Ipswich

Show detailed information about district and contract

DistrictIpswich
Shared Contract District
Org Code1440000
Type of DistrictMunicipal K12
Union AffiliationMTA
Most Recent DocumentContract
Expiring Year2015
Expired Status
Superintendency Union
Regional HS Members
Vocational HS MembersWhittier RVTSD
CountyEssex
ESE RegionNortheast
Urban
Kind of Communityresort/retirement/artistic
Number of Schools4
Enrollment2137
Percent Low Income Students9
Grade StartPK or K
Grade End12
download pdf version of this document view accessible version of this document Ipswich

AGREEMENT

between the

IPSWICH SCHOOL COMMITTEE

and the

IPSWICH EDUCATORS ASSOCIATION

September 1, 2014-August 31, 2015

THIS AGREEMENT is made and entered into this first (1st) day of September, 2014 by and between the IPSWICH SCHOOL COMMITTEE (hereinafter referred to as the "Committee") and the IPSWICH EDUCATORS ASSOCIATION (hereinafter referred to as the "Association").

ARTICLE I

RECOGNITION

For the purposes of collective bargaining with respect to wages, hours and conditions of employment, the negotiation of collective bargaining agreements, and any other questions arising thereunder, the School Committee of the Town of Ipswich recognizes the Ipswich Educators Association as the exclusive bargaining agent and representative of the professional employees as defined in ARTICLE II, Section 2 of this Agreement.

The Ipswich School Committee and the Ipswich Educators Association recognize the educational objective of providing education of the highest quality consistent with their responsibilities and resources.

ARTICLE II

GENERAL

1.      This Agreement is negotiated under Section 6 of Chapter 150E of the General Laws of Massachusetts of the Massachusetts General Court in order (a) to establish salaries and other conditions of employment provided herein, and (b) to encourage effective and harmonious working relationships between the Committee and the Ipswich Educators Association.

2.      A.      Subject to and in accordance with the provisions of Chapter 150E, the Committee recognizes the Ipswich Educators Association as the exclusive representative for collective bargaining for all professional employees (herein generally called "teachers") other than temporary substitutes below the rank of Superintendent. Professional employees are defined as follows:

Unit A.       All regularly employed teachers on the teaching staff, including regular part-time teachers who teach fifty percent (50%) or more of the regular teacher's work week per week, guidance counselors, department chairpersons and librarians excluding all others. Nurses are also included in accordance with the certification of the Massachusetts Labor Relations Commission dated February 17, 1978.

B.      The Ipswich Educators Association agrees to represent equally all professional staff of Unit A without regard to membership or participation in, or association with, the activities of the Ipswich Educators Association, or any other employee organization.

3.      Subject to the provisions of Chapter 150E as the same may be amended, the Committee agrees not to negotiate with any teachers organization other than the Ipswich Educators Association with respect to those professional employees in Unit A referred to in ARTICLE I RECOGNITION under Chapter 150E for the duration of this Agreement. To the extent consistent with recognition of the Ipswich Educators Association as the exclusive bargaining agent under Chapter 150E with respect to those professional employees in Unit A referred to in ARTICLE I RECOGNITION, the Committee shall be free to communicate with teachers (or their representatives) or any other persons individually or by group in the discharge of its responsibility.

4.      Despite reference herein to the Committee or the Ipswich Educators Association as such, each reserves the right to act hereunder by committee, individual members, or designated representative, professional or lay, whether or not a member. Each party will provide to the other, upon request, satisfactory evidence (such as official minutes or certificate of resolutions) or authority so to act.

5.      The Committee and the Ipswich Educators Association accept the provisions of this Agreement under governing laws as a binding contract which they will honor, support and seek to fulfill cooperatively and in good faith.

6.      The provisions of the Agreement will become binding on Committee policy for the duration of the Agreement or until changed by mutual consent in writing. Any previously adopted policy, rule or regulation of the Committee which is in conflict with a provision of this Agreement shall be superseded and replaced by this Agreement. Nothing in this Agreement which changes pre-existing Committee policy, rules or regulations shall operate retroactively unless expressly so stated. Working conditions in effect on the effective date of this Agreement which are not covered by this Agreement and not reserved to the School Committee by statute or contract, and which are subject to collective bargaining by Chapter 150E of the General Laws shall remain in effect unless changed by collective bargaining.

7.     It is recognized that the Ipswich School District (District) has and will continue to retain, whether exercised or not, its statutory powers, including, but not limited to, the following: To maintain public elementary and secondary schools and other educational activities in the Town of Ipswich; to decide the need for school facilities; to maintain and operate buildings, lands, apparatus and other property used for school purposes; to determine the number, age and qualifications of the pupils to be admitted into each school; to employ, assign and transfer teachers and nurses, suspend or dismiss the teachers and nurses of the schools in the manner provided by statute or bylaw, subject to review under the grievance procedure in the case of alleged exercise of the Committee's rights in violation of this Agreement; to designate the schools which shall be attended by the various children within the Town; to make such provisions as will enable each child of school age residing in the Town to attend school for the period required by law and provide for transportation of children wherever it is reasonable and desirable; to prescribe rules governing the operation of the public schools and to approve plans for school buildings; to prepare and submit budgets to the Town Meeting and expend moneys appropriated by the Town for maintenance of the schools; and to make such transfers of funds within the appropriated budget as are authorized by statue or bylaw. These rights, responsibilities and prerogatives are not subject to arbitration in whole or in part, except as provided by law and as they shall be exercised in a manner inconsistent with or in violation of this Agreement. Action taken by the District with respect to such rights, responsibilities and prerogatives, other than those which are involved in this contract, shall not be subject to the arbitration provisions of this Agreement.

The "Ipswich School District" as used in this Agreement shall be interpreted to mean the Ipswich School Committee and/or the appropriate school administrators, as the case may be, so as to comply with the provisions of the Education Reform Act of 1993, and any subsequent amendments.

8.      Committee on Mutual Concerns

The parties of this Agreement hereby express their joint intention, through the terms and conditions of the contract, to continue their harmonious relations, to promote mutual cooperation and understanding, to establish and maintain new and effective lines of communications between the parties, to formulate rules, to define and resolve the proper interest of the teachers in their rights of compensation and the conditions under which they perform their duties, and by giving the teachers a voice in the development and evolution of those conditions, thereby to assist the administration and the Committee in providing the Town of Ipswich with a school system representative of the best ideals and the professional efforts of the teachers, the administration, and the Committee,

In order to achieve these ideal ends, the parties recognize the need for establishing and maintaining a conduit for mutual expression and discussion, short of the formal contract grievance procedure, whereby the parties may hear and attempt jointly to resolve the problems which may arise after the execution of the Agreement and which, if reviewed informally, would better advance the ends toward which this Agreement was mutually designed. Therefore, in recognition of the professional standing of teachers and the fact that teachers' ideas and opinions systematically and periodically collated and expressed are of significant value in improving the quality of education in, as well as the efficient and economical operation of, the Ipswich School System; and in further recognition of the Association's collective knowledge of the ideas and opinions of teachers and their present and continuing concern for the best interest of the school system, the parties to the Agreement hereby establish the Committee on Mutual Concerns (herein called the "Mutual Committee") which shall consist of thirteen (13) members as follows:

1.       The President of the Association, or his/her designee.

2.      Three (3) Elementary teachers, one (1) Middle School teacher and one (1) High School teacher elected from the full-time teaching staff of the Ipswich School System, such election to be conducted by the Ipswich Educators Association.

3.       The Chairperson of the School Committee, or his/her designee.

4.       Two members of the School Committee

5.       The Superintendent of Schools, or his/her designee.

6.       The Principal of the High School, or his/her designee.

7.       The Principal of the Middle School, or his/her designee.

8.       An elementary School Principal.

The Mutual Committee shall meet once every two (2) months during the school year and at such other times as may be necessary or convenient at a mutually convenient time and place to consult as specifically provided in this Agreement and to discuss such other matters of concern or interest to the Association, the Committee, or school administration. The dates for said meetings shall be determined by the President of the Association and the Superintendent of Schools and the Chairperson of the School Committee, or his/her designee.

The parties further agree that at least one (1) week prior to the date scheduled for the consultation, the Association and the Committee will exchange a written agenda of subjects about which they desire to consult. The consultation, as nearly as possible, will be confined to the subjects on the agenda.

It is further agreed that the provisions of this Article are consultative only and will in no way be construed as broadening the scope or application of this Agreement as a whole; nor will these provisions make any matter a grievance which would not be a grievance in the absence of these provisions, nor make any matter a mandatory subject of bargaining in the absence of the provisions of this Article.

It is further agreed that the provisions of this Article will in no way be construed as permitting the Mutual Committee to deal with grievances filed under ARTICLE III, nor will these provisions be construed as a waiver by the Association of any of its rights under Chapter 766 of the Acts of 1965 of the Commonwealth.

9.      Severability

If any provision of this Agreement is held to be unlawful by a court of last resort of competent jurisdiction, then such provision shall thereafter not be deemed valid and subsisting. All other provisions of this Agreement will continue in full force and effect for the duration of this Agreement. The Committee and the Association shall meet promptly for the purpose of negotiating a new provision to replace the provision found to be unlawful.

10.    Employees may be required to wear identification badges.

11.    Any employee who, at the time of the effective date of this Agreement, is a member in good standing of the Association (Union) and all employees hired on and after the effective date of this Agreement shall, as a condition of employment, remain a member in good standing or pay the applicable Agency Fee for the duration of this Agreement. For employees hired on and after the effective date of this Agreement, the obligation to become a member in good standing or pay the applicable Agency Fee shall not commence until after the employee has completed thirty-one (31) calendar days of employment.

Any employee hired on or after the effective date of this Agreement who is a member of a bona fide religion, body or sect which has historically held conscientious objections to joining or financially supporting a public employee organization shall not be required to join or financially support the Association. Those employees may, in lieu of agency fees, pay sums equal to such agency fees to a non-religious, non-labor charitable fund exempt from taxation under Section 501(c) (3) of the Internal Revenue Code. If the need to designate such charitable funds arises, the parties shall meet to select any such funds.

ARTICLE III

GRIEVANCE PROCEDURE

A.     The purpose of the procedure set forth hereinafter is to produce prompt and equitable solutions to those problems which from time to time arise and affect the conditions of employment of the employees covered by this contract. The Committee and the Association desire that such procedure shall always be as informal and confidential as may be appropriate for the grievance involved at the procedural level involved; and nothing in this contract shall prevent any such employee from individually presenting any grievance of the employee. A grievance is defined as a claim concerning the meaning or application of any of the provisions of this Agreement. Grievances shall be presented in the following manner and order and within the time limits set forth hereinafter:

B.     If a grievance has not been presented by any employee affected by it within ten (10) school days of its occurrence, or within ten (10) school days of the date on which such employee first learned or should have learned of its occurrence, the grievance shall be deemed to have been waived. The failure to advance a grievance from one level to another shall also be deemed to be a waiver and an abandonment of such grievance.

Level One:           The aggrieved employee shall discuss the grievance with a member of the Ipswich Educators Association.

Level Two:       If not disposed of to the employee's satisfaction by such discussion, the grievance shall be presented orally by the employee and a member of the Ipswich Educators Association during non-teaching hours to the appropriate intermediate supervisor of the employee.

Level Three:     If at the end of the five (5) school days next following such presentation in Level Two, the grievance shall not have been disposed of to the employee's satisfaction, the employee may, within five (5) school days thereafter, file with the President of the Ipswich Educators Association, or his/her designee within the Association, a written statement of the grievance. Within five (5) school days thereafter, such statement shall be reviewed with the employee by the said President, or his/her designee within the Association, and if after such review the employee shall so desire, the grievance shall forthwith be presented in writing by the employee and the said President, or his/her designee within the Association, to the Superintendent, or in his/her absence, his/her designated representative, who shall, within five (5) school days thereafter, meet with the employee and the said President or his/her designee within the Association in an effort to settle the grievance.

Level Four:      If at the end of five (5) school days next following such presentation to the Superintendent, the grievance shall not have been disposed of to the employee's satisfaction, the employee may, within five (5) school days thereafter, or within such earlier time as the Superintendent acts, notify the said President, or his/her designee within the Association, in writing of the employee's desire to have the grievance presented to the School Committee; and, within five (5) school days following receipt of any such notice, the President of the Association, or his/her designee within the Association, shall meet with the employee to decide whether or not the Association shall present the grievance to the School Committee.

Level Five:        (This level will not apply to grievances involving discipline.) If an employee has not obtained satisfaction after exhausting all channels as set forth in the preceding levels, the grievance may forthwith be presented in writing by the Association to the School Committee; and within ten (10) school days thereafter, or at the date of the next succeeding School Committee meeting, (whichever is the later) the School Committee shall meet with the President of the Ipswich Educators Association and/or two other designees of the Ipswich Educators Association, and the employee in an effort to settle the grievance. Whenever a designee of the Ipswich Educators Association from without the Association will be present, the School Committee must be given forty-eight hours advance notice in writing stating who is going to be present and in what capacity.

Level Six:   (This level does not apply to grievances involving dismissal.) If at the end of twenty-five (25) school days next following presentation of the grievance in writing to the School Committee, or in a disciplinary case within ten (10) school days after the meeting with the Superintendent, 1) the grievance shall not have been disposed of to the satisfaction of the Ipswich Educators Association, and 2) if the grievance shall involve interpretation or application of any provisions of this contract, the Ipswich Educators Association may, by giving written notice to the School Committee within ten (10) school days next following conclusion of such period of twenty-five (25) school days, or ten (10) school days, as the case may be, or at such earlier time as the School Committee or Superintendent, as the case may be, acts present the grievance for arbitration to an arbitrator selected pursuant to the rules of the American Arbitration Association, The arbitrator's authority shall be limited to matters involving the interpretation and application of the specific provisions of this Agreement. The arbitrator may not modify, amend, delete or add to the terms of this Agreement. Within the limits of his/her authority, the decision of the arbitrator to the extent permitted by law shall be final and binding. The expenses of such arbitration shall be shared equally by the School Committee and the Ipswich Educators Association.

The School Committee agrees not to maintain staff personnel records relating to a grievance after a formal grievance has been received and until it is settled, and no record of same shall be forwarded which shall adversely affect an employee's future employment.

Whenever a grievance is presented by any employee, the Association shall be notified by the Superintendent's Office and shall be permitted to be present and to present its view at the appropriate step of the grievance procedure.

ARTICLE IV

WORKDAY, WORK YEAR, WORKLOAD

A.        WORKDAY

1.     The following regular school hours for pupils are established:

                       Elementary:            8:40 A.M. - 3:05 P.M. (except as hereinafter provided)

                       Middle School:       7:30 A.M. - 2:06 P.M. (except as hereinafter provided)

                        High School:          7:30 A.M. - 2:06 P.M. (except as hereinafter provided)

The High School hours are predicated on the Elementary School hours. In the event the Elementary School hours were to change, the High School hours may be changed by the Administration.

The school hours for pupils shall not be changed without notice or discussion with the Ipswich Educators Association. It is understood that special programs may be scheduled at different hours than those set forth above.

2.      In the event a teacher requests early dismissal for personal reasons, the principal may grant such request at his/her discretion,

3.      Classroom teachers and other teachers on the classroom teacher salary schedule shall not be required to report earlier than fifteen minutes before the regular school hours established for pupils,

It is recognized that the proper performance of the teachers' professional duties and responsibilities will require the teachers' presence, at school, beyond the regular school hours for pupils, Therefore, teachers are required to be so present in order to fulfill such responsibilities as (not exhaustive) extra help for students, conferences with parents, meetings, etc.

At the High School, up to three teachers may be required to report 25 minutes before the regular school hours for pupils. Teachers who are so required will be allowed, except on meeting days, to leave 10 minutes earlier than they ordinarily would have been allowed to leave.

Nothing contained herein shall limit the teachers' obligations under Section B 5, After School Meetings.

4.      Specialists (physical education, art, music, guidance counselors, specific learning disabilities, industrial arts, and remedial teachers) shall not be required to remain more than one hour after the normal school day.

5.      The Administration may implement at the High School the schedule attached hereto as Appendix H-5 or any of the schedules attached to the 1995-1997 collective bargaining agreement as Appendix H-l, H-2, H-3, and H-4. Appendix H attached to said agreement as well as schedules H-l-H-4 are incorporated herein by reference.

6.      Flexible Schedule. The Administration/Committee reserves the right to change the teacher's regularly scheduled workday, subject to the following terms and conditions:

(a)     Subject to educational considerations, as determined by the Superintendent and/or Principal, the Administration shall first seek qualified volunteers. In the event that there are not a sufficient number of qualified volunteers, the Administration may then require teachers to change their hours provided that not more than ten teachers, system wide, may be so required. Any teacher so required shall have the right, in the event of extenuating circumstances, to discuss the change with the Superintendent, prior to its implementation.

(b)    The teacher's hours will not be changed more than one hour earlier or more than two hours later, provided, however, that no such change shall increase the total number of hours in the teacher's workday beyond that required in this Agreement,

(c)    This Section 6 shall expire and be of no force and effect at the end of the school year in which such flex time scheduling is first implemented, subject to the right of the School Committee to then reopen this agreement on such issue.

7.     Teachers may be required by their respective principals to remain after school until 5:00 PM on the last day of school so as to complete all their pertinent records.

B.        WORK YEAR

1.      The school calendar shall be determined by the School Committee. However, before determining the school calendar the School Committee will advise and consult with the Association upon request, but the final decision will be solely that of the School Committee.

