Kingston

Show detailed information about district and contract

DistrictKingston
Shared Contract District
Org Code1450000
Type of DistrictElementary
Union AffiliationMTA
Most Recent DocumentContract
Expiring Year2015
Expired Status
Superintendency UnionUnion 31 Silver Lake
Regional HS MembersSilver Lake
Vocational HS Members
CountyPlymouth
ESE RegionSoutheast
Urban
Kind of Communityeconomically developed suburbs
Number of Schools2
Enrollment1180
Percent Low Income Students14
Grade StartPK or K
Grade End6
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CONTRACT

BETWEEN

KINGSTON SCHOOL COMMITTEE

AND

KINGSTON TEACHERS ASSOCIATION

JULY 1, 2012 - JUNE 30, 2015

 

ARTICLE I

PREAMBLE

Pursuant to Chapter 15 0E of the General Laws of Massachusetts, this Contract is made the first day of July, 2012, by the School Committee of Kingston (hereinafter referred to as the "Committee"), and the Kingston Teachers Association (hereinafter referred to as the "Association").

Recognizing that our prime purpose is to provide education of the highest possible quality for the children of Kingston, and that good morale within the Kingston Schools staff is essential to the achievement of that purpose, we the undersigned parties to this Contract, declare that:

1.        Under the Law of Massachusetts, the Committee, elected by the citizens of Kingston, has the final responsibility for establishing the educational policies of the public schools of Kingston.

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

3.        The teaching staff of the public schools of Kingston has responsibility for providing in the classrooms of the school education of the highest quality;

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

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

ARTICLE II

RECOGNITION

A.      For the purpose of collective bargaining with respect to wages, hours, and other conditions of employment, the negotiation of collective bargaining agreements and any questions arising thereunder, the Committee recognizes the Association as the exclusive representative of the following professional employees (as such employees are defined in Section 1 of Chapter 150E of the General Laws of Massachusetts) of the Committee:

Unit A:       Full-time and part-time regular classroom teachers, specialists, and home-bound teachers, but excluding Title and Grant teachers;

Unit B:       Registered Nurses.

Unless otherwise referred to, the employees in the above Unit A will hereinafter be referred to as "teachers".

The Contract applies to Unit B only where specifically stated:

B.       As sole collective bargaining agent, the Association will bargain for all employees covered by this Contract without regard to race, color, creed, national origin, political activities, Association activities, sexual orientation, marital status, age, or previous affiliation with other teaching organizations.

C.       The Committee and the Association agree that there will be no discrimination in the hiring of employees or in their training, assignment, promotion, transfer, or discipline because of race, color, religion, national origin, political activities, Association activities, sex, age, or marital status.

D.       Except as specifically abridged, delegated, granted, or modified by this Contract or any supplement thereto, or by Chapter 150E of the General Laws of Massachusetts, or by other General Laws of Massachusetts or by the Constitution of the United States of America, all of the rights, powers, and authority held by the Committee, under law, prior to the effective date of this Contract are retained by the Committee, and the exercise of said rights, powers, and/or authority shall not be subject to the grievance procedure and/or arbitration.

E.       Before the Committee adopts a change in policy which affects wages, hours, or other conditions of employment and which is not covered by the terms of this Agreement, and which has not been proposed by the Association, the Committee will notify the Association, in writing, that it is considering such a change. The Association will have the right to negotiate with the Committee, provided that it files such a request, in writing, with the Committee within five (5) days after the receipt of said notice.

F.        If any provision of this Agreement is or shall at any time be contrary to law, then such provision shall not be applicable or performed or enforced, except to the extent permitted by law, and substitute action shall be subject to appropriate consultation and negotiation.

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

Agency Service Fee

The Committee will respect the position of the Kingston Teachers Association (KTA) as the sole and exclusive bargaining agent of all employees in bargaining on matters of wages, hours, and conditions of employment for the life of this contract. The parties therefore agree that:

1.   Effective thirty (30) days after the commencement of the 2012-2013 school year or the commencement of employment, whichever comes later, each employee, in accordance with G.L.C. 150E, §12, shall be required to pay the agency service fee to the KTA as a condition of his/her employment in the district.

2.   Any employee who fails to pay the agency fee in lieu of dues to the exclusive bargaining agent will be subject to legal action by the KTA for collection of said fee. Any cost of collecting said fee will be added to the individual's total service fee due. The KTA will be solely responsible for enforcing the provisions of this Section. The Committee will not be responsible to enforce any provision of the Section.

3.   The KTA will indemnify, defend and hold harmless the Committee against any and all claims, actions, or lawsuits of any kind or descriptions, whether at law or in equity, and whether based on statute, constitution or common law, made or instituted against the Committee or its agents, employees or administrators, resulting for this Section. Specifically, the KTA will have no right of action by way of contribution, counterclaim, or other basis against the Committee. Should any administrative agency or court of competent jurisdiction find the Committee liable for any damages as a result of this Section, the KTA will pay any and all those damages, including interest and charges.

4.   If any court of competent jurisdiction determines that any part of this Section 1, 2, 3, is unconstitutional, in violation of statute, or otherwise unenforceable, all of the other parts of this 1, 2, and 3, will be null and void.

5.   The Service fee shall be calculated in accordance with the provisions of the M.G.L. C.150E, §12, and applicable state and federal constitutional law. Payment of said fee will not entitle the fee payer to be a member in good standing with the KTA.

