Holliston

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DistrictHolliston
Shared Contract District
Org Code1360000
Type of DistrictMunicipal K12
Union AffiliationAFT
Most Recent DocumentContract
Expiring Year2014
Expired Status
Superintendency Union
Regional HS Members
Vocational HS MembersSouth Middlesex RVTSD
CountyMiddlesex
ESE RegionGreater Boston
Urban
Kind of Communityresidential suburbs
Number of Schools4
Enrollment2864
Percent Low Income Students3
Grade StartPK or K
Grade End12
download pdf version of this document view accessible version of this document Holliston

 

 

CONTRACT

 

between

 

THE SCHOOL COMMITTEE

of the

TOWN OF HOLLISTON

 

and

 

 

HOLLISTON FEDERATION OF TEACHERS,

LOCAL 3275, AFT-MASSACHUSETTS, AFL-CIO

 

 

September 1, 2011

 

August 31, 2014

 

 

AGREEMENT

Pursuant to the provisions of Chapter 150E of the General laws of this Commonwealth of Massachusetts as amended, THIS CONTRACT IS MADE this 19th day of July, 2011, effective September 1, 2011, by the SCHOOL COMMITTEE OF THE TOWN OF HOLLISTON (hereinafter sometimes referred to as the Committee) and the HOLLISTON FEDERATION OF TEACHERS, Local 3275, AFT - Massachusetts, AFL-CIO (hereinafter sometimes referred to as the Federation).

 

PREAMBLE

Recognizing that our prime purpose is to provide education of the highest possible quality for the children of Holliston as economically and efficiently as is possible, and that good morale within the teaching staff of the Holliston schools and group and individual contact with the citizens of Holliston are essential to achievement of that purpose, we, the undersigned parties to this Contract, declare that:

a.       Under the law of Massachusetts, the Committee, elected by the citizens of Holliston, has final responsibility for establishing the educational policies of the public schools of Holliston.  The Committee is a public body established under and with powers provided by the statutes of the Commonwealth of Massachusetts and nothing in this Contract shall be deemed to derogate from or impair any power, right or duty conferred upon the Committee by statute or any rule or regulation of any agency of the Commonwealth.  As to every matter not specifically mentioned or provided for in this Contract, the Committee retains all the powers, rights and duties that it has by law and may exercise the same at its discretion without any such exercise being made the subject of a grievance or arbitration proceeding thereunder.

b.       The Superintendent of Schools of Holliston (hereinafter referred to as the Superintendent) has responsibility for carrying out the policies so established.

c.        The teaching staff of the public schools of Holliston has responsibility for providing in the classrooms of the schools education of the highest quality, and recognize and agree that the teachers’ responsibility to their students and their profession may entail the performance of duties and the expenditure of time outside the classroom and beyond the normal working day.

d.       Fulfillment of these respective responsibilities can be facilitated and supported by consultations and free exchanges of views and information by and among the Committee, the Superintendent, other administrative personnel, and the teaching staff in the formulation and application of policies relating to wages, hours, and other conditions of employment for the teaching staff.

 

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

 


 

 

ARTICLE I

RECOGNITION

A.      RECOGNITION

The Committee recognizes the Holliston Federation of Teachers, (Local 3275, AFT-Massachusetts, American Federation of Teachers, AFL-CIO) as the exclusive bargaining agent and representative for certified (or non-certified teachers, guidance counselors, or librarians for whom the Superintendent has petitioned for a waiver), full time and part time classroom teachers, high school department leaders, middle school team leaders, elementary grade leaders, ESL facilitator, math and science curriculum specialists, literacy and social studies curriculum specialists, Montessori program specialist, wellness curriculum specialists, world language specialists, fine and performing arts curriculum specialists, guidance counselors, librarians, in-school suspension teachers, school psychologists, occupational therapists, and technology integration specialists.

B.      JURISDICTION

The jurisdiction of the Union shall include those persons now or hereafter who perform the duties or functions of the categories of employees in the bargaining unit, regardless of whether these duties or functions are cited in this contract.

C.      DEFINITIONS

1.       The word “employee” or “employees” as used in this agreement shall mean a member or members of the bargaining unit as delineated in this article.

2.       The use of the personal pronoun in this agreement shall mean either male or female as the context permits.

3.       The use of the singular form in the agreement shall mean either singular or plural form as context permits.

4.       The term “Committee” as used in this agreement shall mean the Holliston School Committee.

5.       The term “Federation” as used in this agreement shall mean the Holliston Federation of Teachers, Local 3275, AFT - Massachusetts, American Federation of Teachers, AFL-CIO.

6.       Any position less than full time shall receive all benefits on a prorated basis with the exception of tuition reimbursement that shall be equal to the full time rate.

7.       The term “year” as used in this agreement shall mean “school year.”

D.      GENERAL

The Holliston School Committee shall employ, assign, and promote persons without regard to race, religion, color, sex, national origin, participation in an employee organization, age, sexual orientation or disability.

The Holliston Federation of Teachers shall represent equally all employees covered under this Agreement without regard to membership or participation in or association with the activities of the Federation and membership in or support of any employee organization shall not be a requirement or a condition of employment or a condition of the maintenance of employment except as provided in Article XV, Section I, Agency Fee.

The Holliston Federation of Teachers shall represent equally all employees covered by this Agreement without regard to race, religion, color, sex, national origin, age, sexual orientation or disability.

Subject to the provisions of this Contract, agreement on wages, hours, and other conditions of employment shall be attached as supplements and included as part of this Agreement.

 

 

 

ARTICLE II

CONSULTATION PROCESS

The Superintendent and the President of the Federation will meet on a monthly basis to discuss matters of mutual concern.  It is understood that the only grievance relative to the consultation process is failure to hold scheduled meetings.

ARTICLE III

SALARIES

A.      TEACHERS’ SALARY SCHEDULES

Teachers shall be paid according to the Salary Schedule set forth in Appendix A-1, A-2, and A-3 attached hereto and made part of this agreement.  The CAGS salaries will apply to recipients of a CAGS degree or equivalent degree.

B.      CURRICULUM SPECIALISTS

The stipends for each Curriculum Specialist are based on two factors: a specific dollar value and a set percentage of their workday (based on the teachers’ salary schedule) dedicated to this position.

1.       All Curriculum Specialist positions will be opened and posted each year.

2.       The Committee agrees that it will guarantee at least a minimum of 3.6 FTE released time opportunities for professional growth of teachers earmarked to support the educational needs of the District.  The job descriptions and work conditions of these new positions will be negotiated with the Federation and be subjected to the ratification process of both parties.

C.      HIGH SCHOOL DEPARTMENT LEADERS

The stipend for the position of High School Department Leader is determined by combining the dollar value of two factors: management responsibility and number of teachers in the Department.

Management Responsibility

                     11-14

                $2,332.59

Number of Teachers — PAID PER TEACHER IN EACH CATEGORY

                    11-14

1-3          $   137.22

+3                  68.61

The total number of teachers in a department will be determined by the number of full-time equivalent teachers in that department.  If the full-time equivalent (FTE) count results in half or more of a whole number, the FTE count will be rounded to the next higher whole number.  If the FTE count results in less than half of a whole number, the FTE count will be rounded to the next lower whole number.

When determining the FTE count, the Department Leader will be included in the count.

The Science and Art Department Leaders will teach no more than .83 and earn the stipend stipulated above.  If a new Department Leader in Science and Art needs a transition year for this position, two persons (one experienced and one new) may share this position for one year only.  All other department leaders will teach no more than .92 and earn the stipend stipulated above.

These positions will be opened and posted each year

D.      MIDDLE SCHOOL TEAM LEADERS

The annual stipend for Middle School Team Leaders will be $3,773.32.

The Off-team Facilitator will receive the same stipend as all other Middle School Team Leaders.

These positions will be opened and posted each year.

 

E.      ELEMENTARY GRADE LEADERS

The annual stipend for Elementary Grade Leaders will be $3,773.32.

These positions will be opened and posted each year.

F.       MENTORING

Both parties agree on the value of an effective and flexible mentoring system in Holliston and accept the following:

1.       The Administration and Federation will meet semi-annually to review and evaluate the strengths and weaknesses of the program.

2.       The present job description and stipend will be reviewed and, if necessary, be renegotiated on an annual basis.

3.       Mentor teachers will be assigned to new teachers in the Holliston Public School on a priority basis.

a.       Newly employed personnel with no classroom teaching experience;

b.       Newly employed personnel with 1-2 years classroom teaching experience;

c.        Newly employed personnel with 3 or more years of classroom teaching experience.

Priority of assignment will be based on the criteria above, in that order.

4.       The District-wide administrator with focus on Curriculum, in collaboration with the Building Principal, the mentor and the newly employed teacher, may modify the mentoring plan as needed on an individual basis.

5.       The District-wide administrator with focus on Curriculum, in collaboration with the Building Principal, the mentor, the Federation President, and the newly employed teacher, may address issues affecting the interpersonal relationship between the mentor and the newly employed teacher without prejudice to any party.  This may result in changing mentor assignments, but it is recognized that this is not a negative reflection on any party.

6.       The stipend for a mentor teacher is $800.00 per year for the first mentee and $400.00 per year for each additional mentee.

G.      OFFICE DETENTION

Office detention will be an extra-pay position at both the Middle School and the High School. Two teachers will be assigned to this position in both the Middle School and the High School respectively.  They will be appointed under the assignment philosophy section of this Contract.  The pay will be $12.00 per detention period.  The position will begin in each September and will be reimbursed at the end of each school year.

H.      EXTRA PAY POSITIONS

1.       Extra Pay Positions

a.       The proposed activity shall be described in writing to the principal.  The principal will acknowledge the receipt of the request and give a written opinion within fifteen (15) school days.  The principal may then submit the proposal with his recommendation to the Superintendent.

The principal may then approve a trial period of one school year.  At the end of the trial period a recommendation must be submitted to the School Committee through administrative channels for the institution of this activity on a continuing basis.  Factors will be negotiated.

b.       New Sports – The first year of a new sport which has been approved by the School Committee will be remunerated through negotiation of factors.

2.       Computation of Extra Pay Positions

Employees in extra pay positions shall be paid according to the formula and salary schedules set forth in Appendix B attached hereto and made part of the contract.

3.       Inactive Positions      

Any position that has been inactive for three (3) consecutive years will require new negotiation of factors.

I.        SUMMER CURRICULUM WORK

Thirty dollars ($30.00) per hour will be paid for work during summer periods.  Payments to be within thirty (30) calendar days after approval of completion of the project.  Compensation shall be at the discretion of the administration for any curriculum work not completed and/or turned in on time.

J.       HOME TUTORING

The hourly rate to be paid for home tutoring will be thirty dollars ($30.00) per hour.

 

ARTICLE IV

SALARY POLICY

A.    INCREMENTS

Increments for all positions are subject to recommendation through administrative channels to the School Committee.

1.       Granting or Withholding Increments – Increments are granted on merit recommendation from the administration and may be withheld if teacher performance and/or professional achievement and attitudes do not, in the opinion of the administration and/or the Committee, warrant the normal salary increment.

Teachers who are in danger of not receiving their increments or reappointments shall be given written notice by the administrator concerned fifteen (15) days prior to issuance of teacher contracts.

2.       Merit Increments – May be granted as follows:  For exceptional merit, increments of varying amounts may be granted beyond the regular salary increment.  Such a special merit increment may be continued indefinitely or it may be granted for one year only.  A list of teachers now receiving merit increments will be furnished to the Federation by October 1st of the contract year and reasons for the grant will be specified.  Any additional awards made during the school year will be similarly furnished within fifteen (15) days of the award date.

3.       Annual Increments – Teacher increments shall be determined in June at the same time as elections for the following school year.  The Superintendent may make exceptions for increments earned between June and the start of the school year.

4.       Teachers beginning service in the Holliston Public Schools after September 30 of any school year –

a.       Increments will be effective in the anniversary month of service. If beginning date is between the first and the fifteenth, increment will be effective as of the first of the month.  If beginning date is between the sixteenth and the last day of the month, increment will be effective as of the sixteenth of the month.

b.       Fourth Election – When such a teacher is awarded professional status, the increment will be effective the first day of the school year.  All future increments will be effective as of the first day of the school year unless a deferred increment shall be voted.

