Hopkinton

Show detailed information about district and contract

DistrictHopkinton
Shared Contract District
Org Code1390000
Type of DistrictMunicipal K12
Union AffiliationMTA
Most Recent DocumentContract
Expiring Year2015
Expired Status
Superintendency Union
Regional HS Members
Vocational HS MembersSouth Middlesex RVTSD
CountyMiddlesex
ESE RegionGreater Boston
Urban
Kind of Communityresidential suburbs
Number of Schools6
Enrollment3453
Percent Low Income Students2
Grade StartPK or K
Grade End12
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AGREEMENT

 

BETWEEN THE

 

HOPKINTON SCHOOL COMMITTEE

 

AND THE

 

HOPKINTON TEACHERS’ ASSOCIATION

 

HOPKINTON, MASSACHUSETTS

 

SEPTEMBER 1, 2012

 

TO

 

AUGUST 31, 2015

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 


 

 

INDEX

                                                                                                                        Page

                                    SCOPE...................................................................... 1

                                    PREAMBLE............................................................. 1

ARTICLE I                NEGOTIATION PROCEDURE.............................. 2

ARTICLE II               PAYROLL DEDUCTIONS..................................... 2

ARTICLE III             GRIEVANCE PROCEDURE.................................. 3

ARTICLE IV             SALARIES............................................................... 5

ARTICLE V               CLASS SIZE............................................................. 6

ARTICLE VI             TEACHER ASSIGNMENT..................................... 6

ARTICLE VII            VACANCIES AND PROMOTIONS...................... 7

ARTICLE VIII          TEACHER EVALUATION .................................... 8

ARTICLE IX             TEACHER FACILITIES......................................... 9

ARTICLE X               USE OF SCHOOL FACILITIES............................. 9

ARTICLE XI             SICK LEAVE........................................................... 10

ARTICLE XII            TEMPORARY LEAVES OF ABSENCE............... 11

ARTICLE XIII          EXTENDED LEAVES OF ABSENCE................... 13

ARTICLE XIV          SABBATICAL LEAVE........................................... 16

ARTICLE XV            PROFESSIONAL DEVELOPMENT AND
                                    EDUCATIONAL IMPROVEMENT....................... 17

ARTICLE XVI          PROTECTION.......................................................... 18

ARTICLE XVII         PERSONAL INJURY BENEFITS.......................... 19

ARTICLE XVIII       INSURANCE AND ANNUITY PLAN.................. 19

ARTICLE XIX          GENERAL................................................................ 21

ARTICLE XX            TEACHING HOURS, TEACHING LOAD,
                                    AND WORK YEAR................................................ 22

ARTICLE XXI          EARLY RELEASE & EVENING MEETINGS..... 28

ARTICLE XXII         CONTRACTUAL NOTIFICATIONS..................... 29

ARTICLE XXIII       PART-TIME PERSONNEL..................................... 29

                                    DURATION.............................................................. 29

APPENDIX A            SALARIES............................................................... A-1

APPENDIX B            ALL OTHER............................................................. B-1

TEACHER EVALUATION HANDBOOK

SIDE LETTERS         MIDDLE SCHOOL TEAM MEETINGS................ 1

                                    FLEMING LETTER................................................. 2

                                    TUITION REIMBURSEMENT............................... 3

                                    BONUS..................................................................... 4

                                    STUDY COMMITTEES........................................... 5

                                    MIDDLE SCHOOL SCHEDULE........................... 7

                                    HIGH SCHOOL TIME ON LEARNING............... 8

                                    TUITION REIMBURSEMENT............................... 9

                                    COURSE CREDIT AUDIT/SALARY SCALE

                                    CORRECTION......................................................... 10

                       


 

AGREEMENT

BETWEEN THE

HOPKINTON SCHOOL COMMITTEE

AND THE

HOPKINTON TEACHERS’ ASSOCIATION

 

 

THIS AGREEMENT IS MADE AND ENTERED INTO ON THIS DATE, BY AND BETWEEN THE HOPKINTON SCHOOL COMMITTEE (HEREINAFTER REFERRED TO AS THE COMMITTEE) AND THE HOPKINTON TEACHERS’ ASSOCIATION (HEREINAFTER REFERRED TO AS THE ASSOCIATION).

 

SCOPE

 

For the purpose of collective bargaining with respect to wages, hours, other conditions of employment, the negotiation of collective bargaining agreements, and any questions arising thereunder, the Committee recognizes the Association as the exclusive bargaining agent for all classroom teachers, special needs teachers, guidance counselors, school adjustment counselors, social workers, psychologists, librarians, art teachers, music teachers, physical education teachers, speech and language therapists, occupational therapists, physical therapists, team chairpersons, department heads and no other professional or nonprofessional employees of the Hopkinton Public Schools (as such employees are defined in Chapter 150E of the General Laws of Massachusetts).  The Superintendent shall continue to have the discretion as to step placement on the salary schedule upon initial hire for occupational therapists and physical therapists.

 

PREAMBLE

 

Recognizing that our primary purpose is to provide education of the highest possible quality for the children of Hopkinton, and that good morale within the teaching staff of Hopkinton is essential to achievement of that purpose, we, the undersigned parties to this contract, declare that:

 

A.        under the laws of Massachusetts, the Committee, elected by citizens of Hopkinton, has the responsibility for establishing the education policies of the public schools of

Hopkinton;

 

B.        the Superintendent of Schools of Hopkinton (hereinafter referred to as the Superintendent) has responsibility for carrying out the policies so established;

 

C.        the teaching staff of the public schools of Hopkinton has the responsibility for providing education of the highest possible quality in the schools;

 

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D.        fulfillment of these respective responsibilities can be facilitated and supported by consultations and free exchanges of views and information between the Committee, the Superintendent, and the teaching staff in the formulation and application of policies relating to wages, hours, and other conditions of employment for the teaching staff; and so, to give effect to these declarations, the following principles and procedures are hereby adopted.

 

ARTICLE I               NEGOTIATION PROCEDURE

 

Not later than November 15 of the calendar year preceding the calendar year in which this agreement expires, the Committee agrees to enter into negotiations with the Association over a successor agreement.  Any agreement so negotiated will apply to all teachers and will be reduced to writing and signed by the Committee and the Association.

 

ARTICLE II             PAYROLL DEDUCTIONS

 

A.        The Committee agrees to deduct from the salary of any teachers so requesting, dues for the local Teachers’ Association, the Massachusetts Teachers’ Association and the National Education Association and such monies as may be agreed upon from year to year between the Committee and the Association.  The teacher’s authorization will be in writing in the form set forth below.

 

PAYROLL DEDUCTION CARD

 

NAME_______________________________________________________

 

ADDRESS____________________________________________________

 

            I hereby request and authorize the Hopkinton School Committee to request and direct the Town Treasurer to deduct from my earnings and transmit to the group below an amount sufficient to provide for regular payment to the group or groups below in equal monthly payments.   I understand that the Committee will discontinue such deductions only if I give the Committee sixty (60) calendar days’ advance written notice to do so.  I hereby waive all rights and claims for monies so deducted and transmitted in accordance with this authorization and relieve the Committee and all of its officers from any liability therefrom.

 

ORGANIZATIONS

 

National Education Association                                   $__________________________

 

Massachusetts Teachers’ Association              $__________________________

 

Hopkinton Teachers’ Association                                $__________________________

 

                                                TOTAL                        $__________________________

 

Teacher’s Signature                                                                                        

Date                                                                                                                

 

 

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B.        Each of the Associations named in Section A above must certify to the Committee in writing the current rate of its membership dues.  Any Association which intends to change the rate of its membership dues must give the Committee thirty (30) calendar days’ written notice prior to the effective date of such changes.

 

C.        The Committee will not be required to honor for any month’s deduction, any authorization that is delivered to it later than one (1) week prior to the distribution of the payroll from which the deductions are to be made.

 

D.        No later than October 15th of each year, the Committee will provide the Association with a list of those employees who have voluntarily authorized the Committee to deduct dues for any of the Associations named in Section A above.  The Committee will notify the Association monthly of any changes in said list.

 

E.         All employees in the bargaining unit who are not dues-paying members of the Association and its affiliates shall be required, as a condition of employment, to pay an agency service fee.  The amount of such agency service fee shall be equal to the amount required to become a member and remain a member in good standing of the Association and its affiliates.

 

Any employee required to pay an agency service fee shall receive a pro rata rebate of agency service payments prior to the commencement of the new school year for expenditures by the Association and its affiliates for matters cited in Massachusetts General Laws, Chapter 150E, Section 12, as amended.  It is understood that the amount of the rebate will be fifteen percent (15%) or more depending on such expenditures for any given year.

 

At the expiration of thirty (30) days after the ratification of the agreement or at the expiration of thirty (30) days following an employee’s initial employment, the Association shall provide to the Committee a list of those teachers who have not paid the agency fee or given authorization for the deduction of the agency service fee (as provided by Massachusetts General Laws, Chapter 180, Section 17G).  The Committee shall take appropriate steps within three (3) weeks of such notification to require payment of the agency service fee.

 

F.         New employees will be notified in writing of all benefits and that the Collective Bargaining Agreement includes an agency fee provision if the employee does not join the Hopkinton Teachers’ Association.

 

ARTICLE III            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 Association and the Committee over the interpretation or application of an expressed written provision of this agreement, or, the alleged inequitable or discriminatory treatment of a teacher or teachers.

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A.        GENERAL

 

1.         A grievance will be deemed waived unless it is submitted at the appropriate entry level within fifteen (15) school days after the aggrieved party knew or should have known of the event or condition on which it is based.

 

2.         Failure at any level of this procedure to appeal the grievance to the next level within ten (10) school days of the receipt of the written response will be deemed to be a termination of the grievance.  Time limits may, however, be extended by mutual agreement.

 

3.         An employee will first take up the concern with his or her principal on an informal basis.  The employee may bring a representative of the Association.

 

4.         When an individual is involved in a matter considered to be in violation of the contract, nothing will prevent that individual from presenting a formal grievance.

 

5.         Submission of a grievance and response made under the formal grievance procedure contained herein will be in writing.

 

6.         During summer recess all days will be calendar days, excluding Saturday, Sunday, and holidays.

 

7.         If a member of the bargaining unit is suspended or dismissed by the principal, any grievance shall be submitted at Level 1, 2 and 4.  If a member of the bargaining unit is suspended or dismissed by the Superintendent, any grievance shall be submitted at Level 2 and 4.

 

B.        FORMAL GRIEVANCE PROCEDURE

 

Level 1:           The aggrieved individual and/or Association representative will file a grievance with the appropriate building principal within fifteen (15) school days as in A.1. above.  The building principal will meet with the grievant in regard to the grievance and will respond in writing within five (5) school days.  The grievance submitted in writing will identify the aggrieved person or persons, will indicate the provision of the agreement involved in the grievance, the time and place of the event or conditions constituting that the grievance existed, and a general statement of the grievance and redress sought.

 

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Level 2:           If the grievant is not satisfied with the disposition of the grievance at Level 1, or if no decision has been rendered within five (5) school days after the presentation of the grievance, said grievant and/or the Association representative may appeal to the Superintendent.  Such appeal will be in writing, setting forth the details of the grievance as in Level 1.  Within five (5) school days after the receipt of the written grievance by the Superintendent, or his designee, he will confer with the grievant.  The Superintendent will respond in writing to the grievant within ten (10) school days of the receipt of the grievance.

 

Level 3:           If the grievant is not satisfied with the decision of the Superintendent, or his designee, or if no decision has been rendered within the time called for in Level 2, an appeal may be made to the Committee by the grievant.  Such appeal will be in writing and set forth the details of the grievance in Level 1.  The Committee will meet with the grievant in closed session within twenty (20) calendar days of the receipt of the grievance by the Committee.  The Committee will respond to the grievant with a decision within fifteen (15) calendar days after the Committee meeting following the meeting with the grievant.  Failure by the Committee to reply within this period will be construed as a decision favorable to the employee.

 

Level 4:           If the grievant is not satisfied with the decisions of the Committee, the Association may, within twenty-five (25) school days thereafter, submit the grievance to arbitration as provided for in this agreement.  Arbitration of disputes between the Committee and the Association will be conducted under the laws of the American Arbitration Association.  The decision of the arbitrator will be binding on the parties.  Expenses of such arbitration will be shared equally by the Committee and the Association.  The arbitrator will be bound by the terms and conditions of the current contract.  Further, the arbitrator will render his decision within thirty (30) calendar days from the date of the completion of the arbitration hearings.  Preparation for and resolution of the grievance at the first three (3) levels will not interfere with the educational process; i.e., scheduled classroom activities, unless mutually agreed.  At Level 4 of the grievance, the President, Grievance Chairperson, and those whose participation is reasonably expected, will be excused with pay.

 

ARTICLE IV                        SALARIES

 

A.        The salaries of all persons covered by this agreement are set forth in Appendix A, which is attached hereto and made part hereof.

 

B.        All persons on the teachers’ salary schedule will be paid in accordance with the following:

 

Payments will be made in twenty-two (22) payments starting in September:

 

•           Twenty-one (21) payments through the school year

•           One (1) payment, representing the equivalent of five (5) biweekly paychecks, and subject to tax and other withholdings as if five (5) biweekly paychecks, to be made on the first regular pay date following the last day of school.

 

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All members shall receive a payment schedule for all twenty-two (22) payments for the subsequent school year by the last day of school.

C.        Contingent on the warrant being signed, the Committee will make every effort to insure that salary payments occurring during a vacation period will be distributed on the last day of school prior to the commencement of the vacation period.

 

ARTICLE V             CLASS SIZE

 

A.        The Committee and the Association recognize that class size is an important factor in good education and will, whenever possible, subject to space availability and other educational considerations, insure that class size is of the most effective nature for both teacher and pupil.  However, the final decision as to class size will be made by the Committee in the best interest of all.

 

B.        The Committee shall be apprised of the size of all classes and study halls in the system by October 1 of each year and, at that time, will make such information available to the Association.  After consultation with the building principal and the Superintendent, the Association may request a meeting to discuss class size with the Committee at the first regular meeting of the Committee after October 1.

 

C.        The Association shall be immediately apprised in writing of any decision of the Committee to decrease the number of classes in each grade for grades one through six.

 

ARTICLE VI                        TEACHER ASSIGNMENT

 

A.        Teachers will be notified in writing of their programs for the coming year, including the schools to which they will be assigned, the grades and/or subjects that they will teach, and any special or unusual classes that they will have, as soon as practicable and not later than the end of the school year, except in emergency situations.  Notification of a change in room assignment will be given at least three (3) weeks prior to the opening of school except in an emergency situation.

 

B.        In order to assure that pupils are taught by teachers working within their areas of competence, teachers will not be assigned more than 20% of their instructional time outside the scope of their teaching licensure.  No current teacher shall be displaced or reduced in schedule or force as a result of this clause.

 

C.        Teacher preference will be considered in changing grade assignment in the elementary schools and in subject assignments in the secondary schools; all such changes must be reviewed and approved by the Superintendent.

 

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D.        In arranging schedules for teachers who are assigned to more than one school, an effort will be made to limit the amount of inter-school travel.  Such teachers will be notified of any changes in their schedules as soon as practicable.  Teachers who are assigned to more than one school in any one school day will receive twenty-eight and one-half cents ($.28.50) per mile for all inter-school driving done by them in fulfillment of their assignment.

 

E.         In the event of any reassignment after the end of the school year, reassignment will be at the discretion of the Superintendent or his designee and all teachers directly affected by this assignment will be notified in writing within four (4) calendar days of the reassignment.

 

F.         The Committee will make materials and time available for teachers who are required to change classrooms and/or school buildings.

 

G.        Custodial assistance will be provided to actually move boxes and furniture when required in accordance with the above.

 

H.        All members of the bargaining unit shall receive their projected weekly schedules for the next school year on the last scheduled day of the school year.  It is understood that said projected schedules may be changed due to unforeseen circumstances (e.g., changes in enrollment and/or student needs).

 

ARTICLE VII          VACANCIES AND PROMOTIONS

 

A.        Whenever any vacancy or new professional position under the scope of this contract is created during the school year and a decision is made to fill the position, it will be adequately publicized by the Superintendent or his/her Designee by means of an electronic notice e-mailed to the HTA distribution list as far in advance of the appointment as possible.  The Association President will receive a copy of the posting a minimum of five (5) school days in advance of the posting.  Information pertaining to vacancies for new professional positions during the summer months will be sent by the Superintendent or his/her Designee to those teachers requesting the information on the appropriate form and to the President of the Association and/or his/her designee, whose name and address shall be given in writing to the Superintendent or his/her Designee.  In both situations, the qualifications for the position, its duties, and the rate of compensation, will be clearly set forth.  The qualifications set forth for a particular position will not be changed when such future vacancies occur, unless the Association has been notified in advance of such changes and the reasons therefore. No vacancy will be filled except on a temporary basis, within twelve (12) school days from the date the notice is posted in the schools or the giving of notification to the Association members.

 

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B.        All teachers will be given adequate opportunity to make application for such positions and the Superintendent or his designee agrees to consider the professional background and attainments of all applicants.  In filling such vacancies, consideration will be given to qualified teachers already employed by the school district and each applicant not selected will, upon written request, receive a written explanation from the Superintendent or his designee before the appointee assumes his/her position.  Appointments not made within sixty (60) calendar days after the notice is posted in the schools will be re-posted per Paragraph A.

