classroom discussion to enable all students to participate.

B. The teacher demonstrates appreciation for and sensitivity to the diversity among individuals.

   Demonstrates sensitivity to differences of abilities, and social and cultural backgrounds.

   Develops and implements strategies that are effective in meeting the needs of a diverse student body.

   Structures the classroom to facilitate the integration of all students.

   Encourages students to accept and value diversity in themselves and others.

   Organizes instruction so students from diverse backgrounds have opportunities to learn from and cooperate with each other.

VII. Fulfillment of Professional Responsibilities

A. The teacher is constructive and cooperative in interacting with parents and receptive to their contributions.

   Encourages two-way communication with parents.

   Keeps parents informed regarding students’ progress.

   Maintains professional relationships with parents.

B. The teacher shares responsibility for accomplishing the goals and priorities of his/her grade/team/department, building, and school district.

   Works cooperatively with colleagues to maintain and improve instruction and the school environment.

   Implements adopted curricula, programs, and procedures as outlined in system and building goals.

  selects and participates m at least one curriculum, study group, or school improvement activity during contractual hours within the evaluation cycle.

  Follows the policies of the Haverhill Public Schools.

  Contributes to the on-going evaluation of the curriculum.

C.   The Teacher is a reflective and continuous learner.

• Participates in professional development activities.

APPENDIX J

EXPECTATIONS REGARDING TEACHER EVALUATION

APPENDIX J

HAVERHILL PUBLIC SCHOOLS

Teacher Evaluation Cycle

For Teachers with Professional Teacher Status

Year 1  

Develop & Implement A Professional Educator’s Plan (PEP)

(Draft by November 1)

Year 2

Complete Self-Evaluation

Pre-Conference Observation

Post-Conference by March 15

Pre-Conference Observation

(Optional)

Post Conference by May 15

Summative Evaluation

by June 1

1.       If a summative rating of “Satisfactory” is received on the evaluation in Year 2, the teacher moves to Year 1 of the cycle.

2.       If areas of concern are identified in the observation, an additional observation may be scheduled. However, this does not exclude that a teacher may receive additional classroom visits at any time during the two-year cycle. The teacher may request that an additional observation be conducted. If determined that an additional observation is needed by an evaluator, the Superintendent (or designee) will assign the evaluator.

3.       If a summative rating of “Improvement Recommended” is received on the evaluation, the teacher will repeat all or part of Year 2 of the evaluation cycle. If, during any subsequent observation, satisfactory progress has been made to address concerns identified in the evaluation, the teacher will proceed to Year 1 of the next cycle.

4.       If a summative rating of “Unsatisfactory” is received on the evaluation, the teacher will be placed on a Performance Improvement Plan (PIP), prior to the end of the school year, and will repeat Year 2.

For Teachers without Professional Teacher Status

Year 1

Year 2

Year 3

Pre-Conference

Pre-Conference

Pre-Conference

Observation (by December 1st)

Observation (by December 1st)

Observation (by December 1st)

Post-Conference

Post-Conference

Post-Conference

Pre-Conference

Pre-Conference

Pre-Conference

Observation (by March 1st)

Observation (by March 1st)

Observation (by March 1st )

Post-Conference

Post-Conference

Post-Conference

Pre-Conference

Pre-Conference

Pre-Conference

Observation (optional)

Observation (optional)

Observation (optional)

Post-Conference

Post-Conference

Post-Conference

Summative Evaluation

Summative Evaluation

Summative Evaluation

(by April 15th)

(by April 15th)

(by April 15th)

1. Teachers without professional teacher status will receive a minimum of two, and not more than three regular observations in each year of their three year cycle. If a concern exists, additional classroom visits may occur as needed.