5.   Effective September 1, 2011, all steps shall be frozen, with the result being that all individuals shall remain on their 2010-2011 step for the 2011-2012 school year.  Following the freezing of all bargaining unit members at their 2010-2011 steps, effective September 1, 2011, each cell or step on the salary schedule shall be increased in the amount of one thousand three hundred twelve dollars ($1312.00).  The sole exception to all individuals being frozen at their 2010-2011 steps shall be those bargaining unit members who have satisfied the criteria set forth in Article IV, Section B(3) for placement on Step 14 for the 2011-2012 school year.

B.    PLACEMENT ON SCHEDULES

1.       Placement on B + 15, M + 15, M + 30, M + 45 scales requires attainment of credits in courses approved by the Superintendent or designee. The Superintendent’s initial placement of a teacher on the salary schedule shall not be subject to the grievance and arbitration procedure, however, the bargaining unit members may file a grievance concerning disputes over movement from one salary lane to another lane. 

In the hiring of personnel new to the system, upon recommendation of the Superintendent, continuous full year experience in related work may be substituted for actual teaching experience.  However, in no case may a year of work related experience count for more than a year of teaching experience.  Placement of a new teacher on the salary schedule is not to be at a step beyond years of actual experience.

In hiring teachers new to Holliston, past continuous full year experience may be allowed.  Placement of a new teacher on salary schedule is not to be a step beyond years of actual experience.

2.       Doctorate Stipend – A stipend of $2,500 will be granted annually to those persons who hold an earned doctorate as approved by the Superintendent.  The Doctorate Stipend will be applied to the new salaries under the CAGS column.

3.       Employees that wish to be considered for placement on the fourteenth (14th) step are eligible only under the following conditions:

·         Employees must have accumulated at least twenty (20) years of service in the Holliston Public Schools at the conclusion of their final year of service to the District.

·         Employees must have accumulated at least ninety (90) sick days as of the date of notification to the Superintendent.

On or before the first of March in the year prior to their final full year of service, employees must             provide the Superintendent notice by submitting a written letter of resignation effective either the last day of their last full year of service or the ninety first (91st) day of the school year following the employee’s final full year of service.  Placement on the fourteenth (14th) step is for one year only.  Notice of resignation, once accepted, is irrevocable.

C.    METHODS OF PAYMENT / DIRECT DEPOSIT

The amount of each payment will be the annual salary divided by 26 less deductions as appropriate.  A payment will be made the second week of school and continue every other week until twenty-six payments have concluded.  The option of direct deposit will be made available to teachers provided the Town of Holliston continues to make direct deposit available to all employees.  Effective September 1, 2011, paychecks for all new employees, as well as paychecks for all existing employees who currently use direct deposit, shall be made by direct deposit.  A new employee for purposes of this section shall be any bargaining unit member who begins work at the start of the 2011-2012 school year.

Teachers may have the option of collecting summer-month payments in a lump sum at the close of the                      school year.  The Superintendent’s office will circularize a call of intent prior to February 15 and teachers    will submit a written request prior to March 1.

D.      COURSE CREDITS

In the event any teacher attains course credits which will place him on another salary schedule, said teacher will be required to submit written notice of the possible increase no later than March 1st of the school year prior to being placed on another salary schedule and to submit proof of attainment when achieved. All pay adjustments will be made beginning on the next month basis.

Teachers taking in-service courses in the Holliston School System will be granted one credit per hour of instruction per ten (10) weeks.  These credits will be applicable to advancement on the teachers’ salary scale.

Teachers may submit to the Superintendent or his/her designee a project that is of special interest to the teacher and the Holliston School System.  This project is separate from any course work being pursued at a university and separate from any of their prescribed assignments within the school system.

This project can be of a research nature or the trial of an innovative idea within the classroom. Evidence must be presented that a minimum of 30 hours of work outside the classroom activity have been invested in the project.  Three (3) credit hours will be given for completion of the project, and these credits will be applicable to advancement on the teachers’ salary scale.

Proposal guidelines for proposal submissions are to be developed by the Superintendent or his/her designee and the teacher involved.  (Any publication resulting from such suggested projects shall be shared equally by the teacher and the school system.  Approval of all in-service credits will be determined by the Superintendent of Schools or his/her designee.)

E.      TUITION REIMBURSEMENT

Tuition reimbursement applies to all teachers not on a leave as defined in Article X, Leaves, Sections F, G, H, I, J, K, or L.  The maximum tuition reimbursement amount will be up to $200.00 per credit for up to six (6) credits for each school year, for graduate courses that are with an approved degree program.  The maximum tuition reimbursement amount will be up to $165.00 per credit for up to six (6) credits for each school year, for graduate courses that are not within an approved degree program.  The Superintendent of Schools, or his/her designee, shall make the determination if the program is an approved program, and this judgment is not subject to grievance.

Courses offered by The Education Cooperative (TEC) that offer college credits could be reimbursed up to $165 per credit for the TEC charges in addition to college credit fee.  These are treated as separate reimbursements with regards to the annual allotment of six credits.  The college credit associated with the course determines the number of credits that would also be allotted for the TEC fee.  Thus, if one chooses to be reimbursed for both the TEC charge and the college credit fee, the college credit(s) determined for the course will be doubled, counting once toward reimbursement of the college credit fees and once again toward reimbursement of the TEC fee.  The cumulative sum counts against the yearly allotment of six credits.  Teachers do not have to use both to qualify for either.

Tuition reimbursement up to the full amount per course per teacher per school year may be given to teachers for courses satisfactorily completed when such courses are assigned by administration and approved by the Committee for unique or unusual reasons.

All tuition reimbursements are subject to the following:

1.       Such courses are at the graduate level and/or relate directly to the career development of the teacher and the needs of the Holliston schools.

2.       The application receives the approval of the Superintendent or his/her designee prior to the taking of the course.

3.       Should other financial assistance be received, the reimbursement will be reduced so that the sum of financial assistance and reimbursement does not exceed the full amount of the course cost.

4.       A letter of application for reimbursement will be submitted to the Superintendent of Schools or his/her designee within sixty (60) days after the completion of the course.  A grade slip or transcript shall be enclosed with the letter as evidence of the completion of the course with a grade of B or better (or pass, whichever is applicable).  A receipted bill or cancelled check shall also be submitted.

5.       A teacher receiving reimbursement under this Section shall sign an agreement to teach in the school system for one (1) year following the completion of the course and to repay from the final salary check the reimbursement if said teacher voluntarily terminates service to the school system prior to one (1) year following completion of the course.

6.       The Federation will circularize a call of intent to use this provision prior to the spring, summer, and fall academic terms each year.

7.       Judgments under this provision are not subject to grievance.

F.       ASSIGNMENT IN ACTING CAPACITY

Anyone covered by this Contract who is appointed by the Superintendent or his/her designee to serve in another capacity involving greater responsibility for a period of time shall be considered to be serving in an acting capacity.

1.       Salary while serving in an acting capacity – After two months of service in an acting capacity, salary shall be adjusted to an appropriate level of the salary schedule for this position, retroactive to the beginning of the appointment to the acting position.

2.       Increments during service in an acting capacity – Increments shall be allowed as for a permanent appointee.

3.       Termination of service in an acting capacity –

a.       If appointment in an acting capacity terminates with regular appointment to that position, salary shall continue at the same rate.

b.       If appointment in an acting capacity terminates with return to former duties, salary will revert to former schedule with increments allowed as if there had been no break in regular assignment.

G.      EARLY RETIREMENT INCENTIVE

The Holliston School Committee may authorize an Early Retirement Incentive Program.  This program may be revised or offered based upon prevailing economic conditions.  Any teacher retiring in a given fiscal year shall be entitled to receive any Early Retirement Incentive Plan offered in that fiscal year provided the teacher meets all qualifications for the plan.

 

ARTICLE V

PERSONNEL FILES

A.    MAINTENANCE OF PERSONNEL FILES

1.       There is one official personnel file for each employee kept in the Office of the Superintendent of Schools. A cumulative working evaluation file, in which all material is dated, will be kept by the Principal.  Material from the cumulative working evaluation file must be forwarded to the Superintendent on an annual basis by the first day of classes of the new school year.  Any material for the preceding school year not forwarded by the first day of classes of the new school year cannot become part of the official personnel file.

2.       The official personnel file kept in the Office of the Superintendent of Schools includes:

a.       Original application, transcripts, and related papers.

b.       Correspondence, memoranda, evaluation, and other papers relating to the employee’s employment, promotion, transfer of position, or change in professional qualifications.

c.        Awards and commendations relevant to total employee role and other data referred by the employee, through Principal, or by the Principal with employee’s knowledge.

3.     Awards and commendations relevant to total employee role and other data referred by the employee or by an administrator shall be routed to the Office of the Superintendent as follows:

a.       When referred by employee:  data shall be given to the Principal with request that it be forwarded to the Superintendent.  Copies of such data should be kept in the Principal’s office file.

b.       When referred by administrator:  employee shall be informed of any material being routed to the Superintendent for official file in that office.  Employee should sign all such material, indicating that he has seen it and is aware that it is being forwarded to the Superintendent of Schools.  Copies of such data should be kept in the Principal’s file as well.

4.       No material of a derogatory nature will be placed in the official personnel or the cumulative working file unless the employee has had the opportunity to read and discuss same with the administration.  These matters shall be promptly called to the attention of the employee involved and he may submit a written answer, which shall be attached to the original material.

5.       Official grievances filed by any employee under the grievance procedure as outlined in this Agreement shall not be placed in the personnel file of the employee or the working evaluation file kept by the Principal; nor shall such grievance become a part of any other file or record which is utilized in the promotion process, nor shall it be used in any recommendation for job placement.  Nor shall any written communication, other document, or record relating to any grievance be filed in the personnel file maintained by the School Department of Holliston for any employee involved in presenting such grievance.

6.       No anonymous letters or materials shall be placed in an employee’s personnel files.

B.    REVIEW OF PERSONNEL FILES

1.       An employee may review the official personnel file or the cumulative working file upon twenty-four (24) hours prior written notice to the appropriate administrator.  Such notice may be presented Monday through Friday, exclusive of legal holidays or other days when the office may be closed.  Whenever possible, the employee will be permitted to review his/her personnel file sooner than twenty-four (24) hours from the receipt of the request provided, however, that failure to accommodate employee in less than the twenty-four (24) hour period is not grievable.

2.       The employee shall review the file in the presence of an administrator or administrator’s designee.  Review shall be within a specified area of the building.  The file may not be removed from the area.

3.       An official of the Federation may accompany an employee for review of file.  In this event, the employee is to give personally his file to the Federation official.  A statement signed by the employee, certifying that he has authorized Federation review of his file, shall be placed in the file.

4.       Upon receipt of a written request to the appropriate administrator, an employee shall be furnished a reproduction of any material in his file at fifteen (15) cents per page within seven (7) days after the receipt of said request.

 

ARTICLE VI

EVALUATION PROCESS

Every other year, a final evaluation for every teacher who has attained Professional Teacher Status will be sent to the Central Office and placed in the teacher’s official personnel file.  Every year, a final evaluation for every teacher who has not attained Professional Teacher Status will be sent to the Central Office and placed in the teacher’s official personnel file.  The teacher will acknowledge that he has had the opportunity to review the contents of any written evaluation by affixing his signature to the copy for his personnel file with the express understanding that his signature in no way indicates agreement with the contents of this evaluation.  Reporting will be by (or through) the appropriate administrator.  This report form will contain a section in which the teacher and/or his immediate supervisor may comment on the evaluation.  Such comments, if any, are to be submitted within ten (10) days of the receipt of the evaluation.

1.       Basis of Evaluation – Total teacher evaluation goes beyond classroom visitations and includes professional performance—this includes total teacher performance, professional obligations and responsibilities.

2.       Evaluation Visits – There will be formal and informal visits, announced and unannounced classroom visits according to the discretion of administration.  Length and number of formal and informal visits will be determined by the administrator.  However, no teacher shall be denied reappointment or pay increments where he has received less than three (3) formal visits during the current school year prior to the denial of increment.  Teachers may request additional formal or informal visits.

a.       Informal Visits – Length of time and number of informal visits are at the discretion of administration.  There may, or may not, be a conference following informal visits, but upon teacher request the administrator will hold a conference following an informal visit.

b.       Formal Visits – Prior to a formal visit, there may be a conference at the discretion of the administrator.  A copy of any evaluation report of a teacher is to be given to that teacher and he has the right to a discussion of this report with the administrator involved within three (3) days of the receipt of the copy.  The report form will contain a section in which a teacher may comment on the evaluation.  Such comments, if any, are to be submitted within ten (10) days of the receipt of the evaluation.

3.       All but two (2) evaluation reports on a teacher will be preceded within five (5) school days with a classroom or laboratory observation of no less than twenty (20) minute duration.