 

C.        During the period covering August 1 – October 1, Sections A and B shall be waived by mutual consent of the Superintendent or his/her Designee and the Association President or his/her designee.  However, the Administration will make every effort to carry out the intent of Section A and B during that time.

 

D.        Notice will be sent to the Association whenever any vacancy in a professional position within or outside the scope of this contract occurs, prior to filling the position.  The Superintendent or his designee will notify the President of the Association and then will adequately publicize the position.

 

E.         Whenever a professional position is filled by the Superintendent or his designee, the Association President and/or his/her designee shall be so notified and given the name of the person appointed to the position.

 

ARTICLE VIII         TEACHER EVALUATION

           

A.        Teacher Evaluation

 

1.                  Teachers will be evaluated as set forth in the Hopkinton Public Schools’ Educator Evaluation Process and Procedures, which is included in the Appendix of this Agreement.

2.                  The Parties agree to reopen this Agreement in order to negotiate changes to the existing Evaluation Process and Procedures in order to satisfy the provisions of M.G. L. c. 71 §38 and related state regulations, including but not limited to 603 CMR 35.01-35.11.

 

B.        Personnel Records

 

1.         Upon twenty-fours (24) hours’ written notice, teachers will have the right to review the contents of their personnel file in the presence of a designee of the Superintendent.  A teacher will be entitled to have a representative of the Association accompany him/her during such review.

 

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2.         No material derogatory to a teacher’s conduct, service, character, or personality will be placed in his/her personnel file unless the teacher has had an opportunity to review the material.  The teacher will acknowledge that he/she has had the opportunity to review such material by affixing his/her signature to a copy to be filed with the express understanding that such signature in no way indicates agreement with the contents thereof.  The teacher will also have the right to submit a written answer to such material and his/her answer shall be reviewed by the Superintendent and attached to the file copy.

 

3.         An administrator to whom a written or substantial oral complaint against a teacher was made will, within two (2) days, except in unusual circumstances beyond the control of the administrator(s), give all information about the complaint to the teacher involved.  No oral complaint shall be used to the disadvantage of a teacher unless substantiated through a fair and reasonable investigation.

 

ARTICLE IX                        TEACHER FACILITIES

 

Each school will have the following facilities:

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

 

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

 

3.         An appropriately furnished room to be reserved for the exclusive use of the teachers as a faculty lounge.  Said room will be in addition to the aforementioned teacher work area.

 

4.         A serviceable desk and chair for the teacher in each classroom.

 

5.         A well-lighted and clean male teacher restroom and well-lighted and clean female teacher restroom.

 

6.         A separate, private dining area for the exclusive use of the teachers, when practical and possible without substantial expenditure.

 

7.         An adequate portion of the parking lot at each school will be reserved for teacher parking.

 

ARTICLE X             USE OF SCHOOL FACILITIES

 

A.        By the Association

 

1.         The Association will have the right to use school buildings without cost at reasonable times for meetings.  The principal of the building in question will be notified in advance of the time and place of all such meetings.

 

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2.         The Association will have the right to use the athletic facilities and equipment at the High School without cost one (1) evening each week when school is in session.  The schedule and other related matters will be arranged in advance with the Superintendent. The Association agrees to relinquish or change the evening if the Superintendent deems it necessary to serve the best interest of the Town.  In such case, every effort will be made to substitute a mutually agreeable alternative evening.

 

3.         Except as otherwise provided by insurance coverage in effect at the time, the Town of Hopkinton, its elected officials, officers, agents, and/or employees will not be liable to the Association or any individual for a tort resulting from the Association’s use of school facilities pursuant to this Article.

 

B.        There will be one (1) bulletin board in each school building, which will be placed in the faculty lounge, for the purpose of displaying notices, circulars, and other Association material.  Copies of all such material will be given to the building principal, but his/her advance approval will not be required.

 

C.        No teacher will be prevented from wearing pins or other identification of membership in the Association or any other teacher organization.

 

ARTICLE XI                        SICK LEAVE

 

A.        1.  The following schedule shall be used for allowable sick leave  regardless of the amount used in any previous year.

 

                                                             

YEARS IN SYSTEM (LESS THAN)

TOTAL ALLOWABLE SICK LEAVE DAYS PER SCHOOL YEAR

1

15

2

30

3

45

4

60

5

75

6

90

7

105

8

120

9

135

10

150

11

165

12

180

 

2.      Only those members working in the District prior to June 30, 2013 will be eligible for the sick leave schedule set forth above at Section A.1.  Those members whose employment with the Committee begins on or after July 1, 2013, shall be awarded sick leave as follows:  Each September 1st, members shall be granted fifteen (15) sick days per year, which shall be prorated for partial year employment.  Said days may accumulate up to 200.

 

B.        For any one absence in excess of five (5) school days, a doctor’s written statement of inability to perform normal teaching duties may be requested by the Superintendent or his/her Designee.

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C.        Any person returning to work after an absence, due to illness, in excess of five (5) consecutive school days may be required by the Superintendent or his/her Designee to obtain a written statement from a doctor that the absent person is capable of performing normal teaching duties.

 

D.        For any one year’s total absence creditable to sick leave in excess of ten (10) school days not covered under Section B, a doctor’s written verification of illness may be requested by the Superintendent or his/her Designee to allow payment for such days.

 

E.         Continuous absence due to illness commencing in one school year or during the summer and continuing into the next school year will be compensated as follows: For members eligible for sick leave under Section A.1 above, on the basis of the number of days of eligibility for the contract year in which the absence began.  For members eligible for sick leave under Section A.2 above, on the basis of the number of sick days accumulated as of the date the absence began.

 

F.         For those members eligible for sick leave under Section A.1 above, no sick leave accumulation will be allowed.

 

            For those members eligible for sick leave under Section A.2 above, sick days may accumulate up to 200.

 

G.        Any teacher receiving compensation from long-term disability insurance shall have the Town’s portion of such pay reduced to the extent that his/her income shall not exceed his/her contracted base salary.

 

H.        For those members eligible for sick leave under Section A.1 above, excepting the provisions of Paragraph E. of this section, in no case will sick leave benefits extend beyond the number of days entitled at the outset of the cause of such leave.

 

            For those members eligible for sick leave under Section A.2. above, excepting the provisions of Paragraph E of this section in no case will sick leave benefits extend beyond the number of days accumulated at the outset of the cause of such leave.

 

I.                   In all instances, the paid sick leave benefit will be pro-rated in cases of partial year’s employment.

 

ARTICLE XII          TEMPORARY LEAVES OF ABSENCE

 

A.        Teachers will be entitled to the following temporary leaves of absence with pay for each school year.  Unless otherwise specified, leaves pursuant to this section will be in addition to any sick leave to which the teacher is entitled.  No teacher will be required to arrange for his/her own substitute.

 

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1.         Bereavement Leave:  Up to five (5) days leave of absence will be granted in each instance immediately following the death of a relative (father, mother, brother, sister, spouse, child, grandparent, grandchild, individuals residing in household, or immediate in-laws). Up to one (1) day of leave will be granted for the death of a member’s aunt, uncle, niece or nephew.  Under extenuating circumstances additional time may be granted with the prior approval of the Superintendent or his/her Designee.

 

In order to be eligible for the aforementioned bereavement leave in connection with the death of an individual residing in the employee’s household, the employee, upon request, shall provide evidence (such as an affidavit) regarding the deceased’s status as an individual residing in the employee’s household.  It is further agreed by the parties that the extension of bereavement leave benefits to employees in connection with the death of an individual residing in the employee’s household shall establish no precedent or past practice as to the extension of other employment benefits in connection with individuals residing in an employee’s household.

 

2.           Family Illness Leave:  Up to four (4) days leave of absence will be granted in the event of serious illness of a relative (see above definition).  Such time will be charged against a member’s sick time. In addition, members who are the non-birth giving parent may use up to five (5) days of leave charged to sick time to care for a newborn child.

3.         Personal Leave:  A member shall have up to two (2) days leave with pay each year for the purpose of transacting or attending to personal, legal, business, household or family matters which require absence during school hours.  It is the intention of the parties that leave under this Article shall be available for reasons of hardship or other pressing need and not merely for personal convenience.  Except in emergency situations or extenuating circumstances that are authorized by the Superintendent or his designee, no personal leave shall be allowed the work day before or the work day after a vacation period, a holiday occurring on a school day, or the first or the last week of the school year, or on any teacher Professional Day.

 

4.         Temporary Military Service:  A maximum of fifteen (15) days per school year for persons called into temporary active duty of any unit of the U.S. Reserves or the State National Guard, provided such obligations cannot be fulfilled on days when school is not in session.  Teachers will be paid the difference between their regular pay and the pay which they receive from the State or Federal Government.

 

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5.         Jury/Witness Duty:  In Massachusetts, members shall receive their full daily salary for the first three (3) days of juror/witness service.  If required to serve beyond three (3) days, members will be paid the difference between their daily salary and the daily jury/witness stipend provided by the Commonwealth.  If serving in another state, the state law concerning jury/witness duty will guide the salary requirements for that member’s jury/witness duty.  In no event will a member suffer a loss of compensation while serving jury/witness duty.  Members shall be required to submit evidence of jury duty service.

 

B.        The deductions for absences not creditable to sick leave or temporary leave shall be equal to the annual salary divided by 183 days.

 

ARTICLE XIII         EXTENDED LEAVES OF ABSENCE

 

A.        The Committee agrees that one (1) teacher designated by the Association will, upon request, be granted a leave of absence for up to two (2) years without pay for the purpose of engaging in Association (local, state, or national) activities.  Upon return, the teacher may be placed on the same step he/she was on when he/she left.

 

B.        A leave of absence without pay of up to two (2) years may be granted to any professional status teacher who joins a government service organization or serves as an exchange teacher and is a full-time participant in either of such programs.  Upon return from such leave, a teacher will be considered as if he/she were actively employed by the Committee during the leave and will be placed on the salary schedule at the level he/she would have achieved if he/she had not been absent.

 

C.        Military leave will be granted to any teacher who is inducted into any branch of the armed forces of the United States.  In the event of a national emergency, military leave will be granted to a teacher who enlists in any branch of the armed forces.  Upon return from such leave, a teacher will be placed on the salary schedule at the level which he/she would have achieved had he/she remained actively employed in the system during the period of his/her absence to a maximum of two (2) years.

 

D.        Family and Medical Leave

 

1.         Adoptive Parent Leave

 

Adoptive parents shall be entitled to utilize up to ten days of paid leave for adoption related travel, court appearances, appointments with social workers or adoption agencies or attendance at other meetings or processes required in connection with the adoption of a child.  Adoptive parents shall provide two weeks notice of the intent to utilize paid leave under this section where practicable and will provide the Superintendent or his/her Designee with documentation, in a form acceptable to the Superintendent or his/her Designee, supporting the need for such leave.

 

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2.         MMLA Leave

 

Upon completion of three months of full time service or the equivalent to a maximum of six months, female employees shall be entitled to eight weeks of unpaid maternity leave for birth or adoption pursuant to the Massachusetts Maternity Leave Act (M.G.L. Ch. 149, Section 105D, also referred herein as “MMLA”).

 

Paid sick leave, pursuant to Article XI, may be used for the period of actual disability.  The employee may be required to submit a doctor’s note certifying the period of disability.  MMLA leave will be considered to also qualify as FMLA leave, and will run concurrently.

 

3.         FMLA Leave

 

All eligible members of the bargaining unit shall, in addition to the provisions of this Article, be eligible for unpaid leaves of absence in accordance with the Family and Medical Leave Act of 1993 (“FMLA”).  FMLA currently includes leaves for:

 

·         The birth of a child and in order to care for the newborn;

·         The adoption or placement of a child for foster care with the employee;

·         To care for a child, spouse, or parent with a serious health condition;

·         Because of the employee's own serious health condition that makes the employee unable to perform the essential functions of his/her position.

·         Any qualifying exigency, as defined in P.L. 110-181, Section 585(a), arising out of the fact that the spouse, son, daughter, or parent of the employee is on active duty, or has been notified of an impending call to active duty status, in support of a contingency operation.

Additionally, an eligible employee who is the spouse, son, daughter, parent, or next of kin of a covered service member, as defined in P.L. 110-181, Section 585(a), who is recovering from a serious illness or injury sustained in the line of duty on active duty is entitled to up to 26 weeks of leave in a single 12-month period to care for the service member.

 

FMLA utilization shall be governed by the Hopkinton School Committee Policy on Family and Medical Leave as adopted on January 30, 2003  and amended on February 26, 2009.  Said policy shall be available on the District web site or may be requested from the Superintendent’s Office.

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All full time bargaining unit members shall presumptively be considered to have met the 1250 hour eligibility threshold on an annual basis.  In the case of a part-time employee, the district shall bear the burden to establish the employee did not meet the 1250 hour eligibility threshold

 

For leave related to the birth or placement of a child, the employee must provide at least two weeks’ written notice before his/her anticipated date of departure and include an intended date of return.

 

Nothing in this section or the School Committee policy shall be interpreted to limit an employee’s right to utilize sick leave benefits as provided elsewhere in this agreement, or to require an employee to use sick leave, personal leave, or vacation time during any leave period.

 

E.         Child Rearing Leave

 

An unpaid leave of absence for child rearing purposes: (A) shall be granted to any teacher who has served in a bargaining unit position for at least three (3) years and (B) may be granted to any teacher who has served in a bargaining unit position for at least one (1) year.  Child rearing leaves shall be granted for up to one (1) school year’s duration.  If the teacher has worked more than ninety (90) days of a year in which such leave is taken, she or he will continue on the salary schedule at the level that would have been achieved had the absence not occurred.

 

F.         A leave of absence without pay or increment of up to one (1) year may be granted for the purpose of caring for a sick member of the teacher’s immediate family.  Additional leave may be granted at the discretion of the Superintendent.  Requests for such leave will be supported by verification from the health care provider that the employee’s presence is needed to care for the member of the immediate family.

 

G.        The Superintendent may grant a leave of absence up to two (2) years without pay or increment to any teacher to campaign for, or to serve in, a public office.

 

H.        After five (5) years of continuous employment in a bargaining unit position in the Hopkinton School system, a teacher may be granted a leave of absence, without pay, for up to one (1) year for health reasons.  Requests for such leave will be supported by appropriate medical evidence.

 

I.          Any professional status teacher whose personal illness extends beyond the period compensated will be granted a leave of absence without pay for such time as is necessary for sufficient recovery to return to work from such illness.  A physician’s statement may be required by the Superintendent or his/her Designee.  Any such leave for a teacher not on professional teacher status shall terminate with his/her contract.

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J.          Other leaves of absence without pay may be granted by the Superintendent.

 

K.        All benefits to which a teacher was entitled at the time his/her leave of absence commenced will be restored to him/her upon his/her return and he/she will be assigned to the same position which he/she held at the time said leave commenced, if available or, if not, to a substantially equivalent position.  Time taken as a leave of absence, except for those leaves that are designated as qualifying leave under the Family Medical Leave Act (“FMLA”) or the Uniform Services Employment and Reemployment Rights Act (“USERRA”), will not count as time worked for the purpose of determining seniority.

 

L.         All requests for extensions or renewals of leaves will be applied for and granted in writing.

 

M.               Any teacher on leave must notify the Superintendent by March 1 of the school year in which the leave occurs of his/her decision to return for the start of the next school year or to resign.  If leave begins on or after March 1, the teacher must notify the Superintendent within thirty (30) days of the outset of his/her leave of his/her decision to return for the start of the next school year or to resign.  Failure to comply with this requirement will be considered as resignation from the school system.

Members who are on leave will receive a reminder notice from the District.  This notice will include the name and contact information for the HTA president and a reference to contact Human Resources and/or the HTA president if the member has any questions or concerns. This reminder notice will be copied to the HTA president.

N.                Members who are on a non-disability related unpaid leave of absence shall be offered continuance of health benefits through COBRA and shall be responsible for paying 102% of the cost of the monthly premium for health insurance, consistent with the  policies and practices of the Town of Hopkinton.

ARTICLE XIV         SABBATICAL LEAVE

 

A.        Sabbatical leave for one (1) school year or for one-half (1/2) school year may be granted for study or research to a member of the bargaining unit by the Superintendent at his/her sole discretion, and subject to the following conditions:

 

1.         No more than two (2) members of the bargaining unit may be on sabbatical leave at any one time.  These sabbaticals are subject to the following restrictions:  no more than one member of any one department in the Middle/High School, or, no more than one teacher from any one grade level in the elementary schools, may be on sabbatical leave at any one time.

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2.         Requests for sabbatical leave must be received by the Superintendent in writing in such form as may be required by the Superintendent no later than November 30, and action must be taken on all such requests no later than February 1 of the school year preceding the school year for which the sabbatical leave is requested.  Action may be taken following these dates at the discretion of the Superintendent.

 

3.         The teacher has completed at least five (5) consecutive full years of service in a bargaining unit position in the Hopkinton school system.

 

4.         Members of the bargaining unit on sabbatical leave will be paid 50% of their regular salary rate for a full year sabbatical or 100% of their regular salary rate for a half-year (1/2 year) sabbatical, provided that such pay when added to any program grant will not exceed their regular salary rate.

