Athol-Royalston

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DistrictAthol-Royalston
Shared Contract District
Org Code6150000
Type of DistrictRegional K12
Union AffiliationMTA
Most Recent DocumentContract
Expiring Year2016
Expired Status
Superintendency Union
Regional HS Members
Vocational HS Members
CountyWorcester
ESE RegionCentral
Urban
Kind of Communityrural economic centers
Number of Schools7
Enrollment1682
Percent Low Income Students49
Grade StartPK or K
Grade End12
download pdf version of this document view accessible version of this document Athol-Royalston

Memorandum of Agreement

By and between Athol Teacher's Association

And Athol-Royalston School Committee

The School Committee and the Association hereby have reached this Memorandum of Agreement subject to ratification by each party to this agreement. Except as modified below, all other provisions of the Collective Bargaining Agreement remain in full force and effect.

There shall be one collective bargaining agreement between the Committee and the Association for the contract year of July 1, 2012 through June 30, 2013, and a successor collective bargaining agreement for the period of July 1, 2013 through June 30, 2016.

1.    Article XII: Duration

This Agreement shall be effective as of July 1, 2013 and shall continue in full force and effect to and including June 30, 2016, and from year to year thereafter unless modified or terminated as hereinafter provided.

2.    Appendix A, Article I: Teaching Hours and Teaching Load

Change Section A to indicate: The teachers' school year shall be 184 days for the school years 2013-2014, 2014-2015, and 2015-2016.

Amend Sections D and F to indicate: All members of Unit A shall perform A.M. and P.M. duties (those scheduled within the confines of the defined school day) as assigned by the building principal on a fair, equitable, and rotating basis.

Amend Section E regarding Teacher Preparation Time to indicate: High School teachers shall be entitled to 275 minutes of preparation time per week.

Amend Section G regarding Teacher Preparation Time to indicate: Middle School teachers shall be entitled to 290 minutes of preparation time per week.

Amend Section H regarding Teacher Preparation Time to indicate: Elementary School teachers shall be entitled to 300 minutes of preparation time per week.

3.    Appendix B - Salaries

Amend Unit A Salary Schedules to indicate the following changes

Retroactive to July 1, 2013 add new "Step 14" ($1,882 increase over step 13) for the 2013-2014 school year.

All members of Unit A shall receive a 2% salary increase for the 2014-2015 school year.

All members of Unit A shall receive a 3% salary increase for the 2015-2016 School year. Additionally, teachers will be eligible to receive up to an additional 1% maximum on a sliding scale, based on FY15 school choice out numbers compared to FY14.

4.    Coaches Addendum

Amend Coaching Stipend amounts to provide for the following increases

Across the board increase of 1% for the Fiscal Year 2015

Across the board increase of 2% for the Fiscal Year 2016.

5.    Article VII Compensated Leaves

Article VII Section A: Sick Leave, add a new item 3 with the following incentive:

In a given year, employees shall be compensated $225 for use zero (0) sick days throughout the year, $150 for use of only one (1) sick day throughout the year, or $75 for use of two (2) sick days throughout the year.

Article VII Section B: Sick Leave Bank, Update with agreed upon language (attached).

Article VII Section C: Personal Leave, add new item 3 with the following incentive:

in a given year, employees shall choose whether to be compensated $75 for each unused Personal Day or roil unused Personal Days into the employee's accumulated sick leave.

6.    FMLA, IV1MLA, SNLA Language - Attached

7.    Article III: Dues Deduction

Add paragraph containing Agency Fee language (attached).

8.    New Article - Parent Portal and X-2

A committee comprised of both Association Representatives and Management Representatives shall be established to consider and advise on any further changes to the use of Parent Portal and X-2 software, as well as any other technology changes.

9.    Article XIV : Teacher Evaluation

Delete all current evaluation language and Replace with:

The Evaluation Instrument titled "Athol Teacher and Caseload Educator Evaluation Contract Language" is hereby incorporated into this Agreement by reference. The Association and Superintendent shall meet annually for purposes of reviewing the evaluation instrument and procedures. Any substantive changes must be ratified by both parties.

For the Athol-Royalston                                                For The Athol                                     

Regional School Committee                                          Teachers Association

______________________________                          __________________________________

Dated:_________________________                         Dated:________________________

 

2006-2007

2007-2010

Master Contract

Athol-Royalston Regional

School Committee

Athol Teachers Association

CONTRACT

Pursuant to the provisions of Chapter 150E of the General Laws of Massachusetts, this contract is made this 29th day of November 2007, by the School Committee of the Athol-Royalston Regional School District hereinafter sometimes referred to as the Committee), and the Athol Teachers Association (hereinafter referred to as the Association).

PREAMBLE

Recognizing that the prime purpose is to provide education of the highest possible quality for the children of Athol and Royalston, Massachusetts, and that good morale within the teaching staff of the Athol-Royalston Regional School District is essential to achievement of that purpose, we the undersigned parties to the Contract, declare that:

A.        Under the law of Massachusetts, the Committee, elected by the citizens of Athol and Royalston, Massachusetts, has final responsibility for establishing the educational policies of the public schools of the Athol-Royalston Regional School District except as modified by the provisions of this Agreement. The Association recognizes the rights of the Athol-Royalston Regional School District and Superintendent in accordance with applicable provisions of Massachusetts General laws to: select and hire all employees; to promote employment; to determine the necessity for filling a vacancy; to transfer employees from one position to another; to suspend, discipline, demote or discharge employees; to assign, supervise, or direct all working forces and to maintain discipline and efficiency among them; to lay off employees; and generally to control and supervise the Athol-Royalston Regional School District's operation and to exercise the other customary functions of management in carrying out its business without hindrance or interference by the Association.

The Committee's exclusive right to determine the levels of educational services and to establish educational policies includes, without limitation, the following:

-    creating new positions and abolishing existing positions as a result of a legitimate reorganization for purposes of economy or efficiency

-    whether or not to fill vacancies

-    levels of expenditures

-    the size and makeup of the workforce

B.         The Superintendent of Schools of the Athol-Royalston Regional School District (hereinafter referred to as the Superintendent) has responsibility for carrying out the regulations established by state law and policies established by the School Committee.

C.         The teaching staff of the public schools of the Athol-Royalston Regional School District has responsibility for providing in the classrooms of the schools education of the highest possible quality.

D.        Fulfillment of these respective responsibilities can be facilitated and supported by consultation and free exchange of views and information between the Committee, the Superintendent and the teaching staff in the formulation and application of policies relating to wages, hours, and other conditions of employment for the teaching staff; and so,

E.         To give affect to these declarations, the follow principles and procedures are hereby adopted.

ARTICLE I

RECOGNITION

A.        For the purpose of collective bargaining with respect to wages, hours, and other conditions of employment, the negotiation of collective bargaining agreements, and any questions arising there under, the Committee recognizes the Association as the exclusive bargaining agent and representative of all professional employees of the Committee in Unit A, said Unit comprising all professional employees (as such employees are defined in Section 1 of Chapter 150E of General Laws of Massachusetts), excepting assistant superintendents, principals, teaching principals, school doctor, and substitute teachers, and Unit B employees as listed in Section B below,

Unit A shall include:

certified teachers

certified guidance counselors

certified psychologists

Certified speech therapists/pathologists

certified librarians

school nurses

athletic director/health coordinator

Tully Lake teachers

B.         For the purpose of collective bargaining with respect to wages, hours and other conditions of employment, the negotiation of collective bargaining agreements, and any question arising there under, the Committee recognizes the Association as the exclusive bargaining agent and representative of all professional employees of the Committee in Unit B, said Unit comprising all professional employees (as such employees are defined in Section I of Chapter 150E of General Laws of Massachusetts), excepting assistant superintendents, principals, teaching principals, school doctor and substitute teachers, excepting members of Unit A as listed in Section A above.

Unit B shall include:

High School Assistant Principal

Middle School Assistant Principal

K-12 Special Education Evaluation Team Leader

Technology Coordinator

ARTICLE II

EXISTING COMPENSATION AND OTHER CONDITIONS OF EMPLOYMENT

Subject to the provisions of this Contract (and except as otherwise provided by Appendix A and Appendix B attached hereto and made a part hereof) the wages, hours and other conditions of employment applicable on the effective date of this contract to the employees covered by the Contract shall continue to be so applicable. The provisions of Appendix A shall be applicable solely to Unit A and the provisions of Appendix B shall be applicable solely to Unit B.

For purposes of this Article the term "wages, hours and other conditions of employment applicable on the effective date of this contract" shall be ("past practices") defined as those pre-existing terms of employment which are not covered by the express provisions of this contract and which have been unequivocal, well recognized and acted upon, consistent, and mutually accepted over a reasonable period of time.

The parties agree that disputes over the application of this Article to decisions affecting the best interests of the students, as opposed to decisions affecting only benefits of bargaining unit employees, shall be resolved in the following manner:

1.      The parties will bargain in good faith for a reasonable period of time in an attempt to reach agreement or to impasse;

2.            Following the completion of bargaining either party may request arbitration to resolve the dispute. The parties will agree on a panel of three arbitrators. Written briefs will be submitted prior to the arbitration hearing. The arbitrator will issue a full decision within thirty (30) days of the close of the hearing.

3.            The arbitrator shall consider whether the particular practice at issue meets the definition of past practice as set forth in this Article.

4.            If the arbitrator determines that any "past practice" as defined in this Article has been changed then the arbitrator shall consider whether the Committee negotiated in good faith prior to changing the practice. If the arbitrator finds that the Committee did not negotiate in good faith then the arbitrator shall restore the practice to status quo and make the affected employees whole.

5.            If the arbitrator finds that the Committee did negotiate in good faith then the arbitrator shall consider the positions of all parties regarding the changed practice and shall issue a decision based on a reasonableness standard considering the best interests of the students, the Association and the Committee.

ARTICLE III

DUES DEDUCTION

The Committee hereby accepts the provisions of Section 17C of Chapter 180 of the General Laws of Massachusetts and, in accordance therewith, shall certify to the Treasurer of the Athol-Royalston Regional School District all payroll deductions for the payment of dues and MTA Credit Union (Century Bank) deductions duly authorized by employees covered by this Contract.

ARTICLE IV

GRIEVANCE PROCEDURE

The purpose of the procedure as set forth hereinafter is to resolve differences concerning the Contract which from time to time may arise and affect the conditions of employment of the employees covered by this Contract. The Committee and the Association desire that such procedure shall always be as informal and confidential as may be appropriate for the grievance involved at the procedural level involved; and nothing in this Contract shall prevent any such employee from individually presenting any grievance of the employee.

For purposes of counting days to advance a grievance, school days are days when school is in session for students; regular business days are days when the central administration office is open. The central administration office is closed on weekends, federal holidays, and state holidays.

The time limits that follow will be considered maxima unless extended by mutual agreement in writing, which agreement shall not be unreasonably withheld:

LEVEL ONE:         The aggrieved employee shall discuss the grievance with a member of the Professional Rights and Responsibilities Committee of the Association.

LEVEL TWO:        If not disposed of to the employees satisfaction by such discussions, the grievance shall be presented orally by the employee and a member of the Professional Rights and Responsibilities committee to the principal/other appropriate immediate supervisor with the objective of settling the grievance informally. At the option of the employee, this presentation shall be made within ten (10) school days or ten (10) regular business days following the occurrence of the grievance or following the date on which the employee should have reasonably become aware of the occurrence.

LEVEL THREE:    If not disposed of to the employee's satisfaction by such discussions, the Association shall inform the Principal/other appropriate immediate supervisor in writing in a letter that shall name the grievant, generally describe the issue and request a hearing date. The Principal/other appropriate immediate supervisor shall respond in writing by acknowledging receipt of the letter and proposing meeting dates, which shall be mutually agreed upon. The grievance shall then be presented orally by the employee and a member of the Professional Rights and Responsibilities Committee to the Principal/other appropriate immediate supervisor. At the option of the employee, this presentation shall be made within fifteen (15) school days or fifteen (15) regular business days.

LEVEL FOUR:      If at the end of five (5) regular business days next following such presentation, the grievance shall not have been disposed of to the employee's satisfaction, the employee may, within five (5) regular business days thereafter, file with the President of the Association and the Chairman of its Professional Rights and Responsibilities Committee a written statement of grievance.

Within five (5) regular business days thereafter, such statement shall be reviewed with the employee by the said President or Chairman, and if after such review the employee shall so desire, the grievance shall forthwith be presented in writing by the employee and the said President or Chairman to the Superintendent, who shall, within ten (10) regular business days thereafter, meet with the employee and the said President or Chairman in an effort to settle the grievance. The Superintendent may include one other person of his/her choice at the presentation of grievances at level three. Additional persons may attend the level four grievance presentations upon mutual agreement of the parties, which agreement shall not be unreasonably withheld. In the event of an extended absence by the superintendent pursuant to school committee policy, the assistant superintendent will meet with the employee and the said President or Chairman.

LEVEL FIVE:        If at the end of ten (10) regular business days next following such presentation, the grievance shall not have been disposed of to the employee's satisfaction, the employee may, within five (5) regular business days thereafter, notify the President and Chairman in writing of the employee's desire to have the grievance presented to the School Committee.

Within five (5) regular business days following receipt of any such notice, the grievance shall forthwith be presented in writing by the Association to the School Committee without amendments. The notification of advancement of a grievance to the School Committee level shall be addressed to the Chairperson of the School Committee and shall be delivered to the office of the Superintendent, clearly identified as a grievance on the outside of the envelope. The Committee shall hear the grievance at its next regularly scheduled meeting subject to any limitations imposed by the Educational Reform Act of 1993. The Committee further agrees to receive and hear such grievances up to and including the day of a regularly scheduled School Committee meeting.

The aggrieved employee shall be at the meeting with the School Committee except in cases of undue hardship. If a special meeting of the School Committee must be called in order to hear such a grievance, the School Committee and the Association will jointly establish the date and time of the meeting. If the grievant is not present at the meeting, the grievance shall be deemed to be waived except in cases of illness or emergency involving the grievant, of which the Committee could not reasonably have been notified in advance.

LEVEL SIX:          If at the end of the fifteen (15) regular business days next following such meeting, the grievance shall not have been disposed of to the satisfaction of the Professional Rights and Responsibilities Committee of the Association, and if the grievance shall involve the interpretation or application of any provision of this Contract, the Association may, after having consulted with the School Committee Chairperson or designee, and within fifteen (15) regular business days next following the conclusion of the above mentioned period of fifteen (15) regular business days, submit the grievance for mediation to the State Board of Conciliation and Arbitration or the American Arbitration Association, and if mediation does not result in a resolution, then submit the grievance for arbitration, both processes to be carried out in accordance with applicable rules of the State Board of Conciliation and Arbitration or American Arbitration Association. Written notice of the advancement of the grievance shall be forwarded to the School Committee at the same time it is forwarded to the MTA. All expenses for mediation and arbitration shall be shared equally by the School Committee and the Association.

Additional provisions relating to grievances:

A.        If two or more named employees believe that they share a similar grievance arising from the same or similar facts, the grievances presented by these employees may be processed as a single grievance, following the procedures outlined above.

B.         Any grievance in process shall be deemed to have been waived if the action required to present it to the next level shall not have been taken within the time specified at each level of the grievance procedure.

C.         If any employee covered by this Contract shall present any grievance without representation by the Association, the disposition, if any, of the grievance shall be consistent with the provisions of this Contract, and if the Association shall so desire, it shall be permitted to be heard at each level of the procedure under which the grievance shall be considered.

D.        No written communication, other document, or record relating to any grievance shall be filed in the personnel file maintained by the School Department of the Athol-Royalston Regional School District for any employee involved in presenting such grievance.

E.         A grievance may be initiated at the level where the cause of the grievance first occurred, by mutual agreement.

F.         The grievance should be considered confidential as stated and not published during the procedure by the Athol Teachers Association or the Committee unless mutually agreed.

G.        The district recognizes the rights of the Association to file class action or association grievances on behalf of the bargaining unit.

ARTICLE V

NO STRIKE PROVISION

The Association and all employees in the Units will not engage in, induce, or encourage any strike, work stoppage, slowdown or withholding of services.

ARTICLE VI

PREPARATION OF CONTRACT

A.        The responsibility for the final preparation of the Contract for distribution will rest with the Committee. All arrangements for printing, including such items as the choice of a typist/printer will rest solely with the Committee.

B.         The Association, after receiving the cost per copy, shall inform the Committee in advance of printing, the number of copies they wish to receive.

C.         The total cost of preparation will be broken down to a per-copy cost and the Association will reimburse the Committee for the number of copies they receive.

ARTICLE VII

LEGALITY OF PROVISIONS

If any provision of this Contract is held to be contrary to law by an appropriate court of law, all other provisions of the Contract will continue in full force and effect, and the Committee and the Association will meet for the purpose of amending the illegal provision to meet the requirements of the law. Any such amendments mutually agreed upon by the Committee and the Association will be reduced to writing and added to the Contract as an addendum.

ARTICLE VIII

SCHOOL CALENDAR

A.        The Association will be consulted in the preparation of the annual school calendar.

B.         The school calendar effective within the duration of the contract shall become an addendum to this contract.

ARTICLE IX

PROFESSIONAL CONSULTATIONS

In recognition of the professional standing of teachers and the fact that teachers' ideas and opinions systematically and periodically collated and expressed are of significant value in improving the quality of education in, as well as the efficient and economical operation in their school system, and in recognition of the Association's knowledge of the ideas and opinions of teachers, the Committee agrees that at least once every two months of the school year for the duration of no longer than two hours (unless mutually extended in time), it or its delegated subcommittee will upon request of the Association meet at a reasonable time and place with the Association or the Committee. Such consultations will be subject to the following stipulations:

A.        The Association agrees that at least one week before the date scheduled for said consultations the Association or Committee will submit to the other party a written agenda of subjects about which either desires to consult at the meeting, and that the consultation will be confined to subjects on that agenda.

B.         It is further agreed that the provisions of this Article will in no way be construed as broadening the scope of other sections of this Agreement as a whole, nor will these provisions make any matter a grievance that would not be a grievance in the absence of these provisions, nor make any matter a mandatory subject of discussion at any time other than at the consultations described in this section that would not be a mandatory subject of discussion in the absence of the provisions of this section.

C.         Definitive of the subjects that may be discussed in these consultations are: curriculum development, personnel and material needs, student problems, and other educational issues exclusive of wages, hours and conditions of employment.

D.        Nothing in this Agreement shall prevent the parties from arriving at joint understandings through these consultations, and, if mutually acceptable, reducing said understandings to writing and during the term of this Contract appending such new items as addenda to this Agreement.

E.         Nothing will be placed on the agenda unless it has been discussed with the appropriate administrative official.

ARTICLE X

PERFORMANCE STANDARDS

Upon mutual agreement, the Committee and the Association shall initiate the statutory process for changing Performance Standards.  This process shall occur no more than one time during the life of an existing collective bargaining agreement.

ARTICLE XI

CRIMINAL OFFENDER RECORD INFORMATION

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

1.          CORI checks will be conducted one (1) time during every three (3) year period for individual employees covered by this agreement.

An additional CORI may be requested within the three (3) year period based on substantiated evidence that said CORI was necessary.

2.                   A copy of the results of any individual employees CORI report, regardless of the outcome, will be provided to that employee within 48 hours of the Districts receipt of said report.

3.                   All CORI reports will be maintained in the Central Office in individual confidential files for each employee. Said files will not be made part of the employees personnel record.

4.                   The Superintendent and Administrative Assistant will be the only persons authorized to request CORI checks and/or access them. Individual employees will be given access to their own CORI file by no later than 48 hours after making a written request to the Superintendent.

5.                   Any action taken regarding a CORI, will be in accordance with the agreement, the respective collective bargaining agreements for those employee groups referenced in provision number one (1) above, and/or the law.

6.                   An individual employee will be notified within 48 hours after his/her CORI report has been requested by the District.

7.                   All communications regarding CORIs will remain confidential, and will go directly between the individual employee and the persons referenced in provision number four (4) above at the Central Office.

ARTICLE XII

DURATION

A.        This agreement will be effective as of September 1, 2007, or the first day of teacher attendance, whichever comes first, and will continue and remain in full force until August 31, 2010, or the day before the first day of the school year, whichever day comes first, and shall thereafter automatically renew itself for successive terms of one (1) year each unless by no sooner than September 15 and no later than October 15 of the calendar year preceding the calendar year in which the Agreement expires, either the Committee or the Association shall give the other written notice of its desire to modify or terminate this agreement. Otherwise, the Agreement remains in full force and effect without change.

B.         If the parties shall have failed to reach an agreement by the March 15th next following such notice, the Committee and the Association shall jointly petition the State Board of Conciliation and Arbitration in accordance with Section 9 of Chapter 150E of the General Laws of Massachusetts.

IN WITNESS WHEREOF, the parties agreed to this contract on November 29, 2007 hereunto have set their hands and seals this 21st day of May 2008.

_____________________________________________________

ATHOL-ROYALSTON REGIONAL SCHOOL COMMITTEE

____________________________________________

ATHOL TEACHERS ASSOCIATION

APPENDIX A

ARTICLE I

TEACHING HOURS AND TEACHING LOAD

A.        The teachers school year shall be 185 days for the school years 2007-2008, 2008-2009, and 2009-2010. There will be 180 student days and five (5) additional days that will be contiguous to the school year. Teachers shall report two days prior to the start of school. The first day shall be designated for professional development. The second day teachers report shall be designated for building level staff meetings (not to exceed three hours when necessary) and for teacher classroom preparation.

B.         All members of Unit A are required to report not later than fifteen (15) minutes before the start of the student day.

C.         All middle school teachers shall remain in school until 2:40 p.m. Monday through Thursday to provide assistance for students or parents who have so requested; if no student appears for assistance by 2:10 p.m., said teacher is free to leave. Middle school office detention will be covered by the middle school administration.

D.        Elementary teachers shall perform after school duties as determined by the elementary principals. The elementary teacher school day will not exceed the length of the school day for the year 1999-00.

E.         All high school teachers shall begin their workday at 7:25 a.m. The student day shall begin at 7:40 a.m. and end at 1:55 p.m. High school teachers day ends at 2:10 p.m. Monday through Thursday. However, high school teachers may be required to remain in school until 2:40 p.m. Monday through Thursday when students need extra assistance.