2.      The work year for teachers in Unit A (other than new personnel who may be required to attend additional orientation sessions and guidance counselors whose work extends beyond the last work day in June and department chairperson) shall be 183 (184, effective school year 2008-2009) days, consisting of the following:

(a)     180(181, effective school year 2008-2009) days of instruction. This additional student instructional day shall be scheduled before the first MCAS exam. The salary schedule (Appendix A) shall be increased by one-half (1/2) percent to reflect this extra day.

(b)      3 orientation/workshop days:

(1)  One day for teachers to meet jointly to fulfill curriculum and instruction preparation responsibilities for the ensuing year. Some of these activities may include team curriculum preparation, meetings and scheduling discussions with specialists, guidance, resource room and other personnel.

(2)   The Administration may schedule the other two orientation (workshop) days prior to the opening of school or at some other time.

(c)      These non student workshop days shall be scheduled no earlier than the Monday before Labor Day provided however, if such days are scheduled before Labor Day, the Friday preceding the Labor Day weekend shall be a non-work day.

(d)      The instructional days shall start no earlier than September 1.

3.     Increase in the Work Year

(a)     The Committee has the right to increase the work year by one (1) additional student instructional day (184 to 185 days). In the event the Committee so increases the work year, this additional student instructional day shall be scheduled before the first MCAS exam. The salary scheduled (Appendix A) would be increased by one-half percent (1/2%) to reflect the extra day. The consultation provisions in Article IV, Section B.1 shall be applicable.

(b)     Inclement Weather

The school calendar determined by the School Committee shall contain either one hundred and eighty five (185) (one hundred eighty six (186), effective the 2008-2009 school year) or one hundred and eighty six (186) (one hundred eight seven (187, effective the 2008-2009 school year) days as stated in Section B.3) days to provide for emergency situations such as inclement weather and if not used, shall be deducted and not considered as instructional days or workshop days.

4.   First Day of School

a.      Administration meetings at all schools will end on this day by 12:00 noon.

b.      The parties may, upon mutual agreement, reverse the order of the "first day of school" and "the joint curriculum and instruction preparation day".

5.   After School Meetings

A.    Teachers may be required normally to remain after school for no longer than one hour to one and one-half hours, except as hereinafter provided, to attend the following:

(1)    Regular staff meetings and/or curriculum meetings. Time to be determined by Principal; meetings to be held at his/her discretion, but not to exceed four (4) per month, except as hereinafter provided:

(2)    Extra help and make-up sessions for pupils - one day for an hour after the close of school by schedule. Regular part-time teachers are required to provide time for such sessions on a pro-rata basis. The time for such sessions shall be mutually agreed upon by the building administrator and the teacher.

(3)    Teachers shall be available to perform functions such as bus duty and other school approved functions requested by Principal after school -assignments to be equally distributed among the qualified members of the staff so as not to conflict with the above schedule. Nurses may be required to perform functions such as bus duty and other school approved functions requested by the Principal after school in extraordinary or emergency situations.

(4)    Additional staff and curriculum meetings may be called by the Principals and/or Superintendent of Schools, as the case may be, in extraordinary or emergency situations,

B.   Parent Teacher Conferences

Attendance at Parent-Teacher Conferences is required. Active participation in such meetings is consistent with a teacher's professional responsibility.

(1) In the event that a teacher is required to attend a third evening meeting with parents, he/she will not be required to attend one of the staff/curriculum meetings specified in 5. A. (1) above for that month.

C.        Workload

C.l. Lunch Period: All teachers shall have a duty-free lunch period equivalent in length to the students' lunch period.

C.2. High School: High School teachers shall in addition to their lunch period have one planning period each day during which they will not be assigned to any other duties.

C.3. Middle School: Middle School teachers shall, in addition to their lunch period, have one planning period (common or individual) each day during which they will not be assigned to any other duties, except as hereinafter provided. It is recognized that lunch duty may be scheduled by the Administration during part of a teacher's planning period. If so scheduled, to the extent feasible and practical, it shall be assigned on a rotating basis. The previous two sentences of this paragraph beginning with the words "It is recognized" and ending with the words "rotating basis." shall not be applicable during the school years 2007 - 2008, 2008 - 2009, and 2009 - 2010, so long as the middle school schedule currently planned to be implemented by the Administration commencing the 2007 - 2008 school year is so implemented and remains in effect during said years. In the event such schedule is not so implemented and/or does not remain in effect, the Administration, prior to implementing a different schedule, shall meet with the Association to discuss the different schedule.

Middle School staff may be assigned one supervisory duty period per semester, except as hereinafter provided. Middle School staff not assigned a homeroom may be assigned an additional lunch duty all year.

Middle School Instructional Team Leaders shall not be required to participate in "Project Assistance" and shall not be assigned homeroom.

C.4. Elementary Schools: Elementary teachers shall, in addition to their lunch period, have a planning period during Art, Music, and Physical Educational classes during which time they will not be assigned other duties.

The school department recognizes the importance of planning time in the elementary schools, grades K-5. Accordingly, the school department agrees to guarantee elementary teachers a minimum of 150 minutes per week of planning time.

C.5.     Early Release Day Schedule:

For the 2011-2012 school year, the school department will utilized administrative planned workshop days for afternoon conferences, 1 hour, 40 minutes in the fall and 1 hour, 40 minutes in the spring. In addition to above, teachers will hold parent conferences for 2 hours in the evening in the fall and 2 hours in the evening in the spring. Teachers, will be paid a stipend of $200 for the year for these evening conferences. The parties will meet after the spring conferences are completed to consider whether to continue the program for the 2012-2013 school year or develop an alternative method for parent/teacher conferences

A committee shall be established consisting of the superintendent, the two elementary building principals, and two teachers from each elementary school to plan, facilitate and make recommendations for the 2011-2012 parent teacher conference pilot. The same committee will review and assess the 2011-2012 parent teacher conference pilot and make recommendations for the 2012-2013 school year.

(A)Elementary Early Release: During the school year 2004-2005, 2005-2006 and 2006-2007, early release day sessions shall take place according to the following plan:

Grade               Number         Purpose of Session        Planned By

1-5                   11                  Parent conference         Teachers/Administration

1-5                   20                 Professional activities    Teachers

1-5                     3                 Professional activities    Teachers

1-5                     2                 Placement                       Administration/Teachers

The following shall be applicable for the 2004-2005, 2005-2006 and 2006-2007, school year:

(1)  Grades 1-5 teachers may, if they so desire, on some or all of the aforementioned 11 parent conference early release days, leave school one hour early and return to school, at a later time, for the purpose of conducting such parent conferences.

(2)  A record shall be kept by the teacher of such leaving early and later scheduled conferences.

(B) Early Release for Middle School and High School

Students shall be released at 1:02 p.m. on early release days at the Middle and High Schools.

(C) Early Release for Kindergarten

Parent conferences for the kindergarten shall take place on four (4) complete school days.

(D) Consultation

The Committee, upon request made by the Association, shall meet to discuss any plans to alter the early release schedule and utilization

(E) Legal Requirements

All early-release days must meet the legal requirements of the State Board of Education. Early release day sessions shall be held on school premises. During the week a planning session is held, the one and one-half hour curriculum meeting will not be held.

C6. High School Teaching Load

(A)   In addition to homeroom duty, academic subject area High School teachers shall not be assigned more than five (5) teaching periods per day. Special teachers in the elementary and secondary (physical education, art, music, guidance counselors, home economics, special learning disabilities, industrial arts and remedial teachers) may be assigned more than five (5) teaching periods per day, but not more than five and one-half (5 1/2) work hours. A Science Department Lab will count as a teaching period.

"Special Teachers" who are assigned academic subject area teaching periods in addition to their teaching periods in the listed specialties shall be paid for the time assigned in excess of a 100% teaching load, as hereinafter provided.

1.      Multiply each academic subject area teaching period assigned (outside of the listed specialties) by 20%

2.      Multiply each specialty period assigned by. 1666%

The total amount assigned in excess of 100% (determined on a yearly basis) shall be the salary differential paid.

Examples:  (A)   Teacher is assigned for the year 5 special teaching periods plus one academic subject area teaching period.

5 x.1666%   =    .833%

1 x.20%       =    200%

                         _______

                          1.033%

(B)    Teacher is assigned for the year 4 special teaching periods plus one academic subject area teaching period.

4.5 x.1666%=    .75%

1    x.20%    =    .20%

                           ____

                           .95% No salary differential paid

(C)    Teacher is assigned (1st semester) 3 special teaching periods and 3 academic teaching periods and is assigned (2nd semester) 5 special teaching periods. No differential is paid since on a yearly basis the teaching load was not in excess of 100%.

(B)   High School teachers shall not be required to teach in more than three (3) curriculum areas, provided that such teachers are licensed, pursuant to M.G.L. c. 71, s. 38G, by the Massachusetts Department of Education to teach in such curriculum areas. The Committee will strive to restrict teaching preparations. Such teachers, in addition, may be required to teach one limited enrollment course provided that they are relieved of homeroom obligations and extra duties such as study hall.

C.7. Extracurricular

While the School Committee and the Ipswich Educators Association recognize the value of such activities to the teacher as well as the student, teacher participation in all extra­curricular activities for which additional compensation (as set forth in Appendices to this Agreement entitled High School Boys. etc.,) is paid, shall be voluntary, except where such extra­curricular activities are an official part of a legal and binding contract.

C.8. When there are exceptional demands upon a particular individual, including regular part-time teachers, for the time over and beyond the regular workday as hereinbefore set forth, the Superintendent or his/her designee may work out with the individual concerned an arrangement for compensatory time off, or additional proportional pay compensation. No teacher shall be required to accept such exceptional demands for time beyond the regular work day.

C.9. High School Block Schedule

The following is contemplated in conjunction with longer block scheduling;

1.  The Administration has the right to schedule teachers to directed study as a supervisory period. It is contemplated that specialists and guidance counselors will not be assigned directed study.

2.  Teachers may be assigned detention and bus duty as supervisory.

3.  Under normal circumstances, teachers will not be assigned homeroom duty.

4.  Under normal circumstances, teachers, except guidance counselors, will not be assigned lunchroom duties.

5.  Guidance counselors may be assigned administrative responsibilities in connection with the Community Service Program.

6.  Teachers may be assigned other supervisory responsibilities consistent with past practice, subject to the above.

ARTICLE V

TEACHING ASSIGNMENTS AND TRANSFERS

A.     Teachers shall be notified in writing of any change in their programs and schedules for the ensuing school year, including the schools in which they will be assigned, the grades and/or subject that they will teach, and any special or unusual classes or assignments that they will have, not later than August 1, subject, however, to change required by reason of resignation, illness, or unexpected enrollment. In the event of emergencies, such assignments may be changed as required to meet the situation. The Superintendent will endeavor wherever possible to notify teachers concerning the matters set forth in this paragraph by the end of the current school year.

When the Guidance Counselor receives an education plan for a student, the teacher or teachers of that student may request a copy of the goals and objectives to be implemented in the classroom. Such copies, upon request, shall be made available for the teacher's use.

B.     In order to assure that the pupils are taught by teachers working within their areas of competence, teachers shall not be assigned except in accordance with the certification regulations of the State Board of Education to subjects and/or grades or other classes outside the scope of their teaching certificates and/or their major or minor fields of study.

C.     In the determination of assignments and transfers, the convenience and wishes of the individual teacher will be honored to the extent that these considerations do not conflict with the instructional requirements and the best interests of the school system and the pupils. An involuntary assignment or transfer shall be made only after a meeting between the teacher involved and the Superintendent, or his/her designee, at which time the teacher shall be notified of the reasons for the assignment or transfer. In the event that a teacher objects to the assignment or transfer at this meeting, the Ipswich Educators Association will, upon request of such teacher, send a representative to meet with the Superintendent, or his/her designee, to discuss the assignment or transfer.

D.     Teachers shall not be required to keep registers.

E.      Teachers who wish to be considered for a voluntary transfer shall advise the Superintendent as to their desires by April 15 of the school year preceding the school year in which they wish to be transferred.

F.      Teachers may apply to job share, subject to the following terms and conditions:

1.     The teacher involved must be certified in the shared job.

2.     The job sharing request may not exceed one (1) school year. (Teachers may reapply the following year, however.)

3.     The job sharing application by the teachers involved is subject to the following procedure:

(a)   Principal: Interview, explanation, decision

(b)   Superintendent: Interview, explanation, approval

4.     The application to job share must be submitted to the Principal by March 11 of the preceding school year.

5.     Teachers who job share shall be entitled, subject to the terms and conditions of the collective bargaining agreement, to pro rata contractual benefits, based upon the proportionate time worked. Health insurance shall be at the full amount, provided the teachers work at least 20 hours per week. In the event the teacher does not work at least such amount, no insurance shall be provided.

6.    Teachers who job share shall be entitled to seniority credit during the job share year based upon the proportionate time worked (50% Teacher = 50%; 40% Teacher = 40%).

7.     Both job share teachers may be required by the Administration to attend meetings.

8.     Job sharing teachers may be required to team teach up to the first eight (8) teaching days of the school year. The job sharing teachers and their Administrator shall meet to discuss this issue in the attempt to arrive at a mutual agreement as to the amount of days. In the event they cannot so mutually agree, the final decision shall be up to the Administrator and shall not be subject to challenge. These days shall be included within the compensation received for the proportionate time worked i.e. if a 60% teacher they are included within the 60% compensation.

9.     The decision of the Superintendent (whether to approve job sharing) is not subject to challenge.

ARTICLE VI

CLASS SIZE

It is the policy of the School Committee whenever possible and practical to limit class sizes and teaching load to the following:

Kindergarten                  20 or fewer pupils

Grade One                     25 or fewer pupils

Elementary                     30 or fewer pupils

Middle School                30 or fewer pupils per equivalent team teacher

High School                    30 or fewer pupils

High School English        A goal of 100 pupils per day

Practical Arts                  A goal of 15 pupils per class

This Article is not meant to prevent or preclude the introduction of techniques which might call for increased class sizes. Any instance of overpopulated class size shall be reported monthly by the Superintendent and/or the Association to the School Committee and proposals made to solve the problem, in keeping with the goals heretofore set forth.

In keeping with the foregoing, efforts will be made to equitably distribute and assign students taking into account those with special needs and programs.

ARTICLE VII

REDUCTION IN FORCE

I.         It is the hope of the School Committee that when a reduction in force in teaching personnel is to occur, it shall occur by attrition such as retirement, voluntary termination or death. Also, whenever possible, transfer to a vacant position shall be made to avoid the termination of a teacher due to a reduction in force provided, however, the teacher to be transferred is qualified to perform the duties of the vacant position. Teaching personnel refers to personnel occupying positions in the bargaining unit set forth in this Agreement.

In the event of a reduction in force of teaching personnel, the following procedure shall apply:

A.     No teacher with professional teacher status will be dismissed due to a reduction in force if there is a teacher without professional teacher status holding a position which the teacher with professional teacher status is qualified to fill. Where there is more than one such teacher without professional teacher status, the Superintendent shall determine which teacher is not to be reappointed and/or dismissed and his or her position assigned to the teacher with professional teacher status.

B.     In the event a teacher with professional teacher status or a school nurse is to be dismissed due to a reduction in force, the following factors shall be considered by the Superintendent in determining who among teachers with professional teacher status and/or school nurses is to be dismissed: Qualifications, history of performance, the needs of the school system and length of service in the system. Where among teachers with professional teacher status and/or school nurses the foregoing factors are approximately equal, length of service shall be the determining factor.

C.     Partial RTF's (Basic Concepts)

ADD APPROPRIATE LANGUAGE MAKING IT CLEAR THAT PARTIAL RIF'S ARE VALID (COCO VS SCHOOL COMMITTEE OF BOYLSTON (1984) NOT APPLICABLE.)

II.       Recall/Waiver Provisions

A.     The Superintendent, in the event of a contemplated reduction in force, will meet with the Association to discuss which teachers with professional teacher status he/she contemplates will be dismissed, hereinafter sometimes called "affected teacher(s)".

B.     The Association, within five (5) school days of the meeting with the Superintendent, shall advise the Superintendent, in writing, as to whether they agree or disagree with the Superintendent's contemplated "affected teachers". In the event of disagreement, the specific reasons shall be set forth.

C.     The affected teacher(s) will be granted the following options:

(1)    To elect an unpaid leave of absence status, in lieu of dismissal, without challenge of the Superintendent's proposed action and implementation thereof. The leave of absence shall be for the length of the teacher's recall rights, infra. Upon expiration of the teacher's recall rights, the teacher shall be considered to have resigned. A resignation, subject to the conditions outlined herein, and in the form attached hereto as Appendix F, shall be filed with the notice of this election.

(2)    To elect an unpaid leave of absence status, in lieu of dismissal, subject to challenge of the Superintendent's proposed action, and implementation thereof under the provisions of this Article. The specific reasons for challenge must be filed with the notice of election. The leave of absence provided hereunder shall be subject to the same terms and conditions set forth in IIC (1) above, except that this leave will be granted, subject to challenge as above outlined.

(3)    The exercise of either option IIC (1) or IIC (2) shall be subject to the affected teacher waiving his or her M.G.L. Chapter 32 and M.G.L. Chapter 71 rights. The option must be exercised within ten (10) days following the aforesaid meeting with the Superintendent and must be on the form attached to this Agreement as Appendix Fl or F2.

D.     In the event the affected teacher elects option II C (2) the following rules shall be applicable:

(1)    The parties shall attempt to agree upon the selection of an arbitrator. Such arbitrator must be able to hold a hearing within thirty (30) days of his/her selection and render a decision within thirty (30) days of the hearing. If the parties cannot agree upon an arbitrator, the arbitrator shall be selected under the Voluntary Labor Arbitration Rules of the American Arbitration Association. Such arbitrator must also be able to hold hearing and render a decision within the time constraints set forth immediately above.