 

5.         The teacher will agree to return to employment in the Hopkinton Public Schools for twice the length of the sabbatical leave.  Increment step credit will be granted for the time spent on sabbatical leave.

 

B.        Sabbatical leave for one-half (1/2) of the normal school year or ninety (90) school days  may be granted starting on the opening day of school or starting on the ninety-first (91st ) day of the school year and running consecutively.  All other provisions in Section A will apply to the ninety (90) day sabbatical.

 

ARTICLE XV          PROFESSIONAL DEVELOPMENT AND EDUCATIONAL IMPROVEMENT

 

A.        Any member of Unit A is eligible for tuition reimbursement and/or course credit provided:

 

1.                  His/Her application has received the approval of the Superintendent or his/her Designee prior to his/her taking the course (the Superintendent or his/her Designee having sole authority to determine course approvals).  If an application is disapproved, the employee will be advised in writing as to the reason for disapproval.  In extenuating circumstances, the Superintendent or his/her Designee, in his/her discretion may award credit for a course that has not been pre-approved.  The decision of the Superintendent to deny credit shall not be grievable nor arbitrable.

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2.         Courses are graduate-level courses taken from colleges and universities that are accredited by organizations recognized by the United States Department of Education, the Massachusetts Department of Elementary & Secondary Education or the Massachusetts Board of Higher Education.  Undergraduate level courses may be approved at the discretion of the Superintendent or his/her designee.

3.                  Member has received a course grade of ‘B’ or better, or in the case of a Pass/Fail course, member has received a grade of ‘Pass’, as evidenced by an official grade report or transcript containing the member’s full name, indication that the course is a graduate level course (unless specific approval for an undergraduate course has been granted under paragraph 2 above), the semester in which the course was successfully completed, the course grade, and the number of graduate credits received for the course.

 

4.         He/She is not receiving other tuition reimbursement of a nature and amount that, in the opinion of the Superintendent, would warrant disqualification.

 

B.        If the applicant is still employed by the Hopkinton school system  as of the payment dates set forth below, following the completion of the course or courses, he/she will be reimbursed up to $1000 for tuition.  Further, if the applicant is a teacher without professional teacher status, he/she will be reimbursed an additional $250 ($1250 in total).  Reimbursements may be paid twice a year: either no later than the last business day of November only upon satisfactory completion of the course(s), as defined in A, above, and submission of a receipted bill or cancelled check by October 15, or by the last business day of July, with satisfactory completion of the course(s), as defined in A, above and submission of a receipted bill or cancelled check by May 15. 

 

C.        The Committee will pay the reasonable expenses (including fees, meals, lodging and/or transportation) incurred by teachers who attend workshops, seminars, conferences or other professional improvement sessions at the request of and with the advance approval of the Superintendent or his/her Designee.  The Committee may pay the reasonable expenses (including fees, meals, lodging and/or transportation) incurred by teachers who attend workshops, seminars, conferences or other professional improvement sessions at the request of any member of Unit A with the advance approval of the Superintendent or his/her Designee.

 

ARTICLE XVI         PROTECTION

 

A.    Teachers will immediately report all cases of assault suffered by them in connection with their employment to the Superintendent and the building principal in writing.  This report will be forwarded to the Committee which will comply with any reasonable request from the teacher for information in its possession relating to the incident or the persons involved and will act in appropriate ways as liaison between the teacher, the police, and the courts.

B.    

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If criminal or civil proceedings are brought against a teacher alleging that he/she committed an assault in connection with his/her employment, the Committee will furnish legal counsel to defend him/her in such proceeding if he/she requests such assistance.  The Committee will pay for such counsel, but will not be responsible for such counsel’s actions, inactions, or performance.

C.     If any member of the bargaining unit is subpoenaed to testify or to attend court proceedings regarding a child custody suit or SPED case involving a child in the Hopkinton Public Schools or any other school related business, the Committee shall provide legal consultation prior to the individual’s court appearance.  The individual will suffer no loss of pay as a result of his/her attendance at said proceedings.  Said day will not be deducted from any other leave provision. 

 

In the event the court appearance is required during a vacation period including summer recess, or when school is otherwise not in session, the individual will be compensated at his/her per diem rate of pay.

 

ARTICLE XVII       PERSONAL INJURY BENEFITS

 

A.        Whenever a teacher is absent from school as a result of personal injury caused by an accident or an assault occurring in the course of his/her employment, he/she will be paid his/her full salary (less the amount of any workers’ compensation award made for temporary disability due to said injury) for the period of such workers’ compensation without any deduction from the employee’s sick leave.

 

B.        The Committee will reimburse a teacher for:

 

1.         Any protective clothing deemed necessary by the department head or principal, with the approval of the Superintendent, and

 

2.         The cost of medical, surgical, or hospital services (less the amount covered by a health plan reimbursement) incurred as a result of any injury sustained in the course of his/her employment.

 

ARTICLE XVIII      INSURANCE AND ANNUITY PLAN

 

A.        The Committee will provide, consistent with its own policies and the policies of the Town of Hopkinton, contributory participation in available insurance programs as follows:

 

Plan

Town Contribution

Tufts Advantage HMO

 

Individual

85.5%

2-Person

75.8%

Family

75.8%

Tufts HMO Premium

(available to those hired prior to 7/1/2011 only)

Individual

85.5%

Family

75.8%

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(continued)

 

Plan

Town Contribution

Tufts Carelink PPO

 

Individual

50%

Family

50%

Delta Dental

 

Individual

0%

Family

0%

Boston Mutual Life

50%

 

 

B.        The following language shall be effective September 1, 2012 through and including June 30, 2014.  Effective July 1, 2014, this provision shall no longer be in effect. 

 

The Association agrees to accept the co-payment and plan design changes set forth below.

 

Tufts Health Plan Enhancements, Goals and Initiatives                                                                                                                                                         (7-2011 to 6-2012)

Plan Design (Tufts Health Plan has richer Benefits)

 

RX Change to $10/$20/$35 from $5/$15/$35

Better pharmacy benefit - a 1x pharmacy co pay for mail order. This applies to all pharmacy tiers (even Tier 3).  A dedicated (800) number to help members transition their mail order prescriptions to Caremark.

Physical Therapy / Occupation Therapy - Tufts is offering 60 visits for PT & an additional 60 visits for OT per year.

Chiropractic - 20 visits per year.

ADDITION OF A 3-TIER HMO $1000 DED-OPTION WITH 10/25/45 RX AND 1X MAIL ORDER

Member Education Initiatives

 

     ●  Understanding generic alternatives and reducing pharmacy expense

     ●  How to use your health plan more efficiently and reduce out of pocket costs

     ●  24/7 Nurse Hotline available to Tufts members

     ●  Dedicated wellness activities designed to identify risk factors

     ●  Onsite biometric screenings

     ●  Member specific microsite dedicated to benefits including health decision support tools

     ●  Access to CVS Minute Clinics - lower cost and convenient option for members

     ●  All employees hired After July 1, 2011 will be enrolled on the Deductible Option.

     ●  All employees hired after July 1, 2011 have the option of the TUFTS PPO, but at a 50/50 Town/Employee split.

 

Tufts Health Plan Goals and Initiatives    (7-2012 to 6-2013)

Benefit Cost Saving Initiatives For Consideration

     ●  Offer a tiered Hospital cost sharing plan as an option to all members 

     ●  Continued emphasis on wellness programs, discuss employee wellness incentives

     ●  Change office visit copayment from $15 to $20

     ●  Change emergency room copayment from $75 to $100

     ●  Add a high-tech imaging copayment of $25

 

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Tufts Health Plan Goals and Initiatives     (7-2013 to 6-2014)

       ●  Continued emphasis on wellness programs, discuss employee wellness incentives

       ●  Introduction of an HSA (Health Savings Account) plan as an option to all members and further emphasis on Deductible Plan

       ●  Change office visit copayment structure to include a PCP/Specialist split not to exceed $25PCP/$50SPC.

       ●  Change RX co pays to $15/$30/$45 and move back to 2X mail order

       ●  Include an inpatient hospital copayment not to exceed $500 per consignment

       ●  Include a surgical daycare copayment not to exceed $250 per consignment

       ● There will be a limit of $1000 on the Individual HMO/PPO Plan and $2000 on the Family HMO/PPO plan for the Hospital

co-pays.

 


 

C.        The Parties acknowledge that part-time employees must satisfy the 20 hours per week standard of M.G.L. c. 32B in order to be eligible for health insurance coverage. 

 

D.        Also, teachers will be eligible to participate in tax-sheltered annuity plans established pursuant to U.S.P.L. 87-370.

 

E.         The following language shall be effective September 1, 2012 through and including June 30, 2014.  Effective July 1, 2014, this provision shall no longer be in effect.  This Article assures insurance plans and levels of contribution currently in effect.  Future changes in terms, addition of programs, or increases in contribution rate shall be subject to a vote of the Committee and the policies of the Town of Hopkinton.                           

 

Effective July 1, 2014, the Town has the right to implement changes to health insurance pursuant to M.G.L. c. 32B, sections 21-23 and 801 CMR 52.00.

 

 

ARTICLE XIX         GENERAL

 

A.        There will be no reprisals of any kind taken against any teacher by reason of his/her membership in the Association or participation in its activities.

 

B.        Teachers will be entitled to full rights of citizenship, and no religious or political activities of any teacher, or lack thereof, will be grounds for any discipline or discrimination with respect to the professional employment of such teacher.

 

C.        The cost of reproduction of this agreement will be shared equally by both the Committee and the Association.  Sufficient copies will be given to the President of the Association for distribution.

 

D.        If any provision or application of this agreement is contrary to law, then such provision or application shall not be deemed valid and subsisting except to the extent permitted by law.  All other provisions or applications will continue in full force and effect.

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E.         All vouchers (except for those submitted under Article XV-A) for reimbursement are to be submitted to the Superintendent for payment within forty-five (45) calendar days of incurring the charges except that in the case of any cost incurred after May 15 of the fiscal year those vouchers must be submitted for payment prior to June 15 of the same fiscal year.

 

F.         In the event a reduction in force becomes necessary, such reduction shall be governed by the following:  

 

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

 

2.         Non-professional status teachers will be terminated prior to professional status teachers, provided a professional status teacher is currently licensed to hold the non-professional status teacher’s position.

 

3.         For professional status teachers, staff reduction will occur in the inverse order of a teacher’s seniority within departments and levels (Pre-School, K through 8, and 9 through 12).  For purposes of this provision, seniority is defined as the length of continuous service from first date of employment in the Hopkinton Public Schools in a position covered by this Agreement.

 

4.         A bargaining unit member with professional teacher status may serve for up to two (2) years in a Hopkinton School District position not covered by this agreement and return to the bargaining unit with their original seniority date, provided the member submits notice to the Superintendent of the desire to return to a bargaining unit position no later than April 1 of the preceding school year.  Any transfers from administrative to bargaining unit positions shall normally be effective at the beginning of the school year.

 

5.         Only professional status teachers will have recall rights.  Such recall shall be for a period of two academic years.

 

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

 

ARTICLE XX          TEACHING HOURS, TEACHING LOAD, AND WORK YEAR

 

A.          1.        The starting and dismissal time for students will be as follows:

 

AM PreK                                8:30 – 11:00

PM PreK                                 12:00 – 2:30

AM K                                      8:55 – 11:30

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PM K                                      12:30 – 3:10

Center School                         8:55-3:10

Elmwood School                    8:15-2:30

Hopkins School                       8:55-3:10

Middle School                                    7:25-1:50

High School                            7:25-1:50

 

2.         The school day for kindergarten and elementary classroom teachers will begin fifteen (15) minutes before the aforesaid starting times and the school day for Middle/High School teachers will begin five (5) minutes before the aforesaid starting time.  Teachers may leave at the student dismissal time when all professional obligations have been met.  Notwithstanding the above, teachers at the secondary level are expected to be available to students one (1) day a week in order to provide extra help.  However, teachers may leave at 2:00 p.m. if no students arrive for extra help.  The day designated for extra help shall be determined by the principal with input from Department Heads and the individual teachers.  Said starting and dismissal times are subject to modification by the Committee, provided, however, that no such modification will increase the length of the teachers’ school day.

 

3.         Personnel other than classroom teachers will work at their assigned tasks for at least the length of the regular teachers’ school day.  It is recognized, however, that the proper performance of their duties may, on occasion, require these persons to work longer than the normal school days.  The exact daily schedule will be worked out on an individual basis.

 

4.         On district-wide professional development days the hours for all staff shall be 8:00 a.m. to 2:00 p.m. with a thirty (30) minute lunch break.  Any part-time member who is not ordinarily scheduled to work on the day of the week on which a Professional Day is scheduled, is required to participate in the Professional Day and will be compensated at his/her hourly rate of pay.

 

B.        1.         The school year may start no earlier than September 1, except

when Labor Day falls on September 5th, 6th or 7th, it may open the Monday before Labor Day and end no later than June 30.  In no event shall the school year for teachers be more than three (3) days more than the number of days when pupils are required to be in attendance by state law.  The School Committee may add up to two (2) additional teacher work days to the aforementioned three (3) days and in such cases will compensate the teachers at their per diem base rate of pay. Notification of any additional days and the dates on which these days will occur will be provided on/or before March 30 of the previous year.  The school year will include days when students are in attendance, orientation days at the beginning of school, conference days, and any other day on which teacher attendance is required.

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2.         Guidance counselors will be compensated for up to five (5) days before the school year at the elementary level and for up to five (5) days after the school year and five (5) days before the school year at the Middle/High School level for work as required outside the regular school year.  Payment will be at their per diem base rate of pay.

 

3.         The Superintendent may hire designated special education staff to work a 203 day school year.  Members working a 203 day school year shall be compensated for those days worked in excess of the teacher’s regular school year at their per diem rate.  No special education teacher hired before July 1, 2005 will be required to work a longer work year than the regular teacher work year as outlined above in Article XXI, Section B, Paragraph 1.

 

C.        Teachers at the elementary level shall have a duty-free lunch period of thirty (30) minutes.  All other teachers shall have a duty-free lunch period of at least the length of a student lunch period.  For those part-time teachers who work four (4) or more hours in a given day, this lunch period shall be prorated in proportion to the hours worked on such day.

 

D.        Secondary Level Teachers

 

1.         Middle School

 

a.         Academic subject area teachers of grades 6, 7, and 8 will not be assigned more than twenty-five (25)  instructional periods nor more than thirty (30) student supervision periods per week.

 

b.         Middle School teachers of Life Skills, Industrial Arts, Boys’ Physical Education and Girls’ Physical Education, will not be assigned a combination of more than thirty (30) periods a week of instruction and supervision.

 

c.         Team meetings at the Middle School level shall take place three (3) periods in a six (6) day cycle.

 

d.         Middle School teachers will be available for a principal’s meeting once a month for up to one (1) hour and for department meetings once a month for up to one (1) hour  and for fifteen (15) hours per year for building-based or district meetings.  Building/district-wide meetings will begin as soon as possible after student bus dismissal.

 

2.         High School

 

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a.         Teachers of English, Mathematics, Social Studies, Languages, and Business Education in Grades 9-12 will not be assigned more than twenty-five (25) instructional periods nor more than thirty (30) student supervision periods per week.  Teachers of Science courses involving laboratory work in Grades 9-12 will not be assigned a combination of more than twenty-eight (28) periods per week of laboratory and lecture, nor a combination of more that twenty-nine (29) periods per week of laboratory, lecture, and study halls.  Teachers of Science with a combination of lecture and laboratory periods in excess of twenty-five (25) will not be assigned more than twenty-eight (28) periods of laboratory, lecture, and study halls.

 

b.         High School teachers of Life Skills, Industrial Arts, Boys’ Physical Education, and Girls Physical Education will not be assigned a combination of more than thirty (30) periods a week of instruction and supervision.

 

c.         High School teachers will be available for a principal’s meeting once a month for up to one (1) hour and for department meetings once a month for up to one (1) hour  and for fifteen (15) hours per year for building-based or district meetings.  Building/district-wide meetings will begin as soon as possible after student bus dismissal.

 

E.         Exception to the provision of Section C and D may be made only if the Superintendent or his/her designee determines that it is necessary to do so in the best interests of the educational process.  The Association will be notified of each instance in which the Superintendent so determines.  A disagreement over whether an exception is justified will be subject to the grievance procedure and will be instituted at Level 2 thereof.

 

F.         The Committee and the Association acknowledge that a teacher’s primary responsibility is to teach and that his/her energies should be utilized to this end.  Therefore, they agree that members of Unit A will not be required to perform the following duties:

 

1.         Health services such as administering eye and ear examinations and weighing and measuring pupils

 

2.         Collecting money from students for non-educational purposes

 

3.         Duties which are custodial in nature, including but not limited to the washing of chalkboards and chalk trays, general sweeping and cleaning, the moving of heavy equipment from place to place, or the replacing of defective equipment.  Teachers may be required, however, to observe reasonable practices of good room-keeping including but not limited to erasing chalkboards, maintaining tidy desks, counter cabinets, and shelves, keeping floors free of paper and other litter, and demanding neat and orderly use of desks, lockers, and all school property by pupils.

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4.         Teachers will not be required to transport students.