The High School Block Schedule shall consist of four (4) periods per student day, three periods which shall be 80 minutes in duration, and one which shall be in a range of 79 - 82 minutes. There shall be a homeroom of 14 minutes in duration and three lunch periods consisting of 20 minutes each. A teachers duty free lunch period shall be equal in length to that of a students' lunch period.

High School Teachers shall teach three (3) blocks out of four (4) per semester with one full block of preparation time per day each semester. Department chairs shall teach three (3) blocks in one semester and two (2) blocks in the other semester; having one full block preparation period per day in one semester and two full block preparations per day in the other.

Changes in the high school schedule will be considered and discussed by the high school faculty in collaboration with the Association and the high school administration. The Committee acknowledges its obligation to bargain with the Association prior to implementing any proposed changes in the high school schedule which impact on mandatory subjects of bargaining. Any disputes over proposed changes in the high school schedule will be resolved by using the expedited arbitration process under Article II Existing Compensation and Other Conditions of Employment.

F.         High school teachers shall not be required to perform lunch duty, before school duty, and after school duty unless otherwise compensated under Article XXXV.

G.        All middle school teachers will be provided with one preparation period per day within their regularly assigned daily schedule. All core subject teachers at the middle school shall receive one (1) period each day within the regular school day, equal to the length of one (1) student instructional period, for the purpose of common planning with the other members of their team. All non-core subject teachers shall receive one (1) period of common planning time each day. To the extent possible, non-core subject teachers shall be assigned to common planning time on a core team with whom they share the same students, otherwise they will be assigned to common planning time with other non-core subject teachers with whom they share the same students.

H.        1.         When specialists are absent, substitutes will be provided in the same manner as substitutes for classroom teachers.

2.         All elementary teachers shall be provided with a minimum of 350 minutes of preparation time per week allocated in no less than 35 contiguous minutes, unless otherwise specified below in this section.

a.         All elementary (self-contained) classroom teachers shall be provided 210 minutes per week for the purpose of classroom preparation while elementary subject specialists teach their students in 35 to 70 minute blocks. Specialists subjects include, but are not limited to Art, Music, and Physical Education. All elementary (self-contained) classroom teachers shall be provided an additional minimum of 140 minutes of preparation time per week consisting of a daily 30-minute contiguous preparation period.

b.         Said preparation time elementary teachers shall begin on the first student day of the teachers work year.

3.         All elementary teachers shall receive an additional twenty (20) hours of preparation time annually through ten (10) half-days, one(1) per month, to be scheduled on a rotating basis on Tuesdays, Wednesdays, and Thursdays. The ten (10) half-days shall be two hours in length for the purpose of classroom preparation.

Elementary student dismissal will be completed two and one-half (2.5) hours prior to the end of the teachers workday on the above half days.

Teachers are expected to remain in their buildings during this prep time except with the approval of the principal. The principals approval shall not be unreasonably withheld.

I.          High School and Middle School Guidance Counselors may be required by their building principal to work up to an additional ten (10) days (up to 5 days prior to the start of Unit A work year and up to 5 days after the end of the teachers work year). Compensation will be prorated per diem based on the counselorsfull annual salary and the length of the teacher's work year.

J.          High School Computer Coordinator may be required to work up to an additional five (5) days outside of his/her normal work schedule or work year, and will be paid on prorated per diem basis for all such time required. The Computer Coordinators schedule will be mutually agreed upon between the Principal and the Computer Coordinator, using a reasonable standard.

K.        Middle School Computer Coordinator may be required to work up to an additional ten (10) days outside of his/her normal work schedule or work year, and will be paid on prorated per diem basis for all such time required. The Computer Coordinators schedule will be mutually agreed upon between the Principal and the Computer Coordinator, using a reasonable standard.

ARTICLE II

DUTY FREE LUNCH PERIODS

All teachers with self-contained classes shall have a daily duty-free lunch period of at least thirty (30) minutes. All teachers in departmentalized programs shall have a daily duty-free lunch period of at least the length of the student's lunch period. All teachers in the middle school shall have a daily duty-free lunch period of at least the length of the student's lunch period. In counting, time spent in escorting students to the cafeteria shall not be included.

ARTICLE III

STAFF MEETINGS

A.        After school staff meetings will be scheduled by administrators as needed, not to exceed four (4) hours per month, and not to exceed forty (40) hours per school year per employee. The content of these staff meetings is solely determined by the School Administration. Coaches will not be exempt from this requirement.

P.D.P.s will be granted for those staff meetings that qualify for P.D.P.s.

B.         One week notice will be provided the staff of any scheduled meeting (except in the case of an emergency). Teachers will be required to attend unless excused by the principal or in an emergency.

C.         High School and Middle School employees are expected to attend three (3) regularly scheduled evening meetings (1.5 hours each) annually for the purpose of increasing school-parent, school-community communications, unless excused in writing by the building principal.

D.        Elementary employees are expected to attend three regularly scheduled meetings beyond the school day (1.5 hours each) annually. Two meetings will be held for the purpose of parent-teacher conferences in the fall, one to take place from 3:30 p.m. 5:00 p.m. and the other from 6:00 p.m. 7:30 p.m.; and one other meeting (at the principals discretion) for the purpose of increasing school-parent, school-community communications, unless excused in writing by the building principal.

ARTICLE IV

EDUCATIONAL TESTING

Teachers may be required by Administration to perform educational testing of students. A teacher who is performing educational testing of student(s) will be released from his/her class while this testing is being performed. No teacher shall be required to perform educational testing during his/her preparation period(s). Teachers will be appropriately qualified and trained to perform educational testing.

ARTICLE V

NON-TEACHING DUTIES

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

A.        Teachers will not be required to perform the following duties:

1.                  Milk distribution but teachers will continue to collect money for milk.

2.                  Health services, such as administering eye or ear examinations and weighing and measuring pupils.

3.                  Collecting money from students for non-educational purposes. Teachers may be required to collect and transmit money to be used for educational purposes. They will not be required to tabulate or account for such money.

4.                  Driving pupils to activities which take place away from the school building. Teachers may do so voluntarily, however, with the advanced approval in writing of their principal or immediate supervisor.

5.                  Elementary teachers will not be required to perform cafeteria duty during the noon hour. For all elementary schools the services of a noon duty supervisor will be provided.

Elementary teachers shall not be required to perform lunch recess duty unless otherwise compensated under Article XXXV. In the school years 2002-04 elementary teachers will not perform lunch recess duty.

6.                  To the extent possible, without additional costs, beginning and ending times of the school day will be adjusted at elementary schools to eliminate bus duty for elementary teachers. The Committee and Association shall review bus routes and starting and ending times of the school day annually prior to the beginning of the school year.

7.                  Elementary teachers shall not be required to maintain attendance registers.

8.                  Employees shall not search school buildings during bomb threats.

9.                  Breakfast and Lunch Duty

a.         Those elementary teachers electing to perform any form of daily lunch duty will be paid at a rate of $21 per hour.

b.         Elementary teachers will only perform any type of lunch duty on a voluntary basis.

c.         No type of lunch duty at the elementary level shall exceed thirty (30) minutes in duration.

d.         Breakfast duty at the elementary schools will not be performed by teachers; those positions will be filled by paraprofessionals or school support personnel.

ARTICLE VI

IN-SERVICE EDUCATIONAL CONFERENCE TIME

A.        Teachers will be provided with three full days for purposes of professional staff development in-service programs for the school year in 2007-2008, 2008-2009, and 2009-2010.

B.        Teachers at each school building will have input to the Principal regarding the development of the professional development program at each site. Teachers will also hold membership on the district-wide Professional Development Committee.

ARTICLE VII

COMPENSATED LEAVES

Request for Personal Leave, Bereavement Leave, Jury Duty and Sabbatical Leave shall be applied for and granted or denied in writing.

A.        SICK LEAVE

1.                  Thirteen (13) days sick leave shall be allowed credited at one day per school month; with four (4) days being credited in September. Teachers with professional teaching status will be allowed unlimited accumulation. Teachers without professional teaching status may carry unused days from one year to the next year. If at the end of the school year a teacher without professional teaching status has unused sick leave but was docked pay due to non-accumulation at the time of absence he/she may have such pay restored at the end of the school year on a one for one basis. When an employee achieves professional teaching status, he/she will then be allowed to begin unlimited accumulation of sick leave.

2.                  The Superintendent, at his/her discretion, may require the employee to obtain a doctor's statement during sick leave no sooner than after three (3) consecutive days of sick leave.

B.         SICK LEAVE BANK

3.         Concerning employees who have contracted a serious or contagious disease, the Committee reserves the right to require an employee to submit to the school physician's personal examination if the information from the employee's doctor is inadequate to determine the health status of the employee. Such examination shall be at Committee expense.

Upon the effective date of this Agreement, a Sick Leave Bank for use by eligible members of Unit A and Unit B covered by this Agreement who have exhausted their own sick leave time and who have a serious illness shall be established.

Administration

1.                  The Sick Leave Bank shall be administered by a Sick Leave Bank Committee consisting of four (4) members. Two (2) members shall be designated by the Superintendent to serve at her/his discretion and two (2) members shall be designated by the President of the Athol Teachers Association (ATA) to serve at his/her discretion.

2.                  The Sick Leave Bank Committee shall be responsible for the administration of the Sick Leave Bank, determine eligibility for use of the bank, and decide the amount of leave to be granted.

3.                  All decisions will result from a majority vote of the committee.

4.                  The decision of the Sick Leave Bank Committee with respect to eligibility and entitlement shall be final and binding, and not subject to appeal through the grievance and arbitration process contained in this contract.

5.                  Once each school year prior to October 1, the ATA will solicit employees for contributions of sick leave to the Sick Leave Bank and will provide written notice to the Superintendent of Unit A and Unit B employees' contributions to the bank.

6.                  The Superintendent's office will record the number of those Unit A and Unit B employees participating in the Sick Leave Bank and each of the employees contribution(s) to the Sick Leave Bank as well as deduct the contributions from employees' sick leave balances.

7.                  Any sick leave granted under the provisions of this article shall expire at the end of the applicable school year.

8.                  Upon return from extended sick leave during which benefits were received through the sick leave bank, the recipient shall be entitled to commence a new accumulation of individual sick leave in accordance with the provisions of the collective bargaining agreement on the same basis as other teachers.

9.                  Days which remain in the Sick Leave Bank at the conclusion of the school year shall be carried over in the Sick Leave Bank to the successive school year.

10.       When the number of days in the Sick Leave Bank reaches a level which is critically low, it may, at the discretion of the Sick Leave Bank Committee, be renewed by the contribution of one (1) additional day of sick leave by each member of Unit A and Unit B covered by this Agreement from their accumulated sick leave.

Eligibility

1.                  Eligible members shall be Unit A and Unit B employees who have completed three full years of service in the Athol-Royalston Regional School District.

2.                  Only Unit A and Unit B employees who have exhausted all of their personal and sick leave, both annual and accumulated, shall be eligible to draw from the bank.

Application

1.                  Application for benefits shall be made in writing to the Sick Leave Bank Committee accompanied by a doctor's certificate as to the need for, and anticipated extent of extended recovery time from, the illness.

2.                  To expedite benefits, application for benefits may be made prior to an employee's exhaustion of her\his own personal and sick leave, but drawings upon the bank will not actually commence until after the employee's own sick days are exhausted and adequate medical notification has been provided to the Sick Leave Bank Committee.

Amount of Leave

1.                  The initial grant of sick leave by the Sick Leave Bank Committee to an eligible employee shall not exceed fifteen (15) days.

2.                  Upon completion of the initial fifteen (15) day period, the period of leave may be extended by the Sick Leave Bank Committee, at its discretion, upon demonstration of need by the applicant. Such extension may be based upon full or pro rata credit for additional days at the discretion of the committee.

3.                  Upon returning from sick leave, a Unit A or Unit B member shall be eligible to apply to the bank for up to five (5) additional sick days to be used to cover illness for the duration of that school year. Such application shall not require a physician's statement.

B.         SICK LEAVE BANK

Criteria Used for Granting Sick Leave

The following criteria shall be used by the Sick Leave Committee in administering the bank and determining eligibility and the amount of leave:

1.                  Adequate medical evidence of the seriousness of the illness;

2.                  Prior utilization of eligible sick leave; a pattern of prior misuse of sick leave (i.e. excessive absences on Fridays and Mondays) will disqualify an applicant;

3.                  Length of service in the Athol-Royalston Regional School District;

4.                  No days may be withdrawn from the Sick Leave Bank for use other than any illness other than a prolonged illness or accident. Days may not be withdrawn to permit an employee to stay at home to care for other family members.

C.         PERSONAL LEAVE

1.         There will be two (2) calendar days for personal leave in each academic year. The first one (1) of those days shall not be subtracted from accumulated sick leave. It is understood that personal leave is not to be utilized for either personal pleasure or personal business profit, but rather for personal business that must be conducted during the school day. Personal leave days may not be taken the day before or the day after a vacation without advance written permission of the Superintendent.

The written leave request will be submitted to the immediate supervisor for his or her review and forwarded to the Superintendent for approval at least 48 hours before the leave starts. Personal leave day requests which are submitted in compliance with the above requirements will be granted unless such granting would cause a class to be inadequately staffed. Personal leave may be granted for emergency purposes without the 48 hour requirement.

2.         The Superintendent may grant the Athol Teachers' Association President or his designee, three (3) leave days during the school year for the purposes of conducting Association business that must be conducted during the school day.

C.         PERSONAL LEAVE The President will notify the Superintendent in advance of the intent to use the leave day. The Association will reimburse the Athol-Royalston Regional School District for the wages of the individual using this Association leave.

D.        BEREAVEMENT LEAVE

1.                  Upon the death of an immediate member of the family, an employee shall be granted three (3) days bereavement leave, which may be extended at the discretion of the Superintendent.

2.                  Bereavement leave shall not be deducted from accumulated sick leave.

3.                  Immediate family, as referred to in Section A includes parents, parents-in-law, brothers, sisters, brothers-in-law, sisters-in-law, wives, husbands, children, grandchildren, grandparents, step-parents, and step­children of the employee.

4.                  The Superintendent may grant at his/her discretion, bereavement leave for a person other than "immediate family" as defined in Section C. In such cases, bereavement leave will be deducted from the employee's accumulated sick leave.

E.         JURY DUTY The Committee agrees to compensate employees for jury duty in accordance with the Massachusetts General Laws unless excused by the courts. Employees who are called to serve as jurors in a federal or state court shall be compensated by the committee the difference between his/her per diem salary and the compensation received for such jury service (exclusive of travel or other allowance) for the first three days of such service.

F.         SABBATICAL LEAVE A Sabbatical leave of absence may be granted according to provisions of Chapter 71, Section 41A.

G.        MILITARY LEAVE A teacher in the Federal or State Reserve Service called to duty on a non-voluntary basis within the school year shall receive his/her regular salary for the period of his/her absence within the statutory limitation. When one's reserve duty could have been served during a vacation period, but instead was served during a school period, that teacher shall only receive the difference between the teacher's pay and the reserve pay.

ARTICLE VIII

UNCOMPENSATED LEAVES

All requests for leaves will be applied for and granted or denied in writing.   The following leaves of absence may be granted at the discretion of the Committee.

A.        ASSOCIATION ACTIVITY The Committee agrees that up to three (3) employees designated by the Association will, upon request, be granted a leave of absence for up to two (2) years without pay for the purpose of engaging in Association (state or national) activities. Upon return from such leave, an employee will be placed on the salary schedule at the level he/she held at the start of the leave.

B.         PEACE CORPS-TEACHER CORPS A leave of absence without pay for up to two (2) years will be granted to any employee who joins the Peace Corps, Vista, Teacher Corps, or serves in an exchange program and is a full-time participant in any such program. Upon return from such leave, an employee will be placed on the salary schedule at the level he/she had achieved before the leave.

C.         MILITARY LEAVE Military leave without pay  shall be  granted  to any teacher  or administrator who is recalled, inducted or enlists in any branch of the armed forces of the United States.   Upon return from such leave, a teacher shall be placed on the salary schedule at the level which he/she should have attained had he/she remained actively employed in the system during the period of his/her absence up to a maximum of four years. Teachers without professional teacher status must fulfill all requirements that they otherwise would have to fulfill for professional teacher status prior to election to professional teacher status and receipt of professional teacher increments.

D.        FAMILY CARE A leave of absence without pay or increment of up to one (1) year will be granted for the purpose of caring for a sick member of the employee's immediate family. Immediate family includes parents, parents-in-law, brothers, sisters, brothers-in-law, sisters-in-law, wives, husbands, children, grandchildren, grandparents, step-parents and step-children of the employee.

Employees who have been granted family care leave must notify the committee of their intentions for September by not later than March 15th of the same year. If said notification is not given, the employee shall not be entitled to reemployment.

E.         PERSONAL ILLNESS

1.                  Any employee whose personal illness extends beyond the period compensated will be granted an unpaid leave for such time as is necessary for complete recovery from such illness.

2.                  Any employee who has exhausted his/her compensated leave will not be required to return until such time as medical evidence has been provided that the employee is fit to return.

F.         CAREER LEAVE All employees on the 12th step of the salary scale with (10) consecutive years of service in the Athol-Royalston Regional School District shall be entitled to an unpaid leave of absence of up to one year for the purpose of seeking an alternative career. The employee shall not be granted career leave to take the same position in another school system. Same position means:

1)         a K-6 position for elementary teachers;

2)                  same subject area for secondary teachers;

3)                  same specialist position.

Employees who have been granted career leave must notify the committee of their intentions for September by not later than March 1st of the same year. If said notification is not given, the employee shall not be entitled to reemployment.

G.        MATERNITY LEAVE

1.                  A female employee who has been employed by the school committee for three consecutive months as a full time staff member will be entitled to no more than twelve (12) weeks of unpaid maternity leave as required by the birth or adoption of a child. A 30 calendar day notice is required for departure on this leave and 30 day notice of intention to return. Notice must be in writing to the administration of the employee's intention to take maternity leave. Upon completion of maternity leave, that person will be restored to her previous, or a similar, position with the same status, pay, length of service credit and seniority, as were applicable on the date her leave commenced.

2.                  The committee shall not be required to restore an employee on maternity leave to her previous or a similar position if other employees of equal length of service credit and status in the same or similar position have been laid off due to economic conditions or other changes in operation conditions affecting employment during the period of such maternity leave; provided, however, that such employee on maternity leave shall retain any preferential consideration for another position to which she may be entitled as of the date of her leave.

3.                  Maternity leave shall not be included in any computation of status, pay, length of service credit and seniority for which she was eligible as of the date her leave commenced.

4.                  The employee on maternity leave shall assume the total cost of any benefits that are to be continued during the period of maternity leave.

H.        CHILD REARING

1.         An employee who has been employed by the Committee for at least three (3) consecutive months as a full-time employee, may, upon written request to the school committee, be granted unpaid child rearing leave following the birth or adoption of a child.

a.         Written request for child rearing leave must be submitted at least thirty (30) days before the intended date the child rearing leave is to commence.

b.         The period of time requested for child rearing leave may not exceed one (1) school year in addition to the remainder of the school year which the child rearing leave is to commence.

c.         The employee on child rearing leave shall assume the total cost of any benefits that are to be continued during the period of child rearing leave.

d.         Child rearing leave will begin and end at a marking term break, whenever possible.

2.                  If both the mother and the father of the child are entitled to child rearing leave under the provisions of this Section, only one (1) may take such leave in a given work year. The terms and provisions of this section shall not be changed or enlarged by virtue of both being entitled to such leave.

3.                  Upon his/her return, the employee shall be restored to his/her previous, or a similar position with the same status, pay length or service credit and seniority as were applicable on the date the child rearing leave commenced.

The Committee shall not be required to restore an employee on child rearing leave to his/her previous or similar position if other employees of equal length of service credit and status in the same or similar position have been laid off due to economic conditions or other changes in operating conditions affecting employment during the period of such child rearing leave; the employee on child rearing leave, however, shall be granted preferential consideration for another position for which he/she is qualified as of the date the leave commenced.

4.         Child rearing leave shall not be included in any computation of status, pay, length of service credit and seniority for which he/she was eligible as of the date his/her leave commenced.

Any employee, who has been a full-time employee for the previous twelve (12) months, is entitled to the following additional benefits under the Family and Medical Leave Act of 1993:

A.        An unpaid leave of up to twelve (12) weeks, per twelve (12) month period measured forward from the date of an employee's first leave, may be taken for any of the following reasons:

1.                  The birth of the employee's child, and in order to care for the newborn child;

2.                  The placement of a child with the employee for adoption for foster care;

3.                  The need to care for the employees immediate family as defined in Section D of this Article, who has a serious health condition;

4.                  The employee's own serious health condition that renders the employee unable to perform the functions of his/her job.

B.         During the twelve (12) weeks of unpaid leave the district will continue to pay its share of the employee's health insurance.

C.         The employee must pay his/her share of the cost of health insurance by the first of every month. The district's obligation to maintain coverage for the employee will cease if the employee's premium is more than thirty (30) days late.

D.        Leave 3 and 4 may be taken on an intermittent basis when medically necessary.

E.         The committee may require an employee to provide certification from a health care provider to substantiate any leave due to the serious health condition of the employee or the employee's immediate family member. Failure to provide such certification will result in a denial of the leave request until the employee provides the requested certification.

F.         Any employee on family or medical leave for the reasons set forth in 1, 2, 3, may use any accrued sick time while on such leave. An employee who is on medical leave for the reasons stated in 4 must use any accrued sick time while on such leave.

G.        At the end of a family or medical leave an employee shall be restored to his/her former position, it available, or to a similar position elsewhere in the Agency, with the same pay, benefits and working conditions as of the date of the employee's leave, as economic conditions warrant. The employee's right to be restored is limited to what the employee's job would have been if he/she had not taken leave. Prior to restoration, an employee who takes a medical leave for the reasons set forth in 4 must obtain and present certification from a health care provider that the employee is able to resume work. Failure to provide such certification will result in a denial of restoration until the employee provides the requested certification.

ARTICLE IX

ABSENCE

All employees will make every effort to call in their absence by 6:30 a.m. All employees are required, except in an emergency, to notify their principal, or his/her designee, or the superintendent's secretary of intended absence before seven (7) a.m. of the day of such absence in the case of secondary employees, and before 7:30 a.m. in the case of elementary employees; any employee not complying shall forfeit that day's pay.