(2)     In the event the Association joins the affected teacher's election to proceed under this Article, then the costs of the arbitration proceeding shall be shared equally between the District and the Association with each party bearing the expenses of preparing and presenting its own case. But if the Association does not join in the affected teacher's election to proceed under this Article, then the costs of the arbitration proceeding shall be shared equally between the District and the affected teacher with such parties bearing the expense of preparing and presenting its own case. The fact that the Association does not join in the affected teacher's election to proceed under the Article shall not bar the affected teacher from proceeding to arbitration, anything contained in this agreement to the contrary notwithstanding. The Association shall not have the right to proceed to arbitration alone.

(3)    The standard of review of the Superintendent's determination under Section I shall be whether the Superintendent was arbitrary or capricious in making his/her determinations. The arbitrator shall not substitute his/her judgment for that of the Superintendent. Any dismissal or leave of absence taken under this Article in accordance with seniority shall not be arbitrable.

E.     (1)    A teacher with professional teacher status who elects one of the options under Section II C of this Article or who does not contest his/her dismissal under M.G.L. Chapter 32 and/or Chapter 71, shall have recall rights, as hereinafter provided, for two years from the teacher's last day of teaching. Vacancies to which appointments are made within the two year period but which teaching actually commences after the two year period shall not be considered within the teacher's two year recall period.

(2)    In filling positions which become vacant on other than a temporary basis whenever teachers with professional teacher status have recall rights under this Article, such vacancies shall be filled in the following manner;

a.   No new teacher shall not be hired for a position when there is a teacher with professional teacher status with recall rights who, in the judgment of the Superintendent, is qualified to fill such position.

b.   As among teachers with professional teacher status with recall rights, the Superintendent shall recall in accordance with the rules set forth in Section 1 B, supra.

(3)    Recall notices shall be sent by certified or registered mail to the dismissed teacher's, or leave of absence teacher's, as the case may be, last known address, with a copy of such notice being sent to the Association. The recalled teacher shall have two weeks after the date of mailing to accept the recall. In the event the recalled teacher does not accept the recall, all recall rights shall terminate.

(4)    In the event the Association feels that Section II E 2 of this article has been violated, it must so notify the Superintendent in writing within five (5) days of the date it receives a copy of the notice to the person recalled. If the dispute is not resolved within five (5) days thereafter, the Association may seek arbitration pursuant to the procedure set forth in Section II D of this Article. The standards of review in arbitration shall be as set forth in Section II D 3 of this Article.

(5)    A teacher with professional teacher status who elects one of the options under Section II C of this Article or who does not contest his/her dismissal under M.G.L. Chapter 32 and/or Chapter 71 shall be entitled to retain his/her group membership in the Town of Ipswich group insurance plans, subject to the terms and conditions thereof, provided (a) they pay 100% of the premium cost, and (b) the applicable carrier(s) does (do) not prohibit such inclusion, and (c) this inclusion is allowed by law. The right of continued participation as provided in this paragraph shall continue for the duration of their recall rights.

(6)    A teacher with professional teacher status recalled under this Article shall have all of the benefits to which he/she was entitled prior to his/her leave of absence or dismissal, as the case may be, including accumulated sick leave and shall be placed one step higher on the salary scheduled (unless previously on maximum) than he/she occupied upon receipt of notice of termination or exercise of option, as the case may be, provided he/she would have advanced to such step had he/she not been terminated or gone on a leave of absence, as the case may be. Seniority shall not accumulate during the period of time a teacher is entitled to recall rights.

ARTICLE VIII

LEAVES

A.        Military Leave

Pursuant to 38 U.S.C. Section 204 (d), a leave of absence shall be granted to any teacher who is inducted into any branch of the armed forces of the United States or whose reserve unit is called to active duty. Upon return from such leave, a teacher shall be placed on the salary schedule at the level the teacher would have achieved if the teacher remained actively employed in the system during the period of his/her leave of absence.

A teacher on the schedule who enters military service from the Ipswich Public School System will be allowed one increment for each twelve (12) months of service, or each major portion thereof upon return to the system.

B.        Sick Leave

a.      Purpose

The purpose of sick leave is to promote the health and welfare of teachers and students.

b.      Details

Teachers employed on a ten or twelve month basis shall be entitled to 15 sick leave days each school year, as of the first official day of said school year.

The maximum accumulation of unused sick leave days shall be 205 days.

c.      Family Illness - Use of Sick Leave - Basic Concepts

1.    Teachers may use their sick leave to take care of an ill or injured member of the teacher's immediate family, subject to the following terms and conditions.

A.    No more than five (5) days per contract year may be so used.

B.    The illness or injury must be major.

C.    The request to utilize sick leave days in such manner must be made in writing to the Superintendent and is subject to his/her approval. In the event the Superintendent denies any such request, his/her denial is not challengeable.

D.    Immediate family as used herein shall mean:

Parents, spouse, mother-in-law, father-in-law, children, persons residing in household.

C.       Bereavement Leave

1.      Up to five (5) school days within the seven (7) calendar days commencing the day of death will be granted in case of death in immediate family. Immediate family, as used herein, means parent, brother, sister, spouse, child, mother-in-law, or father-in-law, of any employee.

2.      Up to three (3) school days within the five (5) calendar days commencing the date of death will be granted in case of death of the following: Employee's grandparents,

3.      One day will be granted, to attend the funeral, in the case of death of the following: Employee's aunt, uncle, niece, nephew, brother-in-law, sister-in-law, death of a close friend.

4.      Subject to the approval of the Superintendent, additional days may be granted.

5.      School Principals may authorize teachers to leave school for less than half a day to attend funerals.

Comment:    "Significant other" will be handled by Superintendent under Clause F of this article (case by case basis).

D.       Personal Leave

1-Purpose

To attend to legal, religious, ceremonial, or other personal matters which cannot be scheduled other than during school hours, are unavoidable and which necessitate the teacher's presence.

Personal leave may not be utilized for such matters as (not exhaustive list) recreational activities, travel facilitation, other job demands.

a.  Two (2) days per year may be granted for leaves for personal reasons and shall not be subtracted from sick leave, and shall not be accumulated. Requests for personal leave must be presented in writing to the Superintendent, or his/her designee, and are subject to his/her approval.

b.  Teachers requesting personal leave shall submit their request in writing on the form attached hereto as Appendix I. The Superintendent, or designee of the Superintendent, in making his/her determination as to whether or not to approve said request, shall not require the teacher to state any additional reasons.

2. Process

a. Employee Request

Any request shall be presented to the Principal, in writing, as soon as possible, but not less than seven (7) days prior to the requested day except when such notice cannot be so given. Such request is subject to the approval of the Principal, or Superintendent in the circumstances hereinafter provided.

b. Principal Response

1.   Seven (7) or more days notice by employee.

The Principal will make a good faith effort to respond within 48 hours of receipt of the written request.

a.   If the teacher's request is approved by the Principal.

If the teacher's request is approved by the Principal, no further Administrative approval is required.

b.    If the teacher's request is forwarded by the Principal to the Superintendent for review and decision.

The Superintendent will make a good faith effort to respond within 48 hours of the Principal's referral.

2.   Less than Seven (7) Days Notice by Employee.

The Principal and Superintendent (if referred for review and decision by the Principal) shall make a good faith effort to respond as soon as possible in the circumstances.

E.        Professional Leave

Purpose

To attend to various professional meetings or days of visitation at the discretion of the Superintendent and a written report or oral report at teacher meetings may be required by the Superintendent following attendance by a teacher at such meetings or visitations.

F.         Other leaves may be granted but all such leaves shall be subject to the approval of the Superintendent,

G.        Rules for Administering Leaves

1.      Any request for leave shall be presented to the Superintendent in writing as soon as possible and is subject to approval by the Superintendent

2.      Deductions from pay shall be made as follows:

(a) For the school year 2010-2013; 1/184 of contract salary per day of absence.

H.       Religious Leave

Five days per school year (unit wide) shall be set aside as personal days for religious purposes and shall be subject to the following terms and conditions:

(1)    A teacher may not utilize more than one (1) of such days per school year.

(2)    A teacher who wishes to utilize one (1) of these days must advise the Superintendent, or his/her designee, in writing, on or before the first day of school of the school year involved that he/she wishes to utilize one (1) of the days and the day requested. If more than five teachers request such days, the names of the teachers so requesting will be placed in a hat and then chosen randomly.

I.         Sabbatical Leave

Leave of Absence for Professional Study

The School Committee, upon recommendation of the Superintendent, may grant a leave of absence for study or research to any teacher covered by this Agreement with professional teaching status and who has completed seven (7) years continuous service in the Ipswich School System, except that in unusual circumstances the seven-year requirement may be waived by the School Committee but, in no case, shall a waiver be granted where the teacher has completed less than three (3) continuous years of service in the Ipswich School System, and such leave would increase his/her professional ability. The said leave shall be for a period not to exceed one (1) year provided that prior to the granting of such leave the teacher shall enter into a written agreement with the School Committee that upon a termination of such leave he/she will return to service in the public schools of the Town of Ipswich for a period equal to twice the length of such leave and in default of completing such service, he/she will refund to the Town an amount equal to such proportion of salary received by him/her while on leave as the amount of service not actually rendered as agreed bears to the whole amount of service agreed to be rendered. Such leave shall be for full-time study for credit towards a recognized degree beyond the Bachelor's degree in an institution of higher learning accredited by a state and professional accrediting agency. No more than two (2) members of the teaching staff may be absent at the same time on leave of absence for professional study. Request for such leave must be submitted to the Superintendent and the School Committee in a form required for this purpose by December 31, prior to the academic year in which the leave is to take effect, Exceptions to the filing by December 31 may be allowed for good cause by the Superintendent and School Committee. Action by the School Committee on such request shall be taken by the February 1st preceding the date of commencing the leave. Exceptions to the February 1st date may be allowed for good cause by the School Committee.  The salary of a teacher on such professional leave shall be at the following rates:

a.      Fifty percent (50%) of the salary a teacher would have received for the year on leave if the teacher remained teaching in the Ipswich Schools for a full academic year of professional leave.

b.      Up to one hundred percent (100%) of the salary the teacher would have received for the year on leave, pro-rated for one-half (1/2) year, if the teacher remained teaching in the Ipswich Schools for a leave of one-half (1/2) academic year of professional leave.

c.      Such salary, when added to other compensation derived from the program of study or research on leave, grant, or other form of pecuniary emolument in connection therewith shall not exceed the teacher's regular salary which he/she would have received for the year or one-half (1/2) year on leave if the teacher remained in the Ipswich Schools.

Upon return from such professional leave, the teacher's salary shall be the same as if he/she had spent the time on leave in the Ipswich School System.

ARTICLE IX

STATUTORY MATERNITY AND FAMILY/MEDICAL LEAVE -

EXTENDED CHILD REARING LEAVE

1.        Maternity Leave (Statutory)

A.        M.G.L. Chapter 149, Section 105D (Up to eight weeks)

A female teacher shall be entitled to up to eight (8) weeks of unpaid leave in accordance with, and subject to, the terms and conditions of M.G.L. Chapter 149, Section 105D.

B.        Adoption Leave (Statutory)

A teacher shall be entitled to up to eight (8) weeks of unpaid adoption leave in accordance with, and subject to, the terms and conditions of M.G.L. Chapter 149, Section 105D, except that the age requirement shall not be applicable.

C.        Family/Medical Leave Due to the Birth of a Child (Up to twelve weeks)

A teacher shall be entitled to up to twelve (12) weeks leave due to the birth of a child in accordance with, and subject to, the terms and conditions of the Family Medical Leave Act of 1993 (FMLA) and the FMLA policy of the School Committee.

D.        Concurrent Running of leaves

To the extent an employee is eligible for leave under M.G.L. Chapter 149, Section 105 D and the FMLA, where legally permissible, the leaves shall run concurrently.

E.         Sick Leave Utilization During Leave Taken Under Section 1 A, B or C

A female teacher may utilize accrued sick leave for certified disability resulting from childbirth and recovery therefrom during any leave taken under Section 1 A, B, or C of this Article.

F.         Health Insurance Contributions During FMLA Leave

While a teacher is on FMLA leave, the Committee shall continue to make its contribution toward the employee's health insurance premium provided the employee makes timely payment of his/her contribution toward the health insurance premium.

2.        Leave in Excess of Twelve Weeks (hereinafter sometimes called "extended child rearing leave")

A teacher shall be eligible for extended child rearing leave in accordance with, and subject to, the following terms and conditions:

A.        The teacher must be a PTS teacher.

B.        The extended child rearing leave shall be for the purpose of giving birth (female) and/or caring for the child (female/male).  The leave must commence with the birth of the child.

C.        Request for such leave shall be submitted to the Superintendent, or his/her designee, in writing, and shall state the purpose of the leave, the date of its commencement, and the anticipated date of the teacher's return.  The request shall be made as soon as practical, but in no event, except in case of emergency, less than thirty (30) days prior to the date of commencement of the requested leave.

D.        The extended child rearing leave shall be without pay, except as hereinafter provided in Section K of this Article.

E.         The leave may not exceed in length, in any event, the following:

The balance of the school year in which the leave commences, plus one semester, but in no event more than one year:

Examples:

(a)       If leave commences October 1:

Maximum amount: The balance of the school year. The teacher is not eligible for an additional semester since the leave would then exceed one (1) year (see F).

(b)       If leave commences April 1:

Maximum amount: The balance of the school year plus first semester of the following year. The teacher is not eligible for the second semester since the leave would then exceed one (1) year (see F).

F. The teacher may not, in any event, return to school at any time other than the beginning of a school year, or the beginning of the second semester. The provisions of this paragraph may be waived by the Superintendent, or his/her designee.

G.       All benefits to which the teacher was entitled at the time the extended child rearing leave of absence commenced, including unused accumulated sick leave, shall be restored to the teacher upon his/her return from said leave.   Seniority shall not accrue during such leave.

H.       A teacher, upon return from her extended maternity leave, shall be assigned to the same or similar position, subject to the rights of the Ipswich School District as provided in this Agreement.

I.         A teacher on extended child rearing leave shall be eligible to continue to participate in the Town's group health insurance plan provided the teacher pays 100% of the monthly premium by the applicable date each month as required by the District.   This provision shall not apply to that portion of extended child rearing leave which is FMLA leave.  Rather, the provisions of Section 1 B, supra, shall apply during such period.

J.         If and to the extent the teacher is eligible for leave under FMLA and/or M.G.L. Chapter 149, Section 105D, such leaves, where legally permissible, shall run concurrently with extended child rearing leave.

K.        A female teacher may utilize accrued sick leave while on extended child rearing leave subject to the following terms and conditions:

(a)       The teacher continues to work until such time as she is disabled.   The District may require the teacher to provide medical certification of disability.

(b)       The accrued sick leave may only be used during the period of disability resulting from childbirth and recovery therefrom.

L. An extended child rearing leave of absence is subject to the recommendation of the Principal and the approval of the Superintendent.

M.       Teachers on extended child rearing leave shall notify the Superintendent by April 1 of the school year preceding the school year of their return of their intent to return.   Failure to so notify the Superintendent may be deemed a resignation by the Committee/Administration.

ARTICLE X

TEACHER EMPLOYMENT AND SALARY ADMINISTRATION

I.          GENERAL PRINCIPLES

A.     The salary schedules attached hereto as Appendix "A" and incorporated herein by reference set forth salaries in effect during the period September 1, 2010 to September 1, 2013. The schedule recognizes the professional status of teachers.

B.      The schedule reflects an expectation of high professional standards. The degrees referred to in the salary schedule refer to those degrees awarded by schools approved by recognized accrediting agencies of colleges and universities.

II.        ADMINISTRATIVE DETAILS OF THE SALARY SCHEDULE

A.     INCREMENTS

1.    Increments are voted each year according to the salary schedule.

2.     Increments are permissive, pursuant to the provisions of this Agreement.

3.     Should an increment be withheld, the teacher will be notified by March 1st.

B.     METHOD OF PAYMENT

Teaching personnel are paid their salary during each year of the contract term, based on the payout schedule for the year. Their salary shall be divided into twenty-six (26) or twenty-two (22) equal pays, exclusive of applicable deductions, and according to each teacher's choice of payment schedule. Each teacher shall notify the payroll office, in writing, by June 1 of the preceding school year as to which payroll schedule he/she desires. Commencing with the first Thursday in the teacher work year, salary is payable every other Thursday. On the last Thursday payday in June, which is the 22nd payday in the school year, the full amount of the remaining salary shall be paid in a lump sum for those teachers selecting the 26 pay option.

C     GENERAL

1.      Teachers may move from one preparation category to another on the salary schedule semi-annually at the beginning of the school year and at the mid­point of the school year.

2.      When employees in the bargaining unit are required by the Administration to travel and use their own motor vehicle, they shall be paid forty-one cents (41 cents) per mile.

D.     MOVEMENT FROM ONE CATEGORY TO ANOTHER

Effective September 1, 1985, teachers may move from one salary category to another upon presentation of proof of completion of courses or the prescribed college degree. This movement may take place only if (a) the programs have been completed prior to September 1st of any calendar year or February 1st and (b) The Superintendent has been given written notice of the expected movement by the September 20 preceding the date of the expected February movement and by the June 1 preceding the date of the expected September movement and (c) The course/s receives/receive the approval of the Superintendent. Whenever possible, the Superintendent's prior approval must be obtained. If not possible, such approval must be obtained within ten (10) calendar days after the first day of class. In the event course approval is denied by the Superintendent, the standard of review is whether the Superintendent was arbitrary or capricious. Credits are usable over a three-year period only, except for programs ending in a college degree. (Colleges generally limit credit use to seven (7) years.)