4.       The forms and criteria attached hereto as Appendix C shall be utilized in the evaluation process.

5.       The Holliston School Committee and the Holliston Federation of Teachers agree to ongoing discussions on evaluation after investigating options for evaluation models.  The parties agree to open negotiations on this issue at any time during the duration of the current agreement upon the written request of either party.

 

 

 

ARTICLE VII

ASSIGNMENT PHILOSOPHY

A.    GENERAL

1.       Full administrative effort will be made, on a system-wide basis, to assure that teachers are not assigned, except temporarily and for good and sufficient reason, outside their area of certification and major or minor fields.  After consultation with the teacher, administrative judgment shall prevail concerning assignments within a subject area.

Teachers shall be made aware of transfer opportunities, shall receive objective consideration of requests for transfer, know their tentative assignments well in advance, have adequate planning and preparation time, and equitable access to necessary equipment.  The requirements of different specialized areas shall be taken into consideration in working towards these goals.

Assignment of special education teachers to special education classes will be at the discretion of the appropriate administrator after consultation with the District’s Special Education Administrator.

If notification of teaching assignments cannot be given prior to the close of school, every possible effort shall be made to provide notification prior to August 1st but in no event later than the opening of school.

Notification of assignment for summer work will be made by the week prior to the close of school.

2.       When filling positions, the system will seek volunteers first.  The Superintendent will make voluntary or involuntary transfers only after considering seniority, certification(s), and the needs of the system.

An involuntary transfer will be made only after a meeting between the teacher involved, the Federation if requested by the teacher, and the Superintendent at which time the teacher will be notified of the reasons for the transfer.  Administrative judgment shall prevail unless the Superintendent’s decision is arbitrary or capricious.

Except in unforeseeable circumstances, a teacher will be notified by June 1 of the Superintendent’s intention to involuntarily transfer the teacher and such transfer will be effective at the beginning of the school year.

B.    POSITION AVAILABLE NOTICES

During the school year, employees currently on the payroll of the Holliston Public Schools will be notified in each building, system-wide, of openings for professional teaching positions and other positions covered under this Contract.

During the summer months, the President of the FEDERATION and one other FEDERATION officer will be notified of open professional teaching positions and other positions covered by this Contract.  It shall be the responsibility of the FEDERATION to provide for dissemination of this information to its members.

Appointments to all extra pay positions are for one year.  They must be declared open each year.  Any teacher may apply for them.  The teacher presently holding one of these positions must reapply for this position if he or she wishes to be reappointed.  The process leading to appointment or reappointment of each position must be the same for all applicants for the position.  Extra pay positions for the school year must be posted by the previous June 1st.  Appointments will be made prior to the beginning of the school year or as soon as possible thereafter.

All current employees who apply for any positions under this section shall be interviewed.

C.    TEACHERS, COACHING ASSIGNMENTS

A teacher may coach more than one interscholastic sport during a school year.  When coaching assignments are made to teachers, it is with the understanding that the teacher shall schedule after-school help, as needed, to students.

D.      PREPARATION TIME

1.       The Holliston School Committee, recognizing the needs of staff to adequately prepare for classroom activities and recognizing the importance of ongoing curricular development and curriculum revision to the goals of the Holliston Public School, will guarantee the following minimum preparation time:

Grades PreK – 3                   50 minutes per day

Grade 4                                  65 minutes per day

Grade 5                                  75 minutes per day

Grades 6 – 8                         82 minutes per day

Grades 9 – 12                       77 minutes per day plus 41 minutes per week

                                                during the Directed Study Block

2.       In guaranteeing the above minimum preparation times, the Holliston School Committee would expect teachers not only to perform planning and preparation for teacher assignments but also to work on curriculum development, curriculum integration, meet with colleagues and work in other educational areas that enhance their individual classes.  Teachers will have professional and academic flexibility in designing exact use of this time.

3.       Recognizing that emergencies do occur, and recognizing that the School Committee and administration are working to solve the substitute problem at the high school, teachers at the high school may be called upon to provide classroom coverage for absent peers no more than seven (7) times per year and no more than one-half block per coverage occurrence.  Teachers will be allowed to decline one coverage request per semester.  Teachers will receive compensation for providing classroom coverage as follows:

First to fourth occurrence                           $20 per occurrence

Fifth to seventh occurrence                       $40 per occurrence

4.       The Holliston School Committee and the Holliston Federation of Teachers agree to extend the pilot program that alters the existing schedule at the High School.  The daily schedule will consist of four seventy-seven (77) minute periods and a forty-one (41) minute Directed Study Block (DSB).  Teachers will be required to cover one DSB four days a week.  The teacher’s non-assigned time in DSB will be considered preparation time in addition to his/her daily preparation time.

Teachers are guaranteed that coverage of a DSB will not require any preparation.  The School Committee and/or Administration and the Federation will evaluate the pilot schedule yearly.  Any changes in the schedule will follow the normal ratification procedures of the parties.

Teachers assigned to Band and Chorus shall have two non-assigned Extended Directed Study Block per week.

E.      DUAL COACHING FOR EMERGENCY PURPOSES

1.       If the Superintendent or designee determines that two positions have to be performed at separate time intervals due to the nature of the two positions, the coach will be compensated with two full separate salaries as determined by the factor system with the exception that the Experience factor for both positions be equal to the highest level of Experience that the coach in question holds for that season.

2.       If the Superintendent or designee determines that the two positions can be performed at the same time by the coach, he or she will be compensated by receiving at least one-half of the salary due for the second position with the exception that the experience factor will be extended to the highest level of experience held by the coach in that season.  This compensation is in addition to the salary due for the first coaching position.

If the dual coaching combinations and attendant compensation does not fit either category described in Items 1. or 2. a committee will be convened to determine the compensation for the second position.

This committee shall include (a) a representative of Administration, (b) the Athletic Director, c) the applicant, coach and (d) a representative for the bargaining unit.

F.    CLASS SIZE

Every effort shall be made by administration to retain reasonable class sizes within budgetary constraints.

 

 

 

ARTICLE VIII

SENIORITY, LAYOFF AND RECALL PROCEDURES

A.    SENIORITY

1.       Seniority shall be defined as the length of continuous service in the Holliston Public School System in terms of years, months and days commencing with the initial date of work, not hire.

2.       Seniority shall be deemed broken by resignation or retirement from the Holliston Public Schools.

3.       Periods due to a break caused by resignation or retirement shall not be added together to determine seniority.

4.       All leaves of absence will be credited toward continuous service and seniority except for those leaves identified in Article X, Sections G, H, I, J, K.  Those leaves will be credited toward continuous service only.

5.       In the event that two or more employees have an identical date of initial employment, and certification, seniority shall be determined by the drawing of lots by such employees or their designees.

6.       The Holliston School Department shall provide the Federation a seniority list of all employees in the bargaining unit indicating the initial date of employment, areas of certification assigned and certifications held.  This list shall be given to the Federation sixty (60) days after the execution of this Agreement and annually thereafter by October 1.

B.    LAYOFF PROCEDURES

In the event of a decision by the Committee to reduce the professional staff, the following procedure will be followed:

1.       Where possible, such reductions will be accomplished through attrition of staff.

2.       Employees not holding professional teacher status will be terminated prior to employees holding professional teacher status in accordance with Massachusetts General Laws.   

3.       An employee holding professional teacher status laid off at one level may displace an employee at any level provided that such employee has equal or greater seniority and is certified for the subject discipline at the new level.

C.      RECALL PROCEDURES

1.       Employees holding professional teacher status laid off under the provisions of this Article shall be considered for recall during a two (2) year period from the effective date of their lay-off provided that at the time of lay-off such employee indicated in writing to the Superintendent of Schools that he wanted to be considered for recall.

2.       Employees holding professional teacher status shall be required to take one (1) three-credit course in the subject area(s) in which they will be assigned within the first calendar year of this assignment.  Such course must be approved by the Superintendent of Schools.  However, if returned to a position from which the employee was laid off within one year of lay-off, the course work requirement will be waived.

ARTICLE IX

PROFESSIONAL GROWTH

A.  CONFERENCES, CONVENTIONS, WORKSHOPS AND VISITATION DAYS

Conventions, conferences, workshops and visitation days are an important factor in the professional development of in-service education of the faculty.  There is a definite correlation between professional growth and the quality of education.

The Holliston School Committee wishes to make available to the instructional staff maximum opportunity for professional growth and development insofar as it may be provided through released time and budget expenditures, up to 80% reimbursement for the cost of approved conferences, conventions, and workshops to the extent there is money allocated in budget line items specifically for that purpose.

 

B.    LEAVE

Absence is allowed for attendance at conventions, conferences, workshops, and visitation days under the regulations established by the administration.

C.  SUMMER SEMINARS

Recognizing the importance of all phases of professional growth to the individual teacher and to the Holliston schools, the Committee directs that every effort shall be made to encourage attendance at summer seminars, whether such seminars are financed by a National Scholarship Grant, other grant, or by the individual teacher, providing only that such attendance works no hardship on the Holliston schools.

D.   PROFESSIONAL DEVELOPMENT STIPENDS

Stipends/Compensation will be paid for Professional Development Preparation and/or Delivery as follows:

1.       The Professional Development Program will include but not be limited to:

a.       Graduate courses for in-house credit toward the salary scale and/or Graduate School credit

b.       Workshops for Professional Development points

c.        Professional Day Presentations/Programs

d.       Non-credit/non-PDP workshops

2.       Criteria for the above stated programs are:

a.       Graduate Courses

1)       University credit – as defined by the graduate school

2)       In-house credit to salary scale

1 graduate credit = 10 hours contact time and assignment and project(s)

Additional credits must meet the above definition per credit.

b.       Workshops for PDPs will be minimum of ten hours total (not necessarily consecutive hours) subject to possible revisions by State Department of Education.

c.        Professional Day Activities

1)       Formal program lasting six hours or more than one professional day

2)       Presentation – minimum of one hour to a maximum of four hours

3)       Workshops – minimum of three hours to maximum of six hours

d.       Non-Credit/Non-PDP workshops – Personal Interest/Growth

1)       Minimum of one hour

2)       Maximum at discretion of presenter and District-wide administrator with focus on Curriculum. Depending on relationship between the on-credit program and teaching assignment, PDPs may be awarded by the District-wide administrator with focus on Curriculum.

3.       Stipends/Compensation will be paid for Professional Development Preparation and/or Delivery as follows:

a.       Graduate Courses

1)       Graduate school per agreement with the Graduate School

2)       In-house credit to salary scale for participants and $50.00 per delivery hour payment to instructor.

b.       Workshops for PDPs: $25.00 per workshop hour and $15.00 per hour for preparation time not to exceed more than 1/2 the workshop time.

Example:              2-hour workshop payment = $65.00

                                4-hour workshop payment = $130.00

Facilitators for parts a. and b. receive $15.00 per contact hour.

c.        Professional Days

Additional compensation for teachers who present or facilitate during a professional day include:

1)       Instructor who has taught 6 or more hours may attend a one-day conference approved by the District-wide administrator with focus on Curriculum, paid by Holliston Public Schools as school business day or receive a $25.00 per hour stipend for preparation.

 

 

2)       Presenter (1-4 hours) will be paid $25.00 per hour for preparation.

3)       Facilitator will be paid $15.00 per hour for preparation.

4.       Non-Professional Day Activities approved by the District-wide administrator with focus on Curriculum requiring presenters and/or Facilitators will be paid in accordance with Section 3a and 3b.  Non-credit/Non-PDP workshops will be paid $15.00 per hour.

5.       Presentations requested by Building Administrators outside of the regular schedule are subject to the above stipends of Section 3a and 3b.

6.       Sections 1-5 above will be reviewed by the Administrators and Federation on a semi-annual basis.

 

 


ARTICLE X

LEAVES

All salaried professional personnel shall be allowed the same sick leave, personal leave, and bereavement leave.

A.    SICK LEAVE

Twelve (12) school days per year are allowed, cumulative to 172 school days.  No “annual” days shall be granted which shall cause the maximum accumulated days to exceed 172.  A maximum of eight (8) days a year will be allowed as part of the sick leave policy in the event of a serious illness in the immediate family.  If five (5) consecutive days are used for family illness, the employee will provide documentation to the Superintendent from a health professional treating the family member.

Example:  An employee at the end of a school year has 170 days accumulated.  At the commencement of the next school year he shall be granted two (2) additional sick leave days.  If during such year the employee utilized five (5) sick leave days, he will end the year with 167 to his credit.