ARTICLE III

GRIEVANCE PROCEDURE

A.      Definitions:

1.         A "grievance" is a claim based upon an event or condition which affects the welfare and/or conditions of employment of a teacher or group of teachers and/or the interpretation, meaning, or application of any of the provisions of the Agreement.

2.         An "aggrieved person" is the person (or persons) making the claim.

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

4.         "School Days" shall mean days in which school is in session for students.

B.       Purpose:

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

2.         Nothing herein contained will be construed as limiting the right of any teacher having a grievance to discuss the matter informally with any appropriate member of the administration, and having the grievance adjusted without intervention by the Association, provided the adjustment is not inconsistent with the terms of this Agreement, and that the Association has been given the opportunity to be present at such adjustment and to state its views.

C.         Procedure:

LEVEL ONE: The aggrieved person and/or the Association may present a grievance, in writing, to the Principal within ten (10) school days after knowledge by the party in interest of facts giving rise to the act or condition which is the basis of the complaint.

The aggrieved person and/or Association Representative and the Principal shall confer on the grievance with a view to arriving at a mutually satisfactory resolution of the complaint. Whenever such a grievance is presented to the Principal, the Association shall be given the opportunity to express its views. The Principal shall communicate-his/her decision in writing, to the aggrieved person and/or his/her Association Representative within five (5) school days after receiving the complaint.

LEVEL TWO: If the grievance is not resolved at Level One, the aggrieved person and/or the Association Representative may appeal by forwarding the grievance to the Superintendent, in writing, within five (5) school days after (s)he has received the Level One decision.

The Superintendent will arrange for a conference with the aggrieved person or persons. Parties in interest and the Principal shall be invited to attend this conference and state their views. The Superintendent shall issue a decision on the grievance as soon as possible, but not later than ten (10) school days after the receipt of the appeal.

LEVEL THREE: The decision of the foregoing Level may be appealed, in writing, by the aggrieved person and/or Association Representative to the School Committee within ten (10) days after the decision of the Superintendent has been received. The Committee shall meet with the parties in interest. The Superintendent and the Principal may be present at the meeting and state their views. The School Committee shall, after a reasonable period of deliberation, notify, in writing, the aggrieved person or persons and parties in interest of its decision. Ordinarily this would encompass no more than two (2) successive regular School Committee meetings.

LEVEL FOUR: If after two (2) successive regular School Committee meetings next following presentation of the grievance, in writing, to the School Committee the grievance shall not have been disposed of to the satisfaction of the Professional Rights and Responsibilities Committee of the Association, and if the grievance shall involve the interpretation or application of any provision of this Contract, the Association may, by giving written notice to the School Committee within fifteen (15) school days of the second successive regular School Committee meeting, present the grievance for arbitration, in which event the arbitration proceeding shall be conducted by an arbitrator to be selected by the School Committee and the Association within seven (7) school days after the notice has been given. If the parties fail to select an arbitrator by mutual agreement, the American Arbitration Association shall forthwith be requested to provide a panel of arbitrators and said arbitrators shall be selected, and the arbitration shall be held, pursuant to the provisions of the AAA Voluntary Labor Arbitration Rules. The expense of such arbitration shall be shared equally by the School Committee and the Association, and the award made shall be final and binding upon the School Committee, the Association, and the aggrieved employee. The Arbitrator shall be without power to alter, amend, add to or detract from the language of this Agreement.

(The time limits specified in any level of this procedure may be extended or reduced in any specific instance by mutual agreement.)

D.        Miscellaneous:

1.        If, at the end of the ten (10) school days next following the occurrence of any grievance, or the date of first knowledge of its occurrence by any employee affected by it, the grievance shall not have been presented at Level One of the procedure set forth in Section C above, the grievance shall be deemed to have been waived; and any grievance in course under such procedure shall also be deemed to have been waived if the action required to present it to the next Level in the procedure shall not have been taken within the time specified therefor by the said Section C.

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

3.        This Article is applicable to the members of Unit B, who shall initiate grievances with their immediate superior at the appropriate Level.

4.       In the event a grievance is filed on or after June 1, which if left unresolved until the beginning of the following school year could result in irreparable or substantial harm to a party-in-interest, the time limits set forth herein will be reduced so that the grievance procedure may be exhausted prior to the end of the school year or as soon thereafter as practicable.

ARTICLE IV

SALARIES

The salaries of all employees covered by this Agreement are set forth in Appendices A-l, A-2, A-3, and A-4, which are attached hereto and made a part hereof. Teachers employed part-time shall be placed on the appropriate step of the salary schedule and be paid on a prorated basis. Effective January 1, 2013 all employees shall participate in the Town's automatic direct deposit program.

ARTICLE V

TEACHER EMPLOYMENT

A.        The School Committee shall employ teachers certified to teach according to Massachusetts State Law. All new employees will be required to provide evidence of a physical examination and a statement reflecting they are in good health.

B.         The salary of a teacher commencing service in Kingston shall be determined by the Principal subject to the approval of the Superintendent by appraising training, experience, and other qualifications at the time of appointment. Full credit not to exceed eight (8) years may be given for previous, recent, continuous, and comparable outside teaching experience upon initial employment. The salary of a nurse commencing service in Kingston shall be determined by the Committee on the recommendation of the Superintendent by appraising training, experience, and other qualifications at the time of appointment. Full credit, not to exceed three (3) years, will be given for previous, recent, continuous, and comparable outside nursing experience upon initial employment.