APPENDIX J HAVERHILL PUBLIC SCHOOLS Professional Educator’s Plan

Teacher: ___________________________________     School: _________________________________

Program/Grade: ___________________________________Conference Date: ______________________

Professional Goals

Description of Activities (as related to above goals)

Evaluator: ____________ _______________________Date: ___________________________________

Teacher: ___________________________________  Date: ___________________________________

Self-Evaluation

Evaluator: ___________________________________      Date: _________________________________

Teacher: ___________________________________        Date: _________________________________

*Teacher must submit the PEP by June 1st of Year 2. Evaluator must forward a copy of the teacher’s Professional Educator’s Plan to the Personnel Office to be included in the teacher’s personnel file. Both the evaluator and teacher should retain a copy.

APPENDIX J GUIDELINES FOR EFFECTIVE PLANNING

Teachers are expected to have a copy of the curriculum map(s) with their planning materials to ensure framework connections. All teachers will be provided with a copy of the curriculum maps by the administration. The following are the guidelines for effective planning:

a.     An overview of an annual plan or curriculum map that includes incorporation of the frameworks.

b.     Lesson sequences (the day-to-day progression of lessons).

c.     Activities and assignments (description and listing of activity with assignment).

d.     Textbook references, if applicable (section numbers or page numbers).

e.     Types of assessments (quiz, test, verbal, written, etc…).

f.     Instructional modifications and accommodations as needed.

PRE-CONFERENCE GUIDLELINES

Evaluators will meet with the teacher prior to the classroom observation for a pre-conference meeting. The purpose of this meeting is for the evaluator to develop an understanding of the lesson to be taught. The teacher and evaluator’s discussion will be guided by the following performance areas:

a.     Demonstrated effective planning.

b.     Review of lesson sequences.

c.     Description of lesson to be observed.

d.     Demonstrated professional development.

e.     Profile of the students in the class.

f.     Types of assessment.

g.     Overview of annual plan, to include, reference to the curriculum frameworks and maps.

h.    Instructional modifications and accommodations, as needed.

i.     Assignments and relationship to lesson.

j.     Lesson objective and anticipated outcomes.

k.    Special areas of concern.

APPENDIX J

THE OBSERVATION AND EVALUATION INSTRUMENT GUIDELINES

It is agreed that the procedures for using the observation and evaluation instrument be modified as follows:

1.                   The major areas of the instrument are to be used as specified in the guidelines with the exception that not all areas need to be fully used with each observation or evaluation. The supervisor/evaluator may comment only on those items which have been observed or have served as the focus of the session. Other areas of the instrument may simply be checked off, marked as N/A, or left blank. In the case of an unsatisfactory rating, the evaluatee has the right to be granted upon request that the current and/or further observations and evaluations utilized the instrument in full as specified in the guidelines.

2.                   The requirements for the number and specification of administrators involved in observations and evaluations shall be revised to allow a greater flexibility. If the person being evaluated, due to unfavorable or unsatisfactory observation, requests full implementation of the Haverhill Education Association contract (Article XXI) which specifies two appropriate individual administrators, such request will be implemented. If a specified evaluator is unavailable within a reasonable period of time, the administration will provide for full implementation of the Haverhill Education Association contract (Article XXI) and provide an alternative evaluator with appropriate qualifications.

3.                   It is agreed that all required observations and evaluations for tenured teachers will be completed by May 31st. If additional observations/evaluations are deemed necessary due to unusual or unforeseen circumstances (or to comply with paragraph 1), such observations/evaluations may take place after May 31st.

4.                   It is agreed that observations/evaluations are to be signed by a single administrator only, specifically by the administrator who conducted the actual observation.

APPENDIX J HAVERHILL PUBLIC SCHOOLS Teacher Performance Observation Report

Name:       ___________________________________  Grade:   _________________________________

School:     ___________________________________    Subject:  ________________________________

Date:       ___________________________________      Time: From:_____________    To:____________

Pre-Conference: _____________________________    Post-Conference: __________________________

Date                                                                                                       Date

I.             Evaluator’s Observations Regarding Teaching Activities:

______________________________________________________________________________________

______________________________________________________________________________________

______________________________________________________________________________________

______________________________________________________________________________________

______________________________________________________________________________________

______________________________________________________________________________________

______________________________________________________________________________________

______________________________________________________________________________________

II.            Comments/Commendations/Recommendations:

(Specific areas of concern must be identified and recommendations for improvement included.)