ARTICLE X

SUBSTITUTE TEACHERS

When the absence of a teacher requires a substitute, every reasonable effort will be made to obtain such substitute.

ARTICLE XI

REDUCTION IN FORCE

A.        In the event it becomes necessary to reduce the number of employees in the bargaining units defined in Article 1, the Administrators throughout the district in cooperation with the Superintendent shall take the following steps:

1.         Establish a list of departments/classifications that reflect the programs and personnel of the district including, but not limited to:

Art

Health

PreKindergarten

Business Education

Industrial Technology

Psychologist

Computer Technology

Library

Reading

Elementary: K-3

Mathematics

Science

Elementary: 4-6

Middle School (6-8)

Social Studies

English

Music

Speech Therapist

Family and Consumer Science

Nursing

Special Needs

Gifted and Talented

Performing Arts

World Language

Guidance

Physical Education

Athletic Director Unit B

2.         Establish a priority list based on relative need to maintain full staffing, partial staffing or not staffing of departments/classifications, dependent upon the degree of cuts that may be required. Consider graduation requirements for all areas. Consider graduation requirements and enrollment figures in elective areas. In the case of Unit B reductions, the Superintendent in cooperation with the School Committee will determine staff needs.

3.         a.         Prepare a list of employees in order of seniority within only one department/classification. If an employee currently fills positions in more than one department/classification, the employee will be placed on a seniority list for the department/classification in which the major portion of employee's time is spent. If an employed is currently in one department/classification, but has filled positions in other departments/classifications within the district since initial employment, the employee will be listed within the department/classification in which he/she is currently assigned. Only if facing lay-off will that employee be transferred to another department/classification listing. This list will also contain all certification areas that each employee possesses.

3.         b.         The committee shall provide the Association with a copy of this list within five (5) school days after its preparation and the Association will have ten (10) school days to challenge in writing the accuracy of any information appearing on the list. Within ten (10) school days following receipt of such a challenge, the Superintendent shall meet with a representative of the Association in an effort to resolve the challenge. If the parties are unable to resolve the challenge, the matter shall immediately be submitted to a joint committee of three (3) School Committee and three (3) Association members for a decision. A majority vote will decide the matter.

4.                  Lay-offs will first occur in order of seniority within departments/classifications provided there are employees within that same department/classification who are without professional teaching status.

5.                  In cases where reduction in force requires teachers with professional teaching status to be laid-off, the teacher with professional teaching status facing lay-off may cross over from one department/classification to another department/classification, providing the employee facing lay-off possesses certification in an area beyond the department/classification to which he/she is assigned. Seniority will determine which teachers with professional teaching status face lay-offs.

6.                  Teachers without professional teaching status facing lay-off may also cross over from one department/classification to another in accordance with the provisions for professional status teachers in Section 5. However, professional status employees crossover rights will take precedence over teachers without professional teaching status crossover rights.

7.                  Reduction of full-time positions to part-time positions only be considered as a measure of last resort if all other remedies to maintain the integrity of full-time positions become fiscally impracticable.

8.                  Positions left vacant by retirement or leaves of absence will be filled in accordance with priority determinations established in Section 2. In all such cases, employees facing lay-offs will fill such positions before such positions are advertised, providing said employees facing lay-offs possess appropriate certification.

9.                  Teachers who have not taught in a given discipline in the past five years may be required by the Superintendent or his designee to take a course in said discipline within the next calendar year.

B.         For purposes of this article seniority means an employee's length of service in years, months, and days as calculated from the employee's initial date of employment by the Committee. Employees shall be credited for seniority purposes with all time a spent on any paid leave, family care leave, maternity leave or child rearing leave.

C.         In cases involving employees who have identical seniority, preference for retention or recall shall be given to the employee who has achieved the highest level of training, and performance evaluations within the last five (5) years.

D.        Employees who are to be affected by reduction in staff must be notified in writing no later than June 15th of the school year preceding the year in which the reduction will take effect. Said notice shall include the specific reason for the lay-off.

E.         Employees who have been laid-off shall be entitled to recall rights for a period of two years from the effective date of their respective lay-offs. During the recall period, employees shall be notified by certified mail to their last address of record, and given preference for positions as they develop in the inverse order of their respective lay-off and all benefits to which an employee was entitled to at the time of lay-off shall be restored in full upon reemployment

within the recall period. During the recall period, employees who have been laid-off shall be given preference on the substitute list if they so desire. Failure on the part of any employee to accept a position for which he/she is certified while on recall shall automatically remove that employee from the recall benefit.

F.         Laid-off employees may continue group insurance coverages during the recall period as provided by the Committee to members of the bargaining units by reimbursing the regional school district for the premium cost. Failure to forward premium payments to the regional school district or refusal to return to employment upon recall will terminate this option.

G.        While members of the bargaining units continue on lay-off, the committee agrees not to hire any new employees unless,

1.                  no employee on lay-off is certified to fill that position, or

2.                  all certified employees on lay-off declined in writing an offer to fill the vacancy.

H.        Prior to laying-off any professional teaching status employees, the School Committee shall meet with representatives of the ATA in order to determine whether those jobs can be saved by an agreed upon postponement of any scheduled wage or benefit adjustment.

ARTICLE XII

TEACHER ASSIGNMENTS

A.        An attempt will be made to notify teachers in writing by August 1 of their programs for the coming school year, including building assignment, grades/subjects that they will teach, the number of academic classes per week for secondary teachers, and any special or unusual classes they will have. Such notification will be rendered teachers by August 15 at the latest, however, except those teachers who have been hired after August 15.

B.         If a teacher receives notice of his/her assignment on or before June 1st, and the employee disputes such teaching assignment, then the teacher will present the reasons for his/her dispute in writing to the Principal by the last day teachers are required to be present. This shall not be considered a grievance.

C.         In order to insure that pupils are being taught by teachers working within their areas of competence, teachers will not be assigned, except temporarily and for good cause, outside the scope of their teaching certificate/their major or minor fields of study.

D.        To the extent possible, changes in building and grade assignments in the elementary schools, and in building subject assignments in the secondary schools will be made with teacher's concurrence. The ultimate authority rests with the School Committee.

E.         If a teacher must be relieved of his/her regular teaching duties during the school day and no substitute is available, a teacher may be requested to cover a class by the principal.

ARTICLE XIII

TRANSFERS, VACANCIES, AND NEW POSITIONS

A.        A transfer is a change of position between school buildings, discipline, or elementary grade levels, but not a change of assignment within a discipline in a given level.

B.         A vacancy is an opening in an existing position that occurs because an employee leaves during or at the end of the school year.

C.         A new position is one that has been created and has not been filled before.

D.        In making transfers or in filling vacancies or new positions, an employee's area of competence, major and minor fields of study, willingness to be transferred, and length of service in the Athol-Royalston Regional School District will be considered. In filling such positions, every effort will be made to give preference to employees already employed by the committee.

E.         Employees desiring transfers will submit a written request to the Superintendent stating the desired assignment. Such request will be submitted between September 1 and April 1 of each school year to take effect the following school year. Requests must be renewed each year, and all requests will be acknowledged in writing. Every effort will be made to give preference to employees who have submitted a request for a transfer.

F.         An involuntary transfer will be made only after a meeting between the employee involved and the administrators recommending the transfer; at this meeting, the employee will be notified of the reasons for the transfer. In the event that the employee objects to the transfer at this meeting, the employee may notify the Association, and the Superintendent will meet with the employee and a representative of the Association to discuss the transfer. This meeting will not be considered a grievance at Level III. Notice of all such transfers will be given to employees as soon as possible; under normal circumstances, this notice will not be later than at the end of the school year.

G.        Notice of all vacancies and new positions for a new school year shall be posted by the end of the preceding school year in each school, clearly setting forth the qualifications, duties and salary ranges. Such qualifications, duties and salary ranges shall not be changed without a new posting. Such posting shall be in each building at least fourteen (14) days before the deadline for submitting applications and shall contain the date of posting. Employees who desire to apply for such positions shall submit their applications in writing to the Superintendent or his/her designee within the time limits specified in the notice.

H.        Whenever a vacancy or a new position occurs during the school year, it will be adequately publicized by the Superintendent by means of a notice placed on a bulletin board in every school building as far in advance of the appointment as possible.

I.          In case of a vacancy or new position during the summer, the Superintendent or his/her designee will immediately notify the President of the ATA of such vacancy. Notice will appear in the local paper.

ARTICLE XIV

TEACHER EVALUATION

A.        Teachers will be given a copy of any evaluation report by their superior and will have the right to discuss such report with their superiors.

B.         Teachers will have the right, upon forty-eight (48) hour written request (exclusive of vacations, holidays, and weekends) to review the contents of their personnel file. A teacher will be entitled to have a representative of the Association accompany him/her during such review.

It is the teacher's responsibility to review the personnel file. If, in the teacher's view, material placed in his/her file is derogatory to his/her conduct, service, character, or personality, he/she may submit a written answer to such material and his/her answer will be reviewed by the Superintendent and the teacher's answer will be attached to the original material. Upon reviewing the personnel folder, the teacher shall signify he/she has had an opportunity to review the enclosed material by affixing his/her signature and the date of review to each document contained in the folder with the express understanding that such signature in no way indicates agreement with the contents thereof.

C.         Any complaints regarding a teacher made to any member of the administration by any parent, student, or other person will be promptly called to the attention of a teacher. When a complaint relates to any incident which took place in the course of the teacher's professional duties, the teacher will promptly be advised of the identity of the complainant and the date of complaint.

It is understood that any complaints brought under the district's Sexual Harassment or Parental Complaint policies against any employee covered by the terms of this agreement shall be limited to those complaints which arise only from those behaviors which occur within the scope of an employee's professional duties. It is also understood that no employee shall be disciplined or rebuked in any manner by any supervisor for making any report (including a report of a violation of the application of the foregoing policies), or for filing a complaint under these policies.

When a complaint is made by a parent, student or other person against an employee, the employee shall:

1.                  be notified of the charge or charges made against him/her, and the identity of the complainant or complainants within 48 hours of the filing of any complaint.

2.                  have the right to access, receive copies of, and respond to all documents and/or charges related to the complaint.

3.                  be notified in writing of, and have the right to attend any and all meetings and/or hearings relative to the complaint.

4.                  have the right to appeal any disciplinary or other adverse employment action taken against him/her.

D.        The Association recognizes the authority and responsibility of the principal for disciplining or reprimanding a teacher for delinquency of professional performance.

E.         The evaluation form agreed upon mutually by the Committee and the Association shall be appended to this contract.

F.         The Evaluation Philosophy and Procedures is appended to this contract.

ARTICLE XV

ADMINISTRATIVE DECISIONS

All decisions made on an administrative level that affect the teaching staff directly will be put into writing and posted on faculty bulletins as soon as practicable after the decision has been made.

ARTICLE XVI

FINAL DAY OF SCHOOL

A.        Teachers will be checked-out as soon as they have completed the prescribed check-out procedures which will be specified in writing at least one week in advance of the final day by individual school principals.

B.         A reasonable time limit for check-out procedures on the final day at the end of the school day will be established in advance by the school principal. If the teacher does not check-out within the specified time limit, he/she will not be considered checked-out that day. Principals will make the decision when books/instructional materials will be collected prior to the last day.

ARTICLE XVII

TEACHER FACILITIES

To the extent feasible in existing buildings and provided that no substantial capital investment is necessary, and in designing new buildings and rehabilitating existing buildings, the Committee will provide in each school building:

1.         Space in each classroom in which teachers may safely store instructional materials and supplies.

2.                  A teacher workroom containing adequate equipment and supplies to aid in the preparation of instructional materials.

3.                  An appropriately furnished room to be used as a lounge.

4.                  Well-lighted and clean teachers' rest rooms with functional facilities.

5.                  A system whereby teachers can effectively and expeditiously communicate with the principal or main office in event of an emergency.

ARTICLE XVIII

SPECIALIST FACILITIES

To the extent feasible in existing buildings and in designing new buildings and rehabilitating existing buildings, the Committee will provide:

1.                  For each specialist, a suitable office, containing lockable filing cabinet for confidential materials and adequate storage space for materials, and ensuring privacy for counseling and therapy.

2.                  A suitable room in each school to be used as a classroom for specialists if such space is available.

ARTICLE XIX

USE OF SCHOOL FACILITIES

A.        The Association will have the right to use school buildings at reasonable times for meetings, subject to availability. The principal of the building in question will be notified in advance of the time and place of all such meetings. All necessary custodial and cafeteria help fees will be paid by the Association. Reasonable notice of Association events and meetings which utilize school facilities will be given to the building principal.

B.         There will be bulletin board space available in each school building in the faculty lounge, for the purpose of displaying notices, circulars, and other Association materials.

ARTICLE XX

TEXTBOOKS

All teachers involved will be included in the selection and adoption of textbooks.

ARTICLE XXI

CLASS RANK BOOKS

A.        Class rank books will remain in the teacher's possession at all times during the school year, and throughout the summer.

B.         At the close of school in June, the teacher will submit final grades on appropriate forms as part of check-out procedure.

C.         In any case where a question arises regarding a student's grade during the summer, the principal will contact the teacher either by telephone or by registered letter, return receipt requested, to arrange an appointment for the teacher, the parent, guardian/student to discuss the grade in question.

D.        The administration has authority to review rank books.

ARTICLE XXII

FACULTY HANDBOOKS

A.        No provisions will be added to faculty handbooks that are in conflict with existing provisions in the current Contract.

B.         If provisions do exist in faculty handbooks that are in conflict with existing provisions in the Contract, the Contract language will prevail.

ARTICLE XXIII

INSURANCE

A.        The Association agrees that as of January 1, 2008, the Master Health Plus will no longer be available to its members. Both parties agree that effective July 1, 2008, the present health insurance plans will be eliminated and replaced by the Massachusetts State Group Insurance Commission Health Plan (GIC). This health plan will be in effect for three (3) years, starting July 1, 2008, through June 30, 2011. Continuation in this plan will be subject to negotiation. The parties agree that the Committee will pay 80% of the plan and the employee shall pay 20% of the plan.

B.         The Committee will pay fifty percent (50%) of the cost of a ten thousand dollar ($10,000) group life insurance policy.

C.         The Committee shall continue to provide dental coverage comparable to the current dental plan and at the same contribution rate (80% paid by the Committee, 20% paid by the employee) effective on or before July 1, 2008.

D.        Pursuant to the provision of Chapter 697 of the Acts of 1987, the committee agrees to have the employees contributions to group health insurance, dental insurance, and life insurance paid with pre-tax earnings.

ARTICLE XXIV

LONG TERM DISABILITY

Not later than 30 days following the execution of this Agreement a joint committee consisting of two Association representatives and two District representatives shall meet to select a carrier for an employee funded long term disability plan. The plan shall be implemented no later than July 1, 2005.

ARTICLE XXV

PERSONAL INJURY

Whenever an employee is absent from school as a result of personal injury caused by an assault occurring in the course of his/her employment, he/she will be paid his/her full salary, less any amount of Workers' Compensation award, for the period of such absence, and such absence will not be deducted from sick leave. Employees will immediately report all cases of assault suffered by them in connection with their employment to their Principal and the Superintendent of Schools in writing.

ARTICLE XXVI

HEALTH AND SAFETY

A.        All regulations and procedures affecting the safety of students, teachers, and school facilities will be posted on faculty bulletins as soon as practicable after the decision has been made.

B.         A health and safety committee will be formed comprised of two (2) ATA representatives, designated by the President, and two (2) Committee representatives, to access safety information and make recommendations to the Committee.

ARTICLE XXVII

CONTINUING EDUCATIONAL REQUIREMENTS AND REGULATIONS GOVERNING COURSE

APPROVAL

A.        Salary Schedule Educational Requirements

1.         To advance on the Bachelor's Scale, the employee needs the following number of credits, or the equivalent thereof:

Step    3 to 4:   3

Step    5 to 6:              3 additional, to total                6

Step    7 to 8:              3 additional, to total                9

Step    9 to 10:             3 additional, to total              12

Step    11 to 12:           3 additional, to total              15

Step    12 to 13:           3 additional, to total              18

2.                  Once the employee has obtained a Master's degree, he/she is required to obtain three (3) approved credits, or the equivalent thereof, by the end of every three (3) year period in order to receive a step increase/increase resulting from a negotiated raise, and to be employed in a stipendiary position pursuant to Article XXXIV (B).

3.                  Once the employee has reached the top step on the Salary schedule, he/she is required to obtain three (3) approved credits, or the equivalent thereof, by the end of every three (3) year period in order to receive an increase resulting from a negotiated raise, and to be employed in a stipendiary position pursuant to Article XXXIV (B). Courses taken to meet this requirement shall be reasonably related to the teacher's professional assignment or to the attainment of certification in an additional area.

B.         Advanced Degree Requirements

1.         Employees hired after April 1, 1987, who are not already enrolled in an educational program accredited by the NEASC or its regional counterparts, leading to a graduate degree in an area related to their professional assignment, are required to become enrolled in such a degree program by no later than the first semester of their third year of employment by the committee. Other accredited graduate degree programs not included above will be determined by the Superintendent or designee on a case by case basis. An employee failing to become enrolled as described in this section will not receive a step increase/increase resulting from a negotiated raise and will not be eligible to be employed in a stipendiary position pursuant to Article XXXV (B).

2.                  (Employees hired after April 1, 1987, are required to obtain a graduate degree by the end of the second semester of their seventh year of employment. An employee failing to obtain a degree as described in this section will not receive a step increase/increase resulting from a negotiated raise and will not be eligible to be employed in a stipendiary position pursuant to Article XXXIV (B).

3.                  When the new state certification regulations that include a graduate degree for permanent certification becomes effective Section B.1. and B.2 above will only apply to those employees who are not subject to the new certification regulations, and who were hired after April 1, 1987.

Employees who are subject to the new certification regulations will obtain advanced degrees in accordance with those regulations.

4.         Employee applicants will be required to sign a statement that they have read and agree with the provisions of Section B of this article prior to signing a contract.

C.         Course Approval

l.          Employees will receive credit for salary purposes for individual courses that meet any of the following requirements upon satisfactory completion of said courses:

a.         Courses that are creditable toward an advanced degree in education or related to the employee's professional assignment, provided the employee has received approval of the degree program from the Superintendent or designee. A newly hired employee who is working on an advanced degree at the time of employment is required to notify and receive approval from the Superintendent or designee of his/her degree program within thirty (30) school days of employment.

b.         Individual courses, approved by the Superintendent or designee, that are awarded credit by a college or university accredited by the NEASC or its regional counterparts. Requests for other individual courses from other accredited institutions not included above will be determined by the Superintendent or designee on a case by case basis.

Such courses shall be reasonably related to the teacher's professional assignment, or to the attainment of certification in an additional area. Employees are required to notify the Superintendent or designee of their intentions to enroll in a course in advance or within seven days after enrollment at the latest.

c.         An employee seeking a change in his/her educational assignment may apply for approval of an advanced degree program in the area of his or her interest. The Superintendent or designee will approve such a program, if deemed to be within the field of education.

d.         For all courses described in Subsections a., b., and c., the employee will submit a transcript or other official record from the institution attended to the Superintendent or designee upon successful completion of the course(s) taken.

Payment for courses completed during the spring/summer sessions will commence at a time during the subsequent school year as soon as such records of completion of the courses are received by the Superintendent or designee. Such records must be received by the Superintendent or designee prior to October 1.

Payment for courses successfully completed during the fall semester will commence as soon as records of completion of the courses are received by the Superintendent or designee. Such records must be received by the Superintendent or designee prior to March 1.

2.         Any employee who attains a Master's degree will be placed on the Master's step of the salary schedule once he or she has presented evidence to the Superintendent or designee that he or she has successfully completed all requirements for that degree.

3.         Reimbursement for Course Credit

a.         The committee agrees to reimburse each employee up to the amount of $525 every other year beginning in 2002-2003, upon evidence of the completion of an accredited graduate level course with a passing grade.

b.         The number of employees to be reimbursed annually is not to exceed 50% of the total number of employees covered under this agreement.

c.     Employees who are required to fulfill the continuing educational requirements for any given year will be given first preference for reimbursement. Other employees wishing to be reimbursed for courses in accordance with the above will be processed on a first come, first serve basis.

4.         Each employee will be entitled to one self-directed floating professional day annually at no expense to the district. The activity on this day must be reasonably related to the employees IPDP. The committee agrees to provide substitute coverage for the employee when necessary. Employee requests, including a proposed plan, will be made to his/her building principal, in writing, 14 days in advance. Employees will submit a written report to his/her building principal summarizing the activities which took place on that day.

ARTICLE XXVIII

SCHOOL COUNCILS

1.                  Councils in each school shall be called "school councils" and shall meet all requirements established under the Education Reform Act.

2.                  Teachers in each building shall establish procedures for the election of teachers to school councils.

3.                  Terms for all council members will be established at the individual sites.

4.                  Continuing Education Requirements will be held in abeyance for each year that a teacher serves on a school council, subject to the following conditions:

A.        This section does not affect the hours of approved credit required to move on step as provided in Article XXVI.

B.         This section does not affect the requirement that teachers hired after April 1, 1987, be enrolled in a Master's Degree Program by the first semester of their third year as provided in Article XXVII.

ARTICLE XXIX

LEGISLATED SALARY

In the event that the state legal minimum exceeds the minimum indicated in the Contract, than the state minimum shall prevail and the ratio schedule shall remain in full force during the Contract period.

ARTICLE XXX

DOCTORATE SALARY

Any employee with a Doctorate will receive an additional increment of nine hundred dollars ($900) beyond Master's +36.

ARTICLE XXXI

SALARY ASSISTANT TEACHING PRINCIPAL

A.        Effective September 1, 1993, assistant teaching principals shall be compensated a ratio of 1.025 to their base salary.

B.         Effective September 1, 1993, in addition to the base amount, assistant teaching principals will receive an additional fifty dollars ($50.00) per classroom.

ARTICLE XXXII

SALARY FOR LEAD TEACHER

A.        Lead Teachers shall be compensated a ratio of 1.025 to their base salary.

B.         Effective September 1, 1993, in addition to the base amount, lead teachers will receive an additional fifty dollars ($50.00) per classroom.

ARTICLE XXXIII

SALARY FOR DEPARTMENT CHAIRS

A.        Effective September 1, 1996, department chairs shall be compensated a base amount of 6.5% of their amount on the current salary schedule.