C.        Teachers not at the maximum step on the salary schedule applicable to them will normally advance in annual increments for each full year of employment. At least ninety (90) school days of full time employment in an academic year will constitute employment for the full year. The Superintendent may withhold an annual increment in any case where a teacher's evaluations are below a satisfactory level.

In the event that a teacher's evaluation is below a satisfactory level, the Superintendent may require the teacher to take a designated course at no cost to the teacher, in lieu of withholding the annual increment. This option may be exercised with respect to a teacher only once every three years. If in the remaining two years the teacher's evaluation is below a satisfactory level, the annual increment may be withheld. A teacher on maximum step of the Salary Schedule whose evaluation is below a satisfactory level may be required by the Superintendent to take a course at no cost to the teacher. If the Superintendent requires a teacher to take a designated course, the teacher will have an opportunity to meet with the Superintendent to discuss the course to be taken. The final decision shall be made by the Superintendent.

ARTICLE VI

PROFESSIONAL DEVELOPMENT AND EDUCATIONAL IMPROVEMENT

All teachers in the Kingston School System shall be reimbursed the cost of tuition and curriculum maintenance fees for successfully completing one or more courses during the contract year, provided that prior approval is given by the Superintendent. The following conditions must be adhered to:

A.        No reimbursement shall be made until after an official transcript of the course and semester hours earned is received from the institution by the Superintendent.

No reimbursement shall be made unless each course is completed satisfactorily (i.e., a grade of B or better), and in situations where two (2) courses are taken, in both courses a grade of B or better must be obtained. No reimbursement will be provided for courses taken for a grade of Pass-Fail, nor will such courses be credited toward advancement on the Teacher Salary Schedule.

All course work must be taken at colleges and universities accredited by a regional or national accrediting association. However, special courses may be taken at other institutions, subject to prior approval of the Superintendent.

The following guidelines shall be used for the Superintendent's approval of reimbursement of tuition and curriculum maintenance fees:

a.      A course is taken to meet re-certification requirements;

b.      A course is taken to address professional development plan requirements as per the State;

c.      A course is taken to fulfill teacher goals as approved by the Principal;

d.      A course is taken to fulfill the school and district goals;

e.      Other courses as approved by the Superintendent;

f.       Reimbursement will only be made for courses granting at least two (2) credits.

B.         The maximum amount of remuneration that a teacher can receive during a contract year is one thousand dollars ($1000.00). The maximum remuneration for the bargaining unit as a whole during a contract year is twenty-two thousand and five hundred dollars ($22500.00).

C.         The rate paid for Professional Development is as follows: July 1,2012 $26 per hour, July 1, 2013 $28 per hour, July 1, 2014 $30 per hour.

D.        Teachers without professional teacher status and hired after July 1, 2008 may be required to take one (1) course determined by the Administration within the first three (3) years of employment. Reasonable advance notice of the required course will be provided to the teacher to the extent possible.

E.         In September of each year, all credits requiring a salary column change will result in an effective date of the first pay period of that school year for such salary column change, provided, however, that each teacher submits his/her request and evidence in the form of transcripts, copies of Degrees, or other certified documents, prior to October 31. During the remainder of the school year, one (1) additional column change will be allowed and will become effective as of January 1 of that school year, provided the teacher submits his/her request and evidence prior to February 1 of said school year.

F.         The employer shall include in teachers' files verification of participation in meetings, workshops and/or other activities including the time spent and content for credit for professional development points for recertification under the Education Reform Act.

G.        Mentors will be paid $750 for a protege. If a mentor is assigned an additional protege, the mentor will be paid an additional $500.

H.        Speech Pathologist Facilitator: $750 (Provided the person is facilitating another employee).

I.         This Article will apply to Unit B.

ARTICLE VII

TEACHING HOURS AND TEACHING LOAD

The Committee and the Association acknowledge that a teacher's primary responsibility is to engage in professional activities related to learning, with the understanding that children learn in a variety of ways during the school day, and his/her energy should be directed and utilized to this end. The teacher's professional responsibility generally entails the performance of duties and the expenditure of time beyond the regular workday.

A.        A classroom teacher on the classroom salary schedule shall report thirty (30) minutes before the formal opening of school and shall remain thirty (30) minutes after the formal closing thereof. Teachers will be allowed to leave school after the buses have departed with the students, on the last workday before Labor Day, Columbus Day, Veterans Day, Martin Luther King Day, Good Friday, Memorial Day, Christmas Vacation, February Vacation, and April Vacation. If the workday of teachers immediately preceding one of the holidays or vacations listed above is a day in which students are not in attendance, the teachers shall be able to leave school at 2:50 P.M. Teachers will be allowed to leave school after the buses have departed with the students on Fridays (under the current dismissal time 2:38 p.m. instead of 3:08 p.m.).

B.         The work year for teachers (other than new personnel who may be required to attend initial orientation) will begin no earlier than the last Monday in August and terminate no later than June 30, but will in no event be longer than four (4) more days than the number of days when pupils are required to be in attendance by the state law. The teacher's work year will begin two work days immediately preceding the student school year. One of these work days shall be used for professional development. One half of the other work day will be used for meeting with the Superintendent, Principal, Assistant Principal, and the second half of the day will be used for preparing the classroom for the opening of school Two additional professional development days will occur during the course of the school year. The final student day will be a half day with the second half of the day used for duties associated with the normal closing of school for the summer, as delineated by the building Principal. The "work year" will include days when pupils are in attendance, orientation days at the beginning of the school year, and any other days in which teacher attendance is required. In-service programs held on early release days are to be considered as part of the normal work day and work year.