E.  PLACEMENT ON THE SALARY SCHEDULE

1.     New Teachers: Teachers hired from and after 2/ /86

The Step and Column placement on the salary schedule of teachers hired from and after 2/ /86 shall be at the discretion of the School Committee.

2.     Current Teachers (Teachers Employed as of 2/ /86)

Subject to Article X.E and Appendix A2, a, b, c, and d, a teacher employed before 2/86 can utilize up to 15 credits that were obtained prior to that date, subsequent to a Bachelor's degree, and prior to but not used toward a Master's degree, to achieve a placement on the schedule beyond the Master's upon obtaining a Master's degree.

F.      COURSES AND DEGREES

The emphasis is on subject matter courses with the exception of planned and approved degree programs.

G.     SUBSTITUTE TEACHERS

1.    All teachers' classes will be provided with a substitute in the event of absence of the assigned teacher whenever practical and possible. The Superintendent shall make a reasonable and good faith effort to provide a substitute in the event of the absence of an assigned school nurse.

2.     The Committee agrees to consult with the Association prior to implementing any change in its substitute policy (pay, etc.). The final decision and implementation of said decision, however, is up to the Committee and is not subject to challenge.

H.     SPECIAL COMPENSATION

1.     Teachers shall receive extra assignment pay as set forth in Appendix "B" which is incorporated herein by reference for the assignments set forth therein.

2.     Teachers will be paid for each day of summer teaching employment at their per diem rate which shall be predicated on the number of teacher working days in the preceding school year. Part-time summer employment will be paid on a pro rata basis.

I.      RESIGNATIONS

A teacher shall give written notice of resignation at least thirty (30) days, exclusive of work year vacation periods, prior to the effective date of such resignation. -

J.      PERFORMANCE (WITHHOLDING OF RAISE-MAXIMUM STEP)

1.    The Committee/Administration shall have the right to withhold future wage increases for teachers at maximum step, subject to the following terms and conditions:

(a)    The teacher is given appropriate notice, through the evaluation process, that he/she is at risk in terms of the Administrator recommending withholding of wage increases based upon job performance. The Administrator must set forth: (1) that the teacher is "at risk" regarding the withholding of his/her wage increase and (2) the basis upon which he/she is making his recommendation, i.e. which criteria he/she finds not acceptable in terms of the teacher's performance and the reasons why he/she finds such performance not acceptable.

(b)    Withholding may take place only after the teacher receives two (2) successive yearly notices that he/she is "at risk" of losing his/her wage increase.

(c)    A teacher at risk hereunder shall receive at least 3 formal observations each year.

(d)    The criteria for measuring job performance shall be the criteria referred to in the contract (see Appendix D-l).

(e)    The Administrator shall include suggestions concerning ways to improve and shall make reasonable efforts to help the teacher improve.

(f)     The Superintendent shall notify the Association and affected teacher, in writing, that it is his/her intent to recommend withholding of the increase no later than April 1 of the school year preceding the scheduled increase.

The Association and affected teacher shall have the right, upon request made in writing within five (5) days of receipt of notice from the Superintendent, to meet and confer with the Superintendent concerning his/her recommendation, which meeting shall take place within ten (10) days of the Superintendent's receipt of the Association's written request.

The Association shall have the right, upon request made in writing within five (5) days of the meeting with the Superintendent, to appeal to the Committee. Said appeal shall be treated as a grievance. The Committee shall meet with the Association and the affected teacher within twenty (20) school days thereafter, or at the date of the next succeeding school committee meeting, (whichever is the later).

In the event the matter is not satisfactorily resolved at the Committee level, the Association shall have the right to challenge the proposed withholding in arbitration.

Arbitration

(a)    The Association must notify the Committee in writing within twenty (20) days of the Committee meeting regarding its intent to go to arbitration.

(b)    The arbitrator must be able to hold a hearing with 20 days of selection and render a decision with 10 days of hearing,

(c)     The employee shall not have the right to proceed to arbitration alone.

(d)    The cost of arbitration is to be shared equally between the Committee and the Association,

(e)     The implementation of the recommendation and decision to withhold shall be held in abeyance pending the arbitration decision.

(f)     Parties shall attempt to mutually agree upon the arbitrator. In the event they are unable to so agree, the grievance is to be submitted to the American Arbitration Association in accordance with the Voluntary Labor Arbitration Rules then in effect.

(g)  Incorporate the last six (6) lines of Article III, Level 6, on page 6 of the collective bargaining agreement

2.     The wage increase will be reinstated prospectively upon the successful completion of a future evaluation year as reflected by the summative evaluation. Reinstatement shall take place at such time, pro rata for the balance of the school year.

3.     If mentor teachers have been appointed, they will be utilized, if possible, to help the teacher.

4.     The Committee/Administration's right to withhold wage increases as herein provided is not in derogation of any other rights of the School Committee/Administration in reference to performance problems nor is the Committee/Administration's failure to withhold any wage increase, as herein provided, to create a negative inference, or be used in any way against the Committee/Administration.

ARTICLE XI

TEACHER PROTECTION AND LIMITATIONS

A.     Serious complaints of substance concerning a teacher made to the Committee or Administration will be brought to the attention of the teacher with reasonable promptness, subject to the circumstances involved.

B.     TEACHER INVOLVEMENT IN ASSAULT AND BATTERY

a.   Teachers will report immediately to the Superintendent in writing, (with copies of the report also given to the Principal) all cases of actual or suspected assault and/or battery suffered by them in the course of their employment in the school. Likewise, teachers will report in writing as above any incident which involved the touching of an individual and which might, in their opinion, give rise to a charge of assault and/or battery against them. The teacher's report will be forwarded to the Committee or their designee. The Committee will comply with any reasonable request from the teacher or the Association for information in its possession relevant to the incident, persons directly involved, and will otherwise reasonably act and cooperate with the teacher, police and the courts to the extent it is possessed of such knowledge, reports and information of the incident as the employing authority; provided, ■ however, that the Committee deems such action to be reasonable within the best interests of the school.

b.   If the criminal or civil proceedings are brought against a teacher, the Committee recognizes it has a responsibility to the teacher under the law and hereby affirms such obligations under Chapter 41, Section 100 (c) of the General Laws of Massachusetts.

c.   Reprimands - No reprimand of a teacher by an administrator, department chairperson or supervisor will take place in the presence of anyone except appropriate, authorized persons, nor will any personally derogatory remarks by a teacher be made against an administrator, department chairperson or supervisor, in the presence of anyone except appropriate authorized persons.

ARTICLE XII

DUES DEDUCTION

The School Committee agrees to deduct from salaries of its professional employees dues for IEA, MTA and NEA as said teachers individually and voluntarily authorize the Committee to deduct, and to transmit the moneys promptly to such associations or association.  Teachers' authorizations will be in writing. [See law permitting payroll deduction of Teachers' Association dues—Chapter 180, Section 17c, General laws, Chapter 175 (1962).]   In addition, the School Committee agrees to deduct from the salaries of its professional employees payments toward Savings Bonds and MTA Credit Union as said teachers individually and voluntarily authorize the Committee to deduct, and to transmit the moneys deducted for the MTA Credit Union promptly to the MTA. Teachers' authorizations will be in writing. In the case of Savings Bond deductions, the teachers shall fill out Payroll Savings Application Cards in addition to any and all other documents that may be appropriate.

ARTICLE XIII

HEALTH INSURANCE

The Committee shall pay the following percentage of the premium cost for insurance coverage as provided by the Town under M.G.L. Chapter 32B, subject to the Committee's right to do so:

A.    HMO:         9/1/07:            60%

                           9/1/09:     65%

B.    Indemnity:    50%

Either party shall have the right to reopen this contract to negotiate on medical insurance issues upon 10 days written notice to the other.

MIIA Tiered Option 3 to be implemented effective July 1, 2011. HRA for in-patient hospitalization through term of contract modeled after Town HRA with third party administrator and cap of no less than $10,000 per plan year unless a different number is mutually agreed upon. Any remaining funds at end of contract term revert to school department.

ARTICLE XIV

NO STRIKE CLAUSE

The Ipswich Educators Association agrees to abide by the provisions of Section 9A of Chapter 150E of the Massachusetts General Laws, which state:

"Section 9A(a) No public employee or employee organization shall engage in a strike, and no public employee or employee organization shall induce, encourage or condone any strike, work stoppage, slow-down or withholding of services by such public employees.

(b)    Whenever a strike occurs or is about to occur, the employer shall petition the commission to make an investigation. If, after investigation, the commission determines that any provision of paragraph (a) of this section has been or is about to be violated, it shall immediately set requirements that must be complied with, including but not limited to, instituting appropriate proceedings in the superior court for the county wherein such violation has occurred or is about to occur for enforcement of such requirements."

ARTICLE XV

FEDERAL AND STATE LAWS AND TOWN BYLAWS

This Agreement is subject to applicable state and federal laws and town bylaws, and all executive orders, regulations and interpretations thereof.

ARTICLE XVI

STUDY COMMITTEE

A Study Committee consisting of members of the School Committee and members of the Association shall be established to study the structure of the salary schedule.

ARTICLE XVII

TUITION REIMBURSEMENT AND DEPENDENT TUITION

Teachers shall be eligible for tuition reimbursement subject to the following terms and conditions:

1.      Procedure:

Under normal circumstances, request for approval must be made in writing, on a form supplied by the Superintendent, in advance of the start of the course.

2.      Approval:

In order to be eligible for tuition reimbursement, the teacher must obtain the Superintendent's approval for the course prior to starting the course.   Superintendent's approval is also required in order for a course to count toward salary schedule category changes.

3.     Reimbursement

The teacher shall pay the entire tuition cost of the approved course and will be reimbursed in accordance with and subject to the following terms and conditions:

a.      The teacher must obtain a grade of B or better and present satisfactory evidence thereof to the Superintendent.

b.     A copy of the tuition bill must be submitted to the Superintendent.

c.     Not more than one course per teacher per school year will be reimbursed.

d.      Not more than $13,000 per school year will be spent for tuition reimbursement, which amount shall be budgeted by the Committee. In the event the $13,000 is not used, the amount not so expended will not be carried over to another budget year.

e.      (1)    The initial reimbursement for each teacher taking an approved course shall be equal in amount to $13,000 divided by half the number of teachers in the school system measured as of the close of school the previous school year.

(2)    Any tuition reimbursement funds remaining (funds not spent or encumbered) as of June 1, after payment of the equal dollar disbursement set forth in 3e (1) shall be distributed pro rata to the teachers who received tuition reimbursement under 3e(l) during the school year, subject to the terms and conditions provided in this Article. Not more than 80% of the cost of the course shall be reimbursed and not more than $800 of the cost of the course shall be reimbursed.

(3)    The "pro rata" distribution referred to in e (2) shall be calculated as follows:

Remaining funds available

for distribution                        x  Each teachers unreimbursed

______________________     cost of e(l) course (after                   = Amount of Pro

                                                 applying maximums)                           Rata Distribution

Total of the unreimbursed costs of the courses for which teachers received e(l) reimbursement (after applying maximums)

f.       Only-three (3) credit courses or more shall be subject to reimbursement, except as hereinafter provided in Section g.

g.      A teacher on M+60 shall be eligible to receive tuition reimbursement notwithstanding that the teacher is not seeking credit for such course, subject to the following terms and conditions:

(1)       The course is in fact at least a three credit course at the educational institution involved.

(2)       The teacher otherwise fulfills all the terms and conditions provided in this Article.

(3)       The workload and standards (grades, tests, papers, etc.) applicable to the course are the same for the teacher as for those taking the course for credit.

4. This Article shall not be applicable during the first year of the contract (9/1/07 - 8/31/08)

ARTICLE XVIII

FUNDING

Each year of this Agreement is subject to funding in accordance with the following rules:

In the event the Committee budget presented to the Town Meeting by the Committee for each fiscal year during the life of this Agreement is not fully funded, the settlement for that school year shall be of no force and effect at the discretion of the Committee. In the event the Committee so exercises its discretion, the parties shall meet to negotiate as if no agreement for that school year had been reached.

ARTICLE XIX

JUST CAUSE

A.     No teacher with professional teacher status shall be suspended or dismissed for disciplinary reasons without just cause.

B.     No derogatory material, including any document specifically addressed to the teacher, shall be placed in a teacher's file without his/her knowledge. Teachers will have the right to submit a written answer to such material and attach to the file copy.

The official personnel file for each member of the bargaining unit shall be kept at the Office of the Superintendent of Schools. The teacher shall have the right to review and duplicate (at teacher's expense) the contents of such file upon request. A teacher may, if he/she wishes, have a representative of the Association accompany him/her during such a review.

ARTICLE XX

SICK LEAVE BUY BACK

A.    Eligibility

(1)      Employees who have completed twenty (20) years of continuous service in the Ipswich Public Schools. An authorized leave of absence shall not destroy continuity of service. Such time, however, shall not be credited as time served.

(2)       Must retire under M.G.L., Chapter 32.

(3)       Payment to be made to estate if death occurs while employed and other conditions satisfied.

(4)       Written notice of intent to retire must be given by 9/1 of the school year at the end of which the retirement is effective provided, however, if notice is given after 2/1 of the school year preceding the school year at the end of which the retirement is effective and 9/1, as aforementioned, payment of the applicable amount shall not be made until the fiscal year following the year in which the employee retires. Notice of intent to retire is irrevocable, except as follows:

a.   A teacher may revoke his/her notice of intent to retire at any time prior to 9/1. The revocation must be in writing.

b.   From and after 9/1: The teacher may make a request to the Committee, based upon emergency reasons, to revoke his/her notice of intent to retire. The request must be made in writing and set forth the basis of the request for revocation. The decision of the School Committee on such request shall not be subject to challenge.

(5)       A teacher may make a request to the Committee for eligibility hereunder after 9/1 of the school year at the end of which the retirement is effective. Any such request must be in writing and set forth the basis of the request, The decision of the School Committee on such a request shall not be subject to challenge.

(6)       An employee shall not be eligible for sick leave buy back if he/she receives benefits under an early retirement incentive package.

B.     Amount

An amount equal to $25.00 times the amount of accumulated sick leave days in excess of 100 days standing to the employee's credit at the effective date of retirement.

Example:     (1)  X gives written notice on 11/1/93 of intent to retire at the end of the 1994-1995 school year. At the time of retirement (6/30/95) X has 155 sick leave days standing to his/her credit. Amount of sick leave buy back: 55 days (155-100) x $25.00 = $1,375.00.

Effective 9/1/2001 delete Article XX B and substitute in place thereof the following;

An amount equal to $25.00 times the amount of accumulated sick leave days in excess of 100 days but less than 150 days, $30.00 times the amount of accumulated sick leave days in excess of 150 days but less than 175 days, and $35.00 times the amount of accumulated sick leave days in excess of 175 days up to the maximum (205 days).

Example:  Assume the teacher has 205 accumulated sick leave days,

(a)        50 x $25.00 (100 to 150 days) =       $1,250.00

(b)       25 x $30.00 (150 to 175 days) =        $   750.00

(c)       30 x $35.00 (175 to 205 days) =        $1.050.00

                                                                        ________

                                                                        $3,050.00

ARTICLE XXI

SICK LEAVE BANK

The parties agree to continue the sick leave bank to be used only in cases of personal illness until August 31, 2013, subject to the following conditions:

1.         Each school year, each PTS teacher may become a member of the Bank for that year by donating to the Bank one (1) day of sick leave to which he/she is entitled. Such donation will be made by September 30 of that year. A PTS teacher who does not wish to participate in the Bank during a particular school year must so notify the Superintendent, in writing, on the form attached to this Agreement as Appendix K by September 30 of each school year. Absence of such written notification shall be authorization of Bank membership for that year.

2.         Only those PTS teachers who deposit days to the Bank as provided in paragraph 1, above, shall be eligible to withdraw sick days from the Bank, subject to the terms and conditions of this Article during that school year.

3.         If the Bank goes below 180 days at the start of any school year, PTS teachers, to maintain eligibility, must donate a day by 9/30 of each school year in accordance with the provisions of paragraph 1, above.

4.         When and if the Bank reaches 400 days, no additional days may be donated, except as hereinafter provided,

5.         The sick leave Bank will be administered by a Sick Leave Bank Committee (SLBC) to be comprised of two persons appointed by the Association and two persons appointed by the Superintendent. The SLBC shall meet to consider requests for use of the sick leave Bank and will notify the Superintendent in writing of requests to be considered at least one week prior to any scheduled meeting of the SLBC.

6.         In order to be eligible for use of the Bank, a PTS teacher must have exhausted his/her annual and accumulated sick leave and must present a physician's statement certifying a disability, illness or accident which will result in long term illness or injury. In determining eligibility, the SLBC may consider a PTS teacher's past usage of sick leave and usage of the sick leave bank.

7.         The initial grant by the SLBC to an eligible employee shall not exceed fifteen (15) days. Upon completion of the fifteen (15) day period, additional days may be granted by the SLBC upon demonstration of need by the PTS teacher, not to exceed sixty (60) days for the same illness, injury or accident.

8.  All decisions shall be made by a majority vote of the SLBC and shall be final and binding on all parties. Decisions of the SLBC are not subject to challenge or appeal under Article III or in any other manner.

ARTICLE XXII

CARNEGIE LANGUAGE

1.      OBJECTIVE

The Association and the School Committee recognize that issues considered during workshops on the Report of the Carnegie Forum on Education and the Economy have given rise to a mutual desire to experiment in ways that will support the professionalism of teaching and improve the quality of public education. It is the intent of the School Committee and the Association to encourage new ideas that promote teaching professionalism and improve public education. To do this, a process is needed that provides a mutually supportive environment during the trial period for new ideas.