 

5.         The parties agree that elementary teachers will not be required to supervise student lunchrooms, except under the following circumstances:  if the number of aides is reduced because of resignations, or if an aide is absent and a replacement cannot be obtained, the administration may assign teachers to cafeteria duty; however volunteers will be sought before making an assignment.  Said teachers who volunteer or are assigned in accordance with the above shall be compensated at the rate of $10.00 for each time cafeteria duty is performed; that is, for each thirty (30) minute lunch period.

 

6.         The elementary and middle school faculty will be expected to develop recommendations regarding student placements. Normally, this will not include the identification of proposed teachers, except for extenuating circumstances.  The administration, in its sole discretion, will determine and be responsible for all student assignments.

 

G.        In the event that preparation time cannot be scheduled for a specialist (i.e. art, music, physical education, and health), said specialist shall be entitled to a fifteen (15) minute break during the regularly scheduled work day.

 

H.        All curriculum related committees formed by the Superintendent or his/her designee, with the exception of school councils, shall be compensated at the curriculum rate of pay, as set forth at Appendix B, for each meeting attended outside of contractual hours.

 

I.         Elementary Preparation, Team Planning, Grade Level Planning, and Meeting Time

 

1.         Team meetings involving classroom teachers who teach different subjects to the same group of students in grades 3, 4, and 5 shall be held once a month for a forty (40) minute period.

 

2.         All elementary classroom teachers will be guaranteed preparation time for an average of two hundred (200) minutes per week.  The Superintendent will endeavor to provide every elementary classroom teacher with at least one forty (40) minute period per day for classroom preparation.

 

3.         Elementary classroom teachers will be provided with forty (40) minutes each week for a Grade level Planning Period.  Grade Level Planning sessions will include a group of teachers from that grade level but not necessarily all teachers from a grade level.

 

4.         Building/District Meeting Time

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Elementary teachers will be available for building-based meetings once a month for up to one (1) hour and fifteen (15) hours per year for building-based or district meetings.  Building/district-wide meetings will begin as soon as possible after student bus dismissal.

 

J.          Kindergarten Preparation Time and Meeting Time

 

1.         Full-Time Kindergarten teachers of half-day sessions will be guaranteed preparation time for an average of 230 minutes per week.  Said preparation time shall include the 30 minutes available daily between the morning and afternoon kindergarten sessions and additional time provisioned by the school administration.

 

2.         Full-Time Kindergarten teachers of half-day sessions will be available for building-based meetings once a month for up to one (1) hour and for fifteen (15) hours per year for building-based or district meetings.  Building/district-wide meetings will begin as soon as possible after student bus dismissal.

 

3.         The Committee will make reasonable efforts to explore the rescheduling of the bus arrivals/departures in order to ease the scheduling of preparation time for teachers in the half-day Kindergarten program.

 

4.         Kindergarten teachers shall have a duty free lunch period of thirty (30) minutes.

 

5.         Kindergarten teachers in the full day program will follow the prep and meeting time requirements for Elementary teachers, as in section I., above.

 

K.        Stipends

           

The Parties have agreed to the following compensation to be paid to Middle School Grade Level Team Leaders.  These stipends will be reflected in Appendix B of the Agreement:

 

1.      Effective September 1, 2012 through December 31, Middle School Team Leaders will be paid according to the terms of the grievance resolution dated October 24, 2012.

2.      The terms of the October 24, 2012 grievance settlement will be extended to and including August 31, 2013.

3.      Effective September 1, 2013, Middle School Grade Level Team Leaders shall be paid an annual stipend of $3,250.00.

4.      Effective September 1, 2014, Middle School Grade Level Team Leaders shall be paid an annual stipend of $4,000.00.

27

 
 

 


ARTICLE XXI         EARLY RELEASE AND EVENING MEETINGS

 

A.        Elementary Schools –Twelve (12) early release days will be scheduled.

 

1.         Three (3) parent conference days

 

2.         Three (3) Common Planning Days

 

3.         Four (4) scheduled early release days shall be provided for teacher use

 

4.         Two (2) System Administrative Days

 

5.         Kindergarten parent conferences will be held in the fall and in the spring when requested by the teacher or the parent during release time.  Classroom coverage will be provided for up to one (1) additional day during the Fall conference period if the conferencing does not occur during the release time, and two (2) days during the Spring conference period.  Progress reports will be issued in January and at the end of the school year.

 

6.         Elementary release days for parent conferences are to be conducted from November 1 to the end of the first school week in December.  Conferences that have to be rescheduled because of an emergency may go beyond the first week in December.

 

B.        The administration, in its discretion, may schedule additional release days.

 

C.        Regularly scheduled Middle/High School classes will be dismissed for four (4) release days during the school year so that secondary school teachers will be able to participate in professional development activities authorized by administrators.

 

D.        Teachers may be required to attend two (2) evening events per year.  Such events will be scheduled by the building principal.  Other preparation or conference time may be provided as needed. Teachers shall not be required to attend evening parental conferences.

 

E.         Elementary guidance counselors, elementary Special Education teachers, elementary remedial reading teachers, occupational and physical therapists, and the speech pathologist will be required to attend one (1) open house at each of the school buildings to which they are assigned, not to exceed two (2) in any school yearThose individuals attending two (2) open house meetings shall be provided with compensatory time equal to the amount of time spent at one (1) of the aforementioned meetings.

 

 

 

28

 
 


ARTICLE XXII       CONTRACTUAL NOTIFICATIONS

 

The Committee will, before the end of each school year, appoint personnel to all positions specified in the contract if such positions will exist at the beginning of the next school year.  Exception to this may be made by the Committee but the President of the Association is to be advised in writing indicating the remuneration for the position.  Appointee is to advise the Committee before July 1 of each year if he/she accepts or rejects such appointment.

 

 

ARTICLE XXIII      PART-TIME PERSONNEL

 

Personnel covered by this agreement who work a fraction of the school year will be paid and receive their benefits at a corresponding fraction of the appropriate full-time salaried position, including but not limited to paid time off benefits and tuition reimbursement.

 

All other provisions of this contract, including those pertaining to increment step advancement, shall pertain in full to part-time personnel.

 

 

DURATION

 

The provisions of this agreement will be effective as of September 1, 2012 and will continue and remain in force and effective unless specific changes are made as provided in Article I until August 31, 2015.

 

This agreement entered into this ___th day of  __________________, 2013.

 

 

FOR THE HOPKINTON SCHOOL COMMITTEE

 

 

_____________________________________________

Nancy Alvarez Burdick, Chairperson of School Committee

 

 

FOR THE HOPKINTON TEACHERS’ ASSOCIATION

 

 

_____________________________________________

29

 
Daniel Mazur, President of the Association

           


 

 

 

 

 

 

 

29

 
 


APPENDIX A           SALARIES

 

A.        Increments are to be granted as follows with increases becoming effective as of September 1:

 

1.         A teacher entering the system at the minimum salary level will be granted an increment step upon the completion of the first year of service.  Another increment step will be granted upon the completion of the second year of service.

 

2.         Thereafter, when evidence of completion of an approved course has been submitted to the Superintendent or his/her Designee, a step salary increase will be granted on the September following the submission of the evidence.  A second step salary increase will be granted on the subsequent September without further course work.

 

3.         Following attainment of either a Masters’ degree or Masters’ + 30, a step salary increase will be granted on the September following.  A second step salary increase will be granted on the subsequent September without further course work.

 

B.        An increment credit course is defined as follows:

 

1.         A teacher holding no degree or with a Bachelor’s degree must present three (3) semester hours of approved study.

 

2.         A teacher holding a Masters’ degree must present three (3) semester hours of approved study.

 

3.         The intention to enroll in all increment credit courses must be submitted to the Superintendent or his/her Designee prior to the October 1 of the school year in which the courses are to be taken.  Approval of courses for increment credit and/or tuition reimbursement must be obtained from the Superintendent or his/her Designee and the Committee prior to taking the course.

 

4.         Step-rate increases are not automatic but are dependent upon continued satisfactory service.

 

Should any teacher on professional status be adjudged unsatisfactory by the Superintendent or principal in charge of his/her work, any salary increase may be withheld provided the teacher has been given a written notice of the reason for such withholding of the increase at least sixty (60) calendar days in advance of the date such increase would have become effective, and provided that the teacher, if he/she should so desire, has been granted a hearing before the Committee.

 

5.         The increments for additional education are as follows:

 

A-1

 
a.         Bachelors’ degree plus 15 approved credits

 

b.         Masters’ degree or Bachelors’ degree plus 30 approved credits

 

c.         Masters’ degree plus 15 approved credits

 

d.         Masters’ degree plus 30 approved credits

 

e.         Masters’ degree plus 45 approved credits

 

f.          Masters’ degree plus 60 approved credits

 

6.        Approved courses used to earn a degree for which a salary increase is granted cannot be used for further course increments after the increase is granted except as provided in Section 4.

 

7.         No provision in this schedule shall be used to reduce the present salary of any member now in the Hopkinton school system.

 

8.         The status of a Department Head, High School Academic Team Leader and Middle School Team Leader is primarily that of a classroom teacher rather than that of an administrator.  His/Her primary responsibility is the attainment of excellence in the teaching of his/her subject area.  He/She, therefore, should be burdened with as few administrative responsibilities as is consistent with the accomplishment of this objective.  High School Academic Team Leaders and Middle School Team Leaders shall not evaluate other unit members.  The position of Department Head shall be posted each year in accordance with Article VII.

 

C.        Longevity Additions

 

Longevity additions of $850 shall be paid as follows:

 

After completion of twenty (20) years of continuous service in Hopkinton Public Schools to be paid annually in year twenty-one (21), twenty-two (22), twenty-three (23), twenty-four (24), and twenty-five (25);

 

An additional $250 to equal a total of $1100 longevity payment after completion of twenty-five (25) years of continuous service in Hopkinton Public Schools to be paid annually in year twenty-six (26), twenty-seven (27), twenty-eight (28), twenty-nine (29), and thirty (30); and

 

An additional $250 to equal a total of $1350 longevity payment after completion of thirty (30) years of continuous service in Hopkinton Public Schools to be paid annually in years thirty-one (31) and thereafter.

 

Approved Leaves of Absence shall be included in continuous service. 

 

A-2

 

A-1

 
An approved paid or unpaid leave of absence will not constitute a break in continuous service for the purposes of determining eligibility for longevity. With the exception of short-term maternity leave, a year in which approved paid or unpaid leaves of absence are granted will not be credited as a full year of service when calculating years of service under this longevity provision. Short-term maternity leave, and if approved, an additional 45 days of extended maternity leave occurring in the same school year, will be credited as time of service under this longevity provision.

 

D.        Bachelor Scale

 

Effective September 1, 2002 the minimum hiring rate for new members will be Bachelor’s Step 2 B-1, which will receive the same percentage increases as the remainder of the salary schedule and will remain for the purpose of calculating the rate of pay for coaches.  Other steps in the Bachelor scale remain the same.

 

E.         Administrative Intern

 

A bargaining unit member who leaves the bargaining unit to become an Administrative Intern and returns to the bargaining unit will return to the bargaining unit with the same number of years seniority as when they left.

 

 

F.                  Wages

 

FY 13

Annual

 

 

 

 

 

 

+2.0%

Step

B

B+15

B+30

M

M+15

M+30

M+45

M+60

1

$41,284

$44,169

$47,065

$47,065

$49,950

$52,842

$55,734

$58,624

2

$43,762

$46,646

$49,667

$49,667

$52,433

$55,323

$58,215

$61,097

3

$46,242

$49,124

$52,017

$52,017

$54,912

$57,796

$60,688

$63,576

4

$48,716

$51,609

$54,500

$54,500

$57,385

$60,281

$63,161

$66,058

5

$51,198

$54,095

$56,969

$56,969

$59,862

$62,753

$65,644

$68,538

6

$53,677

$56,566

$59,453

$59,453

$62,349

$65,233

$68,120

$71,009

7

$56,154

$59,041

$61,938

$61,938

$64,820

$67,713

$70,602

$73,490

8

$58,628

$61,520

$64,408

$64,408

$67,298

$70,193

$73,076

$75,974

9

$61,109

$64,000

$66,887

$66,887

$69,778

$72,672

$75,554

$78,446

10

$63,587

$66,478

$69,371

$69,371

$72,257

$75,142

$78,038

$80,927

11

$66,065

$68,952

$71,840

$71,840

$74,736

$77,624

$80,515

$83,413

12

$69,789

$72,676

$75,570

$75,570

$77,218

$80,112

$82,991

$85,878

13

n/a

n/a

n/a

$78,007

$80,898

$83,792

$86,671

$89,557

A-3

 

FY 14

Annual

 

 

 

 

 

 

+2.0%

Step

B

B+15

B+30

M

M+15

M+30

M+45

M+60

1

$42,110

$45,052

$48,006

$48,006

$50,949

$53,899

$56,848

$59,797

2

$44,637

$47,579

$50,660

$50,660

$53,482

$56,430

$59,380

$62,319

3

$47,167

$50,106

$53,057

$53,057

$56,010

$58,952

$61,902

$64,847

4

$49,691

$52,642

$55,590

$55,590

$58,532

$61,486

$64,425

$67,379

5

$52,222

$55,177

$58,108

$58,108

$61,059

$64,008

$66,957

$69,908

6

$54,750

$57,697

$60,642

$60,642

$63,596

$66,537

$69,483

$72,430

7

$57,277

$60,222

$63,176

$63,176

$66,116

$69,067

$72,014

$74,959

8

$59,801

$62,751

$65,696

$65,696

$68,644

$71,597

$74,538

$77,493

9

$62,331

$65,280

$68,224

$68,224

$71,174

$74,125

$77,065

$80,015

10

$64,859

$67,807

$70,758

$70,758

$73,702

$76,645

$79,599

$82,546

11

$67,386

$70,331

$73,277

$73,277

$76,231

$79,176

$82,126

$85,081

12

$71,184

$74,130

$77,081

$77,081

$78,762

$81,715

$84,651

$87,595

13

n/a

n/a

n/a

$79,567

$82,516

$85,468

$88,405

$91,348

FY 15

Annual

 

 

 

 

 

 

+2.0%

Step

B

B+15

B+30

M

M+15

M+30

M+45

M+60

1

$42,952

$45,953

$48,967

$48,967

$51,968

$54,977

$57,985

$60,993

2

$45,529

$48,531

$51,673

$51,673

$54,551

$57,558

$60,567

$63,566

3

$48,110

$51,108

$54,118

$54,118

$57,130

$60,131

$63,140

$66,144

4

$50,684

$53,694

$56,702

$56,702

$59,703

$62,716

$65,713

$68,726

5

$53,266

$56,281

$59,270

$59,270

$62,280

$65,288

$68,296

$71,307

6

$55,845

$58,851

$61,855

$61,855

$64,868

$67,868

$70,872

$73,878

7

$58,422

$61,427

$64,440

$64,440

$67,438

$70,448

$73,454

$76,459

8

$60,997

$64,006

$67,010

$67,010

$70,017

$73,029

$76,029

$79,043

9

$63,577

$66,586

$69,589

$69,589

$72,598

$75,608

$78,606

$81,615

10

$66,156

$69,163

$72,174

$72,174

$75,176

$78,178

$81,191

$84,197

11

$68,734

$71,738

$74,742

$74,742

$77,755

$80,760

$83,768

$86,783

12

$72,608

$75,612

$78,623

$78,623

$80,337

$83,349

$86,344

$89,347

13

n/a

n/a

n/a

$81,158

$84,167

$87,177

$90,173

$93,175

B,1 used only for calculation of Coach and Long-Term Sub salaries. Lowest teacher rate is B,2.

 

G.        Curriculum work will be compensated at the rate of $25.00 per hour. Effective September 1, 2013, curriculum work will be compensated at the rate of $28.00 per hour.

 

 

 

 

 

 

 

 

 

 

 

 

 

 

A-4

 
 


APPENDIX B           ALL OTHER

 

A.        Extra curricular activities

1.           The minimum salary for extracurricular activities will be paid no later than the last pay period in June and will include the following activities:

 


Pre-School

Mentors                                               $500  OR two (2) compensatory days

            OR two (2) incremental credits

Pre-school Coordinator                       $3,500

SpEd Team Chair  (.5 FTE)                $2,500

 

Elementary

Mentors                                               $500  OR two (2) compensatory days

            OR two (2) incremental credits

Piano Accompanist                             $25/hr.

SpEd Team Chair (.5 FTE) (3)            $2,500

SpEd Team Chair-Out of District

                                        (.5 FTE)       $2,500

 

Middle School

8th Grade Celebration Advisor            $750

8th Grade Leadership Academy

               (Enjoy Life!) Advisor          $500

A Cappella Club Advisor                   $500

Art Club Advisor                                $500

Best Buddies Advisor                        $1,000

Books and Beyond Advisor               $500

Chamber Chorus Advisor                   $500

Chess Club Advisor                            $500

Communiteen Advisor                        $1,000

Curriculum Teacher Leader (5)           $2,500

Drama Club Advisor                           $500

Homework Club Advisor,

                         Afternoon                  $5,000

Homework Club Advisor,

              Morning Grade 8                  $1,000

Homework Club Advisor,

              Morning Grade 7                  $1,000

Homework Club Advisor,

              Morning Grade 6                  $1,000

Ignite Advisor (3)                               $1,500

Jazz Ensemble Advisor                       $1,250

Late Bus Coordinator                         $1,000

Mentors                                               $500  OR two (2) compensatory days

B-1

 
            OR two (2) incremental credits

 

Nature’s Classroom Coordinator        $500

Newspaper Club Advisor                   $500

Pottermore (Harry Potter)

                   Club Advisor                   $500

Recycling/Green Club Advisor           $500

SpEd Team Chair                                $5,000

Spring Musical Advisor                      $1,500

Spring Musical-Music Director           $500

Spring Musical-Pit Musician               $25/hr.