        170 + 2 = 172 – 5 = 167

B.      SICK LEAVE POOL

Under the provisions of this Contract, a Sick Leave Pool is created whereby a teacher may contribute up to a total of three (3) of the accumulated sick days annually.  The purpose of this pool is to provide a bank against which teachers may draw in the event of extended illness or accident, which has depleted a teacher’s personal sick day accumulation.  In order to be eligible for the Sick Leave Pool, a teacher shall have contributed at least one (1) sick day.  Sick Leave Pool days shall not exceed 1,100 days, except that a new teacher may contribute a day in order to be eligible for the Sick Leave Pool and days presently in the pool in excess of 1,100, if any, will remain in the pool until utilized.  These exceptions may increase the Sick Leave Pool days in excess of 1,100 and not violate the agreement.

A teacher or his/her appointed representative will petition the Superintendent of Schools to draw days from the pool.

A doctor’s certificate indicating that the inability to perform is due to an extended illness or accident and indicating the probable continued duration of the absence shall be submitted to the Superintendent of Schools.

A Sick Leave Pool Board comprised of three (3) teachers appointed by the Federation and three (3) administrators appointed by the Superintendent will approve or disapprove the request.  The Executive Board of the Federation has the option of disapproving any request before it reaches this level.  Upon a tie vote, any member of the Sick Leave Pool Board may seek to further discuss the issue prior to a revote.  There will not be more than two revotes.  If two revotes fail to resolve the tie, a seventh member will vote periodically on an alternating year basis.  The Superintendent or designee and the President of the Federation or designee shall serve as the seventh member.  The Federation or designee shall serve in the tie-breaking capacity for school year 2008-2009.

Votes will be taken by secret ballot and all discussion of the Sick Leave Pool Request shall be confidential.

Upon approval of an allotment of days, the Office of the Superintendent of Schools will be notified in writing (with copies to the Principal and teacher) in order that said teacher will continue to receive his check in the routine manner.

The Sick Leave Pool shall be available for use for a reasonable period.  Each case shall be reviewed and extensions of use beyond an original allotment shall be determined by the Sick Leave Pool Board. 

C.      PERSONAL LEAVE

Teachers are eligible for up to three (3) personal days a year.

1.       Personal Leave may not be taken on days immediately before or after a vacation period, holiday weekend, or holiday.  Exceptions may be made by the Superintendent.  Such decisions are not subject to the grievance procedure.

2.       Notice of request to take a personal leave day shall be given at least forty-eight (48) hours in advance of the requested day, except in cases of emergency. Notice shall be made on the form attached hereto as Appendix D.

3.       Personal leave days allowed herein may only be taken to permit employees to schedule business or personal commitments that necessitate their presence and cannot be taken care of at any time other than during the regular school week.

4.       Personal leave requests shall be submitted on the personal leave form directly to the Superintendent of Schools.

5.       Personal leave is not cumulative from year to year.

D.      BEREAVEMENT

There shall be up to five (5) consecutive working days leave with pay on account of death in the immediate family.  Immediate family means husband, wife, child, parent, brother, sister, or member of the household in which the teacher is living, grandchild, grandparent, aunt, uncle, niece, nephew, first-cousin, mother-in-law, father-in-law, sister-in-law, brother-in-law.

There shall be up to three (3) consecutive working days leave with pay on account of death of a close friend.

E.      RELIGIOUS OBSERVANCES

Religious holidays are allowed.  They are not charged against personal or sick leave.

F.       SABBATICAL LEAVE

Eligibility – Any teacher who has served continuously in the Holliston Public Schools for a period of at least seven (7) years may be granted by the School Committee sabbatical leave of absence for one (1) school year for study and/or research.  Such study and/or research must relate to the educational responsibilities of the teacher.  Study and/or research must be under the auspices of an accredited college or university.

The School Committee shall determine if the requested sabbatical leave shall be granted and who will be granted such leave.  No more than one percent (1%) of the total staff, nor more than two faculty members, may be on sabbatical leave in one school year.

Salary – A teacher granted sabbatical leave shall receive two-thirds (2/3) pay for a full year’s leave.  A teacher returning from sabbatical leave shall be placed on the step of the salary schedule he would have attained if he had remained in the school system.  Such placement is subject to administrative recommendation for increment based upon evaluation of the sabbatical leave performance.

Reports to the Superintendent of Schools – While on sabbatical leave, the teacher concerned shall submit quarterly progress reports (i.e., four (4) reports before October 30, January 15, April 1, and June 30) to the Superintendent of Schools. Included in such reports shall be all evaluation records from a college or university where applicable.  Failure to submit said reports will result in termination of remainder of leave.

Application Procedure – The following procedure shall apply to application for sabbatical leave:

1.       The teacher shall apply in writing to the Superintendent of Schools between October 1 and December 1 of the school year preceding the school year of the sabbatical leave.  No applications will be accepted after December 1.  The application shall contain a complete statement concerning the reason for the requested leave, and the college acceptance where applicable.

2.       The School Committee shall notify all applicants of action taken on their requests no later than April 1 of the year preceding the leave.

General Information – A teacher receiving sabbatical leave shall, upon being granted such leave, sign a written agreement with the School Committee that upon termination of such leave he will return to service in the Holliston School System for a period equal to twice the length of such leave and that in default of completing such service, he will refund to the Town of Holliston an amount equal to such proportion of salary received by him while on leave as the amount of service not actually rendered as agreed bears to the whole amount of service agreed to be rendered.

Tuition reimbursement (Article IV, Section E) does not apply to teachers on sabbatical leave.  The Committee may at its discretion terminate for just cause any sabbatical leave it has granted.

The award of the sabbatical leave will not be subject to the grievance procedure.

 

G.      PARENTAL LEAVE

A leave of absence without pay is available under the following circumstances:

An employee who has been employed for at least three (3) consecutive months as a full-time employee, who is absent from such employment for a period not exceeding eighteen (18) months for the purpose of child rearing, said period to be called parental leave, and who shall give at least two (2) weeks notice to his/her employer of his/her anticipated date of departure and date of return, shall be restored to his/her previous, or a similar position with the same status, pay, length of service, and seniority, wherever applicable as of the date of the leave.  Return to work shall occur effective either on the first or the ninety-first day of school, or on a date mutually agreed to by the Superintendent or his/her designee and the teacher.  Failure to return on date indicated shall be considered a resignation effective the expected date of return.

An employee while on parental leave shall not be exempt from the provision of Article VIII.

Such parental leave shall not affect the employee’s right to receive entitled benefits for which he/she was eligible at the date of the leave; providing, however, that such parental leave shall not be included, when applicable, in the computation of such benefits.

H.      ADOPTION BENEFIT

To offer assistance to all employees who are building families, the Holliston School Committee agrees to provide eligible employees with adoption benefits, including financial reimbursement, leave of absence and resource and referral services.

1.       Eligibility

Effective September 1, 2002, all full-time and part-time employees are eligible immediately upon hire for adoption benefits as described below.  If an employee and his/her spouse both work for the Holliston School Committee, only one employee can utilize the benefit.

Adopted children, to be considered for this benefit, must be under 18 years of age.

2.       Financial Reimbursement

Eligible adoption-related expenses will be reimbursed upon finalization of adoption to a maximum of $2,000.00 per child.  Part-time employees will be reimbursed on a pro-rate basis.  Most expenses directly related to the adoption are reimbursable.  These include:

·         Agency and placement fees

·         Temporary foster care costs

·         Legal fees and court costs

·         Immigration, immunization and translation fees

·         Medical expenses of the birth mother

·         Transportation and lodging

·         Medical expenses of the child, not covered by insurance

3.       Leave of Absence

Full-time employees who have been employed for three consecutive months may use the provisions of Article X, Section G (Parental Leave) for unpaid leaves.

Part-time employees with professional status may use the provisions of Article X, Section I (Leave of Absence) for unpaid leave.

Part-time employees without professional status are not eligible for extended leave but are eligible for unpaid leave, Section M (Family Medical Leave).

4.       Adoption Resource and Referral Services

All employees are eligible to use the Open Door Society located in Holliston for adoption information.  Consultants with adoption expertise will be available to provide specific adoption information and materials, community resources, and referrals to adoption agencies.

I.        LEAVE OF ABSENCE

A leave of absence without pay for a period of up to one school year may be granted to a teacher with professional teacher status at the discretion of the Committee.  A teacher granted such a leave will be offered a contract at the expiration of the leave provided that ninety (90) days prior to the expiration of the leave the teacher informs the Superintendent in writing that he will be returning at the expiration of the leave.  Failure to inform the Superintendent in writing and in a timely manner shall be deemed a resignation of the position.

The Superintendent may recommend to the School Committee that a leave of absence for a period of longer than one year be granted.

Requests for leaves of absence must be submitted to the Superintendent in writing prior to the close of the previous school year.  This provision may be waived in emergency situations by the School Committee.

1.       Only teachers returning after a year’s leave of absence shall be placed on the next step of the salary schedule above that which the teacher left.  All benefits to which the teacher was entitled to at the time the leave of absence commenced shall be restored to him upon his return.

2.       The terms and conditions of leaves of absence of less than one school year shall be determined by the Committee.

A teacher denied a request for leave of absence will be informed in writing of the reasons for the denial of the request.

Nothing contained in this section shall act to suspend Article VIII under the terms of this contract.

J.       FEDERATION LEAVE

A member of the bargaining unit who is elected a full-time paid officer of the Massachusetts Federation or the American Federation of Teachers may be granted an unpaid leave of absence for one (1) school year.  Application for such leave must be filed in writing in the Office of the Superintendent of Schools by June 1 prior to the September starting date of the requested leave.

K.      CAREER TRANSITION LEAVE

A career transition leave, without pay, for a period of up to one (1) school year will be granted by the Committee to an employee with professional status covered by this Contract upon the following terms and conditions:

1.       An employee seeking such a leave must notify the Superintendent of Schools, in writing, of his intention to secure a career transition leave by May 1st of the then current school year for the next school year commencing the following September and, once applied for, the leave request shall be irrevocable unless waived by the Superintendent.

2.       An employee granted such a leave will be offered a contract (subject to the provisions of this Article) at the expiration of the leave provided such employee notifies the Superintendent, in writing, by March 1st of the leave year that he will be returning at the expiration of the leave; except nothing herein shall protect an employee granted such a leave from the provisions of Article VIII and it is understood and agreed that Article VIII shall apply to all employees on leave or otherwise.

3.       Only employees returning after a year’s leave of absence shall be placed on the next step of the salary schedule above that which the employee left.  All benefits to which the employee was entitled at the time the leave commenced shall be restored to him upon his return.

4.       An employee shall be entitled to only one (1) Career Transition leave during his employment by the Committee.

5.       A Career Transition leave may not be taken immediately before or after any other leave.

L.      LTD LEAVE

A teacher on Long Term Disability leave pursuant to the LTD insurance offered through Article XV, Section E of the contract shall be considered to be on leave for the entire duration of his/her disability.  There will be no need for a yearly request for such leave; however, the teacher will contact the Superintendent on an annual basis concerning his/her status.

A teacher returning from LTD leave shall be restored to his/her previous, or a similar position of the same status, pay, length of service, and seniority, wherever applicable, as of the date of his/her leave.

Any teacher returning in a less than full time status will develop a transitional plan with the Superintendent.

 

M.     FAMILY MEDICAL LEAVE

All provisions of the Family and Medical Leave Act of 1993 as implemented on April 6, 1995, are incorporated into this Agreement.

N.      SMALL NECESSITIES LEAVE ACT

All provisions of the Small Necessities Leave Act outlined in Chapter 149, Section 52 D of the Massachusetts General laws as implemented on May 6, 1998, are incorporated into this Agreement.

O.    ALTERNATIVE WORK SCHEDULES

Job sharing by two people of one full-time teaching position is permitted under this contract under the following conditions:

·         Both partner teachers must agree to participate;

·         Both partner teachers agree to relinquish their rights to a full-time position and any return to full-time status is subject to the availability of a full-time position for which, in the opinion of the Superintendent, the partner teacher qualifies;

·         Both partner teachers acknowledge that arrangements such as these require careful, timely and detailed communication among all parties;

·         Both partner teachers agree that time for this communication will be unpaid and in addition to the time that they have committed to the position;

·         All job share arrangements expire automatically upon the resignation of one or both partner teachers; and

·         All job share arrangements are subject to the annual review and approval of the Superintendent.