2.      SCOPE AND PROCEDURE

New ideas, proposed by teachers or administrators, which affect wages, hours, terms, and conditions of employment, and which require formal contract changes and/or negotiation, may be implemented in accordance with the following procedure (hereinafter sometimes called "Carnegie proposal procedure"):

a.         The Superintendent, the administration and the teachers directly affected desire to implement the idea.

b.         A trial period is agreed to by the Superintendent, the administration and the teachers directly affected. The trial period should be the minimum needed to judge the success of the idea and/or work out the problems without disrupting school operation.

c.         The proposal shall be reduced to writing, designated "Carnegie proposal", and submitted to the Executive Board of the Association and to the Ipswich School Committee. The written proposal shall include the educational goals of the project and suitable means for judging the success or failure of the project.

d.         Prior to trial implementation, the Executive Board of the Association and the School Committee shall review the proposal and each shall have veto power for up to four weeks following receipt of the completed written proposal.

e.         The Superintendent will report on the status of all trial ideas to the Executive Board of the Association and the School Committee quarterly,

f.         The matter will be reviewed at the end of the trial period by the Superintendent, the Administration, and the teachers directly affected. In the event continuation is recommended, as originally proposed or as modified, such continuation shall be subject to approval of the Executive Board of the Association and the School Committee.

New ideas, implemented as set forth above, shall not be challengeable, shall not give rise to any claim of contract violation, and shall not give rise to any unfair labor practice charges,

3.     The terms, conditions and restrictions of Section 2 apply only if the Carnegie proposal procedure is utilized. For example, and without limitation, if the Committee were to implement a "new idea" under claim of right (existing contract right) or after impact bargaining and impasse, Section 2 shall not be applicable. The rights and obligations of the parties, in such case, would not be affected by Section 2.

ARTICLE XXIII

EVALUATION

1.     PURPOSES OF EVALUATION

The purposes of evaluation, as set forth in CMR 35.00, are:

a.         To provide information for the continuous improvement of performance through an exchange of information between the person being evaluated and the evaluator; and

b.         To provide a record of facts and assessments for personnel decisions. 2.      EVALUATION - GENERAL

A.       GENERAL

1.   PTS (Professional Teacher Status) teachers will be formally evaluated at least once every two (2) years. Normally, the written summative evaluation report shall be given to the PTS teacher no later than 6/1 of the evaluation year involved.

2.   Non PTS teachers participating in a Carnegie Evaluation shall be formally evaluated, separate from the Carnegie Evaluation, at least once a year. Normally, the written summative evaluation report shall be given to the Non PTS teacher no later than May 1 of the evaluation year involved. Non PTS teachers who are not participating in a Carnegie Evaluation will be formally evaluated at least twice a year. Normally, the first written evaluation report shall be given to the Non PTS teacher no later than February 1 of the evaluation year involved and the second (the summative evaluation report) no later than May 1 of the evaluation year involved.

3.   Performance evaluations will be based on the "Principles of Effective Teaching" set forth in Appendix D 1 to this Agreement. The "descriptors" are set forth as examples and are not exhaustive.   It is recognized that not every "principle" need be covered in an evaluation. Attached as Appendix D 2 is the Evaluation Form.

4.   The teacher and his/her evaluator are encouraged to schedule a goal setting meeting to establish goals for the evaluation year. Such goals can then become a focus for evaluation (non exclusive) within the framework of the Principles of Effective Teaching.

5.   A teacher shall be given prior notification (no later than the time of the formal observation) that she/he is being formally observed.

6.   Teachers shall be given the opportunity to gather and provide information on their performance for consideration by their evaluator. Such information must be submitted, in writing, to the evaluator at least 3 days prior to the meeting between the teacher and his/her evaluator to discus the formal evaluation report.

7.   Significant negative information utilized in the formal evaluation report/s which is derived from informal observations of the teacher shall be brought to the attention of the teacher prior to the teacher's receipt of the formal evaluation report/s. Similarly, significant negative information utilized in the formal evaluation report/s derived from sources other than formal or informal observations shall be brought to the attention of the teacher prior to the teacher's receipt of the formal evaluation report.

8.   The evaluator shall meet with the teacher to discuss his/her formal written evaluation report/s (draft report) at a mutually convenient time, normally within five (5) school days the after the teacher's receipt of the formal draft evaluation report. Normally, within five (5) school days of such conference, the evaluator shall submit a final evaluation report to the teacher. Space will be provided for the teacher's signature and comments. The signature of the teacher shall signify receipt of the evaluation report, not approval of the contents of the evaluation report.

9.   Teachers shall be given the opportunity to respond, in writing, to their formal written evaluation reports.

10. Nothing contained in this Agreement shall affect the right of the evaluator or observer to conduct additional observations or evaluations of PTS and Non PTS teachers during a scheduled evaluation year, or in the case of PTS teachers, during what would otherwise have been an "off year". In the event a teacher were to be formally evaluated in excess of the aforementioned "minimums", the teacher shall be so notified.

11. Nothing contained in this Agreement shall be construed as in any way limiting the rights of the Superintendent and/or Principal, as established by law, with respect to the dismissal of a non PTS teacher, or with respect to the appointment or non-reappointment of a non PTS teacher.

B.     APPLICABLE TO NON PTS TEACHERS

(1)       Each formal classroom observation shall not be less than 10 minutes in length, and the total minutes of all formal classroom observations utilized in a formal evaluation shall not be less than forty (40) minutes.

(2)       There will be a preobservation conference between the Non PTS teacher and his/her evaluator for at least one of the formal classroom observations during the evaluation year. The purpose of the preobservation conference is to discuss the lesson to be observed, the goals of the lesson, specific methodologies or performance standards on which the teacher or the observer wishes to focus, and any other matters deemed relevant by the teacher or observer.

(3)       Normally, the teacher will be given a copy of the written evaluation report within ten (10) school days of the observation/s (last observation utilized in report). This shall be considered a draft report.

(4)       Normally, the teacher and the evaluator shall meet within five (5) school days of the teachers receipt of the draft written evaluation report to discuss the draft report.

(5)       Normally, within five (5) school days of the post observation conference the evaluator shall submit a final written evaluation report to the teacher.

3.      CARNEGIE EVALUATION PROCESS:

A.        PURPOSE

The "Carnegie Evaluation Process" is intended to provide more flexibility than the traditional evaluation process in terms of how evidence of performance and growth, as related to the Principles of Effective Teaching, will be gathered and documented.

B.        ELIGIBILITY

Any teacher, except a PTS teacher who has been placed on "at risk" status, may seek to be evaluated under the Carnegie Evaluation Process.

C.        GENERAL

(1)    No teacher shall be required to pursue the Carnegie Evaluation Process, provided, however once a Carnegie proposal is approved and implemented it may only be discontinued with the approval of the Principal involved.

(2)    Eligible teachers who wish to pursue the Carnegie Evaluation Process shall submit a written proposal (Carnegie Evaluation proposal) to his/her principal. The principal and teacher shall thereafter meet to discuss the proposal including the manner in which performance data will be collected, In the event the principal and teacher agree on a Carnegie evaluation proposal (as originally submitted and/or as amended), the proposal shall then be submitted for organizational approval in accordance with and subject to Article XX.

(3)    Carnegie proposals must provide for a goal setting meeting at which the evaluator and teacher will establish goals for the evaluation term.

(4)    Evidence of performance and growth related to the Principles of Effective Teaching will be documented within the evaluation time period. The documentation may include, but is not limited to: portfolios; informal observations; documentation of student work; documentation from parents, business partners, community members, colleagues, students, self reflection, notes from principals.

(5)    The evaluator, after reviewing the appropriate documentation, will write a summative evaluation report based on the documentation as it relates to the Principles of Effective Teaching.

4.     TEACHERS "AT RISK" (Applicable Only to PTS Teachers)

A.        STATUS - PLACEMENT

(1)    A PTS teacher will be deemed "at risk" if;

a.   The teacher is given separate written notice, as a result of the formal evaluation process, that he/she is "at risk". The notice, in such case, shall set forth the basis upon which the administrator has made the assessment i.e. what performance standards were found in need of significant improvement and why, or

b.   The teacher is given separate written notice that he/she is being placed on"at risk" status, and the reasons therefore.

(2)    The placement of a teacher into the category of "at risk" shall not be subject to challenge.

B.        SUPPORT TEAM

A teacher placed on "at risk" status may formally ask his/her Principal, in writing, on the form attached to this Agreement as Appendix D 3, for the intervention of a Support Team, The Principal, upon receipt of the teacher's written request, will then establish a Support Team, subject to the terms and conditions hereinafter provided:

(1)    Agreement, Consent and Cooperation of the Teacher "At Risk"

The ability of the Support Team to fulfill its role will depend on many factors. Obviously, one essential factor is the agreement, consent and cooperation of the teacher "at risk." The designation of the Support Team as hereinafter provided, and its continued functioning, is predicated on such agreement, consent and cooperation. The teacher at risk may at any time, by notice in writing to the Principal, terminate the continued functioning of the Support Team.

(2)    Support Team Members

The Support Team shall consist of the teacher's Principal and three colleagues of the teacher, with the teacher selecting one colleague, the Association selecting one colleague, and the Administration selecting one colleague. The colleagues should be teachers in the school of the teacher at risk, if possible, but in any event must be teachers in the Ipswich School system.

(3)    Submission of Information

The teacher requesting Support Team intervention shall provide the Support Team, or authorize his/her principal to provide the Support Team, with copies of the relevant documentation placing the teacher on "at risk" status, and such other information which the Support Team deems relevant.

(4)    Role of Support Team

a.      The Support Team shall review the performance issues and suggest alternatives to address the performance problems, i.e., enlist outside support on the teacher's behalf; participation in professional development activities; course work; third party evaluation; release time opportunities to visit other classrooms; increase in tuition reimbursement opportunities; peer coaching; working with a mentor teacher; other growth activities, etc.   The aforementioned are set forth as possibilities, not mandates, and are not exhaustive.

b.      The Support Team may expend up to a total of $ 1,000 (per teacher at risk) in implementing its suggestions to address the performance problems. Any expenditure in excess of $1,000 (total) shall require the advance written approval of the Superintendent.

c.      The Support Team shall review and suggest appropriate time lines regarding the measuring of improvement in the teacher's performance.

d.      The Support Team shall work with the teacher; shall monitor the progress of the teacher; shall make recommendations with regard to the performance problems and their solutions; and, at the conclusion of an appropriate time period submit their findings with regard to the alleviation of the teacher's performance problems.

e.      The Support Team or a designated member or members thereof may conduct observations of the teacher and report back the results thereof to the Support Team. In the event the Support Team or a designated member or members thereof conduct observations, the evaluator shall also be present for at least half of such observations. The Support Team may also evaluate the teacher.

C     PERFORMANCE OBSERVATIONS - EVALUATIONS

(1)       Teachers placed on "at risk" status will be formally observed at least three times a year (assuming the teacher is placed on such status as of September) and shall be formally evaluated, after being placed on such status and until removed from such status by the Principal, at least three times per year (assuming the teacher is placed on such status as of September).

(2)       At least one (1) of the formal observations shall be for a full class period. All formal observations shall not be less than ten (10) minutes.

(3)       There will be a pre-observation conference between the teacher and the evaluator for at least one (1) of the formal classroom observations during the evaluation year. The purpose of the preobservation conference is to discuss the lesson to be observed, the goals of the lesson, specific methodologies or performance standards on which the teacher or observer wishes to focus, and any other matters deemed relevant by the teacher or observer.

(4)       Normally, the teacher will be given a copy of the written evaluation report within ten (10) school days of the observation (last observation utilized in report). This shall be considered a draft report.

(5)       Normally, the teacher and the evaluator shall meet within five (5) school days of the teacher's receipt of the draft written evaluation report to discuss the draft report.

(6)       Normally, within five (5) school days of the post-observation conference the evaluator shall submit a final written evaluation report to the teacher. Space will be provided for the teacher's signature and comments.

D.    ADMINISTRATIVE OPTIONS

The Administration's right to place a teacher on "at risk status" is not in derogation of any other rights of the Administration.

5.        GENERAL

A.    FUTURE EMPLOYMENT

Nothing contained in this Agreement shall be construed as a guarantee of continuous employment or as establishing a minimum term of employment.

ARTICLE XXIV

EDUCATION REFORM

The language of this Agreement shall be interpreted subject to and in conformity with the Education Reform Act of 1993, and subsequent amendments, and any provision of this Agreement inconsistent with the Education Reform Act shall be deemed amended so as to be in compliance with such act.

ARTICLE XXV

JOINT PROFESSIONAL DEVELOPMENT COMMITTEE

The parties agree to establish a Joint Professional Development Committee, subject to the following terms and conditions:

1.         The purpose of the Committee is to make recommendations to the Superintendent concerning short term and long-term goals for professional development of the District. The role of the Committee is advisory only.

2.         Three members of the Committee shall be designated by the Superintendent, and three by the Association. The Joint Committee shall be co-chaired by a representative of the teachers and a representative of the Administration.

3.         The Committee shall meet at least twice a year or as determined by the Joint Committee.

ARTICLE XXVI

DURATION

"This Agreement shall become effective September 1, 2014, except as otherwise provided herein, and shall continue in full force and effect until August 31, 2015, except as otherwise provided herein and subject to Article XVIII Funding."

This Agreement and procedures provided herein may be modified in whole or in part by mutual agreement of the parties hereto, in which event such modification shall be duly executed in writing by both parties.

IN WITNESS WHEREOF, the parties hereunto set their hands and seals this_________ day of     __________ ,2014.

________________________                             __________________________

Andrea Welch, Co-President                               Barry W. Hipping, Chairperson

Ipswich Educators Association                            Ipswich School Committee

___________________________

Kerry Zagarella, Co-President

Ipswich Educators Association

APPENDIX A

SALARY SCHEDULES

Wages and Athletic Stipends:              September 1, 2013 - 1.5%

                                                              Day 1 (on or about September 1, 2014) — 1,0%

                                                              Day 92 (on or about February 1, 2015) - 1.0%

2013-2014

 Step

Bach

B+15

B+30

Master

M+15

M+30

M+45

M+60

1

 

 

 

 

 

 

 

 

2

 

 

 

 

 

 

 

 

3

39,475

41,565

44,156

45,017

46,706

50,095

51,788

53,391

4

41,049

43,139

46,071

47,053

48,837

52,123

53,814

55,506

5

42,619

44,715

47,984

49,076

50,769

54,154

55,836

57,537

6

44,191

46,282

49,900

51,104

52,798

56,186

57,879

59,569

7

45,764

47,856

51,819

53,141

54,831

58,215

59,908

61,598

8

47,334

49,426

53,732

55,170

56,859

60,244

61,939

63,627

9

48,906

51,000

55,649

57,200

58,894

62,276

63,969

65,661

10

50,476

52,571

57,568

59,234

60,922

64,308

66,000

67,690

11

53,295

55,724

60,831

62,534

64,320

67,893

69,683

71,468

12

56,453

58,840

64,433

66,298

68,131

71,800

73,636

75,470

13

59,637

61,982

68,065

70,092

71,973

75,741

77,624

79,506

14

60,234

62,601

68,746

70,792

72,692

76,499

78,400

80,302

15

60,836

63,227

69,433

71,501

73,420

77,264

79,184

81,105

Master's +15 Column

Column M+15 shall be of no further force and effect, provided, however, all teachers employed as of the close of the 2006-2007 school year shall be "grandfathered," i.e., they shall be eligible, subject to the provisions of this agreement, to move to M+15.

2014-2015, Day 1 (on or about September 1, 2014)

Step

Bach

B+15

B+30

Master

M+15

M+30

M+45

M+60

1

 

 

 

 

 

 

 

 

2

 

 

 

 

 

 

 

 

3

39,870

41,981

44,598

45,467

47,173

50,596

52,306

53,925

4

41,459

43,570

46,532

47,524

49,325

52,644

54,352

56,061

5

43,045

45,162

48,464

' 49,567

51,277

54,696

56,394

58,112

6

44,633

46,745

50,399

51,615

53,326

56,748

58,458

60,165

7

46,222

48,335

52,337

53,672

55,379

58,797

60,507

62,214

8

47,807

49,920

54,269

55,722

57,428

60,846

62,558

64,263

9

49,395

51,510

56,205

57,772

59,483

62,899

64,609

66,318

10

50,981

53,097

58,144

59,826

61,531

64,951

66,660

68,367

11

53,828

56,281

61,439

63,159

64,963

68,572

70,380

72,183

12

57,018

59,428

65,077

66,961

68,812

72,518

74,372

76,225

13

60,233

62,602

68,746

70,793

72,693

76,498

78,400

80,301

14

60,836

63,227

69,433

71,500

73,419

77,264

79,184

81,105

15

61,444

63,859

70,127

72,216

74,154

78,037

79,976

81,916

2014-2015, Day 92 (on or about February 1, 2015)

Step

Bach

B+15

B+30

Master

M+15

M+30

M+45    M+60

1

 

 

 

 

 

 

 

 

2

 

 

 

 

 

 

 

 

3

40,268

42,400

45,044

45,922

47,645

51,102

52,829

54,464

4

41,874

44,006

46,997

47,999

49,819

53,171

54,896

56,622

5

43,476

45,614

48,948

50,062

51,789

55,242

56,958

58,693

6

45,079

47,212

50,903

52,131

53,859

57,315

59,042

60,766

7

46,684

48,818

52,861

54,209

55,933

59,385

61,112

62,836

8

48,285

50,419

54,812

56,279

58,002

61,455

63,184

64,906

9

49,889

52,025

56,768

58,350

60,078

63,528

65,255

66,981

10

51,491

53,628

58,725

60,425

62,147

65,601

67,327

69,051

11

54,366

56,844

62,054

63,791

65,613

69,258

71,084

72,905

12

57,588

60,023

65,728

67,631

69,500

73,243

75,116

76,987

13

60,836

63,228

69,433

71,501

73,420

77,263

79,184

81,104

14

61,445

63,859

70,128

72,215

74,153

78,037

79,976

81,916

15

62,059 |

64,498

70,829

72,938

74,896

78,817

80,776

82,735

2.     General

a.   Credits for movement beyond the Bachelor's column must be credits from a graduate school or university accredited by the usual accrediting agencies, except as hereinafter provided. Undergraduate courses will not be used for credit purposes beyond the Bachelor's column unless such credits are approved by the Superintendent,

b.   Step placement within a salary category is not synonymous with years of service.

c.   The determination of the step in the salary category at which a teacher lies will proceed, according to the terms of this agreement from that step held by the teacher on the salary schedule effective September 1, 1980 through August 31, 1981 previously agreed to by the parties.

d.   A teacher will not advance a step during the year in which that teacher moves into or through the Master's category, except if the teacher's pay status prior to such movement was B+30.

e.   In the event school year 2010 -2011, 2011 - 2012, or 2012 - 2013 commences prior to September 1st, the aforementioned September 1st percentage rate increase for that school year shall be effective the date that school year actually commences.