______________________________________________________________________________________

______________________________________________________________________________________

______________________________________________________________________________________

______________________________________________________________________________________

______________________________________________________________________________________

______________________________________________________________________________________

        Satisfactory progress to date.

        Additional Observation needed.

        Proceed to Professional Educator’s Plan (if applicable)

III.          Teacher Response (optional)

Evaluator/Observer:_______________________________  Date: _________________________________

Teacher:_______________________________________    Date:__________________________________

* A copy of this Teacher Performance Report should be attached to the Teacher Summative Evaluation. **Teacher signature indicates only that the teacher has read the observation report and has been informed of the right to comment on or rebut the observation. This signature does not necessarily indicate agreement with the Observation Report.

APPENDIX J

HAVERHILL PUBLIC SCHOOLS

RATING FORM FOR TEACHER PERFORMANCE STANDARDS

RATING                                               PERFORMANCE STANDARDS

___________________  I.               Currency in Curriculum

A.   The teacher is up to date regarding curriculum content.

___________________  II.             Effective Planning and Assessment of Curriculum and Instruction

A.    The teacher plans instruction effectively.

B.    The teacher plans assessment of student learning effectively.

C.    The teacher monitors students’ understanding of the curriculum effectively and adjusts instruction, materials, or assessments when appropriate.

___________________  III.            Effective Management of Classroom Environment

A.    The teacher creates an environment that is positive for student learning and Involvement.

B.    The teacher maintains appropriate standards of behavior, mutual respect, and safety.

___________________  IV.            Effective Instruction

A.            The teacher makes learning goals clear to students.

B.    The teacher uses appropriate instructional techniques.

C.    The teacher uses appropriate questioning techniques.

D.    The teacher evaluates, tries innovative approaches, and refines instructional strategies, including the effective use of technologies, available to teachers, to increase student learning and confidence to learn.

___________________  V.              Promotion of High Standards and Expectations for Student Achievement

A.    The teacher communicates learning goals and high standards and expectations to students.

B.    The teacher promotes confidence and perseverance in the student that stimulate increased personal student responsibility for achieving the goals of the curriculum.

___________________  VI.            Promotion of Equity and Appreciation of Diversity

A.    The teacher strives to ensure equitable opportunities for student learning regardless of students’ gender, race, religion, disability, marital status, sexual orientation, or socio-economic status.

B.    The teacher demonstrates appreciation for and sensitivity to the diversity among individuals.

___________________  VII.          Fulfillment of Professional Responsibilities

A.    The teacher is constructive and cooperative in interacting with parents and receptive to their contributions.

B.    The teacher shares responsibility for accomplishing the goals and priorities of his/her/grade/team/department, building, and school district.

C.    The teacher is a reflective and continuous learner.

AREAS OF STRENGTH:

______________________________________________________________________________________

______________________________________________________________________________________

AREAS FOR IMPROVEMENT:

SIGNATURES: (Teacher may attach any comments to this evaluation)

______________________________________________________________________________________

______________________________________________________________________________________

Administrator:_____________________________     Date: _____________________________

Teacher: _____________________________              Date: _____________________________

APPENDIX J HAVERHILL PUBLIC SCHOOLS Teacher Evaluation Instrument

Name:       _____________________________           Grade: _____________________________________

School:     _____________________________          Subject: ____________________________________

Professional Teacher Status:   Yes      No      Conference Evaluation: ___________________________

Rating Scale:

Major Rating Areas

S            Satisfactory - performs at or above expected performance level.

I/R        Improvement Recommended to reach expected performance level.

U           Unsatisfactory - performs below expected performance level.

Evaluation Summary Ratings

S              Satisfactory - rated “S” in all seven areas.

I/R        Improvement Recommended - one or more areas rated “I/R”.