Spring Musical-Piano Musician          $25/hr.

Student Council Advisor                    $2,000

Table Tennis Club Advisor                 $1,000

Talent/Variety Show Coordinator      $1,000

Team Leader-Academic (8)                $2,500

                  Effective 9/1/13:               $3,250

                  Effective 9/1/14:               $4,000

Team Leader-Related Arts (1)            $2,500

                  Effective 9/1/13:               $3,250

                  Effective 9/1/14:               $4,000

Tournament Director                           $500

Video Club Advisor                           $500

Washington, DC Trip Coordinator     $500

Yearbook Advisor                              $1,000

     Effective 9/1/13:                            $3,500

Yoga Club Advisor                             $500

 

High School

Advanced Placement (AP)

                       Coordinator                  $2,000

Advisory Coordinator                         $2,500

Art Club Advisor                                $500

Art Reach Club Advisor                     $500

Arts Magazine Advisor                       $500

Band Director                                     $3,000

Best Buddies Advisor                        $1,000

Book Club Advisor                             $500

Chess Club Advisor                            $500

Choral Director                                   $1,250

Class Advisor-Senior Class                 $3,000

Class Advisor-Junior Class                 $2,500

Class Advisor-Sophomore Class         $2,000

Class Advisor-Freshman Class           $2,000

Clay Club Advisor                              $500

Community Service Club Advisor      $1,000

                            Effective 9/1/13:     $500

Cultural Arts Alliance Show Adv.     $500                            

Curriculum Teacher Leader (4)           $2,500

Dance Club Advisor                           $500

DECA Chapter Advisor                     $500

Diversity Club Advisor                       $1,000

           Effective 9/1/13:                      $500

Environmental Club Advisor              $500

Event Manager/Game Admin             $4,500

Fall Musical Advisor                           $2,500

        Effective 9/1/13:                         $3,500

Fall Musical-Choreographer                $500

Fall Musical-Music Director               $1,500

                    Effective 9/1/13:             $2,500

Fall Musical-Orchestra Conductor      $1,000

                              Effective 9/1/13:   $1,500

Fall Musical-Piano Musician               $25/hr.

Fall Musical-Pit Musician                   $25/hr.

Fitness Center Coordinator                 $5,000

Foreign Exchange Advisor-French     $1,500

Foreign Exchange Advisor-Spanish   $1,500

French Club Advisor                          $500

Game Club Advisor                            $500

Garden Club Advisor                         $500

Gay Straight Alliance Advisor           $500

Guitar Club Advisor                           $500

International Student Coordinator     $2,500

Italian/Latin Club Advisor                  $500

Jazz Ensemble Advisor                       $1,250

Junior Statesman of America Adv.     $1,000

                             Effective 9/1/13:    $500

Literary Magazine Advisor                 $500

Math Competition Advisor                 $1,000

MCAS Curricular Coordinator           $1,500

Mentors                                               $500  OR two (2) compensatory days

            OR two (2) incremental credits

Mock Trial Advisor                             $1,000

Model UN Club Advisor                    $1,000

National Honor Society Advisor        $1,000

Newspaper Advisor                            $1,000

Peer Leader Advisor                           $1,000

Peer Tutoring Advisor                        $500

Philosophy Club Advisor                    $500

Photography Club Advisor                 $500

Professional Development Coord.      $1,800

Red Cross Club Advisor                     $500

Robotics Club Advisor                       $2,000

SADD Club Advisor                          $500

Science Fair Coordinator                    $500

               Effective 9/1/13:                  $1,000

Science Fair Assistant (3)                   $800

Senior Project Advisor/Coordinator   $2,500

Skate Park Club Advisor                    $500

Spanish Club Advisor                         $500

Special Education Team Chair            $5,000

Spring Production Advisor                 $1,500

Stagecraft Club Advisor                     $500

               Effective 9/1/13:                  $1,000

STOP Club Advisor                            $500

Student Council Advisor                    $2,000

Film/TV/Video Club Advisor             $2,500

Ultimate Frisbee Club Advisor           $500

UNITE Advisor                                  $1,500

Winter Production Advisor                $2,500

Yearbook Club Advisor                      $2,500

 

District Coordinators

Art Department Coord. (K-12)           $5,000

                       Effective 9/1/13:          $5,500

Foreign Language Department

                   Coordinator (K-12)          $5,000

                        Effective 9/1/13:         $5,500

Guidance Department Coord. (9-12)  $5,000

                        Effective 9/1/13:         $5,500

Music Department Coord. (K-12)      $5,000

                         Effective 9/1/13:        $5,500

Wellness Department Coord. (K-12)  $5,000

                         Effective 9/1/13:        $5,500

 

 


 


 

 

 

 

 

 

B-2

 
 


2.         a.         The minimum salary for coaching of athletes will be as

follows:

 


 

HIGH SCHOOL ATHLETIC POSITIONS

Sport                                                Units   Season

Varsity Football Head                           15       Fall

Varsity Football Asst (3)                       9         Fall

Junior Varsity Football Coach              9         Fall

Junior Varsity Football Asst                  8         Fall

Freshman Football                               7         Fall

Cheerleading Football                          7         Fall

Boys’ Cross Country Coach                 8         Fall

Girls’ Cross Country Coach                  8         Fall

Varsity Field Hockey                             11       Fall

       Effective 9/1/13:                            12

Junior Varsity Field Hockey                  8         Fall

Freshman Field Hockey                       7         Fall

Varsity Volleyball                                  11       Fall

     Effective 9/1/13:                              12

Junior Varsity Volleyball                        8         Fall

Freshman Volleyball                             7         Fall

Varsity Boys’ Soccer                             13       Fall

Junior Varsity Boys’ Soccer                  8         Fall

Freshman Boys’ Soccer                       7         Fall

Varsity Girls’ Soccer                             13       Fall

Junior Varsity Girls’ Soccer                   8         Fall

Freshman Girls’ Soccer                        7         Fall

Varsity Golf Coach                               8         Fall

Junior Varsity Golf Coach                     7         Fall

Varsity Boys’ Basketball                        14       Winter

Junior Varsity Boys’ Basketball             9         Winter

Freshman Boys’ Basketball                  8         Winter

Varsity Girls’ Basketball                        14       Winter

Junior Varsity Girls’ Basketball              9         Winter

Freshman Girls’ Basketball                   8         Winter

Cheerleading Basketball                      7         Winter

Varsity Ice Hockey                                12       Winter

Junior Varsity Ice Hockey                     7         Winter

Varsity Swimming                                 12       Winter

Varsity Swimming Assistant                  8         Winter

Diving/Swimming Assistant                   7         Winter

Varsity Boys’ Winter Track                   11       Winter

                  Effective 9/1/13:                 12

Boys’ Winter Track Assistant                9         Winter

Varsity Girls’ Winter Track                    11       Winter                                   Effective 9/1/13: 12

 

HIGH SCHOOL continued

Sport                                                Units   Season

Girls’ Winter Track Assistant                 9         Winter

Varsity Wrestling Head                         11       Winter

Wrestling Assistant                               7         Winter

Varsity Baseball                                    13       Spring

Junior Varsity Baseball                         8         Spring

Freshman Baseball                              7         Spring

Varsity Softball                                     13       Spring

Junior Varsity Softball                           8         Spring

Freshman Softball                                7         Spring

Varsity Girls’ Spring Track Head          12       Spring

Girls’ Spring Track Assistant                 9         Spring

Varsity Boys’ Spring Track Head          12       Spring

Boys; Spring Track Assistant                9         Spring

Varsity Boys’ Tennis                             8         Spring

          Effective 9/1/13:                         9

Varsity Girls’ Tennis                              8         Spring

           Effective 9/1/13:                        9

Junior Varsity Boys’ Tennis                  7         Spring

Junior Varsity Girls’ Tennis                   7         Spring

Varsity Boys’ Lacrosse                         13       Spring

Junior Varsity Boys’ Lacrosse               8         Spring

Freshman Boys’ Lacrosse                    7         Spring

Varsity Girls’ Lacrosse                          13       Spring

Junior Varsity Girls’ Lacrosse               8         Spring

Equipment Manager                            8         All Season

 

 

MIDDLE SCHOOL ATHLETIC POSITIONS

Sport                                                   Units  Season

Girls’ & Boys’ Cross Country                7         Fall

Field Hockey                                        7         Fall

8th Grade Boys’ Soccer                        7         Fall

8th Grade Girls’ Soccer                         7         Fall

8th Grade Volleyball                              7         Fall

8th Grade Boys’ Basketball                   8         Winter

8th Grade Girls’ Basketball                    8         Winter

Wrestling                                              7         Winter

8th Grade Boys’ Baseball                      7         Spring

8th Grade Girls’ Softball                        7         Spring

Boys’ & Girls’ Spring Track (3)             7         Spring

                                                            


 

 

b.         The units above are to be multiplied by 1% of the minimum salary for a Bachelors’ degree on the teachers’ salary schedule.

 

B-3

 
c.         Coaches’ salaries will be determined on a zero (0) to five (5) step basis (0-50%).  Steps will be granted on the recommendation of the Superintendent and School Principal.  The percentage rating is to be on the minimum salary

calculated under paragraph B. above; this amount will be the amount paid in addition to the minimum salary for the coaching position.

 

d.         Members of Unit A who officiate at athletic events scheduled through the Director of Athletics shall be compensated at the rate of $20.00 per event.

 

3.         The committee may create a new position and set the salary for the first year only.  If that position exists the following year, the salary will be negotiated by the Association and the Committee.

 

4.         If there are any substantial changes in the duties of any existing position under the contract, the Committee will negotiate with the Association regarding possible modification in the salary for such position.

 

5.         Assignments outside of the contracted number of school days, with the exception of summer curriculum work, will be compensated as follows:

 

The teachers’ contracted base salary, excluding other stipends, divided by 183; this quotient to be divided by 6.5.  The resultant quotient to be the rate of hourly pay.

           

6.         a.         The Committee will pay the reasonable expenses incurred by

coaches who scout athletic competition at the varsity level.

           

b.         Compensation for scouting by a non-coach member of Unit A will be $10.00 for each scouting report in addition to the expenses incurred under Paragraph A.

 

c.         The Director of Athletics and varsity coach must give prior approval to all scouting assignments.

 

7.         a.         Upon written notice of intent to retire, a teacher who has or

will have at least twenty (20) years service in Hopkinton on the effective retirement date will be placed on Step 14. (Step 14 will add $2,500 each year for two years only).

 

b.         Written notice must be received by the Superintendent no later than March 1.  Payment will become effective the following school year.

 

c.         If the teacher fails to retire voluntarily on the specified date, the teacher must repay the money difference between Steps 13 and 14 and be returned to Step 13. 

 

8.                  The hourly rate for intramurals will be $20.00 per hour.

B-4

 
 


9.                  A subcommittee will be formed to study and make proposals relative to Appendix B positions and stipends.  Said Committee will be comprised of equal members of the Association and School Committee.

 

10.              Alternative Compensation

 

The parties agree to form a joint committee comprised of an equal number of representatives designated by the Association and by the Committee to study an alternative compensation plan which incorporates teacher performance measures and a differentiated pay model for defined disciplines and to bring back recommendation(s) to the negotiating teams for a plan to be effective for the 2011-2012 contract year.  The negotiating teams will reconvene to negotiate over the recommended alternative compensation plan.

11.              On-Line Learning

The parties agree to form a joint committee, comprised of an equal number of representatives of the Committee and the Association to study the impacts of on-line learning on members’ terms and conditions of employment.  Said committee shall commence meeting as soon as possible and will report back to the bargaining table any agreed upon changes for inclusion into the Collective Bargaining Agreement.

12.              The stipend payments set forth at Sections 1 and 2 will be pro-rated for less than a full year/season of work.

 

SALARY SCHEDULE

 

B-5

 
The Town of Hopkinton offers to members a pre-tax health care premium payment plan, as well as a pre-tax Med. Cap and D-Cap pre-tax premium plan.

B-5

 


 

 

 

 

 

 

Hopkinton Public Schools

Educator Evaluation Process and Procedures

 

 

 

 

 

 

 

 

Representatives of the Hopkinton Teachers’ Association and the Hopkinton Public Schools Administration created this document through a collaborative effort.


Table of Contents

 

1. Belief, Values, and Principles                                                                                       2

 

2. Goal                                                                                                                                   3        

               

3. Roles and Responsibilities                                                                                            3        

 

4. Key Definitions                                                                                                                4

 

5. Data Sources                                                                                                                   6

 

6. Performance Standards                                                                                                 8

            Teacher                                                                                                                     9

            Occupational/Physical Therapist                                                                          10

Speech Language Pathologist                                                                             11

Library Teacher                                                                                                        12

School Psychologist                                                                                                           13

Team Chair                                                                                                               14

Guidance Counselor                                                                                              15

Technology Integration Coordinator                                                                    16

 

7. Evaluation Procedures                                                                                                   17

            Pre-PTS Chart

            PTS Chart

Summary

 

Appendix List                                                                                                                         21

Forms:

Observation Report

Professional Development Goals

Comprehensive Evaluation Report

Memorandum of Understanding

Consultation Note

Educator’s Improvement Plan

Educator’s Improvement Plan Progress Report

Evaluation Plan Acknowledgment

Collaborative Conference Summary

Pre/Post-Observation Conference Questions

Alignment to Principles of Effective Teaching Standards

CJEI Process (Definition, Explanation, and Exemplars)

Performance Standards Rubrics **

 

 

** Performance Standards Rubrics will be developed over the 2008-2009 school year.  These rubrics will be piloted during the 2009-2010 school year.


 

1. Belief, Values, and Principles

 

The primary purposes of the Hopkinton Public Schools’ Procedures and Criteria for Educator Supervision and Evaluation are to:

 

 

Evaluators capture the complex process of teaching by examining patterns of behavior, instructional practices, and learning outcomes that can be assessed and evaluated through a variety of data sources. Data sources may include (but are not limited to) classroom observations, conferences, analyses of student work, professional contributions, review of teacher work, and teacher self-reflections. (See data source list on page 6-7.)

 

Guiding Values and Principles

 

Evidence-based—Claims made and conclusions reached by the evaluator are based on observable, verifiable data.

 

Collaboration—Professionals work together to improve teaching and learning in a climate of trust and mutual respect. Decisions should be made collaboratively whenever possible throughout the process.

 

Open Communication—The educator and the supervisor engage in professional, frank, and mutually respectful dialogue about teaching and learning. Commendations, recommendations, suggestions, or concerns that arise from the evaluation process are stated in writing and discussed.

 

Reflection—Educators examine both their practice and their effectiveness, thinking critically and creatively about teaching and learning.

 

Professional Growth—The process builds on educators’ strengths and supports continuous learning and improvement.

 

Multiple Perspectives—The process utilizes multiple data sources that enable educators and supervisors to draw valid conclusions about professional practice.

 

Consistency—The integrity of the process is maintained through common and clear activities, forms, timelines, vocabulary, and implementation throughout the district and across groups and subjects. Professional development relating to the evaluation process will be ongoing for evaluators and educators.


2. Goal

 

The Procedures and Criteria for Educator Supervision and Evaluation plan is designed to be congruent with the Massachusetts Principles of Effective Teaching and the Hopkinton Public Schools Learning Philosophy. A congruent system links beliefs about student learning and effective teaching with supervision and evaluation. Our common goal is high levels of learning for all students. 

 

3. Roles and Responsibilities

 

Educators and their evaluators share the common goal of improving teaching and learning. Educators retain responsibility for their continuous professional growth, and evaluators provide ongoing, appropriate support and clear feedback.

 

Based on the Performance Standards, in the context of supervision and evaluation, the evaluator will:

 

 

Based on the Performance Standards, in the context of supervision and evaluation, the educator will:

 


4. Key Definitions

 

Roles

 

 

 

 

 

 

 

Procedures

 

 

 

 

 

 

 

 

Forms (not all forms are listed)

 

 

 

 

 

 

 

 

 

Performance Status

 

 

 

 

 

 

5. Data Sources

 

Evaluators are encouraged to share commendations about educators’ day-to-day practices verbally or in writing to provide sufficient opportunities for educators to reflect upon their practices.

 

In order to create open and clear communication, only information that has been observed or substantiated, and shared with the educator in writing, will be included in the Comprehensive Evaluation.

 

Concerns about educator performance should be shared with the educator as soon as possible.  If the evaluator has serious concerns about the educator’s performance or professional practice, he or she should document these concerns with the educator using the Memorandum of Understanding. Substantial complaints received by an administrator about the educator will be brought to the attention of the educator as they occur, congruent with Article 8, Section B3 of the teacher contract.