B.         Effective September 1, 1996, in addition to the base amount, department chairs receive an additional two hundred dollars ($200.00) per teacher under his/her supervision.

ARTICLE XXXIV

SALARY FOR MIDDLE SCHOOL TEAM LEADERS

A.        Effective September 1, 2004, middle school team leaders will be paid an amount of $1606.

ARTICLE XXXV

AVAILABILITY AND COMPENSATION FOR SPECIFIED SERVICES

A.        All teachers shall be available on a voluntary basis for extracurricular activities as part of their contractual duties. This will be made a part of the formal contract agreed to by individual teachers upon their employment in the school system.

B.         Teachers electing to assume extra-curricular activities as advisors will be compensated in accordance with the schedule listed below. In order for teachers to assume these activities they shall have completed their continuing education requirements pursuant to Article XXVII.

Advisors

Compensation

Freshman Class (2)

$500

Sophomore Class (2)

$500

Junior Class (2)

$700

Senior Class (2)

$800

Student Council

$900

National Honor Society

$600

Model United Nations

$300

Drama Club

$500

Video Club

$500

Peer Educators

$500

S.A.D.D.

$500

Art Club

$500

Writing Club (2)

$500

Peer Mediator

$500

Computer Club

$500

Varsity Math Teach Coach

$1,000

Freshman Math Team Coach

$400

Attendance Committee (4)

$400

School Accounts

$2,500

Saturday School Monitors

$80 per session

Tech Prep Coordinator

$1,500

Cafeteria Monitors

$1,250

High School after school detention monitor

$2500 2:00 p.m.- 2:30 p.m.

High School before school monitor   (3)

$1250 7:15 a.m.- 7:30 a.m.

High School after school monitor     (3)

$1250 2:00 p.m.-2:15 p.m.

High School Science Fair

$500

High School Environmental Club

$500

High School - School Store

$500

Middle School Student Council

$500

Middle School Washington Trip Coordinator

$800

Middle School Science Fair

$500

Middle School Peer Educators

$400

Middle School S.A.D.D.

$400

Middle School Drama

$500

Middle School Yearbook Coordinator

$500

(Split stipend of $250 each if two staff members)

 

Elementary Student Council (4,5,6-RCS)

$200

Elementary School Peer Educators/Mediators (4,5,6-RCS) $300

 

Elementary Lunch Recess Monitors

$10.50 30 min.

 

$ 7.00 20 min.

 

$ 5.25 15 min.

Middle School Music Director

$400

Royalston Community School Writing Club

$500

High School Color Guard

$400

Elementary Bus Duty (5 Schools)

$500

Nature’s Classroom

$800

1.                  The above are senior high positions (except where listed). In the event that any of those positions are added to the educational program of a school other than the high school, the same compensation will be paid, provided the responsibilities are similar. If the responsibilities differ, the Committee and the Association shall negotiate appropriate compensation for the particular position involved.

2.                  The number in parentheses indicates the number to be employed in this capacity for one school year.

C.         Other special services will be compensated as listed below:

1.         Secondary School Music Director will be paid an additional stipend of $1556. In addition, he shall receive $200 per teacher for teachers supervised in grades K-8.

2.                  High School Computer Coordinator will be paid an additional stipend of $3000.

3.                  Middle School Computer Coordinator will be paid an amount of $5,000.

4.                  High School Network Administrator will be paid an amount of $1,556.

5.                  Reading First Coordinator will be paid an amount of $1,556. Five additional days at per diem rate if necessary as authorized by Sanders Street School Principal.

6.         High School teachers who provide instruction in the high school MCAS Acceleration Program during a portion of his/her preparation period totally forty (40) minutes on every fourth day for one (1) semester, shall receive compensation in the amount of one sixty-fourth (1/64) of his/her annual salary, due in full upon the completion of the semester in which he/she provided said instruction.

ARTICLE XXXVI

LONGEVITY

After teaching 15, 20, 25, and 30 years in the District, the teacher will be granted an additional increment of:

Year

Years

Increased Longevity

8-Jul

15 years

$200.00

 

20 years

$650.00

 

25 years

$1,300.00

 

30 years

$2,500.00

9-Aug

15 years

$200.00

 

20 years

$650.00

 

25 years

$2,500.00

 

30 years

$3,000.00

10-Sep

15 years

$200.00

 

20 years

$1,000.00

 

25 years

$2,500.00

 

30 years

$3,500.00

ARTICLE XXXVII

ENHANCED LONGEVITY PLAN

1.                  Teachers with twenty (20) years of service in the Athol-Royalston Regional School District may elect a longevity payment of $3,900 per year for three consecutive years. This benefit shall be available once during a teachers career with the District. Notice of intention to begin receiving the benefit shall be irrevocable.

2.                  Notice of intent to exercise this option shall be provided, in writing, to the Superintendent of Schools not later than the December 31 prior to the fiscal year in which the longevity payments are to begin.

3.                  If a teacher does not receive all of the above prior to separation from employment, he/she shall not be entitled to any further payment (i.e. 1 year = $3,900, 2 years = $7,800 ). In the 2004-2005 school year the maximum number of participants will be 9 employees. In the 2005-2006 school year the maximum number of participants shall be 5 new members and thereafter up to 5 new members each following year. Seniority shall govern which teachers shall be eligible for the longevity benefit.

Since the December 31 deadline has passed for participation in the plan for the 2004-2005 school year, a one time special sign up deadline of December 31, 2004 will be set.

4.                  This provision of the Agreement shall become effective upon the signing date of this Agreement.

5.                  As of the signing date of this Agreement, Article X of the prior Agreement shall become null and void.

6.                  Nothing contained in the enhanced longevity provision shall prohibit the School Committee from approving more than five (5) new participants in a given year. The parties acknowledge that such an action shall in no way establish any practice or precedent and will have no impact on the number of slots in succeeding years.

7.                  The School District will commence enhanced longevity payments for FY 07 for all participants to be spread out over twelve (12) equal payments commencing in July of 2006.

8.                  The School District will commence making payroll deductions to the MTRB for enhanced longevity as qualified regular income from the payments referenced in 7 above.

9.                  The current enhanced longevity article Article XXXVII 1-6 above will be eliminated from the Agreement at the end of FY 09.

10.       The number of members in the Enhanced Longevity Plan will be 15 in 06-07, 10 in 07-08, and 5 in 08-09.

ARTICLE XXXVIII

KINDERGARTEN TEACHERS

Kindergarten teachers teaching one (1) session shall be paid at the rate of 4/7 of the general salary schedule.

ARTICLE XXXVIX

MIDDLE SCHOOL INTRAMURAL PROGRAM

1.         Persons employed to perform extracurricular activities as advisors will be compensated in accordance with the schedule below: Middle School Intramural Volleyball Program Advisor        $270

Middle School Intramural Basketball Program Advisor                       $480

Middle School Intramural Floor Hockey Program Advisor                  $450

2.                  A written evaluation of the middle school intramural sports program and the middle school intramural sports program advisors will be carried out annually by the principal or assistant principal.

3.                  Positions will be posted in accordance with the collective bargaining agreement.

4.                  The building principal should recommend, interview and select the candidate to be recommended to the Superintendent. Whenever possible, first preference should be given to faculty personnel in building where position is open.

ARTICLE XL

PAYMENT OF TEACHERS' SALARIES

A.        The salary provided teachers protected by this Contract is deemed by the Committee and the Association to be fully earned at the close of schools in June of any given year, and proportionately during the school year. In the event of termination of service for any reason at the end of or at any time during the school year, the amount of salary earned, but withheld to date of termination shall be payable to the teacher, or in the event of death, to his/her estate.

B.         Teachers may elect to receive their salary in twenty-one (21) equal bimonthly payments beginning in September and ending in June, or twenty-six (26) equal payments throughout the year. A teacher who elects the twenty-six payment plan may receive July and August checks along with the June check on the closing day of school in June provided that written notice of such election is given to the Superintendent on or before June 1.

C.         All monies earned but withheld during the school year will be paid in full on the closing day of school in June.

ARTICLE XLI

TEACHERS' CONTRACTS

A.        Contracts issued to all teachers with non-professional teaching status should be signed and returned to the Superintendents Office no later than two (2) weeks after issuance. Contracts not signed or returned by teachers with non-professional teaching status within that time may be considered as null and void at the discretion of the Committee, All teachers with professional teaching status not returning their contracts within two (2) weeks must submit a letter of explanation to the chairman of the school committee at that time.

B.         Any teacher who signs a contract with the School District is obliged to honor that contract. The contract, however, may be terminated only by mutual consent or in accordance with G.L. Chapter 71, Section 42.

ARTICLE XLII

JOB DESCRIPTIONS

A.        The Committee shall provide the Association with copies of job descriptions that are current as of September 1, 1995, of all positions in Units A and B.

B.         The Committee will further provide the Association with copies of revised job descriptions of all positions within Units A and B within one week after said revisions are made.

ARTICLE XLIII

SCREENING AND INTERVIEWING FOR ADMINISTRATIVE POSITIONS

Two (2) ATA members designated by the ATA President shall have the right to serve as non-voting members during the interview process on any committee whose role it is to interview candidates for Superintendent, Assistant Superintendent, and Unit B positions. Said members shall not participate in executive sessions. The views of the ATA members will be considered in the final recommendations made to the full school committee.

ARTICLE XLIV

SCHOOL COMMITTEE AGENDA

The Superintendent of Schools shall provide the President of the Athol Teachers' Association with an agenda of all Committee meetings at the same time they are made available to the Committee. Upon approval by the Committee, the minutes of each Committee meeting shall be forwarded to the Association excepting the minutes of Executive Session while such minutes remain privileged.

NURSES ADDENDUM

ARTICLE II

DUTY FREE LUNCH PERIODS

Each nurse will be given a 30 minute duty free lunch period to be taken other than during the student lunch.

ARTICLE III

STAFF MEETINGS

B.         Notice will be provided the staff of any scheduled meeting. Teachers/nurses will be required to attend unless excused by the principal or in an emergency.

ARTICLE XII

TEACHER ASSIGNMENTS

G.        The nurses are to update school health procedures following notification by the Massachusetts Department of Public Health and refer through policy sub committee/health handbook as appropriate. Nurses will be expected to teach various health and safety units during the year.

For school nurses without a bachelor's degree, Continuing Education Contact Hours may be used to advance on the salary schedule as follows:

1.         All nurses start on Step I of the salary schedule the first year of employment regardless of previous Continuing Education Contact hours or undergraduate/graduate credits.

ARTICLE VI

COMPENSATED LEAVES

A.        SICK LEAVE (Nurses) 1a. Thirteen (13) days sick leave shall be allowed in academic year 2001-2002 credited at one day per school month; with four (4) days being credited in September. If at the end of the school year a nurse has unused sick leave but was docked pay due to non-accumulation at the time of absence he/she may have such pay restored at the end of the school year on a one for one basis. Following the third year of nurses' employment, they will be allowed unlimited accumulation.

ARTICLE XVIII

CONTINUING EDUCATIONAL REQUIREMENTS AND RECERTIFICATION

2.         In order to advance from step 3 to step 4 nurses must attain:

a total of 45 Continuing Education Contact Hours or 3 additional college credits acquired after date of initial employment

step 5 to 6:           45 additional Continuing Education Contact Hours or 3 additional college credits

step 7 to 8:           45 additional Continuing Education Contact Hours or 3 additional college credits

step 9 to 10:         45 additional Continuing Education Contact Hours or 3 additional college credits

step 11 to 12:       45 additional Continuing Education Contact Hours or 3 additional college credits

step 12 to 13:       45 additional Continuing Education Contact Hours or 3 additional college credits

When a nurse attains a bachelor's degree, he/she will be placed on the same step of the bachelor's salary scale as he/she was previously placed on the RN scale. To advance further on the Bachelor's scale, the nurses need to attain the same total number of graduate credits that a teacher would need to progress from that point.

Registered nurses are required to take a minimum of fifteen (15) continuing education contact hours every two years for Massachusetts RN license renewal or according to state standards or regulations. Copies of current license to be on file at the Superintendent's Office.

B5. BI-B4 are inapplicable to nurses.

C lb. For nurses this requirement can be waived by taking, individual courses approved for certification/recertification credit in accordance with State Regulations.

PROFESSIONAL

GROWTH

AND

PERFORMANCE

PLAN

ADDENDUM

UNIT A

The District Mission

The Athol-Royalston Regional School District is committed to providing all children with the opportunity to reach their full individual potential and to become productive members of their communities. We will provide our students with the confidence to question their world and the ability to seek answers and make changes.

Opportunities for success will be provided for all students by:

Creating and maintaining a supportive environment for the acquisition of knowledge

Insuring the acquisition and application of essential skills

Encouraging the development of student self-esteem

Recognizing individual and developmental differences

Seeking parental understanding and support

Promoting respect for the local, national and global community

The purpose of the Professional Growth and Performance Plan of the Athol-Royalston Regional School District is to support this mission.

The Purposes of the Professional Growth and Performance Plan

This evaluation system will promote the development of all teachers. Although one purpose of the evaluation system is accountability, an equally important purpose of this system is the improvement of instruction.

These evaluation procedures have been established to:

Promote instructional improvement

Ensure accountability

Provide support for teachers

Uphold the law

Protect teachers rights

Ensure adherence to district policies

Note: For the purposes of this document, the term teachers refers to Unit A employees. This evaluation tool is designed to be inclusive with regards to classroom performance and goal setting.

For the purposes of this document, the term administrator and evaluator refers to appropriate building level principals, assistant principals, department chairs, and Central Office administrators. The specific administrator(s) fulfilling the role of evaluator for individual teachers will be defined at the beginning of each school year.

PRINCIPLES OF EFFECTIVE TEACHING

I.      CURRENCY IN THE CURRICULUM

The teacher is up-to-date regarding curriculum content

II.    EFFECTIVE PLANNING AND ASSESSMENT OF CURRICULUM AND INSTRUCTION

The teacher plans instruction effectively

The teacher plans assessment of student learning effectively

The teacher monitors students understanding of the curriculum effectively and

adjusts instruction, materials, or assessments when appropriate

III.   EFFECTIVE MANAGEMENT OF CLASSROOM ENVIRONMENT

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

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

IV.   EFFECTIVE INSTRUCTION

The teacher makes learning goals clear to students

The teacher uses appropriate instructional techniques

The teacher uses appropriate questioning techniques

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

V.    PROMOTION OF HIGH STANDARDS AND EXPECTATIONS FOR STUDENT ACHIEVEMENT

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

The teacher strives to ensure equitable opportunities for student learning The teacher demonstrates appreciation for and sensitivity to the diversity among individuals

VII. FULFILLMENT OF PROFESSIONAL RESPONSIBILITIES

The teacher is constructive and cooperative in interactions with parents and receptive to their contributions

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

The teacher is a reflective and continuous learner

Professional Growth and Performance Plan

Stage B

Stage A

Stage C

Goal Setting Goal Setting Plan Conference Post-Conference Written Summary Report Performance Standards Checklist

Classroom Observations Pre-Conference Minimum 3 observations first year Minimum 2 observations following year(s) Post-Conference Written Summary Report Performance Standards checklist

Improvement Plan Notification Improvement Plan Review Conference

Stage A: Observation stage

Teachers new to the profession will be placed at this State for at least 3 years. They will be required to complete a teacher induction program.

Teachers new to the district will be placed at this Stage for a minimum of 1 year or until professional status is granted. The earliest that professional status will be granted is one year from the date of employment. Teachers will be required to complete an ARRSD induction program.

Teachers with professional status assigned to Stage A will remain at this Stage until sufficient progress, based on the Principles of Effective Teacher, has been made.

The administrators will provide an induction program at the beginning of the school year for all new staff. This program will include an overview of the following:

·                  District and building mission/goals

·                  Principals of Effective Teachers

·                  Professional Development Program and Recertification Plan

·                  Professional Performance Plan

Time Line:

A.       First-year Stage A teachers will be observed a minimum of three times.

1.       The first observation will be completed by the second week of October (or the 6th week of employment).

2.       The second observation will be completed by the second week of November (or the 11th week of employment).

3.       The third observation will be completed by the third week of February (or by the 20th week of employment).

B.       After completing the first year on Stage A, teachers will be observed a minimum of twice during the school year, once by the first week in December (or the 13th week of employment).

C.       Teachers on Stage A, but not in their first year with the district, will be observed a minimum of twice during the school year, once by the first week in December (or the 13th week of employment).

Within the first 90 calendar days of the school year, a teacher new to the district may be dismissed according to Chapter 71, Section 42 of the State Laws.

Pre-Observation

1.               Each observation will have a pre-observation conference.

2.               One purpose of a pre-observation conference is to provide the administrator with information regarding the objectives of the lesson to be observed, relevant background information, the activities or methods to be used to meet the stated objectives, and/or any notable characteristics of the learning environment.

3.               The teacher and the evaluator should identify any conditions that may have an adverse impact upon learning.

4.               Another purpose of the pre-observation conference is to provide the teacher with an understanding of the evaluation criteria and administrative expectations, and to ask questions about the specific process to be used.

Observation

1.               Observations refer to the process of observing the performance of a staff member as related to the principals of effective teaching.

2.               An observation is a minimum of 20 consecutive minutes and results in a written Observation Report.

3.               The primary purpose of classroom observation is to record what is occurring during the observers presence in the classroom.

4.               It is understood that if a teacher teaches more than one subject, an attempt will be made to observe the teacher handling difference subjects.

5.               When the teacher teaches in more than one building, an attempt will be made to have the observations done by more than one administrator.

6.               Within 5 (five) school days following the observation, the teacher will receive a copy of the Observation Report.

7.               This does not preclude an administrator from informal classroom visitations at any time.

Post-Observation

1.               The post-observation conference will focus on discussion of the Observation Report.

2.               The administrator will hold the post-observation conference within 10 school days following the completion of the observation.

3.               Strengths and weaknesses will be discussed and recommendations for growth and/or improvement will be formulated.

4.               An Observation Report may be amended by mutual agreement prior to it becoming part of the teachers formal record.

5.               The administrator will note the post-conference date and topics of discussion on the final Observation Report, which will be signed by the administration and given to the teacher within three school days.

6.               The teacher is entitled to respond in writing. This written response will be attached to the observation. The response must be filed within ten school days of receipt of the final Observation Report.

7.               The teacher may, in writing, request help or extra resources. The administrator should offer assistance in a timely manner.

Written Summary Report

1.               The administrator will submit to the teacher a Written Summer Report by May 1st, before this report is sent to the Central Office.

2.               This report will be based on the documentation from the Observation Reports, conferences, and other written documentation related to the job performance provided the teacher has received copies at the appropriate point(s) in the process.

3.               The teacher is entitled to respond in writing to the Written Summary Report within ten school days of receiving it.

4.               This written response and documentation will be attached to the packet and sent to the Superintendent and placed in the personnel file.

The final Observation Report is kept on file with the principal until the Written Summary Report is completed. A packet, which includes all final Observation Reports, the Written Summary Report, the Performance Standards checklist, and written response by the teacher, is sent to the Superintendent and placed in the official file by June 15th.

At any time, the teacher has the right to a conference with the evaluator to discuss Principles of Effective Teaching, their evaluation, and the evaluation process.

Stage B: Goal Setting Stage

Stage B provides individual teachers the opportunity to concentrate on areas of special interest and encourages professional growth. Teachers on this stage will complete its requirements every other year. It is the responsibility of the teacher to develop goals with the assistance of the administrator. The goals will be mutually acceptable. It is important that these goals reflect the teachers needs and interests and be related to district and school goals.

Classroom observations will not be required in Stage B; however, a classroom observation may be requested by either the administrator or teacher. This does not preclude an administrator from informal classroom visitations at any time. When an observation is requested, the procedure outlined in Stage A will be followed (i.e. pre-observation conference, observation, post-observation conference, and Observation Record to be kept by the evaluator and teacher).

The intent of this Stage is to allow for flexibility. Some goals may take longer than others to be completed. It is reasonable to expect that some goals will not be accomplished. Goals may be mutually modified. The teachers goals will be recorded on the Stage B Goal Setting Plan Form. Copies of the goals will be kept by the teacher and evaluator.

At any time, the teacher has the right to a conference with the evaluator to discuss Principles of Effective Teaching, their evaluation, and evaluation process.

Placement of Teachers On Stage B

During the first year of implementation of this professional growth and performance plan, all non professional status teachers and any professional status teacher on an improvement plan will be placed on Stage A. All other teachers will be placed on Stage B. If a teacher who qualifies for Stage B would prefer to remain on Stage A for the first year, s/he may request this in writing. At each building, those teachers who will be on Stage B will have their names placed into a hat and drawn for placement in year one (50%) or year two (50%).

Time Line:

Prior to October 1 of each year

·                     The teacher and administrator will meet to set no more than three goals.

·                     At this time, a corresponding plan of action and assessment criteria will be outlined.

·                     Goal setting may coincide with the teachers recertification plan.

By January 15th

·                     Each teacher on Stage B will submit a short written summary of progress made. By January 31st

·                     Administrators will have made an informal contact with each teacher regarding the progress.

By April 15th

·                     The teacher and administrator will meet to review the progress made.

·                     This annual review of progress will be based on the Stage B Goal Setting Plan form.

·                     When goals have not been accomplished, assessment will be based on the progress to date.

·                     The teacher and administrator will also complete Performance Standards checklist.

Written Summary Report

1.                  A meeting will be held between the department head and principal to develop the written summary report and to complete the checklist. The written summary report will be drafted by the building principal in collaboration with department head and the final report signed by both.

2.                  The administrator will submit to the teacher a Written Summary Report by May 1st

3.                  This report will be based on the documentation from the goal review, conferences, Performance Standards Checklist and other written documentation related to job performance provided the teacher has received copies.

4.                  The teacher is entitled to respond in writing to the Written Summary Report within ten school days of receiving it. This written response and documentation will be attached to the packet and sent to the Superintendent and placed in the personnel file.

A packet, which includes all final Observation Reports, the Written Summary Report, and the Performance Standards checklist, written response by the teacher, is sent to the Superintendent and placed in the official file by June 15th.

Procedure for Intervention on Stage B

If there are sufficient educational reasons, the evaluator may move a staff member from Stage B to Stage A at any time during the school year. The principal will inform both the Superintendent and the ATA President of this move.