U             Unsatisfactory - one or more areas rated “U”.

Comments are required for each major area evaluated.

A summative rating of “Unsatisfactory” will require a Performance Improvement Plan. A rating of “Improvement Recommended” for a teacher without Professional Teacher Status my require a Performance Improvement Plan.

Summative Rating: [   ]    S                                   [   ]     I/R              [   ]     U     |

Teacher Response (Optional):

Evaluator: __________________________________  Date: __________________________________ 

Teacher: __________________________________      Date: __________________________________

*Teacher signature indicates only that the teacher has read the evaluation and has been informed of the right to comment on or rebut the evaluation. This signature does not necessarily indicate agreement with the Evaluation.

**Evaluator must append any documents referenced in the summative evaluation.

APPENDIX J

HAVERHILL PUBLIC SCHOOLS

Teacher Performance Improvement Plan

Teacher: __________________________________School: __________________________________

Program/Grade: __________________________________Conference Date: _____________________

Area(s) of Concern to be Addressed

______________________________________________________________________________________

______________________________________________________________________________________

______________________________________________________________________________________

______________________________________________________________________________________

Plan of Action (Include expectations, timelines, and anticipated results)

______________________________________________________________________________________

______________________________________________________________________________________

______________________________________________________________________________________

______________________________________________________________________________________

Resources to be Used

______________________________________________________________________________________

______________________________________________________________________________________

Evaluator: __________________________________      Date: __________________________________

Teacher: __________________________________     Date: ____________________________________

*Teacher signature indicates only that the teacher has read the Performance Improvement Plan and has been informed of the right to comment on or rebut the PIP. This signature does not necessarily indicate agreement with the PIP.

**The Evaluator must forward a copy of the Performance Improvement Plan to the Personnel Office to include in the teacher’s personnel file. Both the evaluator and teacher should retain a copy.

APPENDIX K

PERFORMANCE STANDARDS SPECIALISTS

HAVERHILL PUBLIC SCHOOLS

Principles of Effective Teaching

School Psychologists, School Adjustment Counselors and Guidance Counselors

ICurrency in the Curriculum

a. The counselor is up to date regarding counseling techniques.

. Keeps current in the field and applies knowledge to the counseling program.

II.    Effective Planning, Assessment and Preparation

a. The counselor plans intervention effectively.

. Identifies clear goals, expectations, and standards for student learning. . Participates in the instructional strategies to meet the needs of all students. . Devises counseling intervention that foster student responsibility. . Participates in joint planning as needed and appropriate.

b. The counselor plans assessment of student learning effectively.

. Plans a variety of assessments to evaluate students’ achievement and progress.

c. The counselor monitors students’ school adjustment effectively and adjusts supports and intervention.

. Regularly checks students’ performance with appropriate school staff.

III.    Effective Management of Environment

a.            The counselor creates an environment that is positive for student learning involvement.

. Encourages student participation and involvement.

. Encourages student respect of school property.

. Recognizes positive student achievement and behavior.

b.            The counselor maintains appropriate standards of behavior, mutual respect and safety.

. Implements rules and procedures that are consistent with building standards.

. Applies rules and consequences consistently and fairly to support an effective learning environment.

. Interacts with students with dignity and mutual respect. .

Communicates attitudes of honesty, integrity, and responsibility.

IV. Effective Counseling

a. The counselor makes learning goals clear to students.

. Communicates goals, standards, and expectations for student learning. .

Relates instruction to prior knowledge and experience when appropriate.

b. The counselor uses appropriate counseling techniques.

. Uses a variety of counseling techniques matched to students’ needs. .

Modifies counseling to meet varied ability levels. .

Models skills and behavior central to counseling.

c. The counselor uses appropriate questioning techniques.

. Uses a variety of questioning techniques.

d. The counselor evaluates, ties innovative approaches, and refines counseling strategies.

. Assesses students’ behavior by comparing intended and actual outcomes.

Promotion of High Standards and Expectations for Student Achievement

The counselor communicates counseling goals and high standards and expectations

to students.