 

ARTICLE XI

LENGTH OF YEAR / DAY

The school year for teachers (with no scheduled closing day), excluding those new to the faculty, shall consist of one hundred and eighty-five (185) days including one full day for orientation which will contain no more than one half day for formal meetings as determined by the Superintendent.

1.       The school year for guidance counselors may be ten (10) days longer than that agreed to for the classroom teacher.  The number of extra days up to ten (10) and the actual day(s) worked will be determined by the appropriate administrator, and the per diem of the individual counselor’s salary shall be paid.  The per diem rate is determined by dividing the annual salary by the number of days in the school year for teachers.

2.       All personnel shall close out their administrative work at the end of each school year, satisfactorily, to the appropriate administrator.

3.       The school day for teachers shall be sufficient in length to meet legal requirements, educational needs of students, professional growth and development of the staff, essential administrative processes, and the continuing development of the educational programs of the schools.  Teachers will recognize the length of school day includes a commitment to parents and that they should schedule meetings with parents as a fulfillment of their professional responsibilities and that such meetings be scheduled at mutually agreeable times.  Teachers shall be expected to remain at school a minimum of fifteen (15) minutes beyond student dismissal.

4.       There will be a starting time for the school day.  The staff will fulfill its commitments to the school’s needs in a professional manner while administrators will ensure that the staff will not be arbitrarily required to be present at the end of the teaching day for non-essential functions.  (Interpretation of non-essential functions shall be submitted to the consultation process.)

5.       There will be a system-wide coordinated approach to the various required activities, over and beyond instruction and preparation time: e.g., faculty meetings, in-service activities, department meetings, etc.  This will be planned and disseminated in such a manner that all concerned are aware of such activities well in advance.  Included in this planning will be time for Federation meetings at a frequency agreed upon by the Superintendent and the President.

6.       Teachers may be required to attend not more than four (4) evening meetings each school year, with adequate advance notice.  Only three (3) such meetings may require preparation.  No more than two (2) may occur within the first ninety (90) school days of the school year and no more than two (2) may occur during the second ninety (90) school days of the school year.  Attendance beyond four (4) meetings shall be voluntary.

7.       Teachers may leave their respective buildings during unassigned class time provided no professional responsibilities are unattended to and the appropriate administrator has concurred.

8.       Instructional day for students in all buildings begins with the arrival tone in the morning and ends with the dismissal tone in the afternoon.  If adjustments were necessary in the starting time of a school, the ending time of the school would be adjusted by the same amount of time so that the total time is retained.  The total time will not be exceeded without collective bargaining.  This provision does not extend to the length of day for professional staff.  The current definition set forth in Article XI, Section 3 remains in effect.

 

ARTICLE XII

DISCIPLINE

A.    GENERAL

Whenever a teacher is disciplined or reprimanded, such shall be done in private.  No teacher shall be suspended or dismissed without just cause.

Any suspension or dismissal grievance filed in accordance with the grievance procedure of this contract will not have a Level Three appeal to the School Committee but will move from Level Two to Level Four.

When disputing a suspension or dismissal, an individual must choose to use the provisions of the grievance procedure of this contract or the provisions of Chapter 71, Section 42 and 42D of the Massachusetts General Laws.  The forum in which a case is initially filed will determine the individual’s choice.

B.    SUSPENSION

In accordance with Chapter 71, Section 42D, as amended, of the Massachusetts General Laws, the authority to suspend a teacher rests with the Superintendent and/or the Principal with the approval of the Superintendent.  Any teacher to be suspended will be advised in writing by the appropriate administrator of the specific reasons for the suspension, except in an emergency situation, in which case written notification with reasons shall be furnished within twenty-four (24) hours.

 

ARTICLE XIII

PHYSICAL REQUIREMENTS

                This Article intentionally left blank.

 

ARTICLE XIV

FEDERATION ACTIVITIES

The Federation is granted use of available School facilities during non-teaching hours subject to the current School Committee policy on the use of school facilities at no charge to the Federation.

In addition, the Federation Officers and/or Chairperson of the Grievance Committee shall have time available during non-teaching periods to conduct duties relevant to this Contract.  They will secure approval of the appropriate administrators to leave their assigned areas, or to conduct activities in another assigned area.  In no case will internal Federation business, e.g., membership solicitation, dues collection, etc., be conducted during this time.

 

ARTICLE XV

INSURANCE AND DEDUCTIONS

A.      HEALTH, DENTAL, AND LIFE INSURANCE

Availability – Health, Dental, and Life Insurance are available under the Town of Holliston Participating Program as for all other Town employees.

Termination – This coverage lapses with termination of contract.  Insurance programs will terminate on the date to which premium has already been paid. No deduction can be made for further coverage on terminal paycheck. It is the responsibility of the individual employee to contact their insurance provider and arrange for individual or other group coverage.  (See provision for terminal pay, below.)

Exceptions:  Retiring personnel may continue with participatory insurance coverage.  Arrangements should be made with the Town Treasurer.

                        Persons on leave of absence may continue the group coverage by arrangement with the Town Treasurer. Entire payment must be made by the individual.  (Regulation: Employees’ Group Insurance Plan, effective 5/25/62.)

All teachers will receive twelve (12) months’ coverage for health, dental, and life insurance for each school year that they are employed in the Holliston Public Schools.

B.      TAX-SHELTERED ANNUITIES AND DEFERRED COMPENSATION PROGRAM

School employees may purchase tax-sheltered annuities, payments to be made by payroll deduction. Selection of the carriers is the province of the Holliston Federation of Teachers, “designation” by the Committee is, in effect, a ratification of the Federation’s choice.  Access to a deferred compensation plan(s) will be made available to teachers as provided for by state and federal laws and as long as the Town of Holliston offers such plan(s) to all employees.

C.      LIABILITY INSURANCE

To the extent allowed by law, the School Committee shall provide indemnification as required by the provisions of Chapter 258 of the General Laws of the Commonwealth of Massachusetts.

Coverage to be obtained:  $100,000 to $300,000.  (Not covered: any claim resulting from administration of corporal punishment.)

Employees Covered: Regular classroom teachers.  (Note:  a higher rate of insurance is charged for teachers having assignments in industrial art, physical education, or coaching.)  Insurance company requirement is that each teacher shall be named in policy, with home address given, and teaching assignment.

D.      FIRE INSURANCE

The Holliston School Committee will provide insurance coverage against loss by fire of any personal property of a teacher contained within a school building.  Such coverage will be provided to a maximum of $2,000 per claim.

E.      GROUP INCOME PROTECTION INSURANCE AND DISABILITY

Payroll deductions for a group income protection insurance plan shall be immediately made available by the School Committee for all teachers.  Deductions shall be on alternate paydays and shall not exceed $99.00 per individual.

The Committee will provide disability insurance for all employees.

F.       WORKER’S COMPENSATION

The Holliston School Committee recognizes that it has dual obligations to the Town (which pays the insurance premium) and to the injured employee.

Policy and regulations concerning payment of Worker’s Compensation must be based on Massachusetts General Laws.

When sick leave is taken, in accordance with the above, sick leave credit shall be charged proportionately.

 

G.      CREDIT UNION

Payroll deductions of monies paid by teachers to a Credit Union sponsored by the FEDERATION shall be made available by the School Committee to all teachers in the system.  Deductions shall be on those paydays agreed to by the teacher and the Town Treasurer.

H.      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 Holliston all payroll deductions for the payment of dues to the Federation duly authorized by employees covered by this Contract.

Dues shall be deducted once per month in equal amounts beginning the second payroll in September.

I.        AGENCY FEE

As a condition of employment, members of the bargaining unit who are not members in good standing of the Holliston Federation of Teachers, Local 3275, AFT - Massachusetts, American Federation of Teachers, AFL-CIO, shall pay to the Holliston Federation of Teachers, an amount equal to no more than the dues paid by members of the Holliston Federation of Teachers.  Such fee shall be considered commensurate with the cost of administration of the contract and the cost of collective bargaining.  This provision is subject to the General Laws of the Commonwealth.

J.       JOB CONNECTED INJURY AND ASSAULT

All members of the bargaining unit who are absent due to injury resulting from assault or battery sustained in connection with their employment shall receive the difference in salary between Workmen’s Compensation and his regular wages.  Such leave benefits shall be utilized to the extent of the difference in wages.

K.      PROPERTY DAMAGE

The Committee will reimburse an employee covered by this Agreement up to one hundred fifty (150) dollars per year for clothing, eyeglasses, or other personal effects damaged while performing assigned duties.

 

ARTICLE XVI

SICK LEAVE BUY BACK

A.      ANNUAL

1.       At the end of any given school year, an employee who has a combined total of 13 sick or personal days from that school year’s allowance will have the option to allow the Committee to buy back all unused sick days for that year at $30.00 per day.

Example 1:  An employee is awarded 12 sick days and the potential of 3 personal days at the beginning of the year.  The employee uses 2 sick days.  The employee will have 10 sick days eligible for buy back.

Example 2:  An employee is awarded 12 sick days and the potential of 3 personal days at the beginning of the year.  The employee uses 2 personal days.  The employee will have 12 sick days eligible for buy back.

Example 3:  An employee is awarded 12 sick days and the potential of 3 personal days at the beginning of the year.  The employee uses one personal day and one sick day.  The employee will have 11 sick days eligible for buy back.

2.       Any employee who has 172 sick days accumulated at the beginning of a school year will be eligible for the annual sick leave buy back using the formula in subsection 1.

3.       Applications under this section must be submitted no later than June 30th of the school year for which the employee seeks to buy back unused sick days.

 

 

 

ARTICLE XVII

GRIEVANCE PROCEDURE

Definition – For the purpose of this Agreement, a grievance will be defined as a dispute between a member of the bargaining unit covered by this Agreement or the Federation and the Committee over the interpretation or application of an expressed written provision of this Agreement; or, the alleged inequitable or discriminatory treatment of an employee under such provision.

Procedure:

A.      GENERAL

1.       A grievance shall be deemed waived unless it is submitted at the appropriate entry level within fourteen (14) calendar days after the aggrieved party knew or should have known the event or condition on which it is based.

2.       Failure at any step of this procedure to appeal the grievance to the next step within fourteen (14) calendar days of the receipt of the written response shall be deemed to be termination of the grievance with the exception of Level Three, which requires seven (7) calendar days’ notice.  Time limits may, however, be extended by mutual agreement.

3.       An individual may file a formal grievance only when that individual is directly involved in the action which is alleged to be a violation of the Contract.

B.      INFORMAL PROCEEDINGS

Nothing herein contained will be construed as limiting the right of any employee to discuss a matter informally with an appropriate administrator, and having it adjusted without the intervention of the Federation, provided the adjustment is not inconsistent with the terms of this Agreement and a representative of the Federation is afforded the opportunity to be present and participate in any such discussion.  During the informal proceeding, the time limit for filing a grievance at Level One may be extended by mutual agreement of the Union’s designee and the Superintendent or designee provided that said agreement is set forth in writing.

C.      FORMAL PROCEEDINGS

All proceedings will begin at Level One unless otherwise noted.

If two or more members have an identical grievance, a joint grievance on their behalf may be filed by the Federation and processed as a single procedure.  Where members filing such joint grievance work in different levels of the school system (high school, middle school, elementary school) such grievance will be initiated at Level One and shall involve an appropriate administrator for each of the affected levels.

1.       Level One – Submission of a grievance shall be in writing, shall identify the aggrieved person, shall include the provision of this Agreement involved in the grievance, the time and place where the alleged events or conditions constituting the grievance existed and, if known, the identity of the person responsible for causing such events or conditions, and a general statement of the grievance and redress sought.

        Within seven (7) calendar days of submission of the grievance, the appropriate administrator shall meet with the grievant.  The appropriate administrator may be represented by his designee, and he may have other administrators present at the meeting.  The grievant may have the Federation representative present at the meeting and said Federation official may represent the grievant.  Specifically, the Superintendent or his designee may attend the Level One meeting and such presence and/or participation shall not bar his participation and/or hearing the matter at Level Two.

The appropriate administrator will give full and fair consideration to all available facts and will also see that matters on which he does not have authority are brought to the attention of a higher-level supervisor who does have authority. He will inform the grievant in writing of his decision within seven (7) calendar days after the conclusion of the hearing.

2.       Level Two – If the grievant is not satisfied with the disposition of a grievance at Level One, or if no decision has been rendered within fourteen (14) calendar days after presentation of the grievance, said grievant and/or the Federation may appeal to the Superintendent.  Such appeal shall be in writing setting forth the details of the grievance, the applicable provisions of the Agreement, and the decision, if any, rendered in Level One.  Within fourteen (14) calendar days after receipt of the written grievance by the Superintendent he, or his designee, shall confer with the grievant.  If the grievant is not represented by the Federation, the Superintendent shall advise the appropriate representative of the Federation that an appeal has been made and the date and time of the conference.  The appropriate representative may be present at the conference to state the views of the Federation.