If the Written Summary Report does not support continuation on Stage B, this will be noted on the form and the teacher will be notified at that time that s/he will be placed on Stage A for the upcoming school year.

Stage C: Improvement Plan

If the Evaluator has written documentation that repeated inadequacies based on the Principles of Effective Teaching exist over a reasonable period of time, the evaluator will provide written notice of inadequacies to the teacher. A copy of the notice (stamped confidential) will be sent to the Superintendent and the ATA President. The evaluator will meet with the teacher to discuss areas of inadequacy and to design a plan of improvement.

At any time during the process, the teacher has the right to be accompanied by an association representative to any and all meeting relative to the teachers improvement plan.

The purposes of the Improvement Plan are to identify and remedy areas of inadequacy. This Improvement Plan is jointly developed by the teacher and administrator, during a series of conferences, the first of which must be held within five working days of the teachers receipt of the notice of inadequacy. The administrator will be responsible for writing the plan after it has been jointly developed.

The plan will include:

·                     A set of written expectations, stated as objectives, which related to the Principles of Effective Teaching

·                     A plan to address these objectives which includes supporting resources, assistance (including personnel other than the administration), and specific activities

·                     A time line for implementation, including observations, conferences, and a specific date for a final review conference

·                     A set of established, observable outcomes, noting achievement of objectives

·                     The signature of the teacher and evaluator

Following completion of the plan, a final review conference will be held. The purpose of this conference is to mutually discuss outcomes of the improvement plan:

·                     If satisfactory improvements have been made, the teacher is returned to Stage A.

·                     If a new Stage C plans needs to be established with revised or new goals and a new time line, the teacher will begin the Stage C process again.

·                     If the evaluator believes the teacher has failed to satisfy the teacher performance standards, then the process for dismissal as stated in General Laws, Chapter 71, Section 42 will be followed if the teacher is to be dismissed. This process shall not be started unless the teacher has been on an improvement plan for a minimum of 9 school weeks for non professional status teachers and 18 school weeks for professional status teachers.

Within three working days of the final review conference, the teacher, ATA President, and Superintendent will receive written notification confirming the results of the conference. This notice shall be received no later than June 15th.

Stage A

Pre-Observation Report

(to be completed by teacher and brought to Pre-Observation conference)

NAME _____________________________________          SCHOOL __________________

OBSERVATION DATE ______________      SUBJECT/CLASS ________________

PERIOD/TIME _______________________________________

1.                  Description of lesson being taught

2.                  Goal(s) of Lesson

3.                  Context of lesson, including preceding lessons and those to follow

4.                  Information about students being observed

5.                  Other relevant information

Teachers must sign and return this evaluation. Signatures indicate that the parties are familiar with the content of the evaluation. Teachers may respond in writing to this evaluation.

________________________________                                _______________________

Teachers Signature                                                                 Evaluators Signature

Stage A

Observation Report

NAME _____________________                              SCHOOL _____________________

OBSERVATION DATE _______________    SUBJECT/CLASS __________________

PERIOD/TIME _____________________

_____________________________________________________________________________

Description of Lesson

Commendations/Recommendations

Additional Remarks

Teachers must sign and return this evaluation. Signatures indicate that the parties are familiar with the content of the evaluation. Teachers may respond in writing to this evaluation.

_______________________________                                  _____________________

Teachers Signature                                                                 Evaluators Signature

cc: teacher, evaluator (attached Written Summary Report in Spring sent to Superintendent and file)

Stage A

Written Summary Report

Performance Standards Checklist and Observation Reports should be attached to this report

NAME _____________________                              SCHOOL _____________________

OBSERVATION DATE ___________________        SUBJECT/CLASS ________________

PERIOD/TIME _____________________

_____________________________________________________________________________

Commendations

Recommendations

Post Conference Date _____________________

Progress being made toward Stage B, remain on Stage A Move to Stage B Move to Stage C

Teachers must sign and return this evaluation. Signatures indicate that the parties are familiar with the content of the evaluation. Teachers may respond in writing to this evaluation.

_______________________________                                  _____________________

Teachers Signature                                                                 Evaluators Signature

Cc: teacher, evaluators, Superintendent, file

Stage B

Goal Setting Plan

One goal per page

NAME _____________________                  SCHOOL _____________________

DATE _____________________                   EVALUATOR _____________________

_______________________________________________________________

Goal

Plan of Action

Assessment Criteria

______________________________                                    _____________________

Teachers Signature                                                                 Evaluators Signature

cc: teacher, evaluators

Stage B

Written Summary Report

Performance Standards Checklist should be attached to this report

NAME _____________________                  SCHOOL _____________________

DATE _____________________                   EVALUATOR _____________________

_______________________________________________________________

Goals

Outcomes

Commendations and Recommendations

Post Conference Date _____________________

Remain on Stage B Next evaluation year _____________________

Move to Stage A

Teachers must sign and return this evaluation. Signatures indicate that the parties are familiar with the content of the evaluation. Teachers may respond in writing to this evaluation.

_________________________________                              _____________________

Teachers Signature                                                                 Evaluators Signature

Cc: teacher, evaluators, Superintendent, file

Stage C

Improvement Plan

To be completed jointly by teacher and evaluator

NAME _____________________                  SCHOOL _____________________

DATE _____________________                   EVALUATOR _____________________

_______________________________________________________________

Expectation (Objective(s) related to Principles of Effective Teaching)

____________________________________________________________________________

___________________________________________________________________________

Activity(s)

Resources

Time line

Observable Outcome

 

 

 

 

Expectation (Objective(s) related to Principles of Effective Teacher)

________________________________________________________________________

________________________________________________________________________

Activity(s)

Resources

Time line

Observable Outcome

 

 

 

 

Date for Final Review Conference _______________________

_______________________                                                    _______________________

Teachers Signature                                                                   Evaluators Signature

Cc: teacher, evaluator, ATA President, Superintendent, file

Stage C

Summary of Final Review Conference

NAME _______________________               SCHOOL _______________________

DATE _______________________               EVALUATOR _______________________

_____________________________________________________________________

Improvements Made

Areas of Concern

Progress being made toward Stage A, remain on Stage C

Move to Stage A

Has not satisfied teacher performance standards

Teachers must sign and return this evaluation. Signatures indicate that the parties are familiar with the content of the evaluation. Teachers may respond in writing to this evaluation.

_______________________                                                  _______________________

Teachers Signature                                                                 Evaluators Signature

cc: teacher, evaluator, ATA President, Superintendent, file

Name _______________________

PERFORMANCE STANDARDS CHECKLIST

1                        = Exceptional Achievement

2                        = Commendable Achievement

3                        = Adequate Achievement

4                        = Some Evidence of Achievement

5                        = Little Evidence of Achievement

I.          CURRENCY IN THE CURRICULUM

Teacher

Admin

 

 

 

The teacher is up to date regarding curriculum content

II.         EFFECTIVE PLANNING AND ASSESSMENT OF CURRICULUM AND INSTRUCTION

Teacher

Admin

 

 

 

The teacher plans instruction effectively

Teacher

Admin

 

 

 

The teacher plans assessment of student learning effectively

Teacher

Admin

 

 

 

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

III.       EFFECTIVE MANAGEMENT OF CLASSROOM ENVIRONMENT

Teacher

Admin

 

 

 

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

Teacher

Admin

 

 

 

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

IV.       EFFECTIVE INSTRUCTION

Teacher

Admin

 

Teacher

Admin

The teacher makes learning goals clear to students

Teacher

Admin

The teacher uses appropriate instructional techniques

Teacher

Admin

The teacher uses appropriate questioning techniques

 

 

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

V.        PROMOTION OF HIGH STANDARDS AND EXPECTATIONS FOR STUDENT ACHIEVEMENT

Teacher

Admin

 

 

 

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

Teacher

Admin

 

 

 

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

VI.       FULFILLMENT OF PROFESSIONAL RESPONSIBILITIES

Teacher

Admin

 

 

 

The teacher is constructive and cooperative in interactions with parents and receptive to their contributions

Teacher

Admin

 

 

 

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

Teacher

Admin

 

 

 

The teacher is a reflective and continuous learner

VII.      PROMOTION OF EQUITY AND APPRECIATION OF DIVERSITY

Teacher

Admin

 

 

 

The teacher strives to ensure equitable opportunities for student learning

Teacher

Admin

 

 

 

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

Teachers Signature ______________________________

Date ______________________________

Evaluators Signature ______________________________

Date ______________________________

Teachers must sign and return this checklist. Signatures indicate that the parties are familiar with the content of this portion of the evaluation. Teachers may respond in writing to this checklist.

TEACHER

MENTOR/INDUCTION

ADDENDUM

Regulations:

The Massachusetts Education Reform Act of 1993 calls for the establishment of district-based induction programs to support, supervise, and evaluate beginning teachers. As of September, 1997, every district in the Commonwealth of Massachusetts must have an induction program in place in order to employ a beginning teacher. In order to ensure that these are quality programs, the Massachusetts Department of Education will review and approve all plans and programs. The Athol-Royalston Teacher Induction Program will include all aspects defined by the Massachusetts Department of Education.

Standards for DOE Approval of Teacher Induction Program:

A.        Every beginning teacher shall be provided a mentor teacher. Teachers new to the district, but with professional teacher status from another district, will be exempt from this standard but may elect to participate in the program.

B.         The mentor shall be selected through an open and equitable process and shall have completed state-approved mentor training. The district shall compensate the mentor for his or her services. A mentor shall not be responsible for more than one mentee within any academic year.

C.         Before assuming teaching responsibilities, the District shall provide the new teacher an orientation to the school and District, including:

1.                  Evaluation process, and

2.                  Resources in the building.

D.        At the beginning of the regular teacher's work year, the new teacher shall meet with the school principal, the mentor, and other support team members to discuss their roles and responsibilities. The building administrator shall:

1.                  Allot the beginning teacher and the mentor a reasonable amount of released time for professional development activities; and

2.                  Provide for regular opportunities throughout the year for the beginning teacher and mentor to observe each other teach,

Athol-Royalston Regional School District Mentor Program

Mission Statement:

Our mission is to provide support and training in order to assist beginning teachers to develop and use quality instructional techniques, maintain high levels of content acquisition, and appreciate and adapt to the community's, district's and school's culture.

Confidentiality Statement:

A.        MENTORS WILL NOT DISCUSS THEIR MENTEE'S TEACHING PERFORMANCE WITH ANYONE, INCLUDING SCHOOL AND DISTRICT ADMINISTRATORS, EXCEPT UNDER THE FOLLOWING CONDITIONS:

1.                  Mentors, with their mentee's advance knowledge, may discuss the mentee's teaching performance with resource professionals whose job it is to help teachers.

2.                  A Mentor, with his/her mentee's knowledge, may discuss the mentee's teaching performance with appropriate administrators, if, in the mentor's professional judgment, the academic growth and development, social well-being or physical safety of the students is at risk.

3.                  If in the mentor's professional judgment, the academic growth and development, social well-being or physical safety of students is at risk, the mentor may discuss the mentee's teaching performance with the mentee's knowledge with the appropriate administrator.

Timelines Applicants for positions as Mentor Teachers will complete a mentor training program.

A.        Application attached will be followed using the following criteria.

1.                  Be an experienced teacher, having taught a minimum of five years, whose teaching reflects the Principles of Effective Teaching;

2.                  Be a friendly and energetic person;

3.                  Be open-minded and appreciative of different learning styles;

4.                  Be willing and able to invest time to develop mentoring skills and otherwise participate in the program;

5.                  Be able to maintain a confidential relationship;

6.                  Be knowledgeable about resources in the school and district;

7.                  Teach at approximately the same grade, subject, and certification area; and

8.                  Be located in the same building as the new teacher.

B.         Selection Committee meets to select applicants to participate in mentor training program.

C.         Principals may seek a waiver of this process. If there are sufficient mentors available, there will be no waivers. In the event that there are no appropriate mentors in a specific building, the principal may seek a waiver of the mentor course requirement from the committee.

D.        For consideration as a mentor teacher, the application of the teacher must be supported by a minimum of one letter of recommendation.

The Teacher Induction Program for all new teachers entering the District will include:

A.        A Welcome Packet which will include --- names and telephone numbers of administrators, building directory, evaluation instrument, school and teacher handbooks, information about Athol-Royalston and its schools, policies, union materials for new teachers, a teacher contract, where to go for answers to questions often asked by first-year teachers, School Committee information, a bibliography of reading materials useful to a beginning teacher, and other information as necessary.

B.         Participation in the teacher induction course to be held in-district. The course will meet for a total of forty-five hours evenly distributed throughout the first two years of a teacher's employment. Participants will be awarded three increment credits and 45 PDPs. There will be no charge to the teacher, unless the individual selects to receive graduate credit for participating in the course.

C.         Prior to the first day of school, new staff will attend an orientation day with their principal, which will include a tour of the school, introduction to other new staff, and a review of procedures.

SCHEDULE:

Fall

Mentors will meet regularly with their mentees. A suggested schedule might include at a minimum:

a.         A maximum of two released days for each mentor and beginning teacher to pursue professional development activities together (including workshops, in-district activities, and other options);

b.         One biweekly visitation and meeting during the first month of teaching;

c.         Once monthly visitation and meeting during the remainder of the first semester of teaching;

Winter and Spring Continuation of mentoring as follows:

a.         Visitations as necessary and appropriate during the second semester.

Mentor Selection Applications for mentor positions will be submitted to the Superintendent or designee for curriculum and planning. A committee consisting of the Superintendent or designee for curriculum and planning, one administrator at the appropriate grade level, one ATA representative, and one mentor teacher will meet to select candidates. An interview with the selection committee may be included in the process.

Teacher Resource Centers The District will begin the first steps toward development of Teacher Resource Centers in individual buildings by purchasing teacher materials appropriate for beginning teachers and making them available for loan in each building.

Compensation for Positions

Mentor Training Course (Summer):                      45 PDPs and 3 increment credits

Teacher Induction Course:                       45 PDPs and 3 increment credits

(2-year program)

Mentor Teachers (Beginning 7/1997):  $500.00 stipend (for mentoring one teacher).

Coverage for teachers to visit each other and to meet to discuss observations will be provided.

Supervision and Evaluation

Building administrators, the Title I Supervisor, Department Heads, the Director of Pupil Services, and the Superintendent (or his/her designee) are responsible for staff evaluations.

Mentor Program

The following responsibilities are in relationship to the Mentor Training Program:

A.        Responsibilities of the Mentee:

1.                  To seek out help. This includes a willingness to approach support team members (administrators, mentor, peers) with questions and classroom concerns and remaining open to feedback;

2.                  To observe experienced teachers at work;

3.                  To meet with other beginning teachers; and

4.                  To make rational decisions based upon teacher's own judgment with consideration to mentor suggestions.

B.         Responsibilities of the Mentor:

1.                  To provide instructional support through visitations, offering suggestions for improvement, modeling good teaching practices, and assisting in lesson preparation;

2.                  To provide professional support about school policies and procedures, handling relations with school and district administrators, parents, and members of the community, and working with students;

3.                  To provide personal support through frequent praise and reassurance;

4.                  To maintain a confidential relationship;

5.                  To ensure a strong start to the year by making certain that the mentee has needed materials and resources according to the mentee's decisions as well as mentor's suggestions; and

6.                  To maintain a journal of mentoring activities.

C.         Responsibilities of Department Heads:

1.                  To formally evaluate the new teacher, using the District's evaluation instruments;

2.                  To provide subject specific assistance;

3.                  To review content of those courses for which those teachers will be responsible; and

4.                  To regularly check in with the new teacher and mentor teacher.

D.        Responsibilities of the Building Administrator:

1.                  To formally evaluate the mentee, using the District's evaluation instruments;

2.                  To ensure reasonable working conditions by attempting to provide a moderate teaching load;

3.                  To facilitate the mentor-mentee relationship by ascertaining that the two meet regularly and work well together; and

4.         To organize building-level orientation activities including:

a.         Thorough introduction to the building, faculty, and administration;

b.         Explanation of the school's policies and procedures;

c.         Overview of the school's mission, history, and student population.

5.         To resolve differences between mentors and mentees.

E.         Responsibilities of the Superintendent or designee:

1.                  To arrange the District's new teacher/administrator orientation program;

2.                  To provide curriculum information to new teachers;

3.                  To provide ongoing professional development in areas related to the Curriculum Frameworks and Effective Teaching Practices;

4.                  To discuss recertification options with new teachers;

5.                  To   provide   budgetary   assistance   and   support   in   funding substitutes, supplies, and mentor time;

6.                  To visit classrooms;

7.                  To inform the community, school board, and school councils about the program;

8.                  To approve assignment of mentors and mentees, based on principal's recommendation;

9.                  To assess the impact of the program;

10.              To coordinate the selection process for mentors (application, etc.); and

11.              To serve as a resource person to building principals, mentors and mentees.

ATHOL-ROYALSTON REGIONAL SCHOOL DISTRICT

MENTOR APPLICATION

Name: ________________________________ Total Years Teaching: _________________

Present Teaching Assignment (school, grade, subject):

Areas of certification:

Please respond to the following questions on a separate sheet of paper.

1.                  What skills do you possess or special training have you completed that would be beneficial in your role as a mentor?

2.                  Describe your teaching style.

3.                  Confidentiality is of major importance in our District. How would you maintain this with your mentee?

4.                  Discuss you degree of familiarity with the Principles of Effective Teaching, Curriculum Frameworks, multiple intelligences, and learning styles.

Please attach a minimum of one letter of support of your candidacy.

APPENDIX B

APPENDIX B

ARTICLE I

COMPENSATED LEAVES

Request for Personal Leave, Bereavement Leave, Jury Duty and Sabbatical Leave shall be applied for and granted or denied in writing.

A.        SICK LEAVE

1.                  Thirteen (13) days sick leave shall be allowed each academic year credited at one day per school month. Professional teaching status employees will be allowed unlimited accumulation. Employees without professional teaching status may carry unused days from one year to the next year. If at the end of the school year an employee without professional teaching status has unused sick leave but was docked pay due to non-accumulation at the time of absence he/she may have such pay restored at the end of the school year on a one for one basis. When an employee achieves professional teaching status, he/she will then be allowed to begin unlimited accumulation of sick leave.

2.                  The Superintendent, at his/her discretion, may require the employee to obtain a doctor's statement during sick leave no sooner than after three (3) consecutive days of sick leave.

3.                  Concerning employees who have contracted a serious or contagious disease, the Committee reserves the right to require an employee to submit to the school physician's personal examination if the information from the employee's doctor is inadequate to determine the health status of the employee. Such examination shall be at Committee expense.

B.         SICK LEAVE BANK Upon the effective date of this Agreement, a Sick Leave Bank for use by eligible members of Unit A and Unit B covered by this Agreement who have exhausted their own sick leave time and who have a serious illness shall be established.

Administration

1.         The Sick Leave Bank shall be administered by a Sick Leave Bank Committee consisting of four (4) members. Two (2) members shall be designated by the Superintendent to serve at her/his discretion and two (2) members shall be designated by the President of the Athol Teachers Association (ATA) to serve at his/her discretion.

2.                  The Sick Leave Bank Committee shall be responsible for the administration of the Sick Leave Bank, determine eligibility for use of the bank, and decide the amount of leave to be granted.

3.                  All decisions will result from a majority vote of the committee.

4.                  The decision of the Sick Leave Bank Committee with respect to eligibility and entitlement shall be final and binding, and not subject to appeal through the grievance and arbitration process contained in this contract.

5.                  Once each school year prior to October 1, the ATA will solicit employees for contributions of sick leave to the Sick Leave Bank and will provide written notice to the Superintendent of Unit A and Unit B employees' contributions to the bank.

6.                  The Superintendent's office will record the number of those Unit A and Unit B employees participating in the Sick Leave Bank and each of the employees contribution(s) to the Sick Leave Bank as well as deduct the contributions from employees' sick leave balances.

7.                  Any sick leave granted under the provisions of this article shall expire at the end of the applicable school year.

8.                  Upon return from extended sick leave during which benefits were received through the sick leave bank, the recipient shall be entitled to commence a new accumulation of individual sick leave in accordance with the provisions of the collective bargaining agreement on the same basis as other teachers.

9.                  Days which remain in the Sick Leave Bank at the conclusion of the school year shall be carried over in the Sick Leave Bank to the successive school year.

10.              When the number of days in the Sick Leave Bank reaches a level which is critically low, it may, at the discretion of the Sick Leave Bank Committee, be renewed by the contribution of one (1) additional day of sick leave by each member of Unit A and Unit B covered by this Agreement from their accumulated sick leave.

Eligibility

1.                  Eligible members shall be Unit A and Unit B employees who have completed three full years of service in the Athol-Royalston Regional School District.

2.                  Only Unit A and Unit B employees who have exhausted all of their personal and sick leave, both annual and accumulated, shall be eligible to draw from the bank.

Application

1.                  Application for benefits shall be made in writing to the Sick Leave Bank Committee accompanied by a doctor's certificate as to the need for, and anticipated extent of extended recovery time from, the illness.

2.                  To expedite benefits, application for benefits may be made prior to an employee's exhaustion of her\his own personal and sick leave ,but drawings upon the bank will not actually commence until after the employee's own sick days are exhausted and adequate medical notification has been provided to the Sick Leave Bank Committee.

Amount of Leave

1.                  The initial grant of sick leave by the Sick Leave Bank Committee to an eligible employee shall not exceed fifteen (15) days.

2.                  Upon completion of the initial fifteen (15) day period, the period of leave may be extended by the Sick Leave Bank Committee, at its discretion, upon demonstration of need by the applicant. Such extension may be based upon full or pro rata credit for additional days at the discretion of the committee.

3.                  Upon returning from sick leave, a Unit A or Unit B member shall be eligible to apply to the bank for up to five (5) additional sick days to be used to cover illness for the duration of that school year. Such application shall not require a physician's statement.

Criteria Used for Granting Sick Leave

The following criteria shall be used by the Sick Leave Committee in administering the bank and determining eligibility and the amount of leave:

1.                  Adequate medical evidence of the seriousness of the illness;

2.                  Prior utilization of eligible sick leave; a pattern of prior misuse of sick leave (i.e. excessive absences on Fridays and Mondays) will disqualify an applicant;

3.                  Length of service in the Athol-Royalston Regional School District;

4.                  No days may be withdrawn from the Sick Leave Bank for use other than any illness other than a prolonged illness or accident. Days may not be withdrawn to permit an employee to stay at home to care for other family members.