. Provides students with feedback on their progress. .

Engages students of all ability levels.

The counselor promotes confidence and perseverance in the student that stimulate

increased personal student responsibility for achieving the goals of the counseling experience.

. Builds positive relationships with students.

. Recognizes when a student is having difficulty and responds appropriately.

VI    Promotion of Equity and Appreciation of Diversity

A. The counselor strives to ensure equitable opportunities for student learning regardless of students’ gender, race, religion, disability, marital status, sexual orientation or socioeconomic status.

. Attends to the counseling issues of all students.

. Facilitates group discussion to enable all students to participate.

B.    The counselor demonstrates appreciation for and sensitivity to the diversity among individuals.

. Demonstrates sensitivity to differences in abilities, and social and cultural backgrounds. .

Develops and implements strategies that are effective in meeting the needs of a diverse student body. .

Encourages students to accept and value diversity in themselves and others.

VII    Fulfillment of Professional Responsibilities

A.    The counselor is constructive and cooperative in interacting with parents and receptive to their contributions.

. Encourages two-way communication with parents. .

Keeps parents informed regarding students’ progress. .

Maintains professional relationships with parents.

B.    The counselor shares responsibility for accomplishing the goals and priorities of his/her grade/team/department, building, and school district.

C.    The counselor is a reflective and continuous learner.

. Works cooperatively with colleagues to maintain and improve instruction and the school environment. .

Encourages students to follow policies and procedures as outlined in system and building goals. .

Selects and participates in at least one curriculum, study group, or school improvement activity during contractual hours within the evaluation cycle. .

Follow the policies of the Haverhill Public Schools .

Contributes to the on-going evaluation of the counseling program.

C. The counselor is a reflective and continuous learner.

. Participates in professional improvement activities.

APPENDIX K

PRE-CONFERENCE GUIDELINES

Evaluators will meet with the Counselor prior to the classroom observation for a pre-conference meeting. The purpose of this meeting is for the evaluator to develop an understanding of the lesson to be taught. The counselor and evaluator’s discussion will be guided by the following performance areas:

a.  Demonstrated effective planning.

b.  Description of the counseling skills to be observed.

c.  Demonstrated professional development.

d.  Profile of the students in the group.

e.  Types of assessment.

f. Counseling modifications and accommodations, as needed.

g. Counseling objective and anticipated outcomes.

h. Special areas of concerns.

APPENDIX K

HAVERHILL PUBLIC SCHOOLS

Principles of Effective Teaching Speech and Language Pathologists

I.  Currency in the Curriculum

A. The SLP is up to date regarding curriculum content.

.   Demonstrates a working knowledge of the state curriculum frameworks and the local curricula in the teacher’s assignment. .  

Keeps current in the field and applies knowledge to the instructional program.

II.            Effective Planning and Assessment of Curriculum and Instruction

A. The SLP plans instruction effectively.

.   Identifies clear goals, expectations, and standards for student learning.

.    Plans lessons that reflect a continuity of instruction.

.    Plans appropriate instructional strategies to meet the needs of all students.

.    Integrates the teaching of writing, listening, thinking, and speaking.

.    Designs learning activities that foster student responsibility for their own learning.

B. The SLP plans assessment of student learning effectively.

.   Plans a variety of assessment of evaluate students’ achievement.

C. The SLP monitors students’ understanding of the curriculum effectively and adjusts instruction, materials, or assessments when appropriate.

.    Regularly checks for student learning.

.    Maintains a record of student progress in the form of quarterly progress reports.

III.   Effective Management of Classroom Environment

A. The SLP creates an environment that is positive for student learning and involvement. .

Encourages student progress and involvement.

. Effectively monitors learning during either large group or small group instruction. . Displays and/or recognizes positive student achievement and behavior.

B. The SLP maintains appropriate standards of behavior, mutual respect and safety.

. Communicates rules, expectations and consequences with students.

.   Implements rules and procedures that are consistent with building standards.