3.       Level Three – If the grievant is not satisfied with the decision of the Superintendent, or his designee, which decision, if rendered, shall be in writing setting forth the reasons thereof, or if no decision has been rendered within fourteen (14) calendar days after the conference, the grievant and/or Federation may, within seven (7) calendar days thereafter (after the decision, if rendered, or after the fourteen (14) calendar days after the conference if no decision), may appeal the decision to the Committee (except as defined in Article XII, Section A).  Such appeal shall be in writing setting forth the details of the grievance, the applicable provisions of the Agreement, and the decision, if any, rendered at Level Two.  The Committee shall schedule a hearing within twenty-one (21) calendar days following receipt of the written grievant and shall reply in writing within fourteen (14) calendar days from completion of the meeting.

4.       Level Four – If the grievance remains unsettled, the Federation may, within twenty-one (21) calendar days after the reply of the Committee is due, submit the grievance to arbitration as provided in this Agreement.  The election to submit a grievance to arbitration shall automatically be a waiver of all other remedies or forums which otherwise could be available.

In the event the parties cannot mutually agree upon an arbitrator, the arbitrator shall be selected and the arbitration proceedings shall be conducted in accordance with the Voluntary Labor Arbitration Rules of the American Arbitration Association.

The arbitrator shall be bound by the terms and conditions of the current Contract and by the written submission of both parties of the grievance. His decision shall not extend beyond said submission nor alter, amend or modify the provision of this Agreement.  Nor shall the arbitrator render a decision that shall impinge on any of the reserved rights and duties of the Committee.

Further, the arbitrator shall render his decision within thirty (30) calendar days from the date of the completion of the hearings, which decision shall be final and binding on both parties to this Agreement.

The cost for the services of the arbitrator shall be borne equally by the Committee and the Federation.

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

ARTICLE XVIII

GENERAL PROVISIONS

A.      LUNCH PERIOD

Teachers in all schools shall have a duty-free lunch period.

Elementary teachers shall have a thirty (30) minute lunch period.

B.      CAFETERIA

Teachers will be provided with separate cafeteria facilities, which will include a separate dining area and separate meal-serving facilities.

C.      DUTIES

Effective September 1, 1999, no teacher (except as noted below) will be required to perform bus duty, recess duty, or assigned hallway duty.

Teachers in Pre-K through grade 5 may be assigned recess duty.

D.      TRAVEL REIMBURSEMENT

Inasmuch as the nature of the schedules of certain school personnel (art, music, physical education supervisors, etc.) requires that they be at several school buildings at specified times, impossible without the use of a car, it is the obligation of the school department to reimburse them for such travel.  This reimbursement is to be at the rate established by Selectmen, such payments to be based upon normal monthly between-school mileage, payable in December and in June.

E.      COLLECTION OF MONIES

Teachers may be required to collect money for student insurance and/or student photographs. However, teachers will not be held liable for monies collected and transmitted.

F.       CHAIN OF COMMAND

Teachers shall present requests through the regular school administrative channels.

G.      EVENING PROGRAMS

Evening programs are an essential part and a natural extension of our academic program and excepting those days referred to in Article XI, paragraph 6, teacher participation and presentation is voluntary.

H.      CONTRACT REORGANIZATION

Upon ratification of this Agreement by both parties to this document, a representative of each party shall meet to reorganize the physical structure of said document.  The revised document shall be submitted to the Executive Board of the Holliston Federation of Teachers and the Holliston School Committee for final approval of the reorganization.

I.        CONTRACT PRODUCTION COST

The cost of production of the final contract document shall be borne equally by the Committee and the Federation.

J.       ATTENDANCE IN HOLLISTON SCHOOLS

Subject to Massachusetts General Laws, non-resident employees of the Holliston Public Schools may send their children to school in Holliston if the Superintendent determines that there is space available.  Transportation to and from school is the responsibility of the non-resident employee.  If the student requires special education and related services, the non-resident employee will be required to arrange for the provision of said services by the school committee of the community in which the student resides.  The Superintendent may at his sole discretion, suspend or expel a non-resident student if he determines that it is in the best interest of the Holliston Public Schools to do so. 

K.      EDUCATIONAL FORUM

A forum to discuss educational issues of mutual interest shall be established and will meet at least four (4) times per year unless otherwise agreed to by both chairs.  Membership will consist of four appointees for the Holliston Federation of Teachers and four (4) appointees for the School Committee/Administration and will be co-chaired by both groups.

This forum will operate under a ‘no vote’ and ‘no formal minute’ format.  The forum shall not discuss any issue involved in a grievance or amend, alter or change the collective bargaining agreement.  Other interested parties may request or be invited to participate by agreement of the chairs.

 

ARTICLE XIX

SAVING CLAUSE

If any provision of this Agreement is or shall at any time be contrary to law, then such provision shall not be applicable or performed or enforced, except to the extent permitted by law.

In the event that any provision of this Agreement is or shall be contrary to law, other provisions of this Agreement shall continue in effect.


ARTICLE XX

DURATION

This Contract will remain in effect until August 31, 2014.  The Committee and the Federation or either of them shall, by giving prior written notice to the other on or before October 1, 2013, agree to renegotiate this Contract.


 

HOLLISTON SCHOOL COMMITTEE                             

 

by:  Erica Plunkett, Chairperson

        Carol Emmons

        Lisa Galeaz

        Donald Gray

        Tom Jones

        Ginny Murphy

        Kathi Pennypacker

 

 

 

HOLLISTON FEDERATION OF TEACHERS LOCAL 3275,  AFT-MASSACHUSETTS,  AFL-CIO

 

by:  Catherine Simpson, President Holliston Federation of Teachers

Mary Sharon Dufault

Paul Gleason

Matthew McGuinness

Mary Beth Numbers

Dyann Rice

Aaron Snyder

 

 

 

 

 

 


                       APPENDIX A

                                       TEACHERS’ SALARY SCHEDULE

 

2011-12

B

B+15

M

M+15

M+30

M+45

CAGS

2

43,791

44,458

46,055

48,253

50,825

53,134

55,938

3

45,051

46,593

48,314

50,642

53,109

55,399

58,266

4

47,279

48,952

50,855

53,004

55,380

57,974

60,865

5

49,976

51,697

53,729

55,928

58,378

61,026

64,107

6

52,049

53,721

55,624

57,764

60,145

62,796

65,563

7

55,148

56,817

58,715

60,872

63,235

65,842

68,681

8

57,530

59,192

61,099

63,235

65,637

68,280

71,081

9

59,904

61,579

63,492

65,637

68,003

70,604

73,442

10

62,293

63,962

65,860

68,003

70,387

73,012

75,810

11

64,667

66,343

68,248

70,387

72,778

75,424

78,234

12

68,730

70,387

72,343

74,445

76,819

79,467

82,359

13

72,803

74,560

76,634

78,860

81,379

84,187

87,086

14

77,803

79,560

81,634

83,860

86,379

89,187

92,086

 

 

 

 

 

 

 

 

2012-13

B

B+15

M

M+15

M+30

M+45

CAGS

2

44,448

45,125

46,746

48,977

51,587

53,931

56,777

3

45,727

47,292

49,039

51,402

53,906

56,230

59,140

4

47,988

49,686

51,618

53,799

56,211

58,844

61,778

5

50,726

52,472

54,535

56,767

59,254

61,941

65,069

6

52,830

54,527

56,458

58,630

61,047

63,738

66,546

7

55,975

57,669

59,596

61,785

64,184

66,830

69,711

8

58,393

60,080

62,015

64,184

66,622

69,304

72,147

9

60,803

62,503

64,444

66,622

69,023

71,663

74,544

10

63,227

64,921

66,848

69,023

71,443

74,107

76,947

11

65,637

67,338

69,272

71,443

73,870

76,555

79,408

12

69,761

71,443

73,428

75,562

77,971

80,659

83,594

13

73,895

75,678

77,784

80,043

82,600

85,450

88,392

14

78,895

80,678

82,784

85,043

87,600

90,450

93,392

 

 

 

 

 

 

 

 

2013-14

B

B+15

M

M+15

M+30

M+45

CAGS

2

45,337

46,028

47,681

49,957

52,619

55,010

57,913

3

46,642

48,238

50,020

52,430

54,984

57,355

60,323

4

48,948

50,680

52,650

54,875

57,335

60,021

63,014

5

51,741

53,521

55,626

57,902

60,439

63,180

66,370

6

53,887

55,618

57,587

59,803

62,268

65,013

67,877

7

57,095

58,822

60,788

63,021

65,468

68,167

71,105

8

59,561

61,282

63,255

65,468

67,954

70,690

73,590

9

62,019

63,753

65,733

67,954

70,403

73,096

76,035

10

64,492

66,219

68,185

70,403

72,872

75,589

78,486

11

66,950

68,685

70,657

72,872

75,347

78,086

80,996

12

71,156

72,872

74,897

77,073

79,530

82,272

85,266

13

75,373

77,192

79,340

81,644

84,252

87,159

90,160

14

80,373

82,192

84,340

86,644

89,252

92,159

95,160

 

 

 

 

 

 

 

 

* - increased each salary entry by $1,312, all teachers remain on their 2010-2011 step


APPENDIX B

EXTRA PAY POSITIONS

A.      COMPUTATION OF PAY

Extra pay positions are divided into two categories, Interscholastic Sports and Extra-Curricular Activities, for the purpose of determining the factors of time involved and for time spent at the job, with the Interscholastic Sports category receiving somewhat more weight than the Extra-Curricular category.

Salary for any extra pay position will be derived by multiplying  $297.80 by the compound factor (F).

·         The compound factor (F) is derived by adding the totals derived from time (T), Responsibility (R), and Experience (E).

(1)     T and E are found by taking the applicable factor directly from the table.

(2)     R is computed by taking 20% of the total applicable according to the table.

·         In terms of the above symbols, then, the pay for any particular position will equal (T+R+E) x $ factor.

·         Remuneration for extra positions will begin upon initiation of the program after approval of the program and position by the School Committee.

1.       Tables for Computing Interscholastic Sports Extra Pay Position Salaries

a.       TIME (T)                                                                                     

Hours                            Factor

        1-40                            1

     41-75                            2

   76-100                            3

101-125                            4

126-150                            5

151-175                            6

176-200                            7

201-225                            8

226-250                            9

251-275                         10

 276-300                                                                       11

 over 300                        12

 

b.       RESPONSIBILITY (R)

1)       Number Supervised                                              

No. Supervised            Factor                                                          

        1-10                              5                                       

     11-20                              6                                       

     21-30                              7                                       

     31-40                              8                                       

     41-50                              9                                       

  over 50                           10                                                                     

 

2)       Number of Events

No. of Events               Factor

              2                              1

              5                              2

              8                              3

           10                              4

           15                              5

           20                              6

  over 20                              7

 

3)       Location of activity

        Outside – 1

 

4)       Health and Safety

        Non-contact             2

        Semi-direct               5

        Direct                         7

        Heavy                     10

 

5)       Assistants Supervised

1                                                   1

2                                                   2

3 or more                  3

 

6)       Weekend – Vacation – Holiday

                    4 days            0 (dedication)

                5-7 days            2

              8-12 days            3

            13-15 days            4

         over 15 days            5

 

7)       Budget Making           1

 

8)       Care and Supervision of Areas

Each area supervised          1

 

c.        EXPERIENCE (E)

Years                             Factor

    1                                      1

    2                                      2

    3                                      3

    4                                      4

    5                                      5

The experience (E) factor begins with “1” for all first year coaches.

 

2.       Tables for Computing Extra-Curricular Activities Extra Pay Position Salaries

a.       TIME (T)                                                                                     

Hours                            Factor

        1-60                            1

   61-100                            2

101-140                            3

141-180                            4

181-220                            5

221-260                            6

over 260                                                                              7

 

b.       RESPONSIBILITY (R)

1)       Management Needs

Amount of advisor involvement needed by the group due to activities, projects, level of community involvement inherent to this activity.

 

Rate 1-6                1 - Needs minimum involvement of the advisor

                                6 - Needs maximum involvement of the advisor

 

2)       Quality of School Representation

Visibility of the group both in school and in the community.  The need to maintain the high standards expected of this activity in school and in the community.