C.         PERSONAL LEAVE

1.         There will be three (3) calendar days for personal leave in each academic year. One (1) of those days shall not be subtracted from accumulated sick leave. It is understood that personal leave is not to be utilized for either personal pleasure or personal business profit, but rather for personal business that must be conducted during the school day. Personal leave days may not be taken the day before or the day after a vacation without advance written permission of the Superintendent.

Individuals requesting personal leave must indicate the general nature of the personal business to be conducted. The written leave request with a one or two word reason will be submitted to the immediate supervisor for his or her review and forwarded to the Superintendent for approval at least five days before the leave starts. Personal leave day requests which are submitted in compliance with the above requirements will be granted unless such granting would cause a class to be inadequately staffed. Personal leave may be granted for emergency purposes without the five day requirement.

2.         Superintendent may grant the Athol Teachers' Association President or his designee, three (3) leave days during the school year for the purposes of conducting Association business that must be conducted during the school day. The President will notify the Superintendent in advance of the intent to use the leave day. The Association will reimburse the Athol-Royalston Regional School District for the wages of the individual using this Association leave.

D.        BEREAVEMENT LEAVE

1.                  Upon the death of an immediate member of the family, an employee shall be granted three (3) days bereavement leave, which may be extended at the discretion of the Superintendent.

2.                  Bereavement leave shall not be deducted from accumulated sick leave.

3.                  Immediate family, as referred to in Section 1 includes, parents, parents-in-law, brothers, sisters, brothers-in-law, sisters-in-law, wives, husbands, children, grandchildren, grandparents, step-parents, and step children of the employee.

4.                  he Superintendent may grant at his/her discretion, bereavement leave for a person other than "immediate family" as defined in Section 3. In such cases, bereavement leave will be deducted from the employee's accumulated sick leave.

E.         JURY DUTY The Committee agrees to compensate employees for jury duty in accordance with the Massachusetts General Laws unless excused by the courts. Employees who are called to serve as jurors in a federal or state court shall be compensated by the committee the difference between his/her per diem salary and the compensation received for such jury service (exclusive of travel or other allowance) for the first three days of such service.

F.         SABBATICAL LEAVE A Sabbatical leave of absence may be granted according to provisions of Chapter 71, Section 41A.

G.        MILITARY LEAVE An administrator in the Federal or State Reserve Service called to duty on a non-voluntary basis within the school year shall receive his/her regular salary for the period of his/her absence within the statutory limitation. When one's reserve duty could have been served during a vacation period, but instead was served during a school period, that administrator shall only receive the difference between the administrator's pay and the reserve pay.

ARTICLE II

UNCOMPENSATED LEAVES

All requests for leaves will be applied for and granted or denied in writing.   The following leaves of absence may be granted at the discretion of the Committee.

A.        ASSOCIATION ACTIVITY The Committee agrees that up to three (3) employees designated by the Association will, upon request, be granted a leave of absence for up to two (2) years without pay for the purpose of engaging in Association (state or national) activities. Upon return from such leave, an employee will be placed on the salary schedule at the level he/she held at the start of the leave.

B.         PEACE CORPS-TEACHER CORPS A leave of absence without pay for up to two (2) years will be granted to any employee who joins the Peace Corps, Vista, Teacher Corps, or serves in an exchange program and is a full-time participant in any such program. Upon return from such leave, an employee will be placed on the salary schedule at the level he/she had achieved before the leave.

C.         MILITARY LEAVE Military leave without pay shall be granted to any administrator who is recalled, inducted or enlists in any branch of the armed forces of the United States. Upon return from such leave, a administrator shall be placed on the salary schedule at the level which he/she should have attained had he/she remained actively employed in the system during the period of his/her absence up to a maximum of four years. Administrators without professional teacher status must fulfill all requirements that they otherwise would have to fulfill for professional teacher status prior to election to professional teacher status and receipt of professional teacher increments.

D.        FAMILY CARE A leave of absence without pay or increment of up to one (1) year will be granted for the purpose of caring for a sick member of the employee's immediate family. Immediate family includes parents, parents-in-law, brothers, sisters, brothers-in-law, sisters-in-law, wives, husbands, children, grandchildren, grandparents, step-parents and step-children of the employee.

Employees who have been granted career leave must notify the committee of their intentions for September by not later than March 15th of the same year. If said notification is not given, the employee shall not be entitled to reemployment.

E.         PERSONAL ILLNESS

1.                  Any employee whose personal illness extends beyond the period compensated will be granted an unpaid leave for such time as is necessary for complete recovery from such illness.

2.                  Any employee who has exhausted his/her compensated leave will not be required to return until such time as medical evidence has been provided that the employee is fit to return.

F.         CAREER LEAVE All employees on the 12th step of the salary scale with (10) consecutive years of service in the Athol-Royalston Regional School District shall be entitled to an unpaid leave of absence of up to one year for the purpose of seeking an alternative career. The employee shall not be granted career leave to take the same position in another school system. Same position means:

1)                  a K-6 position for elementary teachers;

2)                  same subject area for secondary teachers;

3)                  same specialist position.

Employees who have been granted career leave must notify the committee of their intentions for September by not later than March 1st of the same year. If said notification is not given, the employee shall not be entitled to reemployment.

G.        MATERNITY LEAVE

1.                  A female employee who has been employed by the school committee for three consecutive months as a full time staff member will be entitled to no more than twelve (12) weeks of unpaid maternity leave as required by the birth or adoption of a child. A 30 calendar day notice is required for departure on this leave and 30 day notice of intention to return. Notice must be in writing to the administration of the employee's intention to take maternity leave. Upon completion of maternity leave, that person will be restored to her previous, or a similar, position with the same status, pay, length of service credit and seniority, as were applicable on the date her leave commenced.

2.                  The committee shall not be required to restore an employee on maternity leave to her previous or a similar position if other employees of equal length of service credit and status in the same or similar position have been laid off due to economic conditions or other changes in operation conditions affecting employment during the period of such maternity leave; provided, however, that such employee on maternity leave shall retain any preferential consideration for another position to which she may be entitled as of the date of her leave.

3.                  Maternity leave shall not be included in any computation of status, pay, length of service credit and seniority for which she was eligible as of the date her leave commenced.

4.                  The employee on maternity leave shall assume the total cost of any benefits that are to be continued during the period of maternity leave.

H.        CHILD REARING

1.         An employee who has been employed by the Committee for at least three (3) consecutive months as a full-time employee, may, upon written request to the school committee, be granted unpaid child rearing leave following the birth or adoption of a child.

a.         Written request for child rearing leave must be submitted at least thirty (30) days before the intended date the child rearing leave is to commence.

b.         The period of time requested for child rearing leave may not exceed one (1) school year in addition to the remainder of the school year which the child rearing leave is to commence.

c.         The employee on child rearing leave shall assume the total cost of any benefits that are to be continued during the period of child rearing leave.

d.         Child rearing leave will begin and end at a marking term break, whenever possible.

2.                  If both the mother and the father of the child are entitled to child rearing leave under the provisions of this Section, only one (1) may take such leave in a given work year. The terms and provisions of this section shall not be changed or enlarged by virtue of both being entitled to such leave.

3.                  Upon his/her return, the employee shall be restored to his/her previous, or a similar position with the same status, pay length or service credit and seniority as were applicable on the date the child rearing leave commenced.

The Committee shall not be required to restore an employee on child rearing leave to his/her previous or similar position if other employees of equal length of service credit and status in the same or similar position have been laid off due to economic conditions or other changes in operating conditions affecting employment during the period of such child rearing leave; the employee on child rearing leave, however, shall be granted preferential consideration for another position for which he/she is qualified as of the date the leave commenced.

4.         Child rearing leave shall not be included in any computation of status, pay, length of service credit and seniority for which he/she was eligible as of the date his/her leave commenced.

I.          FAMILY AND MEDICAL LEAVE Any employee, who has been a full-time employee for the previous twelve (12) months, is entitled to the following additional benefits under the Family and Medical Leave Act of 1993:

A.        An unpaid leave of up to twelve (12) weeks, per twelve (12) month period measured forward from the date of an employee's first leave, may be taken for any of the following reasons:

1.                  The birth of the employee's child, and in order to care for the newborn child;

2.                  The placement of a child with the employee for adoption for foster care;

3.                  The need to care for the employees immediate family as defined in Section D of this Article, who has a serious health condition;

4.                  The employee's own serious health condition that renders the employee unable to perform the functions of his or her job.

B.         During the twelve (12) weeks of unpaid leave the district will continue to pay its share of the employee's health insurance.

C.         The employee must pay his/her share of the cost of health insurance by the first of every month. The district's obligation to maintain coverage for the employee will cease if the employee's premium is more than thirty (30) days late.

D.        Leave 3 and 4 may be taken on an intermittent basis when medically necessary.

E.         The committee may require an employee to provide certification from a health care provider to substantiate any leave due to the serious health condition of the employee or the employee's immediate family member. Failure to provide such certification will result in a denial of the leave request until the employee provides the requested certification.

F.         Any employee on family or medical leave for the reasons set forth in 1, 2, 3, may use any accrued sick time while on such leave. An employee who is on medical leave for the reasons stated in 4 must use any accrued sick time while on such leave.

G.        At the end of a family or medical leave an employee shall be restored to his/her former position, it available, or to a similar position elsewhere in the Agency, with the same pay, benefits and working conditions as of the date of the employee's leave, as economic conditions warrant. The employee's right to be restored is limited to what the employee's job would have been if he/she had not taken leave. Prior to restoration, an employee who takes a medical leave for the reasons set forth in 4 must obtain and present certification from a health care provider that the employee is able to resume work. Failure to provide such certification will result in a denial of restoration until the employee provides the requested certification.

ARTICLE III

ABSENCE

All employees will make every effort to call in their absence by 6:30 a.m. All employees are required, except in an emergency, to notify their principal, or his/her designee, or the superintendent's secretary of intended absence before seven (7) a.m. of the day of such absence in the case of secondary employees and before 7:30 a.m. in the case of elementary employees; any employee not complying shall forfeit that day's pay.

ARTICLE IV REDUCTION IN FORCE

A.        In the event it becomes necessary to reduce the number of employees in the bargaining units defined in Article 1, the Administrators throughout the district in cooperation with the Superintendent shall take the following steps:

1.         Establish a list of departments/classifications that reflect the programs and personnel of the district including, but not limited to:

2.

 

Art

Health

PreKindergarten

Business Education

Industrial Technology

Psychologist

Computer Technology

Library

Reading

Elementary: K-3

Mathematics

Science

Elementary: 4-6

Middle School (6-8)

Social Studies

English

Music

Speech Therapist

Family and Consumer Science

Nursing

Special Needs

Gifted and Talented

Performing Arts

World Language

Guidance

Physical Education

Athletic Director Unit B

2.                  Establish a priority list based on relative need to maintain full staffing, partial staffing or not staffing of departments/classifications, dependent upon the degree of cuts that may be required. Consider graduation requirements for all areas. Consider graduation requirements and enrollment figures in elective areas. In the case of Unit B reductions, the Superintendent in cooperation with the School Committee will determine staff needs.

3.                  Prepare a list of employees in order of seniority within only one department/classification. If an employee currently fills positions in more than one department/classification, the employee will be placed on a seniority list for the department/classification in which the major portion of employee's time is spent. If an employed is currently in one department/classification, but has filled positions in other department/classifications within the district since initial employment, the employee will be listed within the department/classification in which he/she is currently assigned. Only if facing lay-off will that employee be transferred to another department/classification listing. This list will also contain all certification areas that each employee possesses.

The committee shall provide the Association with a copy of this list within five (5) school days after its preparation and the Association will have ten (10) school days to challenge in writing the accuracy of any information appearing on the list. Within ten (10) school days following receipt of such a challenge, the Superintendent shall meet with a representative of the Association in an effort to resolve the challenge. If the parties are unable to resolve the challenge, the matter shall immediately be submitted to a joint committee of three (3) School Committee and three (3) Association members for a decision. A majority vote will decide the matter.

4.                  Lay-offs will first occur in order of seniority within departments/classifications provided there are employees within that same department/classification who are without professional teaching status.

5.                  In cases where reduction in force requires professional teaching status employees to be laid-off, the professional teaching status employee facing lay-off may cross over from one department/classification to another department/classification, providing the employee facing lay-off possesses certification in an area beyond the department/classification to which he/she is assigned. Seniority will determine which professional teaching status employees face lay-offs.

6.                  Employees without professional teaching status facing lay-off may also cross over from one department/classification to another in accordance with the provisions for professional status teachers in Section 5. However, professional status employees crossover rights will take precedence over employees without professional teaching status crossover rights.

7.                  Reduction of full-time positions to part-time positions only be considered as a measure of last resort If all other remedies to maintain the integrity of full-time positions become fiscally impracticable.

8.                  Positions left vacant by retirement or leaves of absence will be filled in accordance with priority determinations established in Section 2. In all such cases, employees facing lay-offs will fill such positions before such positions are advertised, providing said employees facing lay-offs possess appropriate certification.

9.         Employees who have not taught in a given discipline in the past five years may be required by the Superintendent or his designee to take a course in said discipline within the next calendar year.

B.         For purposes of this article seniority means an employee's length of service in years, months, and days as calculated from the employee's initial date of employment by the Committee. Employees shall be credited for seniority purposes with all time a spent on any paid leave, family care leave, maternity leave or child rearing leave.

C.         In cases involving employees who have identical seniority, preference for retention or recall shall be given to the employee who has achieved the highest level of training, and performance evaluations within the last five (5) years.

D.        Employees who are to be affected by reduction in staff must be notified in writing no later than June 15th of the school year preceding the year in which the reduction will take effect. Said notice shall include the specific reason for the lay-off.

E.         Employees who have been laid-off shall be entitled to recall rights for a period of two years from the effective data of their respective lay-offs. During the recall period, employees shall be notified by certified mail to their last address of record, and given preference for positions as they develop in the inverse order of their respective lay-off and all benefits to which an employee was entitled to at the time of lay-off shall be restored in full upon reemployment within the recall period. During the recall period, employees who have been laid-off shall be given preference on the substitute list if they so desire. Failure on the part of any employee to accept a position for which he/she Is certified while on recall shall automatically remove that employee from the recall benefit.

F.         Laid-off employees may continue group insurance coverages during the recall period as provided by the Committee to members of the bargaining units by reimbursing the regional school district for the premium cost. Failure to forward premium payments to the regional school district or refusal to return to employment upon recall will terminate this option.

G.        While members of the bargaining units continue on lay-off, the committee agrees not to hire any new employees unless,

1.                  no employee on lay-off is certified to fill that position, or

2.                  all certified employees on lay-off declined in writing an offer to fill the vacancy.

H.        Prior to laying-off any professional teaching status employees, the School Committee shall meet with representatives of the ATA in order to determine whether those jobs can be saved by an agreed upon postponement of any scheduled wage or benefit adjustment.

ARTICLE V

TRANSFERS, VACANCIES AND NEW POSITIONS

A.        A transfer is a change of position between school buildings, discipline, or elementary grade levels, but not a change of assignment within a discipline in a given level.

B.         A vacancy is an opening in an existing position that occurs because an employee leaves during or at the end of the school year.

C.         A new position is one that has been created and has not been filled before.

D.        In making transfers or in filling vacancies or new positions, an employee's area of competence, major and minor fields of study, willingness to be transferred, and length of service in the Athol-Royalston Regional School District will be considered. In filling such positions, every effort will be made to give preference to employees already employed by the committee.

E.         Employees desiring transfers will submit a written request to the superintendent stating the desired assignment. Such request will be submitted between September 1 and April 1 of each school year to take effect the following school year. Requests must be renewed each year, and all requests will be acknowledged in writing. Every effort will be made to give preference to employees who have submitted a request for a transfer.

F.         An involuntary transfer will be made only after a meeting between the employee involved and the administrators recommending the transfer; at this meeting, the employee will be notified of the reasons for the transfer. In the event that the employee objects to the transfer at this meeting, the employee may notify the Association, and the Superintendent will meet with the employee and a representative of the Association to discuss the transfer. This meeting will not be considered a grievance at Level III. Notice of all such transfers will be given to employees as soon as possible; under normal circumstances, this notice will not be later than at the end of the school year.

G.        Notice of all vacancies and new positions for a new school year shall be posted by the end of the preceding school year in each school, clearly setting forth the qualifications, duties and salary ranges. Such qualifications, duties and salary ranges shall not be changed without a new posting. Such posting shall be in each building at least fourteen (14) days before the deadline for submitting applications and shall contain the date of posting. Employees who desire to apply for such positions shall submit their applications in writing to the Superintendent or his designee within the time limits specified in the notice.

H.        Whenever a vacancy or a new position occurs during the school year, it will be adequately publicized by the Superintendent by means of a notice placed on a bulletin board in every school building as far in advance of the appointment as possible.

I.         In case of a vacancy or new position during the summer, the Superintendent or his/her designee will immediately notify the President of the ATA of such vacancy. Notice will appear in the local paper.

ARTICLE VI

ADMINISTRATOR EVALUATION

A.        Administrators will be given a copy of any evaluation report by their superior and will have the right to discuss such report with their superiors.

B.         Administrators will have the right, upon forty-eight (48) hour written request (exclusive of vacations, holidays, and weekends) to review the contents of their personnel file. A administrator will be entitled to have a representative of the Association accompany him/her during such review.

It is the administrator's responsibility to review the personnel file. If, in the administrator's view, material placed in his/her file is derogatory to his/her conduct, service, character, or personality, he/she may submit a written answer to such material and his/her answer will be reviewed by the Superintendent and the administrator's answer will be attached to the original material. Upon reviewing the personnel folder, the administrator shall signify he/she has had an opportunity to review the enclosed material by affixing his/her signature and the date of review to each document contained in the folder with the express understanding that such signature in no way indicates agreement with the contents thereof.

C.         Any complaints regarding an administrator made to any member of the administration by any parent, student, or other person will be promptly called to the attention of a administrator. When a complaint relates to any incident which took place in the course of the administrator's professional duties, the administrator will promptly be advised of the identity of the complainant and the date of complaint.

It is understood that any complaints brought under the district's Sexual Harassment or Parental Complaint policies against any employee covered by the terms of this agreement shall be limited to those complaints which arise only from those behaviors which occur within the scope of an employee's professional duties. It is also understood that no employee shall be disciplined or rebuked in any manner by any supervisor for making any report (including a report of. a violation of the application of the foregoing policies), or for filing a complaint under these policies.

When a complaint is made by a parent, student or other person against an employee, the employee shall:

1.                  be notified of the charge or charges made against him/her, and the identity of the complainant or complainants within 48 hours of the filing of any complaint.

2.                  have the right to access, receive copies of, and respond to all documents and/or charges related to the complaint.

3.                  be notified in writing of, and have the right to attend any and all meetings and/or hearings relative to the complaint.

4.                  have the right to appeal any disciplinary or other adverse employment action taken against him/her.

D.        The Association recognizes the authority and responsibility of the principal for disciplining or reprimanding a teacher for delinquency of professional performance.

E.         The evaluation form agreed upon mutually by the Committee and the Association shall be appended to this contract.

F.         The Evaluation Philosophy and Procedures is appended to this contract.

ARTICLE VII

TEXTBOOKS

All administrators involved will be included in the selection and adoption of textbooks.

ARTICLE VIII

INSURANCE

A.        The Association agrees that as of January 1, 2008, the Master Health Plus will no longer be available to its members. Both parties agree that effective July 1, 2008, the present health insurance plans will be eliminated and replaced by the Massachusetts State Group Insurance Commission Health Plan (GIC). This health plan will be in effect for three (3) years, starting July 1, 2008 through June 30, 2011. Continuation in this plan will be subject to negotiation. The parties agree that the Committee will pay 80% of the plan and the employee shall pay 20% of the plan.

B.         The Committee will pay fifty percent (50%) of the cost of a ten thousand dollar ($10,000) group life insurance policy.

C.         The Committee shall continue to provide dental coverage comparable to the current dental plan and as the same contribution rate ( 80% paid by the Committee, 20% paid by the employee) effective on or before July 1, 2008.

D.        Pursuant to the provision of Chapter 697 of the Acts of 1987, the committee agrees to have the employees contributions to group health insurance, dental insurance, and life insurance paid with pre-tax earnings.

ARTICLE IX

LONG TERM DISABILITY

Not later than 30 days following the execution of this Agreement a joint committee consisting of two Association representatives and two District representatives shall meet to select a carrier for an employee funded long term disability plan. The plan shall be implemented no later than July 1, 2005.

ARTICLE X

PERSONAL INJURY

Whenever an employee is absent from school as a result of personal injury caused by an assault occurring in the course of his/her employment, he/she will be paid his/her full salary, less any amount of Workers' Compensation award, for the period of such absence, and such absence will not be deducted from sick leave. Employees will immediately report all cases of assault suffered by them in connection with their employment to their Principal and the Superintendent of Schools in writing.

ARTICLE XI

CONTINUING EDUCATIONAL REQUIREMENTS AND REGULATIONS GOVERNING COURSE

APPROVAL

A.        Salary Schedule Educational Requirements

1.         To advance on the Bachelor's Scale, the employee needs the following number of credits, or the equivalent thereof:

Step    3 to 4:              3

Step    5 to 6:              3 additional, to total                6

Step    7 to 8:              3 additional, to total                9

Step    9 to 10:             3 additional, to total              12

Step    11 to 12:           3 additional, to total              15

Step    12 to 13:           3 additional, to total              18

2.                  Once the employee has obtained a Master's degree, he/she is required to obtain three (3) approved credits, or the equivalent thereof, by the end of every three (3) year period in order to receive a step increase/increase resulting from a negotiated raise

3.                  Once the employee has reached the top step on the Salary schedule, he/she is required to obtain three (3) approved credits, or the equivalent thereof, by the end of every three (3) year period in order to receive an increase resulting from a negotiated raise. Courses taken to meet this requirement shall be reasonably related to the teacher's professional assignment or to the attainment of certification in an additional area.

B.         Advanced Degree Requirements

1.         Employees hired after April 1, 1987, who are not already enrolled in an educational program accredited by the NEASC or its regional counterparts, leading to a graduate degree in an area related to their professional assignment, are required to become enrolled in such a degree program by no later than the first semester of their third year of employment by the committee. Other accredited graduate degree programs not included above will be determined by the Superintendent or designee on a case by case basis. An employee failing to become enrolled as described in this section will not receive a step increase/increase resulting from a negotiated raise.