C.         Teachers may be required to attend up to five (5) evening meetings each school year. The length of evening meetings will be consistent with past practice. (Teachers working more than five (5) evening meetings each school year will be paid at the Professional Development rate in Article VI, A, c above). Teachers may be required to attend up to two (2) staff meetings per month of up to one (1) hour in duration, to end not later than 4:00 p.m. The administration shall use its best efforts to schedule such meetings so they begin at 2:50 P.M. Except in an emergency, teachers will be provided with at least forty-eight (48) hours' notice of any staff meeting.

The Early release Wednesday preceding the issuance of report cards in June will normally be used for placement.

D.         Teachers will have a minimum thirty (30) minute duty-free luncheon period. On the day(s) before school begins and the last day students are in school (the two (2) days when either students are dismissed at noon or when no students are present), teachers may leave school in order to have lunch. The scheduling of when teachers may leave shall be at the sole discretion of the principal. The Association recognizes that the thirty (30) minute lunch period will be strictly enforced, and that teachers will be expected to return to school premises on time.

E.         Teachers shall be provided with ten (10) planning periods every two weeks. The above is subject to substitutes being available for special subject teachers of art, music, physical education and library who may be absent. The employer agrees to make reasonable efforts to employ substitutes when special subject teachers are absent.

These planning periods shall be a minimum of thirty-five (35) minutes in length. The parties agree that a double period will equal two (2) planning periods, provided that the double period is a minimum of seventy (70) minutes in length.

Notwithstanding the above, when teachers are provided with nine or more planning periods every two (2) weeks, Administration reserves the right to require teachers to attend assembly or team meetings up to one (1) planning period during the same two (2) week period.

Teachers will be provided with a tenth (10th) individual preparation period during a two (2) week period when the Extended Learning Program is conducted.

Teachers will be excused from the Health Instruction Class in exchange for a second common planning period in each two (2) week period. One of the two (2) common planning periods every two (2) weeks may at the discretion of the principal be teacher directed. If the principal determines in his/her discretion to have a "teacher-directed" common planning period, the principal may participate.

The above results in ten (10) individual preparation periods and two (2) common planning periods every two (2) weeks.

During any two (2) week period when the Extended Learning Program and/or Health Instruction are not offered, teachers shall be guaranteed nine (9) individual preparation periods and one (1) "principal-directed" common planning period during such two (2) week period.

F.         Teachers will be required to stay at school beyond their normal workday for the purpose of assisting students, and for conferences with parents requested by parents or teachers.

G.        All participation in extracurricular activities is voluntary. The Committee may pay for advisors of some extracurricular activities. Those advisors on a pay status shall hold such position for one (1) year. The Committee retains the right to decide who may receive paid positions as advisors from year to year.

H.        The Committee agrees to make reasonable efforts to hire substitutes for any Special Needs teachers who may be absent from work.

ARTICLE VIII

TEACHER ASSIGNMENT AND TRANSFER

A.        To assure that pupils are taught by teachers working within their areas of competence, teachers shall not be assigned, except temporarily and for good cause, to teach outside of the scope of their teaching certification. The daily teaching schedule shall be given as soon as practicable, and under normal circumstances, no later than August 15. Administrative changes may be made, due to unforeseen circumstances.

B.         Teachers who desire a transfer in subject matter will file a written statement of such desire with the Principal not later than April 15. Such statement will include the subject to which the teacher desires to be assigned and the reasons for the request. As soon as practicable, and whenever feasible, two (2) weeks before close of school, but no later than the close of school, the teacher will be notified in writing by the Principal in regard to the teacher's request for transfer. The Principal shall notify teachers of their assignments for the next school year a minimum of two weeks prior to the end of the preceding school year. Changes may be made at a later date due to circumstances unforeseen by the administration. Teachers will be notified of such change promptly.

C.         Teachers shall be notified no later than two (2) weeks prior to the end of the teacher work year if their classrooms are to be physically moved to a different location for the following school year, except in unusual circumstances.

ARTICLE IX

NON-TEACHING DUTIES

The Kingston School Committee recognizes the need to assist teachers in not performing duties that are not related to their position. The Committee, however, finds it difficult to categorize non-educational activities.

The Committee will continue to make an effort in providing aides to keep the Massachusetts School Registers, and to assist in supervision to recess periods.

The Committee also recognizes the need not to have educational time consumed by non-teaching functions; i.e., collections of monies for a variety of purposes. To eliminate all collections of money would be an impossible task, and to implement such a recommendation would be financially prohibitive.

The Committee will request that Administration and the Association study alternatives to the above mentioned activities.

In recognition of the Committee's desire to have classroom teachers devote as much time as possible to classroom teaching, subject to budgetary constraints the Committee agrees to hire a sufficient number of aides to relieve teachers from lunchroom and recess supervision. The intent of the Committee in case of budgetary constraints, except in extenuating circumstances, is that aides will be laid off before teachers. However, the Committee's decision shall not be subject to arbitration.

The Administration shall make reasonable efforts to ensure equal distribution of non-teaching duties among bargaining unit members except for nurses, school psychologists, and adjustment counselors.

ARTICLE X

TEACHER EVALUATION

A.       All monitoring or observation of the work performance of a teacher will be conducted openly. No public address or audio system or other device permitting monitoring or observation of work shall be employed without the full knowledge of the teacher.