 

In addition to the mandatory classroom observations (see pages 18-21), evaluators and educators may use a variety of these data sources at different points during the process to provide a more comprehensive view of the educator’s practice. 

 

·         Collaborative ConferenceThe evaluator meets with the educator to share, gather, and/or analyze information and ideas about the educator’s practice as it pertains to the Performance Standards.  The collaborative conference will occur at the request of the educator and documented on Form I.

 

·         Walk-Throughs – The supervisor may make short visits up to fifteen (15) minutes to the educator’s classes and may provide timely feedback to the educator (through a Consultation Note, or in a conversation with an educator that is memorialized in a Memorandum of Understanding).

 

·         Portfolio – In collaboration with the evaluator, the educator may prepare a collection of artifacts to demonstrate their expertise relative to the Educator Performance Standards.  The educator may create a working portfolio filled with artifacts sorted by standard.  A short narrative that indicates the connection between the evidence and the standard with which it is connected may accompany each artifact.  Artifacts may include but are not necessarily limited to:

 

 

 

 

 

 

 

 

 

 

 

 


·         Mini-Portfolio – The educator may provide evidence relative to standard(s) if an evaluator has documented concerns about professional performance.

 

·         Activities – The supervisor will review the educator’s participation in accomplishing the goals and meeting the priorities of his/her grade, team, TEAM, department, building, and/or the district. Coursework and participation in professional organizations pursued outside of the school day may be considered in this category.

 

·         Student work and/or written educator work – The evaluator may request or review pertinent supporting documents that demonstrate standards that are not otherwise observable.  The educator is encouraged to share other relevant and useful documents with the evaluator.

 

 


6. Performance Standards

 

Evaluators assess educators’ performance against performance standards that are organized into three domains: Teaching and Learning, Learning Environment, and Professional Responsibilities. Each sub-group of teachers is assessed using standards that are reflective of their differing responsibilities, though many standards remain the same across all standard lists.

 

These standards are in the following order: 


TEACHER

 

DOMAIN ONE – TEACHING AND LEARNING

The teacher:

  1. Utilizes the state, district, and/or national curriculum standards for the grade and content taught.
  2. Links curriculum, instruction and assessment within the lesson and the unit to advance student understanding.
  3. Monitors student understanding through various forms of assessment, and uses exemplars to guide student work.
  4. Plans, implements, and differentiates instruction around students’ needs, prior knowledge, and readiness to learn.
  5. Promotes high academic and social expectations for all students.
  6. Makes learning goals clear to students.
  7. Uses a variety of instructional strategies and questioning techniques to promote student participation, critical and creative thinking, problem solving, inquiry, and cooperative learning opportunities.
  8. Uses technology to advance student understanding.
  9. Provides accurate, constructive, specific, and timely feedback to students.

 

DOMAIN TWO – LEARNING ENVIRONMENT

The teacher:

  1. Provides equitable learning opportunities and access to the curriculum for all students.
  2. Promotes equity and appreciation/acceptance of diversity.
  3. Organizes the age-appropriate learning environment to promote academic understanding, quality interpersonal relationships, and proactive social skill development.
  4. Utilizes pacing, structure, routines, activities, assignments, and grouping of students in order to encourage independent learning.

 

DOMAIN THREE – PROFESSIONAL RESPONSIBILTIES

The teacher:

  1. Maintains accurate records of completion of student assignments, progress in learning, attendance, and other required information or mandated documents.
  2. Communicates and interacts with students, parents, administrators, community members, and colleagues in a timely, constructive and professional manner.
  3. Participates in school, district, team or departmental activities and decision-making.
  4. Incorporates school and district goals into his/her work.
  5. Reflects upon and self evaluates his/her teaching practice.
  6. Seeks, shares, and uses relevant and current research to improve his/her teaching.

OCCUPATIONAL/PHYSICAL THERAPIST

 

DOMAIN ONE – TEACHING AND LEARNING

The occupational or physical therapist:

  1. Utilizes the state, district, and/or national curriculum standards for the grade and content taught.
  2. Links curriculum, instruction and assessment within the lesson and the unit to advance student understanding.
  3. Monitors and assesses student performance through various forms of assessment to continue intervention.
  4. Plans, implements, and differentiates instruction, equipment and materials around students’ needs, prior knowledge, and readiness to learn.
  5. Promotes high expectations for all students, given their physical challenges.
  6. Makes learning goals clear to students.
  7. Uses a variety of instructional strategies and questioning techniques to promote student participation, critical and creative thinking, problem solving, inquiry, and cooperative learning opportunities.
  8. Uses assistive technology to advance student understanding.
  9. Provides accurate, constructive, specific, and timely feedback to students.

 

DOMAIN TWO – LEARNING ENVIRONMENT

The occupational or physical therapist:

  1. Provides equitable learning opportunities and access to the curriculum.
  2. Promotes equity and appreciation/acceptance of diversity.
  3. Organizes an age-appropriate learning environment to promote academic understanding, quality interpersonal relationships, and proactive social skill development.
  4. Utilizes pacing, structure, routines, activities, assignments, and grouping of students in order to encourage independent learning.

 

DOMAIN THREE – PROFESSIONAL RESPONSIBILTIES

The occupational or physical therapist:

  1. Maintains accurate records of progress in learning, attendance, and other required information or mandated documents.
  2. Communicates and interacts with students, parents, administrators, school related organizations and agencies and colleagues in a timely, constructive and professional manner.
  3. Participates in school, district, team or departmental activities and decision-making.
  4. Incorporates school and district goals into his/her work.
  5. Reflects upon and self evaluates his/her teaching practice.
  6. Seeks, shares, and uses relevant and current research to improve his/her teaching.

SPEECH LANGUAGE PATHOLOGIST

 

DOMAIN ONE – TEACHING AND LEARNING

The Speech and Language Pathologist:

  1. Utilizes the state, district, and/or national curriculum standards for the grade and content taught.
  2. Links curriculum, instruction and assessment within the lesson and the unit to advance student performance.
  3. Monitors student performance through various forms of assessment.
  4. Plans, implements, and differentiates instruction around students’ needs, prior knowledge, and readiness to learn.
  5. Promotes high academic and social expectations for students with communication impairments.
  6. Makes learning goals clear to students.
  7. Uses a variety of instructional techniques and teaches compensatory strategies to promote student communication skills according to the students’ Individualized Education Plan (IEP).
  8. Uses technology to advance student performance.
  9. Provides accurate, constructive, specific, and timely feedback to students.

 

DOMAIN TWO – LEARNING ENVIRONMENT

The Speech and Language Pathologist:

  1. Promotes equity and appreciation/acceptance of diversity.
  2. Organizes the learning environment to promote academic understanding, quality interpersonal relationships, and proactive social skill development.
  3. Creates an age-appropriate learning environment specific to students’ needs and learning profiles.
  4. Utilizes pacing, structure, routines, activities, assignments, and utilizes materials in order to encourage generalization of learned skills.

 

DOMAIN THREE – PROFESSIONAL RESPONSIBILTIES

The Speech and Language Pathologist:

  1. Maintains accurate records of progress in learning, attendance, and other required information or mandated documents.
  2. Communicates and interacts with students, parents, administrators, school related organizations or agencies and colleagues in a timely, constructive and professional manner.
  3. Participates in school, district, team or departmental activities and decision-making.
  4. Incorporates school and district goals into his/her work.
  5. Reflects upon and self evaluates his/her practice.
  6. Seeks, shares, and uses relevant and current research to improve his/her practice.

 

 


LIBRARY TEACHER

DOMAIN ONE – TEACHING AND LEARNING

The library teacher:

  1. Works closely with the appropriate classroom teacher to target needed skills.
  2. Utilizes the state, district, and/or national curriculum standards for the grade and content taught.
  3. Links curriculum, instruction and assessment within the lesson and the unit to advance student understanding.
  4. Collaborates with teachers in the instruction of literacy skills that are necessary for students to search for, evaluate, and synthesize information from the Internet and print resources.
  5. Monitors student understanding through various forms of assessment, and uses exemplars to guide student work.
  6. Plans and implements instruction around students’ needs, prior knowledge, and readiness to learn with the assistance of the appropriate classroom teacher.
  7. Promotes high academic and social expectations for all students.
  8. Makes learning goals clear to students.
  9. Uses a variety of instructional strategies and questioning techniques to promote student participation, critical and creative thinking, problem solving, inquiry, and performance skills.
  10. Uses technology to advance student understanding.
  11. Provides accurate, constructive, specific, and timely feedback to students.

 

DOMAIN TWO – LEARNING ENVIRONMENT

The library teacher:

  1. Provides and maintains a library collection that:

1)     Provides equitable learning opportunities and access to the curriculum for all students.

2)     Promotes equity and appreciation/acceptance of diversity.

3)     Promotes critical thinking and multiple points of view.

4)     Is current.

5)     Includes reliable information resources from recognized sources.

  1. Organizes an age-appropriate learning environment to promote academic understanding, quality interpersonal relationships, and proactive social skill development.
  2. Utilizes appropriate technology to promote, maintain, and circulate the library collection.

 

DOMAIN THREE – PROFESSIONAL RESPONSIBILTIES

The library teacher:

  1. Supports the American Library Bill of Rights
  2. Supports the ethical use of information and respect for intellectual property rights.
  3. Communicates and interacts with students, parents, administrators, community members, and colleagues in a timely, constructive, and professional manner.
  4. Participates in school, district, team or departmental activities and decision-making.
  5. Incorporates school and district goals into his/her work.
  6. Reflects upon and self evaluates his/her teaching practice.
  7. Seeks, shares, and uses relevant and current research to improve his/her teaching.

SCHOOL PSYCHOLOGIST

 

DOMAIN ONE – TEACHING AND LEARNING

The school psychologist:

  1. Links counseling and assessment to further student growth and achievement.
  2. Promotes high academic and social expectations for all students.
  3. Uses a variety of counseling and assessment strategies to promote student growth, critical and creative thinking, problem solving, and social performance skills.
  4. Plans and differentiates counseling and assessment around student needs, prior knowledge, and readiness to learn.
  5. Whenever appropriate, uses technology to support academic and social/emotional growth.
  6. Provides accurate, constructive, specific, and timely feedback to students, parents, and teachers.

 

DOMAIN TWO – LEARNING ENVIRONMENT

The school psychologist:

  1. Promotes equity and appreciation/acceptance of diversity.
  2. Organizes an age-appropriate learning environment to promote academic understanding, quality interpersonal relationships, and proactive social skill development.

 

DOMAIN THREE – PROFESSIONAL RESPONSIBILTIES

The school psychologist:

  1. Maintains accurate records of student progress, attendance, and other required information or mandated documents.
  2. Communicates and interacts with students, parents, administrators, school-related organizations and agencies, and colleagues in a timely, constructive and professional manner.
  3. Participates in school, district, team or departmental activities and decision-making.
  4. Incorporates school and district goals into his/her work.
  5. Reflects upon and self evaluates his/her practice.
  6. Seeks, shares, and uses relevant and current research to improve his/her practice.

TEAM CHAIR

 

DOMAIN ONE – TEACHING AND LEARNING

Team Chair:

  1. Demonstrates awareness of state/district curriculum standards.
  2. Understands and utilizes various assessment reports to guide student eligibility and appropriate services.
  3. Plans and implements the IEP process.
  4. Promotes appropriate expectations for students.
  5. Uses a variety of strategies and techniques to promote Team participation.
  6. Uses technology to collect data and maintain student data and accuracy in reporting.
  7. Provides accurate, specific, and timely feedback about students to administration and colleagues regarding the Team process (eligibility, IEP development, placement).

 

DOMAIN TWO – LEARNING ENVIRONMENT

Team Chair:

  1. Provides support to building staff through dialogue and consultation regarding the Team process.
  2. Promotes equity and acceptance of diversity and disability.
  3. Organizes the Team environment to promote interpersonal relationships, and proactive procedural development and compliance.

 

DOMAIN THREE – PROFESSIONAL RESPONSIBILTIES

Team Chair:

  1. Utilizes meetings with special educators to plan for and ensure Team compliance with state and/or federal regulations, student progress, and the availability of resources.
  2. Maintains accurate records of student files, progress reports, and other mandated information and documents.
  3. Communicates and interacts with students, parents, administrators, school related organizations, agencies, and/or colleagues in a timely, constructive and professional manner.
  4. Participates in school, district, team or departmental activities and decision-making.
  5. Incorporates school and district goals into his/her work.
  6. Reflects upon and self evaluates his/her Team Chair role.
  7. Seeks, shares, and uses relevant and current research to improve his/her performance.

 

 


GUIDANCE COUNSELOR

 

DOMAIN ONE – TEACHING AND LEARNING

The counselor:

  1. Utilizes best practices for implementing a comprehensive school counseling program that addresses the developmental needs of students.
  2. Provides responsive services, which may include assistance in making referrals to external agencies when appropriate.
  3. Encourages high academic and social expectations for all students, and monitors student progress.
  4. Communicates counseling goals clearly to students and provides them with accurate, constructive, specific, and timely feedback.
  5. Uses a variety of counseling strategies and psycho-educational techniques to promote academic, social/emotional and/or career growth for students.
  6. Promotes counseling services, programs and resources for the full range of learners and lifestyles.
  7. Whenever appropriate, uses technology to support academic and social/emotional growth.

 

DOMAIN TWO – LEARNING ENVIRONMENT

The counselor:

  1. Provides equitable counseling opportunities and access to developmental programs for all students.
  2. Promotes equity and appreciation/acceptance of diversity.
  3. Promotes a safe and supportive school climate where mutually respectful relationships are modeled and sustained.
  4. Organizes the counseling environment in such a way as to promote and support student learning, develop strong student-counselor relationships, and create an atmosphere of trust and acceptance.

 

DOMAIN THREE – PROFESSIONAL RESPONSIBILTIES

The counselor:

  1. Maintains appropriate levels of confidentiality.
  2. Maintains accurate student records, effectively manages caseloads, and monitors student progress.
  3. Communicates and interacts with students, parents, administrators, community members, educators, colleagues, and agencies in a timely, constructive and professional manner.
  4. Participates in school, district, team or departmental activities, and decision-making.
  5. Incorporates school and district goals into his/her work.
  6. Reflects upon and self-evaluates his/her counseling practice.
  7. Seeks, shares, and uses current research and professional development opportunities to improve his/her counseling.

 


TECHNOLOGY INTEGRATION COORDINATOR

 

DOMAIN ONE – TEACHING AND LEARNING

The technology integration coordinator:

  1. Assists teachers in the selection and use of appropriate technology to develop curriculum, instruction, and assessments based on district and state standards.
  2. Assists teachers in the selection and use of technology, including assistive and adaptive technologies, to differentiate instruction around students’ needs, prior knowledge, and readiness to learn.
  3. Seeks out and introduces new and emerging technologies that promote student participation, critical and creative thinking, problem solving, and inquiry.
  4. Assists teachers in the instruction of technology-based literacy skills that are necessary for students to search for, evaluate, and synthesize information from the internet.
  5. Assists teachers and administrators in selecting technology tools, software, and online resources that are instructionally appropriate for curriculum goals and grade levels.
  6. Differentiates instruction and support to teachers based on their experience and needs.

 

DOMAIN TWO – LEARNING ENVIRONMENT

The technology integration coordinator:

  1. Models for and assists teachers to utilize technology to provide a learner-centered environment with equitable learning opportunities and access to the curriculum for all students.
  2. Models for and supports teachers in the management of instruction and assessment using various technologies.

 

DOMAIN THREE – PROFESSIONAL RESPONSIBILTIES

The technology integration coordinator:

  1. Maintains accurate computerized records where necessary.
  2. Educates staff and students about the district’s Acceptable Use Policy, and continuously enforces it.
  3. Communicates and interacts with students, parents, administrators, community members, and colleagues in a timely, constructive and professional manner.
  4. Participates in school, district, team or departmental activities and decision-making.
  5. Incorporates school and district goals into his/her work.
  6. Reflects upon and self evaluates his/her practice in terms of modeling, coaching, and instructing.
  7. Seeks, shares, and uses current research and professional development about the integration of technology into instruction and how to use technology to increase student learning.

 


7. Evaluation Procedures

 

The supervision and evaluation process is differentiated for educators at different career phases. The Pre-Professional Teacher Status (Pre-PTS) educator is either a novice teacher or a teacher new to Hopkinton. Teachers who have attained Professional Teacher Status (PTS) have worked successfully in the district for three full years following licensure.

 

By October 1st, all educators sign the Evaluation Plan Acknowledgment to indicate receipt of the Educator Performance Standards and to acknowledge their evaluation plan for that year.

 

The following charts describe the formal procedures and conferences used in the educator evaluation and professional growth process.  The Primary Evaluator completes the forms. Contributing evaluators should be identified by October 1st whenever possible and should sign the evaluation forms to which they have contributed. If additional contributing evaluators are identified after October 1st, the teacher will be informed in writing.

 

 
Educators WITHOUT Professional Teacher Status

Timelines, Forms, and Conferences for Evaluation and Professional Growth Cycle

 

Year 1
Comprehensive Evaluation

Year 2
Comprehensive Evaluation

Year 3
Comprehensive Evaluation


Once an Educator has achieved Professional Teacher Status, he/she advances to year TWO of the PTS cycle.

 

Evaluation Plan Acknowledgment meeting by October 1st.