Rate 1-6                1 - Needs minimum involvement of the advisor

                                6 - Needs maximum involvement of the advisor

 

3)       Number of Students Participating in the Activity

Number                 Factor

            0-10                        1

         11-20                        2

         21-30                        3

         31-50                        4

         51-75                        5

      over 75                        6

 

4)       Number of Activities (These do not include regularly scheduled meetings of the group.)

Number                 Factor

              0-2                        1

              3-4                        2

              5-9                        3

         10-15                        4

         16-25                        5

      over 25                        6

 

5)       Complexity of the Activities (This relates to the amount of planning and supervision needed for these activities.)

Rate 1-6                1 - Needs minimum involvement of the advisor

                                6 - Needs maximum involvement of the advisor

 

6)       Weekend - Holiday - Vacation

Days                       Factor

              1-4                       0 (dedication)

5-7                                    2

                    8-12                        3

                 13-15                        4

              over 15                        5

 

c.        EXPERIENCE (E)

Years                             Factor

    1                                      1

    2                                      2

    3                                      3

    4                                      4

    5                                      5

The experience (E) factor begins with “1” for all first year advisors.

 

3.       Application of Factors for Extra Pay Positions

The following tables represent agreed upon factors, the application of which is not subject to grievance during the life of this Contract.

In addition, the factor E representing Experience (a variable dependent upon the person assigned) must be added to T (Time) and R (Responsibility) in computing salary.


 

EXTRA PAY POSITION FACTORS

 

Interscholastic  Sports, High School

 

 

 

 

 

 

SPORT

FACTORS

 

SPORT

FACTORS

 

 

 

      T

         R

 

 

       T

        R

 

 

Football V

11

7.4

 

Softball V

7

6.2

 

 

Football, 1st Assistant

10

4.0

 

Softball JV

6

3.4

 

 

Football Assistants (2)

10

2.8

 

Soccer Men V

8

5.4

 

 

Football JV

10

2.8

 

Soccer Men JV

5

3.2

 

 

Football Freshman

10

2.8

 

Soccer Women V

8

5.4

 

 

Baseball V

7

6.2

 

Soccer Women JV

5

3.2

 

 

Baseball JV

6

3.4

 

Spring Track Men V

6

4.6

 

 

Baseball Freshman **

5

1.4

 

Spring Track Asst. Men V

6

2.6

 

 

Basketball Men V

10

6.4

 

Spring Track Women V

6

4.6

 

 

Basketball Men JV

8

3.2

 

Spring Track Asst. Women V

6

2.6

 

 

Basketball Men Freshman

5

1.4

 

Swimming Coed

7

3.8

 

 

Basketball Women V

10

6.4

 

Tennis Men V

6

3.4

 

 

Basketball Women JV

8

3.2

 

Tennis Women V

6

3.4

 

 

Basketball Women Freshman

7

2.6

 

Tennis Women JV **

3

2.4

 

 

Cross Country Men

6

4.0

 

Winter Track Men V

7

3.8

 

 

Cross Country Women

6

4.0

 

Winter Track Asst. Men V

7

2.6

 

 

Golf V

5

3.2

 

Winter Track Women V

7

3.8

 

 

Golf JV

Gymnastics Men V **

2

6

2.2

4.2

 

Winter Track Asst. Women V

Wrestling V

7

8

2.6

6.0

 

 

Gymnastics Women V

8

4.2

 

Wrestling Asst. V

6

3.6

 

 

Field Hockey V

7

5.4

 

Volleyball Men V

6

3.4

 

 

Field Hockey JV

5

2.8

 

Volleyball Men JV

5

2.8

 

 

Ice Hockey V

10

6.4

 

Volleyball Women V

6

3.4

 

 

Ice Hockey JV

8

5.2

 

Volleyball Women JV

5

2.8

 

 

Lacrosse V

Lacrosse JV

5

4

5.2

4.0

 

 

 

 

 

 

Lacrosse Freshman

5

1.4

 

 

 

 

 

 

 

** These positions are currently unfilled.  When the Athletic Program can once again support these teams, the factors will be renegotiated with the HFT, given the prevailing conditions at reinstatement.  

 

 

 

 

 

 

 

 

 

 

 

Any new coaching will have to be factored with the HFT prior to posting the new positions.

 

 

 

 

 

 

 

Coaches whose teams qualify for MIAA sponsored tournament play will be paid an additional $200.00 at the end of the season.

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

Extra-Curricular Positions, High School

ACTIVITY

FACTORS

 

ACTIVITY

FACTORS

 

      T

         R

 

 

       T

        R

Academic Decathlon

1

2.4

 

Model UN

1

3.2

AFS

1

1.8

 

Music Director

3

3.0

Amnesty International

2

1.6

 

Musical Producer

5

5.4

Art Club

3

4.8

 

National Honor Society

7

6.6

Band Director

3

4.2

 

Panther Dance Advisor

1

2.6

Basketball Cheerleaders

2

3.6

 

Panther Dance Assistant

1

1.8

Best Buddies

1

4.6

 

Peer Coordinator

1

2.0

Chess Club

Chorus Ensemble

1

5

2.0

4.8

 

Radio Station

Robotics Club

7

1

5.4

3.6

Drama Producer

Dream Advisor

4

1

5.2

2.6

 

SADD

Senior Class Advisor

1

7

3.8

6.8

Environment

1

1.4

 

Senior Showcase

2

4.2

Football Cheerleaders

3

4.0

 

Sophomore Class Advisor

2

3.6

Freshman Class Advisor

1

3.2

 

Student Advisory

1

2.6

Future Educators of America

Globefest Advisor

1

4

3.8

4.8

 

Student Council

Ultimate Frisbee

2

4

3.6

5.2

Hockey Cheerleaders

1

3.2

 

VHS

3

3.0

Jazz Band

6

5.2

 

Vision

2

4.2

Junior Class Advisor

Law Team

Literary Magazine

3

2

3

5.0

3.6

3.2

 

Writing Center Coordinator

Yearbook Advisor

2

7

4.4

5.0

 

Interscholastic Sports, Middle School

SPORT                                            FACTORS                         SPORT                                             FACTORS

                                                                 T              R                                                                                   T           R

Athletic Coordinator                              6             2.8                Volleyball                                              5             1.4

Cross Country                                         5             1.4                Wrestling                                               5             1.4

Field Hockey                                           5             1.4                               

 

Extra-Curricular Positions, Middle School

ACTIVITY

FACTORS

 

ACTIVITY

FACTORS

 

      T

         R

 

 

       T

        R

Band

4

5.2

 

Making Music

1

1.0

Chess

1

1.0

 

Math

1

1.2

Chorus

3

4.8

 

Musical

3

4.8

Computers

Digital Camera

1

1

1.6

2.2

 

Newspaper

Robotics Lego

1

4

1.8

2.6

Drama Workshop

1

1.0

 

Running

1

1.2

Fitness

3

1.6

 

Student Ambassadors

1

2.0

Homework

1

1.4

 

Student Council

3

4.6

Intramural (2 per season)

1

1.6

 

Student Council Asst.

3

2.4

Johns Hopkins

Literary Club

1

2

1.6

2.4

 

Yearbook

2

3.4

 

Extra-Curricular Positions, Miller School

ACTIVITY

FACTORS

 

ACTIVITY

FACTORS

 

      T

         R

 

 

       T

        R

Band Director

Math Club

1

1

3.0

2.6

 

Newspaper Club

Homework Club (2)

1

1

2.6

1.6

 

 

 

 

 

 

Weather Club

 

 

 

1

2.6

4.       Review Procedure

A review of the factoring used in computation of remuneration for an extra pay position may be requested by the teacher holding the position.  A Review Board will be convened for this purpose consisting of:

a.       The Superintendent of Schools or his/her designee

b.       The appropriate Principal

c.        The Athletic Director (if appropriate)

d.       The President of the Holliston Federation of Teachers or his/her designee

The Review Board would meet and conduct a review of the factoring and submit a report to the School Committee within sixty (60) days.  Any changes in factoring, if approved by the School Committee, would be made effective at the start of the new season for the sport or activity.  Judgments made under this review procedure are not subject to the grievance procedure.

These procedures do not in any way preclude action by the School Committee of initiating or terminating any club or activity, or conducting a review of any club or activity under this section of the Agreement.

B.      COACHES’ EVALUATION

Varsity coaches will be evaluated annually during their season by the Athletic Director, using the instrument negotiated by the Administration and the Federation.  Other coaches may be evaluated annually.  Evaluation of a coach is confidential and the evaluation will be placed in the coach’s official personnel file kept in the office of the Superintendent of Schools.

 


APPENDIX C

AGREEMENT ON TEACHER PERFORMANCE STANDARDS

The School Committee and the Federation have negotiated the Performance Standards and Evaluation Process for teachers as required in 603 CMR 35.00.

A.    PERFORMANCE STANDARDS

The School Committee and Federation have agreed to the attached standards and descriptions.

B.    EVALUATION PROCESS

1.       The School Committee and the Federation have agreed to the following amendment to Article VI, Evaluation Process:

Professional Status teachers will be evaluated every two years.  On an annual basis, approximately one-half of the professional status teachers will be evaluated.

If in the opinion of an administrator, a professional status teacher needs to be formally evaluated more frequently than every two years, that teacher may be taken out of the two-year cycle, evaluated on the off-cycle year, and then returned to cycle.

A professional status teacher shall not be subjected to more than three consecutive annual evaluations.

2.       The School Committee and the Federation agree to amend the Observation Form and Annual Evaluation Form by deleting I. Instructional Performance and substituting the agreed to Performance Criteria.

 

PERFORMANCE STANDARDS FOR TEACHERS

I.     CURRENTNESS IN THE CURRICULUM

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

Demonstrates a working knowledge of the core curriculum of the teacher’s assignment.

1.       The teacher offers a repertoire of responses to student’s questions, some of which are:

a.       provides more and varied examples,

b.       provides carefully thought-out questions to lead the student to a more complete understanding,

c.        re-teaches the concept from a different perspective.

2.       The teacher integrates previously learned concepts with the present learning tasks in order to motivate and justify future learning experiences.

II.      EFFECTIVE PLANNING AND ASSESSMENT OF CURRICULUM AND INSTRUCTION

A.      The teacher plans instruction effectively.

1.       Sets short-term and yearlong goals for curriculum units that derive from unifying themes of fundamental importance to students’ present or future lives.

a.       The lesson contains activities, which relate to the unit’s goals.

b.       The teacher has units planned, which outline the yearlong goals and expectations relative to their curriculum assignments.

2.       Integrates the teaching of reading, listening, writing, speaking, viewing, and the use of appropriate learning tools (calculators, computers, etc.) within the discipline.

The teacher has lessons planned that demonstrate the appropriate integration and teaching of skills such as reading, listening, writing, speaking, viewing, and the use of appropriate learning tools.

 

B.      The teacher plans assessment of student learning effectively.

Incorporates time for individual and interactive reflection including response journals, debriefings, and group discussions.

The teacher plans time for a variety of interactions with students relative to the lesson taught.

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

1.       Regularly uses a variety of formal and informal authentic assessments of students’ achievements and progress for instructional revisions and decision-making.

On an ongoing basis, the teacher uses student-generated work, both oral and written, to assess the students’ understanding of the curriculum and to adjust the lesson as appropriate.

2.       Implements evaluation procedures, which appropriately assess the objectives taught.

The teacher has established procedures to assess the curriculum objectives taught.

III.   EFFECTIVE MANAGEMENT OF CLASSROOM ENVIRONMENT

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

1.       Implements instructional opportunities where students are interacting with ideas, materials, teachers, and one another.

        Students are involved in cooperative learning activities.

2.       Establishes classroom procedures that maintain a high level of students’ time-on-task and ensure smooth transitions from one activity to another.

The teacher has established routines that minimize transition time, and students are engaged in an identified learning activity.

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

        Manages routines safely.

        Students’ behavior reflects clearly defined rules and expectations.

IV.    EFFECTIVE INSTRUCTION

A.      The teacher makes learning clear to students.

1.       Makes connections between concepts taught and students’ prior knowledge.

The teacher frequently assesses students’ prior knowledge by utilizing prior year curriculum, pre-tests, and group discussions.

2.       Regularly checks students’ understanding and progress on skills.

a.       The teacher uses assessments and/or a variety of interactive questioning techniques to assess students’ comprehension.

b.       The teacher asks students to demonstrate knowledge in an applied manner through models, presentations, dioramas, and performances.

B.      The teacher uses appropriate instructional techniques.

Uses a variety of appropriate materials in order to reinforce and extend skill, accommodate learning styles and match instructional objectives.