B.       Teacher performance shall be evaluated in light of all evidence pertinent to the discharge of the teacher's professional responsibilities. A copy of each evaluation report shall be given to the teacher evaluated within ten (10) school days, and the teacher shall have the right to discuss the evaluation with the maker of the report. The teacher is required to sign such evaluation. This signature in no way indicates agreement with the contents thereof; it is only an indicator that (s)he has seen the evaluation. The teacher may provide, in writing, a rebuttal to any statements that are in conflict with the teacher's opinions.

C.       A teacher will have the right, upon written request, to review the contents of his/her personnel file. A teacher will be entitled to have a representative of the Association accompany him/her during such review. Any complaints regarding a teacher placed in the teacher's personnel file will be promptly called to the attention of the teacher.

D.       The Association recognizes the authority and responsibility of Administration to discipline or reprimand a teacher for delinquency in a professional performance. A teacher may request a conference, accompanied by a representative of the Association, to refute the disciplinary or reprimand action taken by the administration above the level of the Principal.

E.       No teacher will be disciplined, reprimanded, reduced in compensation, or deprived of any professional advantages without just cause. However, the Association recognizes the right of the Principal subject to the approval of the Superintendent, under law, and without recourse to the "just cause" clause, to discharge or not rehire a teacher without professional teacher status. In cases of teacher discipline involving suspension or termination from employment the provisions of M.G.L., c. 71, §§ 42 and 42D shall be followed.

F.        Members of the bargaining unit shall be evaluated according to the evaluation procedures and instrument negotiated pursuant to the Education Reform Act of 1993. These procedures and instrument are incorporated as part of this Agreement and identified as Appendix C.

ARTICLE XI

VACANCIES AND PROMOTIONS

A.       Whenever any vacancy occurs during the school year (September to June), notice thereof shall be placed on the Association bulletin boards in the schools as far in advance of the appointment as possible. During the months of July and August, written notice of any such vacancy will be given to the Association President. Qualifications for the position and its duties will be clearly set forth.

All qualified teachers will be given adequate opportunity to make application for such position, and the Employer agrees to give due weight to the professional background and attainments of all applicants, the length of time each has been in the school system, and other relevant factors. In filling such vacancies, preference will be given to qualified teachers already employed by the Committee.

B.       Whenever any vacancy in a promotional position occurs during the school year, notice thereof shall be placed on the faculty bulletin boards in the schools as far in advance of the date of filling the position as possible. During July and August, the President of the Association or his/her designee will be notified. For purposes of this Article, a promotional position is defined as any position paying a salary differential and/or positions in administrative-supervisor level, including newly created positions. The qualifications for the position, its duties, and the rate of compensation will be clearly set forth.

Whenever practical, vacancies will not be filled within two (2) weeks and ordinarily not within thirty (30) days from the date of the posting of the vacancy.

ARTICLE XII

SAFETY COMMITTEE

A Safety Committee consisting of an equal number of representatives from the Committee and the Association shall be established whose responsibilities shall include monitoring environmental conditions in the work place.

ARTICLE XIII

SICK LEAVE

A.      Teachers during their first year of employment will be entitled to a monthly accrual of sick leave at the rate of one and one half days per month. Teachers during their first year of employment may utilize the sick leave bank up to thirty (30) days. In the second year of employment, teachers will be entitled to fifteen (15) sick leave days each school year as of the first official work day of said school year provided they work that day. These days will be prorated if the teacher does not report for duty on that day. If a first year teacher does not report for work on the first day of school, sick leave days will be prorated on when the teacher does report for duty.   Sick leave days are for absence during the school year because of personal illness, disability, or quarantine reported in accordance with procedures established by the Superintendent.

B.       Unused sick leave may be accumulated up to two hundred (200) days. These accumulated days will be drawn on after the regular fifteen (15) sick leave days have been used.

C.       In addition to the absences for personal illness or injury, teachers will be entitled to a maximum of five (5) days leave, to be deducted from sick leave, to be used when illness of a member of the immediate family requires the presence of the teacher. Immediate family shall be defined as a child, parent, and spouse. Additional time may be deducted from the teacher's accumulated sick leave at the discretion of the School Committee or its designee. For such leave, a written statement of the circumstances and appropriate medical evidence shall be submitted by the teacher to the School Committee or its designee using the current Federal FMLA form provided by the School Committee or its designee.

D.       Upon request by any teacher, the Superintendent will advise, in writing, the number of days of sick leave accumulated by that teacher within ten (10) workdays.

E.       This Article is applicable to members of Unit B.

ARTICLE XIV

SICK LEAVE BANK

A sick leave bank has been established whereby teachers may deposit one (1) day of the sick leave to which they are entitled each year. Teachers who have protracted illness and who have used up the sick leave to which they are entitled, may apply to draw on the bank. The operation of the bank and the withdrawals therefrom shall be carried out in accordance with the following guidelines:

1.         All deposits to the sick leave bank are to be voluntary.

2.         All deposits must be in writing no later than September 15 each year.

3.         Only those who deposit to the bank may be permitted to withdraw from the bank.

4.         All written requests for withdrawal from the bank must be accompanied by the reason, and approval will be made by a Sick Leave Bank Committee consisting of two (2) members designed by the Association and two (2) members designated by the School Committee.

5.         Any decision made by the Sick Leave Bank Committee will be final and will not be subject to appeal.

6.         In the event of a tie vote by the Sick Leave Bank Committee, the employee making the request for days may appeal to the School Committee. In this case, the decision of the School Committee shall be final and shall not be subject to any appeal.