 

Evaluation Plan Acknowledgment meeting by October 1st.

Evaluation Plan Acknowledgment meeting by October 1st.

A minimum of two and maximum of three* Observations (Form A) must be completed, the first by December 15th and the final by April 15th. A Pre-Observation Conference must precede each observation.

A minimum of two and maximum of three* Observations (Form A) must be completed, the first by December 15th and the final by April 15th. A Pre-Observation Conference must precede each observation.

A minimum of two and maximum of three* Observations (Form A) must be completed, the first by December 15th and the final by April 15th. A Pre-Observation Conference must precede each observation.

 

Post-Observation Conference scheduled ideally within three (3) school days of the Observation.  Form A provided to Educator within seven (7) school days of Post-Observation Conference.  The total time frame of the conference and report should not exceed ten (10) total school days.

 

Evaluator and/or Educator may request additional conferences or other data to evaluate Educator performance.

 

Post-Observation Conference scheduled ideally within three (3) school days of the Observation.  Form A provided to Educator within seven (7) school days of Post-Observation Conference.  The total time frame of the conference and report should not exceed ten (10) total school days.

 

Evaluator and/or Educator may request additional conferences or other data to evaluate Educator performance.

 

Post-Observation Conference scheduled ideally within three (3) school days of the Observation.  Form A provided to Educator within seven (7) school days of Post-Observation Conference.  The total time frame of the conference and report should not exceed ten (10) total school days.

 

Evaluator and/or Educator may request additional conferences or other data to evaluate Educator performance.

 

Comprehensive Evaluation Report, (Form C), must be completed by the Evaluator by May 15th.

 

Post Comprehensive Evaluation Conference scheduled within ten (10) school days.

 

Comprehensive Evaluation Report, (Form C), must be completed by the Evaluator by May 15th.

 

Post Comprehensive Evaluation Conference scheduled within ten (10) school days.

 

Comprehensive Evaluation Report, (Form C), must be completed by the Evaluator by May 15th.

 

Post Comprehensive Evaluation Conference scheduled within ten (10) school days.

 

 

*The educator may request an alternate observer in writing if a third observation is required. The alternate observer will be assigned by the Superintendent or his/her designee.

 


Educators WITH Professional Teacher Status

Required Timelines, Forms, and Conferences for the Educator Evaluation and Professional Growth Cycle

 

Year 1
Comprehensive Evaluation

Year 2
Professional Development

Year 3
Comprehensive Evaluation

Year 4
Professional Development

Evaluation Plan Acknowledgment meeting by October 1st.

 

Evaluation Plan Acknowledgment meeting by October 1st.

Evaluation Plan Acknowledgment meeting by October 1st.

 

Evaluation Plan Acknowledgment meeting by October 1st.

A minimum of one Observation (Form A), and a maximum of three* Observations for educators below Proficient, must be completed, the first by Feb. 1st and the final by April 15th. A Pre-Observation Conference must precede each observation.

 

The educator defines Professional Goals (Form B) and the means to achieve them by November 1st.

A minimum of one Observation (Form A), and a maximum of three* Observations for educators below Proficient, must be completed, the first by Feb. 1st and the final by April 15th. A Pre-Observation Conference must precede each observation.

 

The educator defines Professional Goals (Form B) and the means to achieve them by November 1st.

Post-Observation Conference scheduled ideally within three (3) school days of the Observation.  Form A provided to Educator within seven (7) school days of Post-Observation Conference.  The total time frame of the conference and report should not exceed ten (10) total school days.

 

Evaluator and/or Educator may request additional conferences or other data to evaluate Educator performance.

 

 

Post-Observation Conference scheduled ideally within three (3) school days of the Observation.  Form A provided to Educator within seven (7) school days of Post-Observation Conference.  The total time frame of the conference and report should not exceed ten (10) total school days.

 

Evaluator and/or Educator may request additional conferences or other data to evaluate Educator performance.

 

 

Comprehensive Evaluation Report, (Form C), must be completed by the evaluator by June 1st.

 

Post Comprehensive Evaluation Conference scheduled within ten (10) school days.

 

Educator provides written self-reflection (Form B) by June 1st.

Comprehensive Evaluation Report, (Form C), must be completed by the evaluator by June 1st.

 

Post Comprehensive Evaluation Conference scheduled within ten (10) school days.

 

Educator provides written self-reflection (Form B) by June 1st.

 

*The educator may request an alternate observer in writing if a second or third observation is required. The alternate observer will be assigned by the Superintendent or his/her designee.

 


Pre-Professional Teacher Status (Pre-PTS) Timelines and Forms

 

 

Professional Teacher Status (PTS) Timelines and Forms

 

 

Educator’s Improvement Plan Timelines and Forms

 

The Educator’s Improvement Plan is implemented for PTS educators whose comprehensive evaluations reflect “unsatisfactory” performance.

 

 


APPENDIX

 

Forms                                                                                                

 

  1. Observation Report                                                                                                              23

 

  1. Professional Development Goals                                                                                      24

 

  1. Comprehensive Evaluation Report                                                                      25

 

  1. Memorandum of Understanding                                                                           26

 

  1. Consultation Note                                                                                                    27

 

  1. Educator’s Improvement Plan                                                                                28

 

  1. Educator’s Improvement Plan - Progress Report                                               29

 

  1. Evaluation Plan Acknowledgment                                                                                   30

 

  1. Collaborative Conference Summary (optional)                                                              31

 

Pre/Post-Observation Conference Questions                                                                32

 

Alignment to Principles of Effective Teaching Standards                                              33

 

CJEI Process                                                                                                                        36

 

Performance Standards Rubrics                                                                          To be added

 

 

*Note: Only the following evaluation documents will be included in the educator’s personnel folder, maintained in the District’s central office:

 

 

 

 


Form A

To be completed by the evaluator

 
Hopkinton Public Schools

Observation Report

 

Educator__________________________         Position/Grade _________________

 

Evaluator_________________________           School ________________________

 

Date___________   Time of Observation: From _______To_______

 

Pre-Conference Date_______      Post-Conference Date_______

 

 

Lesson Objectives:

 

 

Evaluator’s Description of the Observation:

 

 

Commendations/Recommendations:

 

 

Performance Status:

 

 Proficient with Areas of Distinction

 Proficient

 Satisfactory with Concerns

 Unsatisfactory

 

 


 Additional Observation Required


 Additional Observation Required

 

 

 

________________________________                        _______________ 

Educator’s Signature*                                             Date

 

________________________________                        _______________              __________

Evaluator’s Signature                                             Position                                 Date

 

*The signature of the Educator means only that s/he has read this document, and does not necessarily indicate agreement.  The Educator must sign the report and return it to the Evaluator within five school days. The Educator may attach a written statement of her/his own.

 

 

 

 

 

 

 

 


 

Form B
To be completed by educator

 
Hopkinton Public Schools
Professional Development Goals

(Year Two and Year Four for Educators with Professional Teacher Status)

 

Educator____________________________     Position/Grade_______________

 

Evaluator____________________________    School_____________________

 

Date________________________________    Year 2        Year 4

 

 

To be submitted by Nov. 1st

 

Professional Growth Goals: (related to either performance standards, or school/district goals that pertain to teaching and learning.)

 

 

Description of activities to meet Professional Growth Goals:

 

 

 

To be submitted by June 1st

 

Written Self-Reflection:

 

 

 

_________________________                                        _____________

Educator’s Signature*                                                                Date

 

_________________________    _______________ ____________

Evaluator’s Signature                             Position                                    Date

 

 

 

 

 

 

 


 

Form C

To be completed by evaluator
May 15th – Pre-PTS
June 1st – PTS

 
 


Hopkinton Public Schools

Comprehensive Evaluation Report

 

Educator____________________________                 Position/Grade____________

 

Evaluator____________________________                School__________________

 

Post-Conference Date_____________

 

Pre-PTS:  1st Year   2nd Year   3rd Year                  PTS

 

Rating:

Based on the Criteria of Effective Performance, this educator’s performance is:

 

 Proficient with Areas of Distinction

 Proficient

 Satisfactory with Concerns

 Unsatisfactory

 

* A comprehensive rating of “Unsatisfactory” for PTS educators will require an Improvement Plan.

 

Supporting Evidence

 

The Evaluator should assess the Educator’s performance on the three Domains of Performance Standards. Comments are required for each major area evaluated. The supporting evidence cited must be sufficiently verified and/or witnessed.

 

Teaching and Learning:

 

Learning Environment:

 

 

Professional Responsibilities:

 

Commendations/Recommendations:

 

_________________________                                        ____________

Educator’s Signature*                                                                Date

 

_________________________    _______________ ____________

Evaluator’s Signature                             Position                                    Date

 

_________________________                                        ____________

Principal’s Signature                                                                  Date

 

*The signature of the Educator means only that s/he has read this document, and does not necessarily indicate agreement.  The Educator must sign the report and return it to the Evaluator within five school days. The Educator may attach a written statement of her/his own.

 

Form D

To be completed by evaluator

 
Hopkinton Public Schools

Memorandum of Understanding

This is used to document a discussion between an evaluator and an educator regarding a verifiable, serious concern.  The discussion is memorialized in writing and signed by both parties.

 

 

Educator____________________________                 Position/Grade____________

 

Evaluator____________________________                School__________________

 

Date: ______________

 

 

Re: _________________________________

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

_________________________                                        ____________

Educator’s Signature*                                                                Date

 

_________________________    _______________ ____________

Evaluator’s Signature                             Position                                    Date

 

_________________________                                        ____________

Principal’s Signature                                                                  Date

 

*The signature of the Educator means only that s/he has read this document, and does not necessarily indicate agreement.  The Educator must sign the report and return it to the Evaluator within five school days. The Educator may attach a written statement of her/his own.


 

Hopkinton Public Schools

Form E

To be completed by contributing evaluator

 
Consultation Note

 

This is a short note to report an observation with positive feedback by a contributing evaluator.  The Note will be given to both the primary evaluator and the educator.

 

 

Educator____________________________                 Position/Grade____________

 

Contributing Evaluator__________________               School___________________

 

Primary Evaluator_____________________

 

Date: ______________

 

Notes:

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

________________________________                        ____________

Educator’s Signature                                                     Date

 

________________________________                        ____________

Contributing Evaluator’s Signature                                  Date

 

* The Educator may attach a written statement of her/his own.


 

 

Hopkinton Public Schools

Form F

To be completed in collaboration between the educator and evaluator

 
Educator’s Improvement Plan

 

Educator____________________________                 Position/Grade___________

 

Evaluator____________________________                School__________________

 

Covers Period From: ______________   To: ______________

 

Date of Conference: ______________

 

I.              Performance Standard(s) for which improvement is needed:
Include Domain Number(s) and Letter(s).

 

 

II.            Supports to be provided to Educator to address the above Professional Standards:

 

 

III.           Suggested learning activities:

 

 

IV.          Expected performance:

 

 

V.           Schedule to assess improvement:

 

 

Comments:

 

 

 

_________________________                                        _____________

Educator’s Signature*                                                                Date

 

_________________________    _______________ _____________

Evaluator’s Signature                             Position                                    Date

 

_________________________                                        _____________

Principal’s Signature                                                                  Date

 

*The signature of the Educator means only that s/he has read this document, and does not necessarily indicate agreement.  The Educator must sign the report and return it to the Evaluator within five school days. The Educator may attach a written statement of her/his own.


 

 

Hopkinton Public Schools

Form G

To be completed by evaluator, in consultation with educator

 
Educator’s Improvement Plan – Progress Report

 

 

Educator____________________________                 Position/Grade____________

 

Evaluator____________________________                School__________________

 

Covers Period From: ______________   To: ______________

 

Date of Conference: ______________

 

              I.    Performance Standard(s) being addressed:
Include Domain Number(s) and Letter(s).

 

            II.    Supports provided to the educator: (Please attach any relevant documents)

 

           III.    Learning activities accomplished:

 

          IV.    Current performance: (Please attach any relevant documents, such as Form A)

 

           V.    Modifications to previous plan (if necessary):

 

          VI.    Continued improvements (if necessary):

 

Recommendation:

 

Move to Comprehensive Evaluation Year One                                

 

Remain on Improvement Plan

 

Comments:

 

 

_________________________                                        _____________

Educator’s Signature*                                                                Date

 

_________________________    _______________ _____________      

Evaluator’s Signature                             Position                                    Date

 

_________________________                                        _____________

Principal’s Signature                                                                  Date

 

*The signature of the Educator means only that s/he has read this document, and does not necessarily indicate agreement.  The Educator must sign the report and return it to the Evaluator within five school days. The Educator may attach a written statement of her/his own.


 

Form H
To be completed by evaluator by October 1st.

 
Hopkinton Public Schools

Evaluation Plan Acknowledgement

 

Educator____________________________                 Position/Grade____________

 

School ____________       Covers period from: ________ to __________

 

Primary Evaluator: __________________   Additional Evaluators: _________________

 

Evaluations status this year:

 

        Comprehensive Evaluation, Year 1

Consists of a minimum of one Observation, preceded by a Pre-Conference. A maximum of three Observations may be required for educators below Proficient. The first must be completed by Feb. 1 and the others by April 15. Form A will be completed after each observation. Comprehensive Evaluation Report (Form C) completed by June 1.

 

        Professional Development, Year 2

Educator defines Professional Goals (Form B) and means to achieve them by Nov. 1.  Educator provides written self-reflection (also Form B) by June 1.

 

        Comprehensive Evaluation, Year 3

Consists of a minimum of one Observation, preceded by a Pre-Conference. A maximum of three Observations may be required for educators below Proficient. The first must be completed by Feb. 1 and the others by April 15. Form A will be completed after each observation. Comprehensive Evaluation Report (Form C) completed by June 1.

 

        Professional Development, Year 4

Educator defines Professional Goals (Form B) and means to achieve them by Nov. 1. Educator provides written self-reflection (also Form B) by June 1.

 

        Educator Improvement Plan

 

        Pre-Professional Teacher Status

A minimum of two Observations and a maximum of three observations (Form A), each preceded by a Pre-Conference, one of which must be completed by Dec. 15, and the others by April 15.  Comprehensive Evaluation Report, (Form C), must be completed by the Evaluator by May 15.

 

I acknowledge receipt of the Criteria of Effective Performance by which my performance will be evaluated.

 

Educator’s Signature _______________________________                       Date__________

 

Evaluator’s Signature ______________________________             Date__________

 

 

 


Hopkinton Public Schools

Form I  (optional)
To be completed by evaluator

 
Collaborative Conference Summary

 

Educator__________________________         Position/Grade _________________

 

Evaluator_________________________           School ________________________

 

Date___________   Time of Conference: From _______To_______

 

 

Conference Topic:

 

 

Summary of Conference:

 

 

Commendations/Recommendations:

 

 

 

 

________________________________                        _______________ 

Educator’s Signature*                                             Date

 

________________________________                        _______________              __________

Evaluator’s Signature                                             Position                                 Date

 

*The signature of the Educator means only that s/he has read this document, and does not necessarily indicate agreement.  The Educator must sign the report and return it to the Evaluator within five school days. The Educator may attach a written statement of her/his own.


 

 

Educator not required to provide written answers.

 
Hopkinton Public Schools

Pre-Observation Conference Questions

 

1. What is unique about this class’s composition, your routines, and the culture you have created that are important for the observer to know?

 

 

2. What do you want your students to know and be able to do by the end of this lesson?  What curriculum standards are you addressing?

 

 

3. How will you assess your students’ achievement of the learning goals you have identified for this lesson?

 

 

4. What is your planned sequence of instructional activities for the lesson?

 

 

5. How does this lesson fit into instruction that preceded it and instruction that will follow?

 

 

6. How will you meet the needs of different learners in your class?

 

 

7. What feedback would be most helpful to you? Is there anything in particular that you want the observer to be aware of, or focus on, during your lesson?

 

 

 

Hopkinton Public Schools

Post-Observation Conference Questions

 

1.    Were you able to implement the lessons as planned? Why or why not?

 

 

2.    What changes, if any, would you make to this lesson for the future and why?

 

 

3.    How did you assess your students’ achievement of the learning goals you have identified for this lesson, and how will you continue to measure progress?

 


Alignment to Principles of Effective Teaching Standards

 

Principles of Effective Teaching

Indicators

Hopkinton Performance Standards

Skillful Teacher Reference © 2008

I. Currency in the Curriculum

The teacher is up-to-date regarding curriculum content

I-A. Utilizes the state and/or district curriculum standards for the grade and content they are teaching

 

Massachusetts Curriculum Frameworks

Hopkinton Public Schools Curriculum Guides

II. Effective Planning and Assessment of Curriculum and Instruction

 

The teacher plans instruction effectively.

 

The teacher plans assessment of student learning effectively

 

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

I-B. Links curriculum, instruction and assessment within the lesson and the unit to advance student understanding.

 

I-C. Monitors student understanding through various forms of assessment, and uses exemplars to guide student work.

 

I-D. Plans, implements and differentiates instruction around students’ needs, prior knowledge and readiness to learn.

 

Objectives – p. 371

Assessment – p. 431

Curriculum Design – p. 357

Overarching Objectives – p. 520.

 

Assessment - p.431

 

 

 

 

 

 

Learning Experiences - p.411

III. Effective Management of Classroom Environment

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

 

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

I-E. Promotes high academic and social expectations for all students.