. Applies rules and consequences consistently and fairly to support an effective learning environments. .

   Interacts with students with dignity and mutual respect. .

  Communicates attitude of honesty, integrity, and responsibility.

IV.   Effective Instruction

A. The SLP makes learning goals clear to students.

.   Communicates goals, standards, and expectations for student learning. .  

 Relates instruction to prior knowledge and experience when appropriate.

B. The SLP uses appropriate instructional techniques.

.   Uses a variety of teaching strategies, materials, and available technologies matched to students learning needs. . 

 Provides opportunities for students to demonstrate mastery of key concepts. .

   Models skills and processes central to instruction. .

  Modifies instruction to meet varied ability levels.

. Consults with classroom teachers in effective use of accommodations/modifications.

. Provides accommodations and modifications in instruction as required by IDEA (IEP’s) and Section 504 (IAP’s).

C. The SLP uses appropriate questioning techniques.

.    Uses a variety of questioning techniques.

D. The SLP evaluates, tries innovative approaches, and refines instructional strategies, including the effective use of technologies, available to teachers, to increase student learning and confidence to learn.

Assesses learning by comparing intended and actual outcomes.

V.   Promotion of High Standards and Expectations for Student Achievement

A. The SLP communicates learning goals and high standards and expectations to students.

. Provides students with feedback on their progress.

. Challenges students of all ability levels.

B. The SLP promotes confidence and perseverance in the student that stimulate increased personal student responsibility for achieving the goals of the curriculum. .

Builds positive relationship with students. .

Recognizes when a student is having difficulty and responds appropriately.

VI.   Promotion of Equity and Appreciation of Diversity

A.            The SLP strives to ensure equitable opportunities for student learning regardless of students’ gender, race, religion, disability, marital status, sexual orientation, or socio-economic status.

. Attends to learning styles and needs of all students.

. Directs classroom small group discussion to enable all students to participate.

B.            The SLP demonstrates appreciation for and sensitivity to the diversity among individuals.

. Demonstrates sensitivity to differences of abilities, and social and cultural backgrounds. .

Develops and implements strategies that are effective in meeting the needs of a diverse body.

 . Encourages students to accept and value diversity in themselves and others.

VII.   Fulfillment of Professional Responsibilities

A. The SLP is constructive and cooperative in interacting with parents and receptive to their contributions.

. Encourages two-way communication with parents. . Keeps parents informed regarding students’ progress. .

Maintains professional relationships with parents.

B. The SLP shares responsibility for accomplishing the goals and priorities of his/her grade/team/department, building, and school district.

. Works cooperatively with colleagues to maintain and improve instruction and the school environment. .

 Support adopted curricula, programs, and procedures as outlined in system and building goals.

. Selects and participates in at least one curriculum, study group, or school improvement activity .

Follows the policies of the Haverhill Public Schools.

C. The SLP is a reflect and continuous learner.

. Participates in professional development activities.

APPENDIX K

PRE-CONFERENCE GUIDELINES

Evaluators will meet with the SLP prior to the classroom/speech observation for a pre-conference meeting. The purpose of this meeting is for the evaluator to develop an understanding of the lesson to be taught. The SLP and evaluator’s discussion will be guided by the following performance areas:

a.  Demonstrated effective planning.

b.  Description of lesson to be observed.

c.  Demonstrated professional development.

d.  Profile of the students in the group.

e.  Types of assessment.

f.    Instructional modifications and accommodations, as needed.

g.   Lesson objective and anticipated outcomes.

h. Special areas of concern.

In Witness thereof the Parties set their hands and Seals on this 13th day of October, 2011 at Haverhill, Massachusetts, and thereby agree to the terms and duration of this Agreement.

HAVERHILL SCHOOL COMMITTEE                         HAVERHILL TEACHERS ASSOCIATION

________________________________________       ________________________________________

Joseph Bevilacqua                                                                              Marc Harvey

President of the Haverhill School Committee                              President of the HEA