3.     B+30 COLUMN

(a)    All the terms and conditions for placement, movement and advancement currently found in the contract shall be applicable to said salary category including, without limitation, those set forth in Article X.

(b)  In addition, only teachers with ten or more years of teaching experience shall be eligible for the B+30 category provided, however, teachers without such years of experience but who would otherwise have qualified for such placement, may move toward placement on the B+30 category as follows:

1.     The first year the teacher would otherwise have qualified: The teacher's salary would be increased by an amount equal to l/4th the difference between the B+15 Step the teacher is on and the B+30 Step the teacher would otherwise have been eligible for in the absence of the 10 or more years of teaching experience requirement.

2.     The next year: The teacher moves another 1/4.

3.     The next year: The teacher moves another 1/4.

4.     The fourth year: The teacher moves the final 1/4

APPENDIX B

1.   Extra Curricular Compensation

EXTRA ASSIGNMENTS

A. Non-Coaching

Position

 

Title I Director (grant funded)

$4750.00

Comp Coord,, Doyon

$1,196.70

Comp Coord., Winthrop

1,196.70

Comp Coord., Middle

1,196.70

Cocurricular, Per Hour

11.76

Program Manager

2,604.70

Admin. Assistant, Middle

1,568.00

Class Advisors

 

Senior (2)

1,196.70

Junior

888.70

Sophomore

776.70

Freshman

776.70

Student Council Advisor

 

High School

1,196.70

Middle School

972.70

School Newspaper

1,672.70

Yearbook Advisor

2,457.70

AV Director

 

High School

 

Middle School

1,288.00

National Honor Society

664.70

College Bowl

728.00

Science League

1,000.70

OEA Advisors (2)

448.00

Math Club, Middle

808.70

Math League, High School

1,000.70

Foreign Lang Club, High School

504.00

Band Director

 

All Activities,

 

High School

3,241.70

Middle School (2)

664.70

Elementary (2)

608.70

Orchestra Director

 

Art Club, High School

1,000.70

Drama Advisor

 

High School

3,577.70

Drama Tech Director

1,112.70

Drama Set Director

1,112.70

Drama Costume Director

1,112.70

Elementary Musical

524.70

Music Dir, High School

1336.70

Choral Dir, High School

664.70

Choral Dir, Middle School

664.70

Middle School Music, All Act

1,560.70

MS Instruct (Team) Leaders (4)

1,224.70

Department Chairs and Nurse Coordinator

3,633.70

Mentor Teachers (2)

800.00

Satellite Teacher

1,568.00

Jazz Band, Dir, Middle

608.70

Select Chorus, Dist, Middle

608.70

Science Fair Dir, High School

1,232.00

Middle School Drama Coach

832.70

Fine Arts Coordinator

3,633.70

E.L.P. Coordinator

3,633.70

Diversity Club (3)

750.00

TADA

1,000.00

Outreach-Amnesty International

470.00

School to Work (Bridge Program)

4,000.00

Model UN

1,000.00

Bridge Program

1.000.00

EQUIPMENT MANAGER

RANGE

1                          2                                      3                          4                               5

______________________________________________________________________

$1,728.70            $1,953.70                       $2,177.70              $2,401.70                $2,625.70

FACULTY MANAGER

RANGE

1                            2                                      3                          4                               5

_____________________________________________________________________

$1,840.70                 $2,065.70                    $2,289.70             $2,513.70                $2,737.70

B. Coaching Rate Range

HIGH SCHOOL

Sport

Football

 

 

 

 

 

 

 

 

School YEAR

1

2

3

4

5

6

7

Position

 

 

 

 

 

 

 

 

Head Coach

2010-11

$5,500

$6,083

$6,667

$7,250

$7,833

$8,417

$9,000

 

2011-12

$5,610

$6,205

$6,800

$7,395

$7,990

$8,585

$9,180

 

2012-13

$5,778

$6,391

$7,004

$7,617

$8,229

$8,843

$9,455

 

2013-14

$5,865

$6,487

$7,109

$7,731

$8,352

$8,976

$9,597

 

2014-15

$5,865

$6,487

$7,109

$7,731

$8,352

$8,976

$9,597

1st Assist

2010-11

$3,350

$3,641

$3,934

$4,225

$4,515

$4,944

$5,099

 

2011-12

$3,417

$3,714

$4,013

$4,310

$4,605

$5,043

$5,201

 

2012-13

$3,520

$3,825

$4,133

$4,439

$4,743

$5,194

$5,357

 

2013-14

$3,573

$3,882

$4,195

$4,506

$4,814

$5,272

$5,437

 

2014-15

$3,573

$3,882

$4,195

$4,506

$4,814

$5,272

$5,437

Ends-JV

2010-11

$2,912

$3,204

$3,496

$3,787

$4,079

$4,371

$4,661

 

2011-12

$2,970

$3,268

$3,566

$3,863

$4,161

$4,458

$4,754

 

2012-13

$3,059

$3,366

$3,673

$3,979

$4,285

$4,592

$4,897

 

2013-14

$3,105

$3,416

$3,728

$4,039

$4,349

$4,661

$4,970

 

2014-15

$3,105

$3,416

$3,728

$4,039

$4,349

$4,661

$4,970

JV

2010-11

$2,912

$3,204

$3,496

$3,787

$4,079

$4,371

$4,661

 

2011-12

$2,970

$3,268

$3,566

$3,863

$4,161

$4,458

$4,754

 

2012-13

$3,059

$3,366

$3,673

$3,979

$4,285

$4,592

$4,897

 

2013-14

$3,105

$3,416

$3,728

$4,039

$4,349

$4,661

$4,970

 

2014-15

$3,105

$3,416

$3,728

$4,039

$4,349

$4,661

$4,970

Freshmen

2010-11

$2,255

$2,475

$2,693

$2,912

$3,130

$3,350

$3,569

 

2011-12

$2,300

$2,525

$2,747

$2,970

$3,193

$3,417

$3,640

 

2012-13

$2,369

$2,600

$2,829

$3,059

$3,288

$3,520

$3,750

 

2013-14

$2,405

$2,639

$2,871

$3,105

$3,337

$3,573

$3,806

 

2014-15

$2,405

$2,639

$2,871

$3,105

$3,337

$3,573

$3,806

Sport

Basketball (B,G), Soccer (B,G), Indoor Track (B,G), Outdoor Track (B,G), Lacrosse (B,G), Field Hockey(G), Swim (Coed), Softball (G), Baseball (B), Cross Country (B,G),Tennis (B,G)

 

 

School YEAR

1

2

3

4

5

6

7

Position

 

 

 

 

 

 

 

 

Head Coach

2010-11

$3,714

$4,007

$4,249

$4,588

$4,881

$5,172

$5,463

 

2011-12

$3,788

$4,087

$4,334

$4,680

$4,979

$5,275

$5,572

 

2012-13

$3,902

$4,210

$4,464

$4,820

$5,128

$5,434

$5,739

 

2013-14

$3,961

$4,273

$4,531

$4,892

$5,205

$5,516

$5,825

 

2014-15

$3,961

$4,273

$4,531

$4,892

$5,205

$5,516

$5,825

JV

2010-11

$2,234

$2,475

$2,658

$2,956

$3,197

$3,438

$3,677

 

2011-12

$2,279

$2,525

$2,711

$3,015

$3,261

$3,507

$3,751

 

2012-13

$2,347

$2,600

$2,792

$3,106

$3,359

$3,612

$3,863

 

2013-14

$2,382

$2,639

$2,834

$3,153

$3,409

$3,666

$3,921

 

2014-15

$2,382

$2,639

$2,834

$3,153

$3,409

$3,666

$3,921

Freshmen

2010-11

$2,096

$2,292

$2,489

$2,686

$2,883

$3,081

$3,277

 

2011-12

$2,138

$2,338

$2,539

$2,740

$2,941

$3,143

$3,343

 

2012-13

$2,202

$2,408

$2,615

$2,822

$3,029

$3,237

$3,443

 

2013-14

$2,235

$2,444

$2,654

$2,864

$3,074

$3,286

$3,495

 

2014-15

$2,235

$2,444

$2,654

$2,864

$3,074

$3,286

$3,495

 

Sport

Golf and Cheerleading

 

 

 

 

 

 

School YEAR

1

2

3

4

5

6

7

Position

 

 

 

 

 

 

 

 

Head Coach

2010-11

$2,379

$2,684

$2,986

$3,290

$3,594

$3,896

$4,200

 

2011-12

$2,427

$2,738

$3,046

$3,356

$3,666

$3,974

$4,284

 

2012-13

$2,499

$2,820

$3,137

$3,456

$3,776

$4,093

$4,413

 

2013-14

$2,536

$2,862

$3,184

$3,508

$3,833

$4,154

$4,479

 

2014-15

$2,536

$2,862

$3,184

$3,508

$3,833

$4,154

$4,479

JV

2010-11

$1,364

$1,555

$1,745

$1,934

$2,124

$2,313

$2,504

 

2011-12

$1,391

$1,586

$1,780

$1,973

$2,166

$2,359

$2,554

 

2012-13

$1,433

$1,634

$1,833

$2,032

$2,231

$2,430

$2,631

 

2013-14

$1,454

$1,659

$1,860

$2,062

$2,264

$2,466

$2,670

 

2014-15

$1,454

$1,659

$1,860

$2,062

$2,264

$2,466

$2,670

MIDDLE SCHOOL

Football (B), Basketball (B, G), Baseball (B), Softball (G), Track (B,G), Soccer

Sport

(B,G), Field Hockey (G)

 

 

 

 

 

 

School YEAR

1

2

3

4

5

6

7

Head Coach

2010-11

$1,138

$1,253

$1,368

$1,483

$1,597

$1,713

$1,828

 

2011-12

$1,161

$1,278

$1,395

$1,513

$1,629

$1,747

$1,865

 

2012-13

$1,196

$1,316

$1,437

$1,558

$1,678

$1,800

$1,920

 

2013-14

$1,214

$1,336

$1,459

$1,581

$1,703

$1,827

$1,949

 

2014-15

$1,214

$1,336

$1,459

$1,581

$1,703

$1,827

$1,949

C     General

1.    Newly hired persons will normally enter at the bottom of the range, provided however, that the administration, in its discretion, may start a newly employed person at a higher step on the range.

2.     Each recipient of compensation for the extra assignments set forth in this entire Appendix B including Athletics will be required to submit a written report of his/her job duties, accomplishments and recommendations within 30 days from the completion of the activity. Those teachers holding assignments on Appendix B shall be required to submit reports detailing the number of participants, the hours spent and the time in which the students are involved.

3.     In-house candidates for athletic stipend positions, which positions are posted annually, shall be offered an interview.

2.      Longevity Compensation

Years of Continuous Service As a Teacher

  in the Ipswich School System                  Amount of Longevity Payment

15 or more years of continuous service                              $1,000.00

20 or more years of continuous service                              $1,500.00

25 or more years of continuous service                              $2,000.00

30 or more years of continuous service                              $2,500.00

3.      Mentor Teachers

A.     The District agrees to pay the following stipend to teachers appointed by the District as "Mentor Teachers".

$800.00 per year

B.     The duties and responsibilities of a Mentor Teacher are as set forth in the job description attached hereto.

C.     It is recognized that fulfillment of the duties and responsibilities of the aforementioned positions will involve use of the teacher's preparation time, lunch time, and times outside school hours. Any release time shall be subject to administrative approval.

D.     Appointments by the Ipswich School District to the aforementioned positions shall be for one school year only. At the end of the school year involved, the appointment shall automatically end. A teacher who desires to be appointed for succeeding years must reapply for consideration each year.

E.      The Administration will not assign a Mentor Teacher to a teacher with professional teacher status without the teacher with professional teacher status' approval.

F.     In the event the Administration formally evaluates the Mentor Teacher in reference to his/her Mentor duties and responsibilities (under no obligation to do so, however) the job description will be the basis of the "form" of evaluation.

4.      Overnight Trips - Chaperones

Overnight chaperones; $100,00 per night, subject to the following terms and conditions:

1.     Monies must be available from non-budgeted funds.

2.     The Principal involved determines the number of chaperones and who is chosen to act as chaperone/s.

3.     The Association recognizes that chaperones need not be teachers,

5.      Badges

Employees may be required to wear identification badges.

6.      Member of Subject Area Committee, stipend of $1,300.00

Chair of Subject Area Committee, stipend of $2,700.00

(The $2700.00 includes the $1300.00 as member of the Committee.)

IPSWICH PUBLIC SCHOOLS

EVALUATION/JOB DESCRIPTION - MENTOR

NAME: _____________________________   DATE: ________________________

UNSATISFACTORY

NEEDS IMPROVEMENT

 

GOOD

MERITORIOUS

EXCEPTIONAL

 

JOB GOAL:

Mentors will assist the principal in training, supporting, coaching and assisting staff members who have a need(s) in order to maximize that staff member's effectiveness and success in their job responsibilities in a timely fashion.

REPORTS TO:  Principal

METHOD OF EVALUATION:  Twice annually by Principal

1

2

3

4

5

 

 

 

 

 

 

PERFORMANCE RESPONSIBILITIES: The Mentor will:

1. Demonstrate and encourage different and appropriate teaching strategies.

2. Supervise beginning teachers on a daily basis.

3. Help teachers understand and implement the curriculum.

 

 

 

 

 

 

4. Help teachers deal with students in the most appropriate way.

 

 

 

 

 

5, Facilitate the teacher's growth in the teaching/learning process.

 

 

 

 

 

6. Foster an understanding of the political and social environment of the school.

 

 

 

 

 

7. Support new teachers through what is often an isolating experience.

 

 

 

 

 

8. Introduce them to the notions of cooperative and team approaches to teaching.

 

1

2

3

4

5

CRITERIA FOR BECOMING A MENTOR:

 

 

 

 

 

The Mentor is one who:

1.  Can articulate reasons for wanting to become a mentor; can identify qualities, strengths, interest he/she would bring to the program.

 

 

 

 

 

2.  Has shown interest; is an involved and committed teacher; has demonstrated involvement in his/her own professional growth,

 

 

 

 

 

3.   Has been acknowledged as a successful classroom teacher;

 

 

 

 

 

•relates well to children and parents

 

 

 

 

 

•works well with colleagues and other adults

 

 

 

 

 

•has and uses a wide repertoire of teaching skills

 

 

 

 

 

4.   Has a positive attitude, makes good interpersonal judgments; can usually take a bad situation and make it better; is sensitive, has a sense of humor.

 

 

 

 

 

5.   Is a continuous learner and enjoys learning.

 

 

 

 

 

6.  Is open to growth and change.

 

 

 

 

 

7.  Accepts his/her own imperfections.

 

 

 

 

 

8.   Has generous spirit; is willing to give; is willing to take on additional responsibility.

 

 

 

 

 

9.  Is flexible, with response to time and teaching styles.

 

 

 

 

 

10. Places a high value on teaching.

 

 

 

 

 

11. Knows how to involve parents.

PRINCIPAL'S SIGNATURE: ______________________________

DATE:                                      _____________________________

MENTOR'S SIGNATURE: _______________________________

DATE:                                          ____________________________

APPENDIX C

SIDE AGREEMENT - DEPARTMENT CHAIRPERSONS

AGREEMENT made this 2nd day of September, 1999 between the Ipswich School Committee ("Committee") and the Ipswich Teachers Association ("Association").

WHEREAS, the parties entered into the attached Agreement ("Agreement") (Attachment A) concerning Department Chairpersons on September 28, 1998, and

WHEREAS, said Agreement, by its terms, expires August 31, 1999, and

WHEREAS, the parties desire to continue said agreement with the following modifications.

NOW, THEREFORE, in consideration of the above premises, the mutual agreements contained herein, and other good and valuable consideration, the receipt of which is hereby acknowledged, the parties agree as follows:

1.        All of the terms of the Agreement shall continue in full force and effect, except as follows:

A.        Section 3 shall be deleted. The following shall be substituted in place thereof:

Effective September 1, 1999 increase the Department Chairperson's salary from $3,376 to $3,529.

B.         Section 4 shall be deleted. The following shall be substituted in place thereof:

This Agreement concerning the Department Chairperson shall expire August 31,2000 (this is not a sunset clause, i.e., there is no reversion to the prior language).