 

II-C. Organizes the age-appropriate learning environment to promote student academic understanding, quality interpersonal relationships, and proactive social skill development.

 

II-D. Utilizes pacing, structure, routines, activities, assignments, and grouping of students to encourage independent learning.

 

 

 

 

Expectations - p.261

Discipline - p.72

 

 

 

Personal Relationship Building - p.317

Classroom Climate - p.328

 

 

 

 

 

 

 

Attention: - p.19

Momentum - p.32

Space - p.40

Time - p.49

Routines - p.68

IV. Effective Instruction

The teacher makes learning goals clear to students

 

The teacher uses appropriate instructional techniques

 

The teacher uses appropriate questioning techniques.

 

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

 

I-F. Makes learning goals clear to students.

 

 

I-G. Uses a variety of instructional strategies and questioning techniques to promote student participation, critical and creative thinking, problem solving, inquiry, and cooperative learning opportunities.

 

I-H. Uses technology to advance student understanding.

 

 

Clarity - p.161

Goal setting-226-227, 345, 435, 481

 

Principles of Learning - p.220

Models of Teaching - p.240

V. Promotion of High Standards and Expectations for Student Achievement

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

 

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

 

I-E. Promotes high academic and social expectations for all students.

 

I-I. Provides accurate, constructive, specific, and timely feedback to students

 

 

Expectations - p.261

Objectives - p.371

 

 

 

Assessment - p.431

Personal Relationship Building - p.317

Feedback – 268, 302, 267-268, 287-288

 

VI. Promotion of Equity and Appreciation of Diversity

The teacher strives to ensure equitable opportunities for student learning.

 

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

II-A. Provides equitable learning opportunities and access to the curriculum for all students.

 

II-B. Promotes equity and appreciation acceptance of diversity.

 

 

 

 

 

 

 

 

 

 

 

 

Beliefs - p.11

Expectations – 261

 

 

 

 

 

Beliefs - p.11

Expectations - 261 Cultural relevance-351-352

 

VII. Fulfillment of Professional Responsibilities

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

 

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

 

The teacher is a reflective and continuous learner.

III-A. Maintains accurate records of completion of student assignments, progress in learning, attendance, and other required information or mandated documents.

III-B. Communicates and interacts with students, parents, administrators, community members, and colleagues in a timely, constructive and professional manner.

III-C. Participates in school, district, team or departmental activities and decision-making.

III-D. Incorporates school and district goals into his/her work.

III-E. Reflects upon and self evaluates his/her teaching practice.

III-F. Seeks, shares, and uses relevant and current research to improve his/her teaching.

 

 

 


CJEI Process
Classroom Observation Reports Using Claims, Judgment, Evidence, and Impact

 

Definitions

 

During classroom observations, evaluators will record literal notes about what is seen and heard. These notes provide concrete data to support the judgments that are made about teaching performance, and the impact on student learning, during the writing of the observation report.[2]

 

Claim – “the identification of the areas of performance from the district’s performance standards.”

 

Judgment – The value that the observer places on the teacher’s execution of an instructional method or management technique.

 

Evidence – “the literal description of something the observer heard or saw to support the claim.” (Saphier & Gower as quoted in Ribas.)

 

Impact (a.k.a. “Interpretation”) “The impact statement [often] starts with ‘thus,’ ‘as a result of,’ ‘therefore” or other [transitional] words and phrases that connect the teaching behavior to the impact on students.”

 

Recommendation – If a problematic area of teaching is discussed, then a recommendation would be made following the impact statement.

 

Observation Report Examples

 

An observation report combines the claims, judgment, evidence, impact, and, if needed, recommendation into narrative text. The following two fictitious examples are excerpts of a report that would contain several more paragraphs.

 

Example 1:

 

Ms. Shaw continually checked student understanding throughout the lesson [Claim and judgment]. While students worked in small groups on their research synthesis, she checked in on each group at least twice and asked questions that probed their thinking and the conclusions they were drawing. (For example, “What textual evidence from these two sources tells you that?” and “What will you do next?”) She carried a clipboard on which she jotted notes about each group’s performance as she moved from group to group [Evidence]. As a result of her questioning and the notes she kept, she developed a clear picture about how well students understood the work they were doing and how skillfully they were completing it [Impact].

 

 

 

Example 2:

 

Mrs. Brown provided very little wait time [Claim and judgment] as she began the lesson with a series of questions connecting the lesson with previous learning, followed by questions about the stability of triangles. Each question that she asked (such as “Did that return to its original shape?” and “What shapes do you see?”) was followed by one second or less of wait time, after which she supplied the answer [Evidence]. Therefore, students were not afforded the opportunity to think through the questions and formulate their responses [Impact]. Mrs. Brown should improve her use of wait time to reach a target of at least three (3) seconds between posing a question and selecting a student to respond [Recommendation].

 

 

 

 

 

 

 



 

 

 

 

 

 


 


Side Letter

 

 

May 13, 2002

 

Ellenore Porter

Hopkinton Teachers Association

Hopkinton public Schools

88-A Hayden Rowe Street

Hopkinton, MA 01748

 

            Re:      Study Committees:

Sick Leave, Teaching Loads of Specialists, and Coaching Positions

 

Dear Mrs. Porter:

 

This letter will reflect our understanding regarding the above-mentioned matters.

 

The parties agree to establish a joint committee to examine the alternatives to the current sick leave arrangements during the life of the agreement. A recommendation will be made prior to the commencement of negotiations for a successor agreement.

 

The parties agree to establish a study committee during the life of the agreement to review the teaching load of specialists/related arts. A recommendation will be made prior to the commencement of negotiations for a successor agreement.

 

The parties agree to establish a committee to review all coaching stipends and make recommendations prior to the commencement of negotiations for a successor agreement.

 

The parties will meet within thirty (30) days of the execution of the agreement, to establish composition of the committees.

 

If this letter is in accordance with your understanding, please sign below.

 

 

Very truly yours,

 

 

 

John E. Phelan, Jr., Ed.D.

 

 

___________________________      _____________________

Ellenore Porter                                    Date


SIDE LETTER OF AGREEMENT

BETWEEN

THE HOPKINTON SCHOOL COMMITTEE

AND

THE HOPKINTON TEACHERS’ ASSOCIATION

 

This SIDE LETTER OF AGREEMENT is entered into by and between the Hopkinton School Committee (hereinafter the “Committee”) and the Hopkinton Teachers’ Association (hereinafter the “Association”).

 

WHEREAS, the Committee and the Association have entered into a Collective Bargaining Agreement for the period of September 1, 2004 through August 31, 2007; and,

 

WHEREAS, as part of its negotiations for said Collective Bargaining Agreement, the parties met and negotiated over the implementation of a change in the Middle School schedule; and,

 

NOW, THEREFORE, in consideration of the mutual promises and covenants set forth herein, the Parties agree as follows:

 

1.         The School Committee shall have the option to implement a rotating schedule for the Middle School substantially similar to the one presented effective September 2005.  The Committee will notify the Association of its exercise of this option no later than December 31, 2004.

 

Insert language to make sure this applies to only

 
2.         In the event that the Committee decides to implement the schedule referenced above, then:

 

A.        Middle School members will be provided with professional development and training relative to this schedule change during the 2004-2005 school year; and

 

B.        For September and October of 2005, there shall be no observation of Middle School members conducted under the parties’ evaluation process and the parties agree to extend the deadline for conducting Middle School teacher observations to February 1, 2006.

 

WHEREFORE, the Committee and the Association have caused this SIDE LETTER OF AGREEMENT to be executed by their duly-authorized representatives this                day of February, 2005.

 

Hopkinton School Committee              Hopkinton Teachers’ Association

 

By:      __________________________        By:      ______________________________

            John E. Phelan, Jr.                                           Ellenore Porter

            Its Superintendent                                          Its President

 


SIDE LETTER OF AGREEMENT

BETWEEN

THE HOPKINTON SCHOOL COMMITTEE

AND

THE HOPKINTON TEACHERS’ ASSOCIATION

 

This SIDE LETTER OF AGREEMENT is entered into by and between the Hopkinton School Committee (hereinafter the “Committee”) and the Hopkinton Teachers’ Association (hereinafter the “Association”).

 

WHEREAS, the Committee and the Association have entered into a Collective Bargaining Agreement for the period of September 1, 2004 through August 31, 2007; and,

 

WHEREAS, as part of its negotiations for said Collective Bargaining Agreement, the parties met and negotiated over fulfillment of the minimum time on learning requirements of 990 hours per school year at the High School; and,

 

NOW, THEREFORE, in consideration of the mutual promises and covenants set forth herein, the Parties agree as follows:

 

1.         To meet the time on learning minimum by making the following adjustments to the High School schedule:

 

 

 

Instructional Time

Schedule Features

Block 1

7:30 – 8:30

60 minutes

School day begins at 7:30 a.m.

Block 2

8:35 – 9:35

60 minutes

335 instructional minutes

Block 3

9:40 – 10:40

60 minutes

Passing times 5 minutes

Block 4

10:45 – 12:40

95 minutes

20 minute lunches

 

 

 

 

3 Lunches

20 min. each

 

 

 

 

 

 

Block 5

12:45 – 1:45

60 minutes

 

 

 

Total Inst. Min 335

335 minutes x 174 regular days=971.5 hrs

185 minutes x 6 early release days=18.5 hrs

 

 

 

Total = 990 hours of instruction

 

WHEREFORE, the Committee and the Association have caused this SIDE LETTER OF AGREEMENT to be executed by their duly-authorized representatives this                day of February, 2005.

 

Hopkinton School Committee              Hopkinton Teachers’ Association

 

By:      __________________________        By:      ______________________________

            John E. Phelan, Jr.                                           Ellenore Porter

            Its Superintendent                                          Its President

 

SIDE LETTER OF AGREEMENT

BETWEEN

THE HOPKINTON SCHOOL COMMITTEE

AND

THE HOPKINTON TEACHERS’ ASSOCIATION

 

This SIDE LETTER OF AGREEMENT is entered into by and between the Hopkinton School Committee (hereinafter the “Committee”) and the Hopkinton Teachers’ Association (hereinafter the “Association”).

 

WHEREAS, the Committee and the Association have entered into a Collective Bargaining Agreement for the period of September 1, 2007 through August 31, 2010; and,

 

WHEREAS, since that time, the parties have met and agreed to the following modifications to be made to said Agreement; and,

 

NOW, THEREFORE, in consideration of the mutual promises and covenants set forth herein, the Parties agree as follows:

 

1.         Article XV of the Collective Bargaining Agreement is amended by adding a new subsection D to read as follows:

 

For those members who are at Masters’ + 60 on the salary scale, tuition reimbursement will be available as outlined in Section B, above, for graduate –level courses that were taken for PDPs only.  In order to be eligible for such tuition reimbursement, members shall comply with the provisions of Section A.

 

2.         Appendix B to the Collective Bargaining Agreement is amended by inserting under “H.S.Mentors, Coordinators, & Program Directors” the position of “Science Fair Coordinator” at an annual stipend rate of $500.00. 

 

3.         This Side Letter is subject to ratification by the Parties.  The signatories to this Letter agree to use their best efforts to obtain such ratification.

 

WHEREFORE, the Committee and the Association have caused this SIDE LETTER OF AGREEMENT to be executed by their duly-authorized representatives this First    day of April, 2008.

 

 

Hopkinton School Committee              Hopkinton Teachers’ Assocation

 

By:      __________________________        By:      ______________________________

            John E. Phelan, Ed.D.                                     Tim Kearnan

            Its Superintendent                                          Its President

 

 

MEMORANDUM OF AGREEMENT

BETWEEN

THE HOPKINTON SCHOOL COMMITTEE

AND

THE HOPKINTON TEACHERS’ ASSOCIATION

 

This MEMORANDUM OF AGREEMENT is entered into by and between the Hopkinton School Committee (hereinafter the “Committee”) and the Hopkinton Teachers’ Association (hereinafter the “Association”).

 

WHEREAS, the Committee and the Association are parties to a Collective Bargaining Agreement for the period of September 1, 2007 through August 31, 2010, which contains at Appendix A the Teachers’ Salary Schedule; and,

 

WHEREAS, it has been determined that certain members of the Association have been incorrectly placed on the aforementioned salary schedule; and,

 

WHEREAS, the Association and the Committee wish to avoid the time and expense of litigation and desire and intend to resolve any and all disputes and differences among them and the individual affected members concerning issues related to incorrect placement on the salary scale, including but not limited to both the underpayment and overpayment of salary, the parties have agreed as follows, without admission by any party of any wrongdoing;

 

NOW, THEREFORE, in consideration of the mutual promises and covenants contained herein, the Association and the Committee hereby agree as follows:

 

1.         The record of credits earned for all members and their corresponding placement on the salary scale as of the beginning of the 2001-2002 school year is accepted as accurate.

 

2.         Notwithstanding the provisions of Paragraph 1, above, if it is learned that a member has been placed on the salary schedule at Master’s column or higher and does not actually hold a Master’s degree, the District reserves the right to take corrective action relative to that member’s placement per the guidelines set forth below at Paragraph 3.

 

3.         An audit of members’ professional development and educational attainment has been conducted for the period of beginning with the 2001-2002 school year through the 2007-2008 school year to verify correct lane and step placement on the salary scale using the following parameters:

 

a.         A Master’s degree is accepted and recorded as a Master’s degree regardless of the number of credits required by the degree granting institution.  In other words, if the institution requires 40 credits for a Master’s degree, it is recorded by the Hopkinton Public Schools as a Master’s degree, not as a Master’s degree plus 10 credits.

 

b.         The District will count all graduate courses and district in-service courses earned outside a Master’s degree, regardless of the date earned (being either before or after the award of a Master’s degree), so long as said credits are not used for the earning of the Master’s degree.

 

c.         As a result of the aforementioned audit, correct salary placement and educational credits of all members have been certified as June, 2008. 

 

d.         Members who were incorrectly placed on the salary scale will be placed in their correct lane effective the start of the 2008-2009 school year.

 

e.         Members who were incorrectly placed on the salary scale and such placement resulted in the underpayment of salary by the District will be made whole.

 

f.          Members who were incorrectly placed on the salary scale and such placement resulted in the overpayment of salary by the District will be responsible for making restitution to the District up to a cap of $25,000.00.  Payment options will be discussed with the individual member.

 

g.         In the case of either an overpayment or underpayment of wages involving  a member, the member and the District will work together to provide the necessary documentation, relative to state and federal income tax and retirement contributions, to the proper agencies, if necessary.

 

4.         As of the 2008-2009 school year, the following guidelines will be used to audit salary scale placement:

 

a.         Annually, the District will provide salary scale information on lane and step placement for each member.  It is the responsibility of each member to verify this information based on his/her own records, and notify the Human Resources office if placement is in error. 

 

b.         The District will audit the professional development folder upon request by the member or upon consideration for a lane change.

 

c.         If a potential error is discovered, the District will take the following measures:

 

1.         The Human Resource Director will meet with the member to discuss and verify lane and step placement.  The member is expected to cooperate with the District in scheduling and participating in such meetings.

 

2.         Following verification, the member will be placed correctly on the scale.

 

3.         In the case of an underpayment of salary, the District will correct the error and pay the wages owed if the following conditions are met:

 

a.         Credits and/or step placement are verified; and,

 

b.         Member provides evidence of Intent to Submit for the time frame in question.

 

c.         Member provides evidence of a Course Approval form submitted prior to taking the course and signed by the  Superintendent or his/her designee.

 

4.         In the case of overpayment of salary, the District will correct the error and seek restitution under the following conditions:

 

a.         Restitution will be the actual amount of overpayment (no interest), up to a maximum of $25,000.

 

b.         The Superintendent will consider, on a case-by-case basis, the terms of repayment.

 

c.         The dollar constraints set forth above at subparagraph a will not apply if there is a reasonable assumption that the member was aware of the error (such as, but not limited to, the case of a member being paid on or above the Master’s scale, when he/she had not yet obtained a Master’s degree).

 

5.         This Memorandum of Agreement is subject to ratification by the Parties.  The signatories to this Letter agree to use their best efforts to obtain such ratification.

 

WHEREFORE, the Committee and the Association have caused this MEMORANDUM OF AGREEMENT to be executed by their duly-authorized representatives this 25th day of September, 2008.

 

Hopkinton School Committee              Hopkinton Teachers Association

 

By:      __________________________        By:      ______________________________

            John E. Phelan, Ed.D.                                     Tim Kearnan

            Its Superintendent                                          Its President

 

 

 



[1] For the period of this contract, 2010-2011, curriculum coordinators (Music K-12, Art K-12, Wellness K-12, and Guidance 9-12 only) will continue to serve as Secondary Evaluators.  Their role as a Secondary Evaluator shall be limited to curriculum content, and content-specific pedagogy.  Furthermore, the curriculum coordinators shall not be involved in employment decisions, such as non-renewal, termination, and transfers. The District and HTA will investigate alternatives to this practice in preparation for the successor contract. Any new positions created through the life of this contract using the term “Coordinator” will not assume or be assigned any evaluative responsibilities.

 

[2] Definitions were taken from Ribas, W. (2005). Teacher Evaluation that Works. Ribas Publications: Westwood, MA.