5.         Employees hired after April 1, 1987, are required to obtain a graduate degree by the end of the second semester of their seventh year of employment. An employee failing to obtain a degree as described in this section will not receive a step increase/increase resulting from a negotiated raise.

6.         When the new state certification regulations that include a graduate degree for permanent certification becomes effective Section B.1. and B.2 above will only apply to those employees who are not subject to the new certification regulations, and who were hired after April 1, 1987.

Employees who are subject to the new certification regulations will obtain advanced degrees in accordance with those regulations.

7.         Employee applicants will be required to sign a statement that they have read and agree with the provisions of Section B of this article prior to signing a contract.

C.         Course Approval

l.          Employees will receive credit for salary purposes for individual courses that meet any of the following requirements upon satisfactory completion of said courses:

a.         Courses that are creditable toward an advanced degree in education or related to the employee's professional assignment provided the employee has received approval of the degree program from the Superintendent or designee. A newly hired employee who is working on an advanced degree at the time of employment is required to notify and receive approval from the Superintendent or designee of his/her degree program within thirty (30) school days of employment.

b.         Individual courses, approved by the Superintendent or designee, that are awarded credit by a college or university accredited by the NEASC or its regional counterparts. Requests for other individual courses from other accredited institutions not included above will be determined by the Superintendent or designee on a case by case basis.

Such courses shall be reasonably related to the teacher's professional assignment, or to the attainment of certification in an additional area. Employees are required to notify the Superintendent or designee of their intentions to enroll in a course in advance or within seven days after enrollment at the latest.

c.         An employee seeking a change in his/her educational assignment may apply for approval of an advanced degree program in the area of his or her interest. The Superintendent or designee will approve such a program, if deemed to be within the field of education.

d.         For all courses described in Subsections a., b., and c., the employee will submit a transcript or other official record from the institution attended to the Superintendent or designee upon successful completion of the course(s) taken.

Payment for courses completed during the spring/summer sessions will commence at a time during the subsequent school year as soon as such records of completion of the courses are received by the Superintendent or designee. Such records must be received by the Superintendent or designee prior to October 1.

Payment for courses successfully completed during the fall semester will commence as soon as records of completion of the courses are received by the Superintendent or designee. Such records must be received by the Superintendent or designee prior to March 1.

2.         Any employee who attains a Master's degree will be placed on the Master's step of the salary schedule once he or she has presented evidence to the Superintendent or designee that he or she has successfully completed all requirements for that degree.

5.         Reimbursement for Course Credit

a.         The committee agrees to reimburse each employee up to the amount of $525 every other year beginning in 2002-2003, upon evidence of the completion of an accredited graduate level course with a passing grade.

b.         The number of employees to be reimbursed annually is not to exceed 50% of the total number of employees covered under this agreement.

c.     Employees who are required to fulfill the continuing educational requirements for any given year will be given first preference for reimbursement. Other employees wishing to be reimbursed for courses in accordance with the above will be processed on a first come, first serve basis.

6.         Each employee will be entitled to one self-directed floating professional day annually at no expense to the district. The activity on this day must be reasonably related to the employees IPDP. The committee agrees to provide substitute coverage for the employee when necessary. Employee requests, including a proposed plan, will be made to his/her building principal, in writing, 14 days in advance. Employees will submit a written report to his/her building principal summarizing the activities which took place on that day.

ARTICLE XII

DOCTORATE SALARY

Any employee with a Doctorate will receive an additional increment of fourteen hundred dollars ($1400) beyond Master's +36.

ARTICLE XIII

JOB DESCRIPTIONS

A.        The Committee shall provide the Association with copies of job descriptions that are current as of September 1, 1995, of all positions in Units A and B.

B.         The Committee will further provide the Association with copies of revised job descriptions of all positions within Units A and B within one week after said revisions are made.

ARTICLE XIV

SCREENING AND INTERVIEWING FOR ADMINISTRATIVE POSITIONS

Two (2) ATA members designated by the ATA President shall have the right to serve as non-voting members during the interview process on any committee whose role it is to interview candidates for Superintendent, Assistant Superintendent, and Unit B positions. Said members shall not participate in executive sessions. The views of the ATA members will be considered in the final recommendations made to the full school committee.

ARTICLE XV

MILEAGE

Unit B members will be reimbursed for mileage at the rate of $.205 per mile for out-of-town travel of school business.

ARTICLE XVI

LONGEVITY

After teaching 15, 20, 25, and 30 years in the District, the teacher will be granted an additional increment of:

Year

Years

Increased Longevity

07-08

15 years

$200.00

 

20 years

$650.00

 

25 years

$1300.00

 

30 years

$2500.00

08-09

15 years

$200.00

 

20 years

$650.00

 

25 years

$2,500.00

 

30 years

$3,000.00

09-10

15 years

$200.00

 

20 years

$1,000.00

 

25 years

$2,500.00

 

30 years

$3,500.00

ARTICLE XVII

ENHANCED LONGEVITY PLAN

1.         Teachers with twenty (20) years of service in the Athol-Royalston Regional School District may elect a longevity payment of $3,900 per year for three consecutive years. This benefit shall be available once during a teachers career with the District. Notice of intention to begin receiving the benefit shall be irrevocable.

2.      Notice of intent to exercise this option shall be provided, in writing, to the Superintendent of Schools not later than the December 31 prior to the fiscal year in which the longevity payments are to begin.

3.         If a teacher does not receive all of the above prior to separation from employment, he/she shall not be entitled to any further payment (i.e. 1 year = $3,900, 2 years = $7,800 ). In the 2004-2005 school year the maximum number of participants will be 9 employees. In the 2005-2006 school year the maximum number of participants shall be 5 new members and thereafter up to 5 new members each following year. Seniority shall govern which teachers shall be eligible for the longevity benefit.

Since the December 31 deadline has passed for participation in the plan for the 2004-2005 school year, a one time special sign up deadline of December 31, 2004 will be set.

4.                  This provision of the Agreement shall become effective upon the signing date of this Agreement.

5.                  As of the signing date of this Agreement, Article X of the prior Agreement shall become null and void.

6.                  Nothing contained in the enhanced longevity provision shall prohibit the School Committee from approving more than five (5) new participants in a given year. The parties acknowledge that such an action shall in no way establish any practice or precedent and will have no impact on the number of slots in succeeding years.

7.                  The School District will commence enhanced longevity payments for FY 07 for all participants to be spread out over twelve (12) equal payments commencing in July of 2006.

8.         The School District will commence making payroll deductions to the MTRB for enhanced longevity as qualified regular income from the payments referenced in 7 above.

9.                  The current enhanced longevity article Article XXXVII 1-6 above will be eliminated from the Agreement at the end of FY 09.

10.              The number of members in the Enhanced Longevity Plan will be 15 in 06-07, 10 in 07-08, and 5 in 08-09.

PROFESSIONAL

GROWTH AND

PERFORMANCE

PLAN

ADDENDUM

UNIT B

PRINCIPLES OF EFFECTIVE ADMINISTRATIVE LEADERSHIP AND EXAMPLES

OF DESCRIPTIONS

I.        EFFECTIVE INSTRUCTIONAL LEADERSHIP

The effective administrator works with others to create learning environments that address the needs of students.

A.        The administrator facilitates the development of a shared mission and vision.

·                     Demonstrates an understanding of the importance of mission and vision, based on a well-developed philosophy and develops a collaborative vision that provides for the school or district.

·                     Recognizes that student learning must be the focus of all school programs and activities.

B.         The administrator encourages and uses a variety of strategies to assess student performance accurately.

·                    Encourages teachers to view learning and assessment as linked.

·                    Uses a variety of valid, reliable, and unbiased instruments to assess the achievement of learner goals.

·                    Uses a cyclical, ongoing process to review and evaluate the goals, methods, and resources of programs and makes modifications as needed.

C.         The administrator applies current principles, practices, and research to foster effective teaching.

·                    Demonstrates knowledge of the instructional process and teaching methodologies.

·                    Assists teachers to develop inquiry-based teaching practices.

·                    Assists and inspires teachers to make significant changes in practice as changes are dictated in the field.

D.        The administrator leads the renewal of curriculum and instructional programs.

·                    Assures that the schools/districts curriculum and its implementation reflect the principles of the states Common Core of Learning and Curriculum Frameworks.

·                    Encourages and assists staff to be knowledgeable in subject areas and also to identify connections between disciplines.

·                    Assists staff to distinguish between what is central and what is peripheral in the subject area when analyzing, planning, and supervising units, courses, and programs so that instruction time on central concepts, skills, and understanding are protected.

·                    Uses broad and current knowledge of instructional trends to involve staff in curriculum planning and program improvement, based on the vision, goals, and needs of school, district, and community.

E.         The administrator promotes and models the effective use of appropriate instruction technologies.

·                    Integrates the appropriate use of video, computers, telecommunications, and other technologies into the curriculum.

·                    Allocates fiscal and human resources for incorporating technology in the instructional process, accessing information and resources through electronic networks, e.g. Internet and improving communication (e.g., e-mail, homework hotlines).

F.         The administrator holds teachers accountable for having high standards and positive expectations that all students can perform at high levels.

·                    Enlists teachers in creating and communicating to students positive dispositions toward learning.

·                    Works with teachers to establish high standards and expectations for student work.

·                    Assists teachers to make their expectations and how to make them clear to students.

·                    Promotes activities that honor academic excellence.

G.        The administrator works with teachers and other staff to supervise and evaluate their performance, using performance standards, and to identify areas for growth.

·                    Understands   and   communicates   performance   standards   for teachers, using the states baseline standards as a foundation.

·                    Communicates consistent expectations that all teachers can meet standards and perform at high levels.

·                    Employs current supervision and evaluation models and practices to assess the performance of teachers and encourage growth.

·                    Encourages staff to improve practice through collegial activities such as modeling and peer mentoring.

·                    Evaluates classroom instruction in terms of teacher objectives and student performance; follows effective practices for improving teacher performance.

·                    Supports individuality of teacher approaches to classroom organization, management, and teaching styles.

·                    Monitors the assessment of performance to ensure that staff reach the levels set by the system.

H.        The administrator supports ongoing professional development.

·                    Provides opportunities for all staff to engage in professional development that enhances curriculum renewal, staff performance, and student learning.

·                    Applies research on adult learning and development to design and provide for effective professional development

·                    Fosters effective professional development based on research and models of desired practice including time for reflection; planning; problem solving and collaboration; repeated practice and feedback; and respect for individual adaptations.

·                    Encourages collegial approaches to professional development including mentoring, peer coaching, study groups, and group planning and problem solving.

·                    Involves staff in identifying professional development needs.

·                    Monitors, documents, and assesses staff professional development activities.

·                    Supports staff sense of self-worth; recognizes and encourages teacher initiatives; celebrates individual and collective achievements.

·                    Ensures that growth of staff results in student learning and development.

II.         EFFECTIVE ORGANIZATIONAL LEADERSHIP

The effective administrator creates a self-renewing organizational environment that consistently focuses on enabling all students to achieve at high levels.

A.        The administrator applies research and organizational leadership skills.

·                     Applies concepts of organizational behavior and organizational development in daily life.

·                     Analyzes the environment in which decisions are made and predicts the impact of those decisions on organizations accurately.

·                     Stimulates the development of new programs in areas where changing conditions or new professional insights encourage new approaches.

·                     Identifies opportunities to improve the organizations performance.

B.         The administrator demonstrates communication skills that are clear, direct, and responsive.

·                     Communicates the schools vision, goals, needs, and accomplishments to students, school personnel, families, and the community.

·                     Facilitates communication that yields results through teamwork, consensus, and inquiry.

·                     Makes use of reliable and professional sources of data, information and analysis, including the use of technologies, to understand relevant professional issues.

·                     Demonstrates understanding of a speakers point of view, opinions, and ideas even if they are different, new, or oppositional.

·                     Presents ideas clearly and concisely in writing. Adapts form and language to the audience (e.g. students, teachers, parents).

·                     Presents facts and ideas orally in individual and group situations; uses language that is clear, concise, and appropriate to the person or group.

·                     Presents facts and ideas clearly and concisely using visual and symbolic representations.

·                     Presents facts and ideas clearly and concisely using appropriate technologies.

·                     Communicates so that language and nonverbal cues are consistent, not conflicting.

C.         The administrator creates a positive, informed climate for collegial teaching and learning.

·                     Understands the elements of a strong school culture for adults and is committed and prepared to strengthen them.

·                     Applies theories of human development, adult learning, and motivation to develop a community of learners.

·                     Provides an environment and culture where creative exchange of ideas, responsible risk-taking, and experimentation are shared, valued, and practiced.

·                     Builds a culture within the study body and staff that promotes learning

·                     Creates a school climate that gives a sense of well-being and safety.

·                     Inspires in others a desire for growth and development.

D.       The administrator facilitates constructive change.

·                     Uses approaches to organizational change, including processes for school-based management and school restructuring.

·                     Exhibits openness to new ideas from others; demonstrates originality in developing policies and procedures.

·                     Is receptive to new ideas and change, yet understands the need for stability in schools and society.

E.       The administrator plans for, models, and encourages collaboration and shared decision-making.

·                    Develops, participates in, and maintains systems of shared decision-making with department and/or school colleagues and the large school community.

·                    Involves others in setting and accomplishing goals; recognizes when a group requires direction and uses appropriate intervention styles.

·                    Provides appropriate time and resources for collaborative planning.

F.        The administrator applies strategic planning techniques that foster systemic approaches and result in sound decisions.

·                     Applies knowledge of human development, organizational development, and pedagogy to decision making in the allocation of resources, such as personnel, time, space, materials, and budget.

·                     Develops and implements long and short-term plans for educational program improvement, professional development, resource allocation, enrollments, and facilities consistent with the school and district mission.

·                     Assesses current reality, considers implications of solutions, and acts in the best interest of students.

·                     Makes use of reliable sources of data, information, and analysis to expand and deepen perspective on goals, objectives, and planning needs.

III.         EFFECTIVE ADMINISTRATION AND MANAGEMENT

The effective administrator acts within legal and ethical guidelines to accomplish educational purposes and improve student learning.

A.       The administrator carries out personnel selection, supervision, evaluation, and management functions for the school or district effectively.

·                     Applies current principles and techniques of staffing, selection, orientation/induction, assignment, supervision, evaluation, motivation, and termination of personnel.

·                     Applies sound human resources knowledge and practices in personnel management and labor relations including conflict resolution, mediation and negotiation.

·                     Develops and implements procedures for evaluating personnel using Massachusetts baseline performance standards, effective supervision and evaluation practices, and due process procedures.

B.       The administrator applies current knowledge of policy formation and legal requirements within the scope of his/her responsibility.

·                     Applies knowledge of how teachers, the school, the district, and the community interact to create a school community.

·                     Applies knowledge of how policy and decisions are made through the legislative process, the local electoral process, and administratively.

·                     Understands and implements federal, state, and municipal laws, regulations, policies, and procedures including the implications of liability and requirements of due process.

C.       The administrator applies current knowledge of fiscal management policy and practices within the scope of his/her responsibility.

·                  Applies principles of financial planning, including analyzing and evaluating the financial resources for school or system operation and translating program needs into cost requirements.

·                  Employs sound fiscal management procedures, methods, and techniques to prepare, revise, and monitor the school or district budget.

·                  Applies techniques for resource allocation and asset management.

D.       The administrator applies current knowledge of auxiliary programs (such as transportation, food services, pupil personnel services, maintenance, and facilities management) within the scope of his/her responsibility.

·                  Knows the availability of community services and how to coordinate those services for students.

·                  Makes decisions concerning facilities and equipment management and needs to support school/district goals and objectives.

·                  Applies regulations regarding school facilities to ensure a barrier-free environment for students and staff.

E.       The administrator uses appropriate technologies to administer his/her responsibilities.

·                  Applies technology management tools (e.g. databases, spreadsheets) to analyze information (e.g. school finances, student and staff record keeping, on-line school profiles) and make decisions.

IV.       PROMOTION OF EQUITY AND APPRECIATION OF DIVERSITY

The effective administrator strives to ensure equity for all students and values diversity in the school environment.

A.                 The administrator strives to ensure equity among programs and learning opportunities for staff, students, and parents.

·                  Provides opportunities to include all staff, students, and parents in the full range of school and district programs and activities.

·                  Addresses the needs of diverse educational personnel and student populations by applying and adapting constitutional and statutory laws, state regulations, and Board of Education policies and guidelines.

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

·                  Demonstrates sensitivity to differences in abilities, modes of contribution, and social and cultural backgrounds.

·                  Develops and implements educational, political, and organizational strategies that are effective in meeting the needs of a diverse student body.

·                  Functions effectively in a multi-lingual, multi-cultural, and economically diverse society.

V.        EFFECTIVE RELATIONSHIPS WITH THE COMMUNITY

The effective administrator interacts with the community responsibly to address the needs of students.

A.        The administrator assesses the needs of parents and community members and involves them in decision-making.

·                     Creates and environment for encouraging recommendations from parents, students, and community members to determine how the school/district can meet their needs.

·                     Involves parents and community members in developing the vision, goals, improvement plans, and programs for the school/district.

·                     Engages parents, students, and community members in improving student learning.

B.         The administrator promotes partnerships among staff, parents, business, and the community.

·                     Communicates and interacts with parents, community groups and related service agencies in culturally appropriate ways and involves them in the education of students.

·                     Enlists volunteers to support instructional needs.

C.         The administrator interprets, articulates, and promotes the vision, mission, programs, activities, and services of the school/district.

·                     Communicates the schools vision, goals, needs, and accomplishments to students, school personnel, parents, and the community.

·                     Deals with the media effectively to communicate to the public.

·                     Provides information to parents and the community through handbooks, brochures, fact sheets and other handouts available at the school or office.

·                     Meets with appropriate community groups in the attainment of objectives.

VI.       FULFILLMENT OF PROFESSIONAL RESPONSIBILITIES

The effective administrator models professional behaviors that contribute to addressing the needs of students.

A.        The administrator demonstrates enthusiasm for his/her own learning.

·                     Demonstrates that life-long learning and professional development are necessary for self and others.

·                     Keeps abreast of current educational research and exemplary practices in the area of expertise.

·                     Considers input from others as a basis for deciding to improve his/her practice and demonstrates a willingness to grow.

·                     Develops and implements a professional development plan based upon self and external evaluation.

B.         The administrator demonstrates and promotes an atmosphere of respect for self and others.

·                     Demonstrates tolerance for alternative perspectives and encourages contributions from groups that challenge traditional thinking.

·                     Demonstrates sensitivity to differences in learning needs, modes of expression, and social and cultural backgrounds.

C.         The administrator models ethical behavior.

·                     Interacts with others in a professional manner consistent with his/her role.

·                     Accepts responsibility for his/her own actions.

ATHOL-ROYALSTON REGIONAL SCHOOL DISTRICT

UNIT B PROFESSIONAL GROWTH AND PERFORMANCE PLAN

The Athol-Royalston Regional School District uses a three cycle professional growth and performance plan corresponding to the requirement of the Commonwealth of Massachusetts and three different levels of administrative experience and need.

Stage A

-

Administrators with fewer than three years experience in the position within the District

Stage B

-

Administrators employed more than three years at ARRSD

Stage C

-

Administrators in need of assistance

 

STAGE B

STAGE A

STAGE C

Goal-Setting

Performance Objectives

Improvement Plan

Every two years

Twice per year

As needed

Goal Setting Plan

Guidelines

Notification

Goals and Objectives

Pre-Evaluation Conference

Improvement Plan

Action Plan

Conference

Review Conference

Conferencing

Post-Evaluation Conference

 

Standards Checklist

Written Summary Report

 

Completion Date: May 15

Standards Checklist Completion Dates: December 15; April 1

 

Stage A:  PERFORMANCE EVALUATION CYCLE

Administrators new to the profession will be placed on this cycle for at least 3 years.

Administrators new to the District will be placed at this Stage for a minimum of 1 year.

First year Stage A administrators will be evaluated a minimum of two times by their immediate supervisor. The first evaluation will be completed by December 15 and the second by April 1.

Second and third year Stage A administrators will be evaluated a minimum of once, no later than April 1.

Each evaluation will be preceded by a pre-evaluation conference. The purpose of the pre-evaluation conference will be to provide the evaluator with information regarding the goals and objectives of the administrator, relevant background information, methods being used to meet stated objectives, and discussion of standards upon which the administrator will be evaluated.

Following the evaluation, a post-evaluative conference will be scheduled. The conference will focus on discussion of the evaluation. Strengths and/or weaknesses will be discussed and recommendations for growth and/or improvement will be formulated.

The evaluator will note the post-evaluation date and topics of discussion on the Conference Record, which will be given to the administrator within five working days. The administrator is entitled to respond in writing. The response must be filed within ten school days of receipt of the Conference Record. This record will not be maintained in the administrators personnel file but will be kept by the administrator and evaluator to serve as a data source for the Written Summary Report.

The administrator may, at any time, request help or extra resources.

A final Written Summary Report will be completed by the evaluator by May 1. The report will be in narrative form and based on documentation from the Conference Records, conferences, Standards Checklist, and other written documentation related to job performance. The administrator is entitled to respond in writing to the Written Summary Report within ten school days of receiving it.

STAGE B. GOAL-SETTING

Stage B provides individual administrators the opportunity to concentrate on areas of special interest and encourages professional growth. Administrators on this cycle will complete its requirements every other year. It is the responsibility of the administrator to develop goals with the assistance of the immediate supervisor and/or Superintendent of Schools or his/her designee. It is important that these goals reflect the administrators needs and interests and be related to the District and school goals.

Goal-setting may coincide with the administrators recertification plan. Prior to October 1 of each year, the administrator and Superintendents (or designee) will meet to set no more than five goals. At this time, a corresponding action plan and assessment criteria will be outlined.

The intent of this cycle is to allow for flexibility. Some goals may take longer than others to be completed. It is reasonable to expect that some goals will not be accomplished. Goals may be mutually modified. The administrators goals will be recorded on the Cycle B Goal Setting Plan Form. Copies of the goals will be kept by the administrator, evaluator and Superintendent. The form will address the following:

GOALS will:

Be based on the desire to increase knowledge and improve administrative skills;

Focus on methods in which the school and/or school environment may be improved; and

Focus on areas of professional interest or challenge related to district and school goals.