7.         The following criteria shall be used by the committee in administering the bank and in determining eligibility and amount of leave.

a.         adequate medical evidence of serious illness

b.         prior utilization of all eligible sick leave

c.          propriety of use of previous sick leave.

8.         The number of days requested from the bank must be specified at the time of initial request. It may not exceed thirty (30) days.

9.         Any request for extension of days after any initial grant from the bank will be reviewed by the Sick Leave Bank Committee.

10.       No days may be withdrawn from the sick leave bank for use by any other reason than illness.

11.       If the sick leave bank becomes exhausted, it shall be renewed by the contribution of one additional day of sick leave by each member of the sick leave bank. A maximum of two (2) days per year may be contributed.

12.       The number of days left in the bank will be cumulative from year to year.

13        Teachers during their first year of employment may utilize the sick leave bank up to thirty (30) days.

14.       This Article is applicable to members of Unit B.

ARTICLE XV

LEAVES OF ABSENCE

A,        At the discretion of the Superintendent or his/her designee, up to two (2) days for attending meetings or conferences of an educational nature shall be granted.

B.         Teachers shall be granted up to three (3) days with pay each time there is the death of a teacher's spouse, child, adopted child/parent, son-in-law, daughter-in-law, parent, father-in-law, mother-in-law, sibling, grandparent, or grandchild. Teachers shall be granted one (1) day with pay each time there is the death of a teacher's close friend or significant family member. At the discretion of the Superintendent or his/her designee, and upon written request, additional time may be deducted from sick leave.

C.         Two (2) days for personal business which cannot be conducted on a non-school day or during non-school hours shall be granted. Application for personal leave shall be given, in writing, to the Superintendent or his/her designee. Personal days shall not be used to extend vacations or holidays* nor shall they be taken at the beginning or the end of the school year (except in the case of an emergency). Exception to this may be granted at the discretion of the Superintendent upon written request. Teachers taking a personal day shall complete the form in Appendix B. Teachers shall not be required to complete the explanation section of Appendix B. except when requesting a personal day on a day before or after a holiday or vacation.

* Except in the application of the provisions that follows.

The following applies to personal days before vacation periods or long weekends -

(1)  Cannot be taken on in-service days.

(2)   10 days in total for the bargaining unit per school year, without explanation.

(3)  No teacher can use more than one personal day for this purpose per school year.

(4)  No more than 3 teachers can use on any one day.

(5)  By the first Friday in the school year the Association will give Administration a list of the teachers who will be receiving this benefit and the personal day they will be taking.

(6)   The teacher's use of this personal day is deducted from the teacher's usual personal day accumulation.

(7)   If less than 10 names and dates are given, the Association will give the Administration additional requests during the course of the school year until the 10 days are exhausted.

(8)   There is no carry over from one year to the next year.

(9)   When this personal day is used, it cannot be connected with other personal days. For example, a Friday and Monday, a Thursday and Friday, or a Monday and Tuesday cannot be connected together to extend the time period.

D.        One (1) day per school year, subject to the approval of the Superintendent, may be allowed each teacher for the purpose of visiting another school system. A written report on the visit shall be submitted by the teacher to the Superintendent.

E.         If a teacher is notified that he/she may be called for jury duty, he/she must notify his/her supervisor immediately, and provide a copy of the juror notification. Teachers are expected to keep their supervisor informed of all communications regarding their service as a juror so that plans may be made for covering such absences.

Any teacher required by law to serve on a jury will be paid his/her regular daily rate of pay minus any remuneration received for such duty from the County or Commonwealth, excluding mileage reimbursement, for up to ten (10) days of juror service, or part thereof. In order to receive such compensation, a teacher must provide his/her supervisor with a juror service certificate showing proof of juror service for those days. Upon request of a teacher, the Committee may grant additional jury duty compensation beyond the above limitations.

F.         One (1) representative of the Kingston Teachers Association shall be granted up to two (2) days' leave of absence each school year, with pay minus the cost of a substitute, to attend conferences and/or meetings held by the Massachusetts Teachers Association and/or the National Education Association. This time shall be in addition to any other leave provisions.

G.        This Article shall be applicable to members of Unit B.

ARTICLE XVI

EXTENDED LEAVES OF ABSENCE

A.        The Superintendent may grant a leave of absence of up to one (1) year with or without pay or increment to any teacher who has been in the school system for a minimum of three (3) years.

B.        All requests for extended leaves of absence, or renewal leaves of absence, will be applied for and granted, in writing.

C.        The Superintendent may deem it in the best interest of the school that the leave commence at the beginning of the school year or continue until the end of the school year.

D.        Any unused, accumulated sick leave to which a teacher was entitled at the time his/her leave of absence commenced will be restored to him/her upon his/her return.

E.         Any teacher whose personal illness extends beyond the period compensated will be granted a leave of absence, without pay or increment, for a period of no more than one (1) year.

F.         A leave of absence without pay or increment of up to three (3) months will be granted to a teacher for the purpose of caring for a sick member of the immediate family as defined in Section C. of Article XIII, upon written request substantiated by appropriate medical evidence.