(Section 1B was deleted in the parties 2000-2003 contract negotiations. The duration of the Agreement is to be governed by Article XXV.)

2.        This agreement is subject to ratification by the Association and the Committee.

IPSWICH TEACHERS ASSOCIATION                IPSWICH SCHOOL COMMITTEE

By_____________________________               By _____________________________

Dated: September 2, 1999                                    Dated: August 19, 1999

By_____________________________

Dated: September 2, 1999

APPENDIX C

SIDE AGREEMENT - DEPARTMENT CHAIRPERSONS

AGREEMENT made this  day of July, 1998 between the Ipswich School Committee ("Committee") and the Ipswich Teachers Association ("Association").

WHEREAS, certain issues have arisen concerning the wages, hours, terms and conditions of employment of the Department Chairpersons; and

WHEREAS, the parties have met to discuss these issues; and

WHERRAS, the parties have reached agreement on the issues raised and wish to amend the provisions of the collective bargaining agreement between the parties ("Unit A Agreement") to reflect such changes;

NOW, THEREFORE, in consideration of the above premises, the mutual agreements contained herein, and other good and valuable consideration, the receipt of which is hereby acknowledged, the parties agree as follows:

1.   Effective 9/1/98, delete Appendix C.

2.   Effective 9/1/98, the Department Chairperson's job description shall be amended to read as follows:

A.        Delete the following language from the first paragraph under "Scope": The Department Chairpersons shall teach up to four classes,

B.        Add the following sentence to the end of the first paragraph under "Scope": The Department Chairpersons may be required by the Administration to teach up to five classes per day.

C.        Delete the paragraph entitled "Salary" and substitute in place thereof the following:

The Department Chairpersons will be paid a stipend over and above their base salary in accordance with the terms of the collective bargaining agreement between the Ipswich School Committee and the Ipswich Teachers Association.

D.        Amend the paragraph entitled "Duties" as follows:

Delete "evaluation of teachers" and substitute in place thereof the following: "assist in the evaluation of teachers and/or evaluate teachers when specifically requested by the Administration, provided, however, that the Department Chairpersons who are assigned five teaching periods will not be required to evaluate more than three teachers or 60% of the teachers in their Department, whichever is greater.

The new job description, a copy of which is attached, will not be included in the Unit A Agreement.

3.   Effective September 1, 1998 increase the Department Chairpersons stipend from $3,150 to $3,376.

4.   This Agreement concerning the Department Chairperson shall expire on August 31, 1999. The parties shall meet on or before February 1, 1999 concerning mandatory subjects of bargaining relating to the Department Chairpersons (this is not a sunset clause).

5.   This Agreement is subject to ratification by the members of the bargaining unit and the Ipswich School Committee.

IPS WICH TEACHERS ASSOCIATION                IPS WICH SCHOOL COMMITTEE

By_____________________________                     By ______________________________

Dated: July, 1998                                                       Dated: July, 1998

By______________________________

Dated: July 1998

APPENDIX D

TABLE OF CONTENTS

 

 

Page

Principles of Effective Teaching and Examples of Descriptors

62

I

Currency in the Curriculum.

62

II.

Effective Planning and Assessment of Curriculum and Instruction

63

III.

Effective Management of Classroom Environment

64

IV.

Effective Instruction

65

V.

Promotion of High Standards and Expectations for Student Achievement

66

VI.

Promotion of Equity and Appreciation of Diversity

67

VII.

Fulfillment of Professional Responsibilities

67

VIII.

Leadership

68

IX.

Student Achievement

69

Appendix Dl

Teacher Evaluation

Teacher_________________________        Date_________________

Evaluator________________________       Teaching Assignment______________

Years of Experience_______________         Degree, Category & Step___________

Ipswich teacher evaluations will be based on the following nine Principles of Effective Teaching. Principles I through VII are mandated by the Massachusetts Department of Education. Principles VIII and IX were written by Ipswich educators,

Descriptor Key:

1. Failure to Meet Expectations

2. Meets Expectations

3. Exceeds Expectations

4. Exemplary

**Note: The rubric for this evaluation instrument assumes that Ipswich teachers will meet or exceed the expectations of the principles of effective teaching as outlined below. Evaluation ratings of "Meets Expectations" or "Exceeds Expectations" are consistent with expectations of the Ipswich Public Schools. In instances where ratings of "Failure to meet Expectations" or "Exemplary" are given, the evaluator will include a narrative to explain that rating.

I.        CURRENCY IN THE CURRICULUM

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

1     2   3    4     Descriptors:

[  ]  [  ]  [  ]  [  ]      1. Demonstrates a working knowledge of the core curriculum of the teacher's assignment.

[  ]  [  ]  [  ]  [  ]        2. Frames curriculum around essential questions in the discipline that provide opportunities for reasoning, logical, analysis and synthesis when planning units, lessons, and assessments.

[  ]  [  ]  [  ]  [  ]        3. Maintains awareness of current curriculum content.

[  ]  [  ]  [  ]  [  ]        4. Contributes to the ongoing evaluation of the curriculum

Evaluator 's Comments:

_____________________________________________________________

_____________________________________________________________

_____________________________________________________________

_____________________________________________________________

II.        EFFECTIVE PLANNING AND ASSESSMENT OF CURRICULUM AND INSTRUCTION

A. The teacher plans effectively.

1     2   3    4     Descriptors:

[  ]  [  ]  [  ]  [  ]        1. Sets short-term and year-long goals for relevant curricular units from unifying themes of fundamental importance to students' present or future lives.

[  ]  [  ]  [  ]  [  ]        2. Identifies individual and group needs and plans appropriate strategies, including those that involve the use of up-to-date technologies, to meet those needs.

[  ]  [  ]  [  ]  [  ]        3. Seeks out and collaborates with school-based specialists, resource personnel, including technology specialists, and administrators to better design curricula or instructional modifications.

[  ]  [  ]  [  ]  [  ]        4. Plans engaging ways to introduce each unit of study.

[  ]  [  ]  [  ]  [  ]        5. Plans frequent instructional opportunities where students are interacting with ideas, materials, teachers and one another.

B. The teacher plans assessment of student learning effectively

1  2    3   4      Descriptors:

[  ]  [  ]  [  ]  [  ]        1. Determines specific and challenging expectations for student learning.

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

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

1   2   3    4     Descriptors

[  ]  [  ]  [  ]  [  ]        1. Regularly uses a variety of formal and informal assessments of student's achievement and progress for instructional revisions and to evaluate objectives taught.

[  ]  [  ]  [  ]  [  ]        2. Communicates student progress to parents, students and staff members in a timely fashion,

[  ]  [  ]  [  ]  [  ]        3. Maintains confidentiality concerning individual student data and achievement.

Evaluator 's Comments:

_____________________________________________________________

_____________________________________________________________

_____________________________________________________________

_____________________________________________________________

III.      EFFECTIVE MANAGEMENT OF CLASSROOM ENVIRONMENT

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

1   2   3    4    Descriptors:

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

[  ]  [  ]  [  ]  [  ]        2. Implements curriculum experiences in which students take increasing responsibility for their own learning.

[  ]  [  ]  [  ]  [  ]        3. Uses classroom time and classroom space to promote optimal learning.

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

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

1   2  3    4     Descriptors

[  ]  [  ]  [  ]  [  ]        1. Maintains systematic approach to discipline by establishing and administering a consistent and fair set of rules supporting appropriate expectations.

[  ]  [  ]  [  ]  [  ]        2. Maintains appropriate professional boundaries with students.

[  ]  [  ]  [  ]  [  ]        3. Serves as a positive role model for students,

Evaluator 's Comments:

_____________________________________________________________

_____________________________________________________________

_____________________________________________________________

_____________________________________________________________

IV.      EFFECTIVE INSTRUCTION

  1. The teacher makes learning goals clear to students.
  2. 1 2   3    4     Descriptors:

[  ]  [  ]  [  ]  [  ]        1. Makes connections between concepts taught and students' prior knowledge and experiences and relevance to lifelong learning.

1    2    3   4     Descriptors:

[  ]  [  ]  [  ]  [  ]        Regularly checks for students' understanding of content and concepts and progress on skills.

[  ]  [  ]  [  ]  [  ]        3. Communicates clearly.

B.  The teacher uses appropriate instructional techniques.

1   2   3    4    Descriptors:

[  ]  [  ]  [  ]  [  ]        1. Uses a variety of teaching strategies.

[  ]  [  ]  [  ]  [  ]        2. Provides options for students to demonstrate competency and mastery of new material.

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

[  ]  [  ]  [  ]  [  ]        4. Encourages students to be active learners.

[  ]  [  ]  [  ]  [  ]        5. Applies knowledge of current pedagogical practices.

C.   The teacher uses appropriate questioning techniques. 1 2   3   4    Descriptors:

[  ]  [  ]  [  ]  [  ]        1. Uses a variety of questioning techniques, including those which encourage

And guide critical and independent thinking and the development of ideas.

[  ]  [  ]  [  ]  [  ]        2. Presents information recognizing multiple points of view; encourages students to assess the accuracy of information presented,

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

1    2   3   4    Descriptors:

[  ]  [  ]  [  ]  [  ]        1. Continually evaluates, tries innovative approaches and refines instructional strategies, including the effective use of available technologies, to increase student learning and confidence about learning.

[  ]  [  ]  [  ]  [  ]        2. Assesses instructional strategies in authentic ways by comparing intended and actual learning outcomes.

Evaluator 's Comments:

_____________________________________________________________

_____________________________________________________________

_____________________________________________________________

_____________________________________________________________

V.        PROMOTION OF HIGH STANDARDS AND EXPECTATIONS FOR STUDENT ACHIEVEMENT

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

1    2   3    4     Descriptors:

[  ]  [  ]  [  ]  [  ]        1. Regularly communicates objectives or learning outcomes to students.

[  ]  [  ]  [  ]  [  ]        Regularly provides feedback to students on their progress on goals and objectives.

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

1   2  3  4     Descriptors

[  ]  [  ]  [  ]  [  ]        1. Uses prompt feedback and student goal setting.

[  ]  [  ]  [  ]  [  ]        2. Develops and supports students' awareness of themselves as learners.

[  ]  [  ]  [  ]  [  ]        3. Encourages all students to challenge themselves as learners and citizens.

[  ]  [  ]  [  ]  [  ]        4. Regularly identifies students needing extra help academically, socially or emotionally.

[  ]  [  ]  [  ]  [  ]        5. Demonstrates attitudes of fairness, courtesy and respect that encourage students' active participation and commitment to learning.

Evaluator 's Comments:

_____________________________________________________________

_____________________________________________________________

_____________________________________________________________

_____________________________________________________________

VI.      PROMOTION OF EQUITY AND APPRECIATION OF DIVERSITY

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

1   2   3   4      Descriptors:

[  ]  [  ]  [  ]  [  ]        1. Provides opportunities to include all students in the full range of academic programs and activities and extra-curricular activities.

[  ]  [  ]  [  ]  [  ]        2. Addresses the needs of diverse student populations.

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

1   2   3   4      Descriptors:

[  ]  [  ]  [  ]  [  ]        1. Demonstrates sensitivity to differences in abilities and social and cultural backgrounds.

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

Evaluator's Comments:

_____________________________________________________________

_____________________________________________________________

_____________________________________________________________

_____________________________________________________________

VII.     FULFILLMENT OF PROFESSIONAL RESPONSIBILITIES

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

1 2   3   4     Descriptors:

[  ]  [  ]  [  ]  [  ]        1. Keeps parents informed of student's progress and works with them to aid in the total development of the student.

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

1    2  3   4     Descriptors:

 [  ]  [  ]  [  ]  [  ]        1. Demonstrates collegial behavior with all staff.

[  ]  [  ]  [  ]  [  ]        2. Works constructively with others to identify school problems and suggest possible solutions.

[  ]  [  ]  [  ]  [  ]        3. Works collaboratively with other staff in planning and implementing interdisciplinary curriculum, instruction and other school programs and shares expertise and new ideas with colleagues.

C.  The teacher is a reflective and continuous learner.

1    2  3   4      Descriptors:

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

[  ]  [  ]  [  ]  [  ]        2. Seeks out information in order to grow and improve as a professional.

[  ]  [  ]  [  ]  [  ]        3. Is receptive to suggestions for growth and improvement.

Evaluator 's Comments:

_____________________________________________________________

_____________________________________________________________

_____________________________________________________________

_____________________________________________________________

Descriptors:

A. The teacher uses her/his individual strengths to contribute to student achievement and/or enrich the school community.

Evaluator's Comments:

_____________________________________________________________

_____________________________________________________________

_____________________________________________________________

_____________________________________________________________

IX.      STUDENT ACHIEVEMENT

A. Students Make Ability-Appropriate Academic Progress

Descriptors:

It is recognized that the extent to which the students assigned to a teacher satisfy student academic standards can be an appropriate measurement of the teacher's performance. It is further recognized, however, that many variables may be involved in attempting to assess teacher performance by student achievement and that the utilization of such a performance standard raises many issues.

The following are set forth as guidelines and general principles to consider in the utilization of this performance standard:

1.   Student Academic Standards

In attempting to measure teacher performance by student achievement, numerous academic standards shall be utilized, rather than simply one test - for example, MEAPs, Standardized Achievement Tests, essays, Student Portfolios, Student Grades, American College Testing Service, Advanced Placement Tests, and Student Proficiencies. (These are set forth as examples. They are, however, not all required.)

2.   Time Period

The period of measure of student performance shall be over an appropriate time span.

3.   Anti-Discrimination

Utilization of this performance standard shall be consistent with the anti-discrimination requirements of M.G.L. Chapter 152 B.

4.   Relationship

The totality of facts and circumstances must be susceptible of the interpretation, directly or indirectly, that the teacher's performance was a factor in the deficient student performance.

Evaluator 's Comments:

_____________________________________________________________

_____________________________________________________________

_____________________________________________________________

_____________________________________________________________

Overall performance of this teacher:

[  ]    Failure to Meet Expectations

[  ]    Meets Expectations

[  ]    Exceeds Expectations

[  ]    Exemplary

_______________________                                    ________________________

Evaluator's Signature                                                 Date

Teacher's Comments:

_____________________________________________________________

_____________________________________________________________

_____________________________________________________________

_____________________________________________________________

__________________________                               _____________________

Teacher's Signature                                                       Date

APPENDIX D 2

Ipswich Public Schools

Teacher Evaluation1

Teacher_______________________________________   Date_______________________

Evaluator ________________________________Teaching Assignment_________________

Years of Experience_______________      Degree Category & Step_____________________

I.        CURRENCY IN THE CURRICULUM

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

Evaluator's Comments:

_____________________________________________________________

_____________________________________________________________

_____________________________________________________________

_____________________________________________________________

II.        EFFECTIVE PLANNING AND ASSESSMENT OF CURRICULUM AND INSTRUCTION

A.        The teacher plans instruction effectively.

B.        The teacher plans assessment of student learning effectively.

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

Evaluator's Comments:

_____________________________________________________________

_____________________________________________________________

_____________________________________________________________

_____________________________________________________________

___________________________________________________________________________________

1 Example descriptors of each performance standard for possible use by the evaluator are set forth in the Principles of Effective Teaching.

___________________________________________________________________________________

III.      EFFECTIVE MANAGEMENT OF CLASSROOM ENVIRONMENT

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

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

Evaluator's Comments:

_____________________________________________________________

_____________________________________________________________

_____________________________________________________________

_____________________________________________________________

IV.       EFFECTIVE INSTRUCTION

A.        The teacher makes learning goals clear to students.

B.        The teacher uses appropriate instructional techniques.

C.        The teacher uses appropriate questioning techniques.

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

Evaluator's Comments:

_____________________________________________________________

_____________________________________________________________

_____________________________________________________________

_____________________________________________________________

V.        PROMOTION OF HIGH STANDARDS AND EXPECTATIONS FOR STUDENT ACHIEVEMENT

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

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

Evaluator's Comments:

_____________________________________________________________

_____________________________________________________________

_____________________________________________________________

_____________________________________________________________

VI.       PROMOTION OF EQUITY AND APPRECIATION OF DIVERSITY

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

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

Evaluator's Comments:

_____________________________________________________________

_____________________________________________________________

_____________________________________________________________

_____________________________________________________________

VII.     FULFILLMENT OF PROFESSIONAL RESPONSIBILITIES

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

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

C.        The teacher is a reflective and continuous learner.

Evaluator's Comments:

_____________________________________________________________

_____________________________________________________________

_____________________________________________________________

_____________________________________________________________

VIII.    LEADERSHIP

The teacher uses her/his individual strengths and interests to initiate growth that will make the school system better.

Evaluator's Comments:

_____________________________________________________________

_____________________________________________________________

_____________________________________________________________

_____________________________________________________________

Teacher's Comments:

_____________________________________________________________

_____________________________________________________________

_____________________________________________________________

_____________________________________________________________

IX.      STUDENT ACHIEVEMENT

A.       Students Make Ability-Appropriate Academic Progress

Examples of Descriptors

It is recognized that the extent to which the students assigned to a teacher satisfy student academic standards can be an appropriate measurement of the teacher's performance. It is further recognized, however, that many variables may be involved in attempting to assess teacher performance by student achievement and that the utilization of such a performance standard raises many issues.

The following are set forth as guidelines and general principles to consider in the utilization of this performance standard:

1   Student Academic Standards

In attempting to measure teacher performance by student achievement, numerous academic standards shall be utilized, rather than simply one test—for example, MEAPs, Standardized Achievement Tests, essays, Student Portfolios, Student Grades, American College Testing Service, Advanced Placements Tests, and Student Proficiencies. (These are set forth as examples. They are, however, not all required.)