                        The teacher utilizes written materials, dramatic presentation, visual aids, computers, etc.

C.      The teacher uses appropriate questioning techniques.

1.       Uses a variety of questioning techniques including those that encourage and guide critical and independent thinking and development of ideas.

a.       The teacher provides sufficient time for students to respond to questions.

b.       After listening to the student’s responses, the teacher acknowledges, summarizes, paraphrases and/or questions further.

c.        The teacher continues to foster rethinking by answering with a question, introducing different variables, asking students to answer each other’s questions.

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

1.       Continually evaluates, tries and refines instructional strategies, including the effective uses of technologies, to increase student learning and confidence about learning.

a.       The teacher fosters student responses through praise and encouragement.

b.       The teacher recognizes when current instructional strategies are not successful and seeks out alternative approaches from a variety of sources to increase student learning and confidence.

V.      PROMOTION OF HIGH STANDARD AND EXPECTATIONS FOR STUDENT ACHIEVEMENT

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

1.       Communicates (to students and parents) standards, expectation, and guidelines regarding quality and quantity of students’ work, work procedures, and interpersonal behavior.

2.       The teacher can demonstrate how the standards, expectations, and guidelines are communicated to parents and students.

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

1.       Encourages and supports students to believe that effort is a key to high achievement, and acknowledges and values student work, study, and inquiry.

The teacher does not accept work beneath a student’s ability level and requires that the student redo work to reflect a product commensurate with the student’s ability.

2.       Demonstrates attitudes of fairness, courtesy, and response that encourage students’ active participation and commitment to learning.

The teacher gives positive responses when engaged in dialogue with students.

VI.    FULFILLMENT OF PROFESSIONAL RESPONSIBILITIES

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

1.       Keeps parents informed of student’s progress and works with them, in culturally appropriate ways, to aid in the total development of the student.

a.                   The teacher informs parents of a student’s progress in appropriate and timely ways including, but not limited to, the following: phone calls, written notes, and supplementary reports.

b.                   The teacher provides specific recommendations to the parent to improve the student’s academic performance.  Examples of these recommendations are:  ways to develop study skills, encouraging student to seek extra help, establishing realistic expectations, providing basic needs at home.

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

1.     Works collaboratively with others to identify school problems and suggest possible solutions.

2.       The teacher exhibits an openness to work in collaboration with colleagues as demonstrated in any of the following:

-          contributing to development curriculum

-          discussing various approaches to problem-solving

-          seeking the advice of colleagues on matters of instructional techniques or other classroom issues

-          sharing in work activities required by the grade, team, department

C.      The teacher is a reflective and continuous learner.

1.       Participates in activities that demonstrate a commitment to the teaching profession.

2.       The teacher is involved in professional development activities such as:

-          attending conferences, workshops, and seminars

-          joining and participating in professional organizations

-          offering workshops to colleagues

-          enrolling in course work

-          participating in in-service training

-          training a student teacher

-          earned or is earning advanced degrees

VII. PROMOTION OF EQUITY AND APPRECIATION OF DIVERSITY

A.      The teacher strives to ensure equitable opportunities for student learning.

1.       Provides opportunity to include all students in the full range of academic programs, and activities and extra-curricular activities.

a.       When planning field trips, the teacher ensures that the field trip locations can accommodate physically challenged students.

b.       The teacher adapts materials and instruction to accommodate the learning needs of all students.

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

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

        The teacher actively engages all students in classroom activities.


HOLLISTON PUBLIC SCHOOLS

Holliston, MA 01746

 

School Year_____________Teacher___________________________________________Date______________

School________________________Assignment___________________________________________________

Activity Observed___________________________________________________________________________

 

I.     Instructional Performance

A.      Currentness in the Curriculum

B.      Effective Planning and Assessment of Curriculum and Instruction

C.      Effective Management of Classroom Environment

D.      Effective Instruction

E.       Promotion of High Standards and Expectations for Student Achievement

F.       Fulfillment of Professional Responsibilities

G.      Promotion of Equity and Appreciation of Diversity

 

II.    Non-Instructional Performance            

        Evaluator Comments:

 

 

 

 

 

 

 

 

 

 

 

                                                                                                ______________________________________________

                                                                                                  Evaluator                                                                            Date

 

        Teacher Comments:

 

 

 

 

 

 

 

 

 

 

 

                                                                                                ______________________________________________

                                                                                                  Teacher                                                                               Date

 

HOLLISTON PUBLIC SCHOOLS

Holliston, MA 01746

 

ANNUAL EVALUATION

 

School Year_____________Teacher___________________________________________Date______________

School________________________Assignment___________________________________________________

THIS IS NOT A RECOMMENDATION FOR EMPLOYMENT

HSC – FEDERATION Contract Statement – VI Evaluation Process #1

Each year a final evaluation for every teacher will be sent to the Central Office and placed in the teacher’s file.    The teacher will acknowledge that he has had the opportunity to review the contents of any written evaluation        by affixing his signature to the copy for his personnel file, with the express understanding that his signature in        no way indicates agreement with the contents of this evaluation. Reporting will be by (or through) the appropriate administrator.

I.     Instructional Performance

A.      Currentness in the Curriculum

 

 

 

 

 

 

 

 

B.      Effective Planning and Assessment of Curriculum and Instruction

 

 

 

 

 

 

 

 

C.      Effective Management of Classroom Environment

 

 

 

 

 

 

 

 

D.      Effective Instruction

 

 

 

 

 

E.       Promotion of High Standards and Expectations for Student Achievement

 

 

 

 

 

 

 

 

F.       Fulfillment of Professional Responsibilities

 

 

 

 

 

 

 

 

G.      Promotion of Equity and Appreciation of Diversity

 

 

 

 

 

 

 

 

 

II.    Non-Instructional Performance            

        Evaluator Comments:

 

 

 

 

 

 

 

 

 

 

                                                                                                ______________________________________________

                                                                                                  Evaluator                                                                            Date

 

        Teacher Comments:

 

 

 

 

 

 

 

 

 

                                                                                                ______________________________________________

                                                                                                  Teacher                                                                               Date

APPENDIX D

 

HOLLISTON PUBLIC SCHOOLS

 

PERSONAL LEAVE REQUEST FORM

 

 

The intent of Personal Leave is to allow employees time for business or personal commitments that

cannot be scheduled at any time other than during a work day.  An employee may request Personal

Leave as specified in the appropriate bargaining unit’s contract.

 

The Personal Leave Request Form is to be sent directly to the Superintendent.  If your request is

NOT approved, you will be notified.  Personal Leave may not be taken on the days immediately

before or after a vacation period, holiday weekend, or holiday.  The Superintendent may make

exceptions.  Such decisions are not subject to the grievance procedure.

 

Personal Leave requests must be submitted at least forty-eight (48) hours in advance.  Exemption

may be made in cases of emergencies.

 

The purpose of this Personal Leave request is to attend to business or personal commitments that

necessitate my presence and cannot be taken care of at any time other than during the regular workweek.

 

 

 

_________________________________   ________________________________     ________________

     Employee Name (Please Print)                                    Employee Signature                              Date of Request

 

 

 

_________________________________     __________________________        _______________________

                     School Building                                             Date(s) Requested            (Day(s) of the Week

 

 

 

----------------------------------------------------------------------------------------------------------------------------------------

 

 

 

Approved: ____________                                Not Approved: ____________

 

 

 

____________________________________            ________________

    Superintendent of Schools or Designee                                         Date

 

 

 

 

 

 

 

 

 

 

 

APPENDIX E

 

 

MEMORANDUM OF UNDERSTANDING

For historical and reference purposes, the parties to this Agreement acknowledge that the Curriculum Specialist positions as referenced in Article III, Section B for school year 2008-2009 were:

Title                                                                                                               Level                     FTE                       Stipend

Elementary Literacy and Social Studies Specialist                               PreK-2                     1.0                        $2,500

Elementary Literacy and Social Studies Specialist                               3-5                            1.0                        $2,500

Fine and Performing Arts District Curriculum Specialist                      PreK-12                                                 $6,500

Math and Science Curriculum Specialist                                                PreK-5                   1.0                         $2,500

Math and Science Curriculum Specialist                                                6-8                          1.0                         $2,500

Middle School Literacy and Social Studies Specialist                          6-8                           1.0                         $2,500

Montessori Program Specialist                                                                  PreK-4                                                   $5,500

Wellness District Curriculum Specialist                                                   PreK-12                                                 $6,500

World Language Specialist                                                                        K-12                          .5                          $1,500

 

Changes made in accordance with Article III, Section B, Subsection 2 during the life of this Agreement shall be contained in Side Letters of Agreement.

2011-12

B

B+15

M

M+15

M+30

M+45

CAGS

*

2

    43,791

    44,458

    46,055

    48,253

    50,825

    53,134

    55,938

3

    45,051

    46,593

    48,314

    50,642

    53,109

    55,399

    58,266

4

    47,279

    48,952

    50,855

    53,004

    55,380

    57,974

    60,865

5

    49,976

    51,697

    53,729

    55,928

    58,378

    61,026

    64,107

6

    52,049

    53,721

    55,624

    57,764

    60,145

    62,796

    65,563

7

    55,148

    56,817

    58,715

    60,872

    63,235

    65,842

    68,681

8

    57,530

    59,192

    61,099

    63,235

    65,637

    68,280

    71,081

9

    59,904

    61,579

    63,492

    65,637

    68,003

    70,604

    73,442

10

    62,293

    63,962

    65,860

    68,003

    70,387

    73,012

    75,810

11

    64,667

    66,343

    68,248

    70,387

    72,778

    75,424

    78,234

12

    68,730

    70,387

    72,343

    74,445

    76,819

    79,467

    82,359

13

    72,803

    74,560

    76,634

    78,860

    81,379

    84,187

    87,086

14

    77,803

    79,560

    81,634

    83,860

    86,379

    89,187

    92,086

2012-13

B

B+15

M

M+15

M+30

M+45

CAGS

1.50%

2

    44,448

    45,125

    46,746

    48,977

    51,587

    53,931

    56,777

3

    45,727

    47,292

    49,039

    51,402

    53,906

    56,230

    59,140

4

    47,988

    49,686

    51,618

    53,799

    56,211

    58,844

    61,778

5

    50,726

    52,472

    54,535

    56,767

    59,254

    61,941

    65,069

6

    52,830

    54,527

    56,458

    58,630

    61,047

    63,738

    66,546

7

    55,975

    57,669

    59,596

    61,785

    64,184

    66,830

    69,711

8

    58,393

    60,080

    62,015

    64,184

    66,622

    69,304

    72,147

9

    60,803

    62,503

    64,444

    66,622

    69,023

    71,663

    74,544

10

    63,227

    64,921

    66,848

    69,023

    71,443

    74,107

    76,947

11

    65,637

    67,338

    69,272

    71,443

    73,870

    76,555

    79,408

12

    69,761

    71,443

    73,428

    75,562

    77,971

    80,659

    83,594

13

    73,895

    75,678

    77,784

    80,043

    82,600

    85,450

    88,392

14

    78,895

    80,678

    82,784

    85,043

    87,600

    90,450

    93,392

2013-14

B

B+15

M

M+15

M+30

M+45

CAGS

2.00%

2

    45,337

    46,028

    47,681

    49,957

    52,619

    55,010

    57,913

3

    46,642

    48,238

    50,020

    52,430

    54,984

    57,355

    60,323

4

    48,948

    50,680

    52,650

    54,875

    57,335

    60,021

    63,014

5

    51,741

    53,521

    55,626

    57,902

    60,439

    63,180

    66,370

6

    53,887

    55,618

    57,587

    59,803

    62,268

    65,013

    67,877

7

    57,095

    58,822

    60,788

    63,021

    65,468

    68,167

    71,105

8

    59,561

    61,282

    63,255

    65,468

    67,954

    70,690

    73,590

9

    62,019

    63,753

    65,733

    67,954

    70,403

    73,096

    76,035

10

    64,492

    66,219

    68,185

    70,403

    72,872

    75,589

    78,486

11

    66,950

    68,685

    70,657

    72,872

    75,347

    78,086

    80,996

12

    71,156

    72,872

    74,897

    77,073

    79,530

    82,272

    85,266

13

    75,373

    77,192

    79,340

    81,644

    84,252

    87,159

    90,160

14

    80,373

    82,192

    84,340

    86,644

    89,252

    92,159

    95,160

* - increased each salary entry by $1,312, all teachers remain on their 2010-2011 step