G.        Maternity leave shall be granted to teachers without pay or increment in compliance with applicable Federal and State Statutes. A female employee who has been employed for at least three (3) consecutive months as a full-time employee, who is absent from such employment for a period not exceeding twelve (12) weeks for the purpose of giving birth, said period to be hereinafter called "Maternity Leave", and who shall give at least thirty (30) days' notice to her employer of her anticipated date of departure and intention to return, shall be restored to her original position with the same status, pay, length of service credit, and seniority, wherever applicable as of the date of her leave. Said employee shall be eligible to draw upon her accumulated sick leave for certified disability for pregnancy, childbirth, and recovery therefrom during the period of this leave,

Teachers shall be entitled to an extended maternity leave without pay or increment but with sick leave benefits from their accumulated sick leave for certified disability for pregnancy, childbirth, and recovery therefrom under the following conditions:

1.        A request for this extended maternity leave must be submitted in writing to the Superintendent of Schools at least thirty (30) days before the anticipated date of departure.

2.        At the time of notification pursuant to number one above the teacher shall select a September return date which shall be at most two years from the date of departure,

3.        Any teacher who requests an extended maternity leave to begin at any time other than at the beginning of the school year shall be granted a maternity leave of less than two years, which will end at the beginning of a school year.

4.        A teacher may be allowed to return from an extended maternity leave at a time other than at the beginning of the school year with the permission of the Superintendent of Schools.

5.        Teachers must notify the Superintendent by April 1 of their intention to return the following September.

Teachers shall be eligible for an extended leave without pay or sick benefits in accordance with provisions 1-5 above, for the purpose of adopting a child. In addition, in order to be granted an extended leave of absence without pay or sick leave benefits for adopting a child, the teacher must notify the Superintendent the time the teacher files for adoption that he/she is planning to request such an adoption leave.

H.        Upon his/her return from a leave of absence a teacher will be assigned to the same position which he/she held at the time said leave commenced, if available, or if not, to a substantially equivalent position. It is recognized that the Committee may fill the position in question at the time said leave commences.

I.         During the work year if a teacher takes an unapproved temporary leave of absence, each day will be deducted from his/her pay at a rate of 1/184th of his/her year's salary.

J.         This Article shall be applicable to members of Unit B.

ARTICLE XVII

PROTECTION

A.         Teachers will immediately report, in writing, to their Principal all cases of assault suffered by them in connection with their employment. The Principal will acknowledge receipt of the report in writing.

B.         This report will be forwarded via the Superintendent to the Committee, which will comply with any reasonable request from the teacher for information in its possession relating to the incident or the persons involved, and will act in appropriate ways as liaison between the teacher, the police, and the courts.

C.         Whenever a teacher is absent from school as a result of personal injury caused by an accident or an assault occurring in the course of his/her employment, he/she will be paid the difference between his/her weekly salary and the amount of weekly payment from workers' compensation for as long as the weekly workers' compensation payment continues. Sick leave days will be deducted in accordance with the provisions of Chapter 152, Section 69, of the General Laws of the Commonwealth of Massachusetts (Workers' Compensation Legislation). Sick leave shall not continue to accumulate during the period of eligibility for Workers' Compensation payments.

D.         This Article is applicable to members of Unit B.

ARTICLE XVIII

ACADEMIC FREEDOM

A.         The private and personal life of a teacher is not within the appropriate concern or attention of the Committee except as it may interfere with the teacher's responsibility to and relationships with students and/or the school system. Teachers will be entitled to full rights and privileges of citizenship, and no religious or political activities of any teacher (provided such activities do not take place during his/her working hours) or the lack thereof will be grounds for any discipline or discrimination with respect to the professional employment of such teacher.

B.         This Article is applicable to members of Unit B.

ARTICLE XIX

CLASS SIZE

A reasonable effort, through the establishment of a work-study committee, shall be made to reach an agreement on desirable class size.

ARTICLE XX

PAYROLL DEDUCTION AND INSURANCE

A.        Payroll deductions of Association dues (KTA, MTA, and NEA) is available for members of Units A and B, and will be deducted equally from ten (10) pay periods.

B.        All full time employees of the Kingston School Department are eligible to participate in the Town's Group Health and Life Insurance Plan to the same extent as other town employees. If the Town of Kingston contracts a health insurance plan with less benefits than the existing plan, the Kingston School Committee will apply the difference in cost to the salary of said teacher affected from the effective date of the change in benefits.

C.         Employees will be eligible to participate in a tax sheltered annuity plan. A committee composed of two (2) members appointed by the Association and two (2) members appointed by the School Committee shall determine two (2) new annuity companies to be added for the duration of this Collective Bargaining Agreement.

D.        Employees will be eligible to participate in a Credit Union.

E.         A Cafeteria Plan shall be established through which members of the bargaining unit may elect to pay their share of health insurance premiums with pre-tax earnings.

ARTICLE XXI

MUTUAL CONCERNS

A Committee of no more than five (5) designated representatives of the members of the bargaining unit covered by this Agreement may meet with the Committee on matters of mutual concern.

The School Committee will notify the Association of the specific date and time of the meeting at which the consultation will take place. The items of concern to be discussed by the Association shall be submitted to the Superintendent no later than ten (10) days prior to the meeting. The President of the Association, five (5) days prior to the meeting, will receive a copy of the complete agenda. If the meeting is suggested by the Committee, the above mentioned procedure will be reversed.

This Article does not preclude other types of consultation between teachers and the School Committee outside of these provisions.

ARTICLE XXII

METHOD OF PAYMENT

All employees covered by this Agreement will be paid every other week commencing with the third Tuesday following the beginning of the teachers' work year until the close of school in June. All employees covered by this Agreement shall be paid in twenty-one (21) equal installments with the last payment due on or before June 30, or twenty-six (26) equal payments with the last five (5) payments due on or before June 30, provided that the service required by this Agreement, relative to the length of the school year, and the number of days teachers are required to be in attendance has been rendered.