2.   Time Period

The period of measure of student performance shall be over an appropriate time span.

3   Anti-Discrimination

Utilization of this performance standard shall be consistent with the anti­discrimination requirements of M.G.L. Chapter 152B.

4.  Relationship

The totality of facts and circumstances must be susceptible of the interpretation, directly or indirectly, that the teacher's performance was a factor in the deficient student performance.

__________________                                     ______________

        Evaluator                                                             Date

__________________                                     ______________

Teacher                                                              Date

APPENDIX D 3

FORM LETTER

REQUEST FOR SUPPORT TEAM

Dear (Name of Principal):

Pursuant to Article XXII of the collective bargaining agreement between the Ipswich School Committee and the Ipswich Educators Association, I hereby request the creation and intervention of a Support Team, subject to the terms and conditions provided herein and in said Article.

In making this request, I hereby consent to and agree to the following:

1.  I hereby authorize Principal _______to furnish the Support Team with copies of the relevant documents placing me on "at risk" status, and any other information which the Support Team considers relevant,   I understand this documentation and the performance issues will be reviewed and discussed by the Support Team and other appropriate involved personnel.

2.  I will meet with the Support Team to explain and discuss the performance issues.

3.  I will cooperate with the Support Team.

4.  The Support Team or a designated member or members may conduct observations of my performance and may discuss such observations with the Support Team and appropriate involved personnel. The Support Team may also evaluate my performance.

5.  I agree to the terms and conditions of Article XXII including, without limitation, the performance of the duties of the Support Team.

I understand that I may terminate the continued functioning of the Support Team at any time by giving notice in writing to Principal________.

Very truly yours,

APPENDIX E

SCHOOL NURSES

The following shall be applicable to the School Nurses:

ARTICLE I

ARTICLE II

ARTICLE III

ARTICLE IV

A.      1, 2, 3

B.      1, 2, 3

C.      1, 2

D.     Add the following: "Subject to the fulfillment of their professional responsibilities, the School Nurse shall have a duty free lunch equivalent in length to the students' lunch period."

H.

I.

ARTICLE V

A.

ARTICLE VII

IA     1. Delete second sentence beginning with the words "Where there is"

2.    Add the following language: No Nurse who has passed his/her probationary period shall be dismissed due to a reduction in force if there is a probationary nurse holding a position which the non probationary nurse is qualified to fill,

B.    Amend Section B to reflect the following:

1.   Separate grouping for Nurses - no bumping across groupings.

2.   Provision only applicable to Nurses who have passed their probationary period.

c.

II.        Current language not applicable.

Add language covering Nurse Recall Rights Basic Concepts

1.         Notice regarding dismissal

2.         L/A procedure during recall period

3.         2 year recall period

4.         Only applicable to Nurses who have passed probationary period

5.         Expedited arbitration provisions

6.         Same standards of review (See D4)

ARTICLE VIII

A-I

ARTICLE IX

ARTICLE X

             I A,B

             II, A, B, C, D, E, F, G, H, J2, K

ARTICLE XI

ARTICLE XII

ARTICLE XIII

ARTICLE XIV

ARTICLE XV

ARTICLE XVI

ARTICLE XVII

ARTICLE XIX          Current language not applicable

                                   Add language concerning the Nurse.

Basic Concepts

1.         Each new nurse and each nurse hired after a break in service shall be considered as a probationary employee until he/she shall have completed three (3) continuous years of active employment. Probationary nurses may be disciplined, discharged, and otherwise terminated in the sole discretion of the Committee/Administration and any such action shall not be subject to challenge,

2.         The District agrees that it will not suspend or discharge any nurse who has passed his/her probationary period without just cause. (A reduction in force termination is not subject to the just cause provision.)

3.         Current Nurses (Nurses employed as of 3/18/93) Just cause standard as herein provided is applicable.

4.         Provisions for expedited arbitration.

ARTICLE XX

ARTICLE XXI

ARTICLE XXIII

Schedule A

Appendix A

Appendix B

Appendix D (modify form)

Appendix I

Appendix J

Add the following to Article IV:

The nurses may be assigned classroom teaching duties and responsibilities, subject to the following:

They may not be assigned more than five (5) teaching periods per day.

Nursing Coordinator Job Description

1.    General

The Nursing Coordinator functions as leader of the school health services team. As a health care expert within the school system, the school nurse coordinator is a leader in the development, evaluation and implementation of school health policies

2.   Duties and Responsibilities

a.    Be available to assist other team members, as needed, to keep current in computer data entry by either phone or in person.

b.   Coordinate bi-monthly meetings with school physician.

c.    Review and update school health protocol with school health team and school physician at the start of each school year.

d.   Review status of school epi pen prescriptions and refill as necessary.

e.    Coordinate the annual calibration and cleaning of all vision and hearing machines.

f.    Monitor the status of the district wide field trip medication waiver along with the epi pen delegation waiver from the Department of Public Health and renew when necessary

g.    Is the liaison for the Enhanced School Health Grant, and is responsible for all grant related paperwork and meetings.

h.   Assure that all state required paperwork is done in a timely manner at each school.

i.   Act as an informational resource to the Building Principal/s or other team members on any issues  related to health or nursing function.

j.   Be a resource to the Building Principal/s in reference to a nurse's evaluation.

 k.  Notify the appropriate Building Principal/s of any nurse's performance deficiencies as they interfere with the daily operation of the health room.

l.   The Nursing Coordinator shall recommend to the Superintendent any policies/rules additions, changes, deletion and modifications which the team feels would best serve the nursing needs of the Ipswich School District

m. The Nursing Coordinator shall be advised in a timely manner by the Building Principal/s or the Superintendent of any health or staff related issues within the district.

The "School Health Team" shall refer to the School Nurse and the School Physician.

3.    Appointment

The Nursing Coordinator will be appointed annually by the Superintendent.

4.    Supervisor

The Nursing Coordinator is not a supervisor of the nurses. Each nurse works under the guidance of the School Physician. The supervisor of each nurse is the Building Principal.

5.    Stipend

The Nursing Coordinator stipend shall be commensurate with Department Chairs as indicated in Appendix B.

6.    Qualifications

The Nursing Coordinator must be a R.N. and must fulfill statutory and regulatory requirements.

7.   Evaluation

The Nursing Coordinator will be evaluated in his/her leadership and nursing performance. The evaluation shall be done by the Building Principal in which he/she is housed with input from the other Building Principals,

School Nurse Job Description

The professional school nurse is an essential member of the educational team responsible for protection, promoting and improving the health status of all students. The unique contribution they make lies in their ability to provide professional health care and to coordinate the resources of the school, home and community as they pertain to the overall health of the students and the staff.

•    The goal of the school health program is to maximize each student's potential to learn and grow by promoting wellness and providing quality health services.

This job is defined by several distinguishing factors. The school nurse not only reports to their building principal, but also to the district school physician, and receives general direction and guidance from the Department of Public Health School Health Unit.

The School Nurse:

•    Promotes,  implements and upholds the professional standards of nursing practice as established by the Massachusetts Nurse Practice Act.

•    Applies nursing practice to the unique needs of individuals, groups and populations of the school.

•    Follows state and local health practice statutes and district policies.

•    Serves as a medical resource and health advocate for students and staff.

•    Assumes the responsibility of appropriate health assessment, planning, intervention and evaluation for all students.

•    Plays a key role in identifying health concerns and treatment measures, providing instruction, counseling, and guidance in the maintenance of good health practices and disease prevention.

•    Maintains a current Massachusetts Nursing License and DESE licensure.

•    Stays current with changes in School Nursing Practice by attending appropriate conferences.

Duties and Responsibilities:

•    Maintains a clean and fully supplied health room, orders and stocks medical supplies for the health room

•    Maintains student health records as required both electronically and a physical chart (hard copy)

•    Performs health screenings as required by MGL 71 Sec 57 (i.e. vision and hearing screening, scoliosis, and heights, weights and BM1). Recording results in both the chart (hard copy) and on the computer. Sends out referral slips and notifies teachers of students who are having difficulty.

•    Monitors compliance with current state immunization and health assessment requirements.

•    Supervises prescribed medical treatments and medication administration according to School Committee policy

•    Provides assessment, planning, intervention, evaluation, management and referral for appropriate medical care of students with acute/chronic health conditions and in emergency situations.

•    Coordinates the provision of first aid supplies for school staff, i.e. disposable gloves, band-aids

•    Assists in the development or revision of policies, procedures and work standards for the school health program

•    Serves as liaison and facilitator for access to health care resources in the community

•    Provides identification, assessment, care planning, referral and follow-up for students with acute/chronic health care needs o    Serves as consultant and resource for health and wellness promotion

•    Develops and conducts in-service training sessions for school staff on blood borne Pathogens, epi-pen use and other health related topics as needed

•    Compiles and maintains statistics as required by the Department of Public Health o   Communicates effectively with parents and administrators regarding health-related school issues.

APPENDIX F-l

FORM OF LETTER TO SUPERINTENDENT

FROM TEACHER ELECTING "OPTION II C (1)"

(Date)____________________

Ipswich Superintendent of Schools

Payne School Building

One Lord Square

Ipswich, MA 01938

Dear_______________:

I have received notice that it is your intent to dismiss me from the employ of the Ipswich Public Schools effective___________. Please be advised that I hereby elect, pursuant to Article VII, II C (1) of the Collective Bargaining Agreement between the Ipswich School Committee and the Ipswich Educators Association, to be put on unpaid leave of absence status for the period set forth in said Article VII, II C (1).

Please be further advised that in consideration of the granting of said leave of absence and the benefits provided in said Article VII, I hereby waive whatever rights I may have under M.G.L. Chapter 32, Section 16 and M.G.L. Chapter 71, Section 42.

I do not challenge the Superintendent's actions under the grievance and arbitration provisions of the Collective Bargaining Agreement. As noted above, I have elected a leave of absence pursuant to Article VII, II C (1).

Please consider this my letter of resignation effective at the end of my recall period. This resignation is subject to my being recalled pursuant to Article VII, II E.

Very truly yours,

APPENDIX F-2

FORM OF LETTER TO SUPERINTENDENT

FROM TEACHER ELECTING "OPTION IIC  (2)"

(Date)________________

Ipswich Superintendent of Schools

Payne School Building

One Lord Square

Ipswich, MA 01938

Dear___________________:

I have received notice that it is your intent to dismiss me from the employ of the Ipswich Public Schools effective___________. Please be advised that I hereby elect, pursuant to Article VII, IIC (2) of the Collective Bargaining Agreement between the Ipswich School Committee and the Ipswich Educators Association, to be put on unpaid leave of absence status for the period set forth in said Article VII, IIC (2).

Please be further advised that in consideration of the granting of said leave of absence and the benefits provided in said Article VII, I hereby waive whatever rights I may have under M.G.L. Chapter 32, Section 16 and M.G.L. Chapter 71, Section 42.

I do not waive my right to challenge your action (my selection as a person to be RIFed) under the grievance and arbitration provisions of the Collective Bargaining Agreement. As noted above, I have elected a leave of absence pursuant to Article VII, II C (2). In this respect, pursuant to Article VII, II C (2), the specific reasons for my challenge are as follows:

Please consider this my letter of resignation effective upon the end of my recall period. This resignation is subject to my being recalled pursuant to Article VII, Section II E.

Very truly yours,

APPENDIX G

IPSWICH PUBLIC SCHOOLS

JOB DESCRIPTION - INSTRUCTIONAL TEAM LEADER

Each Instructional Team Leader shall be responsible for:

A.     Preliminary budgeting for the team.

B.     Inventory of all equipment and materials for the team.

C.     Ordering of teaching materials for the team.

D.     Coordinating the distribution and use of teaching materials in the team.

E.      Coordination of teaching activities in the team.

F.      Organizing and chairing regular team meetings.

G.     Acting as a liaison with department chairperson at the High School, Principals, and other departments within the schools.

The normal work year for Instructional Team Leaders shall not exceed the 182 day work year as specified for Unit A in the current Master Agreement.

Stipend: See Appendix B

(1983)

APPENDIX H-5

IPSWICH HIGH SCHOOL BELL SCHEDULE

1997-1998

MONDAY. TUESDAY. WEDNESDAY AND FRIDAY

Time

Semester One

Semester Two

7:30-8:56

Period One

Period Four

8:56-9:01

 

 

9:01-10:27

Period Two

Period Five

10:27-10:31

 

 

10:31-11:21

Directed Study

Directed Study

11:21-11:24*

1st Lunch:

11:21-11:49 or second lunch

12:09-12:37

 

11:24-12:37

Period Seven

Period Seven

12:37-12:40

 

 

12"40-2:06

Period Three

Period Six

THURSDAY. Early Release Day (No Directed Study. 1:09 Dismissal)

Time

Semester One

Semester Two

7:30-8:56

Period One

Period Four

8:56-9:01

 

 

9:01 -10:27

Period Two

Period Five

10:27-10:31*

1st Lunch

10:27-10:55 or

2nd lunch

11:12-11:40

 

10:31-11:40

Period Seven

Period Seven

11:40-11:43

 

 

11:43-1:09

Period Three

Period Six

*Lunch determined by location of Period 7 class.

APPENDIX I

IPSWICH SCHOOL SYSTEM

Ipswich, Massachusetts

REQUEST FOR PERSONAL LEAVE

I hereby request, pursuant to Article VIII of the Collective Bargaining Agreement between the Ipswich School Committee and Ipswich Educators Association, a personal leave day on

______________________________________________

                                      Date

The purpose is to attend a legal, religious, ceremonial or other personal appointment which cannot be scheduled other than during school hours, is unavoidable, and which necessitates my presence. I recognize that personal leave may not be utilized for such matters as (not exhaustive list) recreational activities, travel facilitation, other job demands.

______________________________________________

Signature of Teacher

_____  Approved

_____Not Approved

______________________________                                                _________________________

             Signature(s)   (Principal/SPED Director)                                              Date

_____Approved

_____Not Approved

______________________________                                                _________________________

          Signature      (Superintendent)                                                                  Date

Employee (white)    Supervisor (yellow)      Payroll (pink)      Personnel File (gold)

APPENDIX J

DRUG-FREE WORKPLACE POLICY - STANDARDS

1.   The unlawful possession, use or distribution of illicit drugs and alcohol on school premises or as part of any of its activities is wrong and harmful to the employees and the operation of the school system.

2.   The unlawful possession, use, or distribution of illicit drugs and alcohol on school premises or as part of any of its activities is strictly prohibited.

3.   Compliance with the terms of this policy, including without limitation the standards of conduct referred to in paragraph 2, is mandatory.

4.   Any employee found to be in violation of this policy will be subject to disciplinary action (consistent with local, state, and federal law) including but not limited to suspension, discharge and referral for prosecution. Employees may also be required to participate in a drug abuse assistance or rehabilitation program approved for such purposes by federal, state or local health, law enforcement or other appropriate agency.

Any disciplinary action taken by the Ipswich School Committee/Administration shall be in accordance with (1) any applicable just cause clause of any applicable collective bargaining agreement, and/or (2) any applicable statutory provisions. For example, M.G.L. Chapter 71, Section 42.

5.   Each employee, as a condition of employment, is required to notify the Superintendent within five (5) days after he or she is convicted for a violation of any federal or state criminal statute where such violation occurred on school premises or as part of its activities.

6.   The Ipswich Public Schools shall provide information about available drug and alcohol counseling and rehabilitation and re-entry programs that are available to employees.

7.   Employees shall be given a copy of this policy including, without limitation, the standards of conduct set forth in Section 2 and the statement of sanctions required by Section 4.

8.   This policy shall be reviewed at least every two years by the Ipswich School Committee/Administration to determine its effectiveness; to implement changes to the program if they are needed (subject to fulfilling whatever bargaining obligations may exist with the Association); and to ensure that the sanctions required by Section 4 are consistently enforced.

9.   The Committee recognizes that in certain cases employee participation is a drug abuse and/or alcohol abuse assistance program may be appropriate. It is not the intent of the parties hereto to establish general rules for all cases. Rather, the Committee and/or the Administration will deal with each case on an individual basis to determine the appropriateness of such a program in the circumstances involved. Nothing contained herein, however, shall be interpreted to negate the appropriateness of disciplinary action under the applicable standard involved.

10. Nothing contained herein shall be deemed to restrict or limited in any way the rights of the Ipswich School Committee to take appropriate disciplinary action against employees for the unlawful or inappropriate possession, use, or distribution of illicit drugs and alcohol off school premises.

File Code: GBCB

Acknowledgment of Receipt

Ipswich Public Schools Drug-Free Workplace Policy

And

Ipswich Public Schools Regulations Information for Employees on the

Drug-Free Workplace Act of 1988

TO THE EMPLOYEE:

This acknowledgment must be completed, signed, and returned to your immediate supervisor.

I,______________________________, an employee of the Ipswich Public Schools, hereby certify that I have received a copy of the Ipswich Public Schools Drug-Free Workplace Policy and Drug-Free Regulations Information for Employees regarding the maintenance of a drug-free workplace. I realize that the manufacture, distribution, dispensing, possession, or use of illicit drugs or alcohol is prohibited on this School Committee's premises and violation of this policy can subject me to disciplinary action, including termination of employment. I realize that as a condition of employment by this School Committee, a federal grantee, I must abide by the terms of this policy and will notify the Ipswich School Department of any criminal drug conviction for a violation occurring in the workplace no later than five (5) days after such conviction. I understand that on-the-job drug or alcohol use is specifically prohibited by the Ipswich School Department and that the penalties include termination of employment.

__________________                    __________________

Signature                                                  Date

Revised: May 15, 1996