SAMPLE GOALS are:

·                                 To create a plan for block scheduling.

·                                 To upgrade computer technology in the main office.

PLAN OF ACTION:

The purpose of the Plan of Action is to outline methods for accomplishing goals. The Plan of Action could include some of the following activities:

·                     Assisting teachers in developing recertification portfolios;

·                     Evaluating applicable software for administrative use;

·                     College study;

·                     Presentation of a program at a conference;

·                     Independent readings/research;

·                     Peer observations (Optional);

·                     School Improvement Plans

ASSESSMENT:

Assessment criteria will be related to the goals and Standards as approved by the Massachusetts Department of Education. Methods for assessment, in a portfolio format, may include but are not limited to:

·                     Documentation of course work

·                     Professional Development Summary sheets

·                     Workshop materials

·                     Narratives

·                     Observations and feedback

·                     Progress of School Improvement Plans

By April 15th, the administrator and evaluator will meet to review the progress made. The evaluation instrument will include review of the administrators portfolio to date. This annual review of progress will be based on the Cycle B Goal Setting Plan. When goals have not been accomplished, assessment will be based on the progress to date.

Every other year, the evaluator will submit a Written Summary Report by May 1st. This report will be based on the documentation from the annual review, conferences, Standards Checklist, and other written documentation related to job performance. The administrator is entitled to respond in writing to the Written Summary Report within ten school days of receiving it. The summary report will be placed in the administrators personnel file. The administrators signature indicates review of, not necessarily agreement with, the content of the report.

At any time, the administrator has the right to request a conference and or assistance and resources.

Procedure for Intervention on Stage B

If there are sufficient educational reasons, the evaluator may move an administrator from Stage B to Stage A, at any time during the school year. The evaluator will inform both the Superintendent and ATA President of this move.

If the Written Summary Report does not support continuation on Stage B, this will be noted on the form and the administrator will be notified at that time that s/he will be placed on Stage A for the upcoming school year.

STAGE C:     IMPROVEMENT PLAN

If the evaluator has written documentation that repeated inadequacies on the Standards Checklist exist over a reasonable period of time, the evaluator will provide written notice of inadequacies to the administrator. A copy of the notice (stamped confidential) will be sent to the Superintendent and ATA President. The evaluator will meet with the administrator to discuss areas of inadequacy and to design a plan of improvement.

At any time during the process, the administrator has the right to be accompanied by an association representative to any and all meetings relative to the administrators Improvement Plan.

The purposes of the Improvement Plan are to develop and remedy areas of inadequacy. This Improvement Plan is jointly developed by the administrator and evaluator, during a series of conferences, the first of which must be held within five working days of the administrators receipt of the notice of inadequacy. The evaluator will be responsible for writing the plan, after it has been jointly developed.

The plan will include:

·                  A set of written expectations, stated as objectives, which relate to the Standards Checklist;

·                  A plan to address these objectives which includes supporting resources, assistance, and specific activities;

·                  A  time  line  for  implementation,  including  documentation, conferences, and a specific date for a final review conference;

·                  A set of established, observable outcomes, noting achievement of objectives;

·                  The signature of the administrator and evaluator

Following the completion of the plan, a final review conference will be held. The purpose of this conference is to mutually discuss outcomes of the Improvement Plan:

a.         That the satisfactory improvements have been made, and the administrator is returned to Stage A;

b.         That a new Stage C plan is to be established with revised or new goals and a new time line, the administrator will begin the Stage C process again; or

c.         If the evaluator believes the administrator has failed to satisfy the administrator performance standards, then the process for dismissal as stated in General Laws, Chapter 71, Section 42 will be followed if the administrator is to be dismissed. This process shall not be started unless the administrator has been on an Improvement Plan for a minimum of 18 school weeks.

Within three working days of the final review conference, the administrator, ATA President, and Superintendent will receive written notification confirming the results of the conference. This notice shall be received no later than June 15th.

STAGE A

PRE-CONFERENCE FORM

(to be completed by administrator)

NAME ____________________                    POSITION/SCHOOL ____________________

CONFERENCE DATE ____________________        TIME ____________________

1.                  STANDARDS, GOALS AND OBJECTIVES PRESENTLY BEING WORKED ON

2.                  ACCOMPLISHMENTS TO DATE

3.                  CONCERNS RELATED TO ACCOMPLISHMENT OF STANDARDS/GOALS/ OBJECTIVES

4.                  OTHER RELEVANT INFORMATION

STAGE A

CONFERENCE RECORD

NAME ____________________                    POSITION/SCHOOL ____________________

CONFERENCE DATE ____________________        TIME ____________________

1.                  GOALS AND STANDARDS DISCUSSED

2.                  COMMENDATIONS AND RECOMMENDATIONS

3.                  ADDITIONAL REMARKS

Administrators must sign and return this report. Signatures indicate that the parties are familiar with the content of the evaluation. Administrators may respond in writing to the evaluation.

_________________________________                              ____________________

Administrators Signature                                                        Evaluators Signature

cc:   administrator, evaluator (attached to Written Summary Report in Spring sent to Superintendent and file)

STAGE A WRITTEN SUMMARY REPORT

NAME ____________________                     DATE ____________________

COMMENDATIONS:

RECOMMENDATIONS:

Post Conference Date ____________________

Progress being made toward Cycle B, remain on Cycle A Move to Cycle B Move to Cycle C

Administrators must sign and return this report. Signatures indicate that the parties are familiar with the content of the evaluation. Administrators may respond in writing to the evaluation.

____________________                                                        ____________________

Administrators Signature                                                        Evaluators Signature

cc:        administrator, evaluator, Superintendent, file

STAGE B GOAL SETTING PLAN

(to be completed by administrator)

One Goal per sheet

NAME ____________________                    DATE ____________________

SCHOOL ____________________                EVALUATOR ____________________

GOAL:

Plan of Action:

Assessment Criteria:

____________________                                                        ____________________

Administrators Signature                                                        Evaluators Signature

cc: administrator, evaluator

STAGE B WRITTEN SUMMARY REPORT

Performance Standards Checklist should be attached to this report

NAME ____________________                                DATE ____________________

SCHOOL ____________________                            EVALUATOR ____________________

GOALS:

OUTCOMES:

COMMENDATIONS AND RECOMMENDATIONS

Post Conference Date ____________________

Remain on Cycle B Next evaluation year

Move to Cycle A

Administrators must sign and return this report. Signatures indicate that the parties are familiar with the content of the evaluation. Administrators may respond in writing to the evaluation.

Administrators Signature                                                        Evaluators Signature

cc:        administrator, evaluator, Superintendent, file

STAGE C

IMPROVEMENT PLAN

(to be completed jointly by administrator and evaluator)

NAME ____________________                                DATE ____________________

SCHOOL ____________________                            EVALUATOR ____________________

Expectation (Objective(s) related to Standards of Effective Administration)

________________________________________________________________________

_________________________________________________________________________

 

Activity

Resources

Time Line

Observable Outcome

 

 

 

 

Additional pages may be used for further expectations/objectives.

Date of Final Review Conference ____________________

____________________                                                        ____________________

Administrators Signature                                                        Evaluators Signature

cc:      administrator, evaluator, ATA President, Superintendent, file

STAGE C

Summary of Final Review Conference

NAME ____________________                                DATE ____________________

SCHOOL ____________________                            EVALUATOR ____________________

Improvements Made:

Areas of Concern:

Progress being made toward Stage A, remain on Stage C

Move to Stage A

Has not satisfied administrative performance standards

Administrators must sign and return this report. Signatures indicate that the parties are familiar with the content of the evaluation. Administrators may respond in writing to the evaluation.

____________________                                                        ____________________

Administrators Signature                                                        Evaluators Signature

cc:        administrator, evaluator, ATA President, Superintendent, file

COACHES

ADDENDUM

COACHING

PREAMBLE

All coaching positions in the Athol-Royalston Regional School District are contingent upon funding in the budget or in federal or state programs.

PURPOSE

A.        To attract capable coaches in the district.

B.         To maintain stability in the coaching staff by encouraging capable coaches to remain in the district.

C.         To aid the committee in planning their annual budgets.

STRUCTURE

A.        The athletic director is considered to be management personnel charged with the responsibility of recommending employment to the principal of the school, the evaluations of all coaching positions, arrangement of athletic events, and the performance of all the duties generally associated with the position. A mutually agreed upon number of the teaching periods will be determined by the athletic director, principal, superintendent of schools and school committee. The athletic director will also be provided with office space and telephone.

In coordination with the principal of the school, the athletic director will evaluate every sport annually and report before budget presentation whether a sport should be continued or not for the following year. The athletic director and principal will recommend in writing the termination of the sport and state the reason.

B.         Each coach must have or agree to obtain a current Red Cross first aid course that will meet the certification requirements of the American Red Cross. Annually the Athol-Royalston Regional School District shall provide a course in basic first aid knowledge specializing in the recognition and handling of athletic injuries for all coaches. If a coach is hired after the Red Cross course has been offered, than the coach will have one year to satisfy the first aid requirements. (subject to language agreement by both parties)

C.         If a suitable and qualified head coach cannot be employed to handle a certain sport, the program will be held in abeyance until such a coach can be located and employed.

D.        If an assistant coaching position is not filled, the remaining members of that varsity or middle school coaching staff equally share the Step I salary of that position.

E.         There will be four (4) steps in the coaches salary schedule to be determined as follows:

1.                  Every coach will be given one step for every two (2) years of experience as a coach of the activity in question.

2.                  When a coach moves from assistant coach to head coach in a sport, he/she will be given one step for every two (2) years experience as an assistant in that sport.

F.         Varsity coaches may be given a three year contract after their first full year in that position. The school committee reserves the right to make appointments on a one-year basis, notifying fall and winter coaches by April 15th and spring coaches by July 15th.

GROUP I

HEAD VARSITY FOOTBALL

YEAR

STEP I

STEP II

STEP III

STEP IV

2004-05

3669

4075

4484

4890

2005-06

3780

4199

4620

5038

 

 

 

 

 

FY06-2

3817

4240

4665

5088

GROUP II

HEAD VARSITY BOYS AND GIRLS BASKETBALL

VARSITY BOYS WRESTLING

YEAR

STEP I

STEP II

STEP III

STEP IV

2004-05

2872

3260

3669

4075

2005-06

2959

3359

3780

4199

 

 

 

 

 

FY 06-2

2988

3392

3817

4240

GROUP III

HEAD               VARSITY      BASEBALL

HEAD               VARSITY      BOYS TRACK

HEAD               VARSITY      GIRLS TRACK           

HEAD               VARSITY      SOCCER

HEAD               VARSITY      BOYS INDOOR TRACK

HEAD               VARSITY      GIRLS INDOOR TRACK

HEAD               VARSITY      FIELD HOCKEY

THREE (3) VARSITY FOOTBALL ASSISTANTS

HEAD VARSITY SOFTBALL

GIRLS VARSITY SOCCER

YEAR

STEP I

STEP II

STEP III

STEP IV

2004-05

2028

2436

2806

3178

2005-06

2090

2510

2891

3275

FY06-1

2069

2485

2862

3242

FY06-2

2110

2535

2919

3307

GROUP IV

HEAD        FRESHMAN FOOTBALL

HEAD        MIDDLE SCHOOL FOOTBALL

HEAD        VARSITY BOYS CROSS COUNTRY

HEAD        VARSITY GIRLS CROSS COUNTRY

HEAD        VARSITY GIRLS VOLLEYBALL

HEAD        VARSITY BOYS VOLLEYBALL

VARSITY BOYS BASKETBALL ASSISTANT

VARSITY GIRLS BASKETBALL ASSISTANT

ONE (1) FRESHMAN FOOTBALL ASSISTANT

YEAR

STEP I

STEP II

STEP III

STEP IV

2004-05

1932

2263

2576

2907

2005-06

1991

2331

2655

2995

FY06-1

1971

2308

2628

2965

FY06-2

2010

2354

2681

3024

GROUP V

VARSITY BASEBALL ASSISTANT

HEAD MIDDLE SCHOOL BASEBALL

ONE (1) VARSITY BOYS TRACK ASSISTANT

ASSISTANT MIDDLE SCHOOL FOOTBALL

ONE (1) VARSITY GIRLS TRACK ASSISTANT

HEAD FRESHMAN BOYS BASKETBALL

HEAD MIDDLE SCHOOL BOYS BASKETBALL

VARSITY FIELD HOCKEY ASSISTANT

HEAD MIDDLE SCHOOL GIRLS BASKETBALL

 

VARSITY SOFTBALL ASSISTANT

 

HEAD MIDDLE SCHOOL SOCCER

 

HEAD MIDDLE SCHOOL SOFTBALL

 

HEAD VARSITY GOLF

 

VARSITY ASSISTANT BOYS VOLLEYBALL

 

VARSITY ASSISTANT GIRLS VOLLEYBALL

 

MIDDLE SCHOOL CHEERLEADER ADVISOR

 

VARSITY SOCCER ASSISTANT

 

MIDDLE SCHOOL FIELD HOCKEY

 

FOOTBALL CHEERLEADER ADVISOR

 

BASKETBALL CHEERLEADER ADVISOR

 

GIRLS VARSITY SOCCER ASSISTANT

 

HEAD MIDDLE SCHOOL TRACK COACH

 

HEAD MIDDLE SCHOOL WRESTLING COACH

 

 

YEAR

STEP I

STEP 11

STEP III

STEP IV

2004-05

1285

1620

1932

2263

2005-06

1324

1669

1991

2331

FY06-1

1311

1652

1971

2308

FY06-2

1337

1685

2010

2354

UNIT B RATIOS

PROFESSIONAL IMPROVEMENT INDEX

2006-2010 SALARY SCHEDULE

NURSES SALARY SCHEDULE

APPENDIX B SALARIES

ATHOL-ROYALSTON REGIONAL SCHOOL DISTRICT

EFFECTIVE SEPTEMBER 1, 1996

The salaries of the positions within the scope of Unit B shall be determined by multiplying the salary of the administrator on the appropriate position on the teacher's salary schedule by the following ratios:

1.

Assist. High School Principal

1.25

1.30

1.35

1.40

2.

Assist. Middle School Principal 210 days

1.145

1.195

1.245

1.295

3.

K-12 Sped Evaluation Team Leader 195 days

1.10

1.15

1.20

1.25

4.

Technology Coordinator 205 days

1.05

1.075

1.10

1.125

a.       All new administrators go on Step No. 1

b.       Administrators go on Step No. 2 at the beginning of the third year of employment

c.       Administrators go on Step No. 3 at the beginning of the fourth year of employment

d.       Administrators go on Step No. 4 at the beginning of the fifth year of employment.

All moves upon recommendation of Superintendent and vote of the School Committee. If an administrator is not to be recommended, he will be notified in writing of the reasons at least one month before the recommendation of the Superintendent to Committee.

*Reduction in contract from 230 to 224 days based on the following: after the first fifteen nights, for every three nights spent supervising student activities at the high school, for a minimum of three hours each night, will be counted as one day of compensatory time, not to exceed six days in any school year.

PROFESSIONAL IMPROVEMENT INDEX 2007-2010

Step

B

B+6

B+12

B+18

B+24

B+30

M

1

1

1.02

1.04

1.06

1.08

1.095

1.11

2

1,04

1.06

1.08

1.1

1.12

1.135

1.15

3

1.08

1.1

1.12

1.14

1.16

1.175

1.19

4

1.17

1.19

1.21

1.23

1.25

1.265

1.28

5

1.22

1.24

126

1.28

1.3

1.315

1.33

6

1.27

1.29

1.31

1.33

1.35

1.365

1.38

7

1.32

1.34

1.36

1.38

1.4

1.415

1.43

8

1.37

1.39

1.41

1.43

1.45

1.465

1.48

9

1.42

1.44

1.46

1.48

1.5

1.515

1.53

10

1.47

1.49

1.51

1.53

1.55

1.565

1.58

11

1.52

1.54

1.56

1.58

1.6

1.615

1.63

12

1.57

1.59

1.61

1.63

1.65

1.665

1.68

13

1.62

1.64

1.66

1.68

1.7

1.715

1.73

 

Step

M+6

M+12

M+18

M+24

! M+30

M+36

1

1.13

1.15

1.17

1.19

1.21

1.225

2

1.17

1.19

1.21

1.23

1.25

1.265

3

1.21

1.23

1.25

1.27

1.29

1.305

4

1.3

1.32

1.34

1.36

1.38

1.395

5

1.35

1.37

1.39

1.41

1.43

1.445

6

1.4

1.42

1.44

1.46

1.48

1.495

7

1.45

1.47

1.49

1.51

1.53

1.545

8

1.5

1.52

1.54

1.56

1.58

1.595

9

1.55

1.57

1.59

1.61

1.63

1.645

10

1.6

1.62

1.64

1.66

1.68

1.695

11

1.65

1.67

1.69

1.71

1.73

1.745

12

1,70

1.72

1.74

1.76

1.78

1.795

13

1.75

1.77

1.79

1.81

1.83

1.845

2006-2007 SALARY SCHEDULE FY07

 

0

raise

 

 

 

 

 

Step

B

B+6

B+12

B+18

B+24

B+30

M

1

32878

33536

34193

34851

35508

36001

36495

2

34193

34851

35508

36166

36823

37317

37810

3

35508

36166

36823

37480

38138

38632

39125

4

38467

39125

39782

40440

41098

41591

42084

5

40111

40769

41426

42084

42741

43235

43728

6

41755

42413

43070

43728

44385

44878

45372

7

43399

44057

44714

45372

46029

46522

47016

8

45043

45700

46358

47016

47673

48166

48659

9

46687

47344

48002

48659

49317

49810

50303

10

48331

48988

49646

50303

50961

51454

51947

11

49975

50632

51290

51947

52605

53098

53591

12

51618

52276

52934

53591

54249

54742

55235

13

53262

53920

54577

55235

55893

56386

56879

 

Step

M+6

M+12

M+18

M+24

M+30

M+36

1

37152

37810

38467

39125

39782

40276

2

38467

39125

39782

40440

41098

41591

3

39782

40440

41098

41755

42413

42906

4

42741

43399

44057

44714

45372

45865

5

44385

45043

45700

46358

47016

47509

6

46029

46687

47344

48002

48659

49153

7

47673

48331

48988

49646

50303

50797

8

49317

49975

50632

51290

51947

52440

9

50961

51618

52276

52934

53591

54084

10

52605

53262

53920

54577

55235

55728

11

54249

54906

55564

56221

56879

57372

12

55893

56550

57208

57865

58523

59016

13

57537

58194

58852

59509

60167

60660

NURSES SALARY SCHEDULE

2006-2007 SALARY SCHEDULE FY07

 

 

0.00

raise

Step

 

 

1

28316

 

2

29448

 

3

30582

 

4

33130

 

5

34547

 

6

35960

 

7

37377

 

8

38793

 

9

40345

 

10

41626

 

11

43040

 

12

44458

 

13

45873

 

Salary Schedules

2007-2008 SALARY SCHEDULE FY08 - 1

 

0

raise

 

 

 

 

 

Step

B

B+6

B+12

B+18

B+24

B+30

M

1

32878

33536

34193

34851

35508

36001

36495

2

34193

34851

35508

36166

36823

37317

37810

3

35508

36166

36823

37480

38138

38632

39125

4

38467

39125

39782

40440

41098

41591

42084

5

40111

40769

41426

42084

42741

43235

43728

6

41755

42413

43070

43728

44385

44878

45372

7

43399

44057

44714

45372

46029

46522

47016

8

45043

45700

46358

47016

47673

48166

48659

9

46687

47344

48002

48659

49317

49810

50303

10

48331

48988

49646

50303

50961

51454

51947

11

49975

50632

51290

51947

52605

53098

53591

12

51618

52276

52934

53591

54249

54742

55235

13

53262

53920

54577

55235

55893

56386

56879

 

Step

M+6

M+12

M+18

M+24

M+30

M+36

1

37152

37810

38467

39125

39782

40276

2

38467

39125

39782

40440

41098

41591

3

39782

40440

41098

41755

42413

42906

4

42741

43399

44057

44714

45372

45865

5

44385

45043

45700

46358

47016

47509

6

46029

46687

47344

48002

48659

49153

7

47673

48331

48988

49646

50303

50797

8

49317

49975

50632

51290

51947

52440 54084

9

50961

51618

52276

52934

53591

10

52605

53262

53920

54577

55235

55728

11

54249

54906

55564

56221

56879

57372

12

55893

56550

57208

57865

58523

59016

13

57537

58194

58852

59509

60167

60660

2007-2008 SALARY SCHEDULE FY08 - 2

 

0.02

raise

 

 

 

 

 

Step

B

B+6

B+12

B+18

B+24

B+30

M

1

33536

34206.7

34877

35548

36218

36721

37225

2

34877

35548

36218

36889.3

37559

38063

38566

3

36218

36889.3

37559

38229.6

38901

39405

39908

4

39236

39907.5

40578

41248.8

41920

42423

42926

5

40913

41584.4

42255

42925.7

43596

44100

44603

6

42590

43261.3

43931

44602.6

45273

45776

46279

7

44267

44938.1

45608

46279.4

46950

47452

47956

8

45944

46614

47285

47956.3

48626

49129

49632

9

47621

48290.9

48962

49632.2

50303

50806

51309

10

49298

49967.8

50639

51309.1

51980

52483

52986

11

50975

51644.6

52316

52985.9

53657

54160

54663

12

52650

53321.5

53993

54662.8

55334

55837

56340

13

54327

54998.4

55669

56339.7

57011

57514

58017

 

Step

M+6

M+12

M+18

M+24

M+30

M+36

1

37895

38566

39236

39908

40578

41082

2

39236

39908

40578

41249

41920

42423

3

40578

41249

41920

42590

43261

43764

4

43596

44267

44938

45608

46279

46782

5

45273

45944

46614

47285

47956

48459

6

46950

47621

48291

48962

49632

50136

7

48626

49298

49968

50639

51309

51813

8

50303

50975

51645

52316

52986

53489

9

51980

52650

53322

53993

54663

55166

10

53657

54327

54998

55669

56340

56843

11

55334

56004

56675

57345

58017

58519

12

57011

57681

58352

59022

59693

60196

13

58688