In Appendices A-1, A-2, and A-3 (Teachers Salary Schedule) and Appendix A-4 (Nurse Salary Schedule), which include Steps S-l, S-2, S-3, and S-4, members of the bargaining unit shall be eligible to receive the salary listed in those steps in the following manner:

Members of the bargaining unit who have completed fifteen (15) years of service in the Kingston Public Schools shall be eligible for Step S-1 beginning in their sixteenth (16th) year of service;

Members of the bargaining unit who have completed twenty (20) years of service in the Kingston Public Schools shall be eligible for Step S-2 beginning in their twenty-first (21st) year of service;

Members of the bargaining unit who have completed twenty-five (25) years of service in the Kingston Public Schools shall be eligible for Step S-3 beginning in their twenty-sixth (26th) year of service;

Members of the bargaining unit who have completed thirty (30) years of service in the Kingston Public Schools shall be eligible for Step S-4 beginning in their thirty-first (31st) year of service.

ARTICLE XXIII

APPLICATION OF THE SALARY SCHEDULE

To qualify for a Bachelor +15 hours basic salary, all course work must be taken at colleges and universities accredited by a regional or national accrediting association, and the teacher must have taken at least fifteen (15) hours of graduate study beyond the Bachelor's degree in

1.         an educational degree granting program, or

2.         in the teacher's specified subject area.

To qualify for a Master's + 15 hours basic salary, all course work must be taken at colleges and universities accredited by a regional or national accrediting association, and the teacher must have taken at least fifteen (15) hours of graduate study beyond the Master's degree in

1.         an educational degree granting program, or

2.         in the teacher's specified subject area.

To qualify for a Master's + 30 hours basic salary, all course work must be taken at colleges and universities accredited by a regional or national accrediting association, and the teacher must have taken at last thirty (30) hours of graduate study beyond the Master's degree in

1.         an educational degree granting program, or

2.         in the teacher's specified subject area.

To qualify for a Master's + 45 hours basic salary, all course work must be taken at colleges and universities accredited by a regional or national accrediting association, and the teacher must have taken at least forty-five (45) hours of graduate study beyond the Master's degree in

1.         an educational degree granting program, or

2.         in the teacher's specified subject area.

ARTICLE XXIV

SENIORITY

A.        The Committee shall prepare a seniority list which indicates the date on which all members of the bargaining unit were hired. The Association shall be supplied with the list which shall be kept current.

1.        Seniority is based upon the length of continuous service in the Kingston School System as a teacher or nurse as the case may be.

2.        Seniority shall be computed from the teacher's or nurse's first work day of employment.

3.        Seniority will accrue while a teacher is on a paid leave of absence but shall not accrue if such leave is unpaid.

ARTICLE XXV

REDUCTION IN FORCE

In the event that it becomes necessary to reduce the number of employees involved in the bargaining unit as defined in its Article II, the Administration will take into consideration the length of compensated regular service, instructional capability, professional preparation, and qualifications and, when all of those factors are relatively equal, the length of the compensated regular service shall prevail. The laid off employee, or the employee whose position is eliminated may, in the opinion of the Administration, be transferred to a position which is vacant and for which the employee is the most qualified available. If there is a tie in teacher seniority, lots will be drawn to determine the seniority ranking of those teachers for the Reduction In Force.

No teacher with professional teacher status shall be dismissed due to a reduction in force until all teachers without professional teacher status who are teaching in the area(s) of certification of the teacher with professional teacher status have been dismissed.

In the event that there is no vacancy available, the employee without professional teacher status to be laid off may replace an employee without professional teacher status with the least seniority in the bargaining unit, provided that the employee who would have been laid off is more qualified, in the opinion of the School Committee.

Members of the bargaining unit who have been laid off due to a reduction in teaching personnel shall be seriously considered for vacancies which may occur in positions within the bargaining unit for a period of eighteen (18) months following the date of the layoff. During this eighteen (18) month period, teachers who have been laid off shall be given preference for substitute work, if they so desire. Teachers whose positions have been reduced to part-time service will be called back to a full-time position in their area of qualification. No member of the bargaining unit shall be dropped from the recall list if said member fails to accept a position which does not provide equivalent hours of employment to the position held by said member when said member was laid off. In addition, a member will continue to be carried on the recall list for the duration of the recall period if said member does accept a position which does not provide equivalent hours of employment to the position held by said member when said member was laid off.

Teachers who are to be laid off or affected by a reduction in force will be notified, in writing, no later than June 15th of the school year preceding the school year in which the reduction will take effect.

Teachers who have been laid off will have their unused accumulated sick leave restored upon return from a layoff.

The provisions of this Article shall not apply to employees whose contracts are not renewed or whose contracts are terminated for reasons other than a reduction, teaching personnel or employees who are employed solely to implement a Federally or Foundation supported educational program.

Grievances involving the interpretation or application of the provisions of this Article may be processed through Level Three of the Grievance Procedure set forth in Article III, but shall not be the subject of Arbitration. The resolution of a grievance at either Level One, Two, or Three, shall not constitute a precedent.

ARTICLE XXVI

LONGEVITY PLAN

Effective September 1, 2008, an employee will not be eligible for payment under Article XXVI unless the employee was already receiving payment under the prior agreement between the parties. Employees not receiving benefits under Article XXVI will be eligible for payment under the new S steps which will provide payment of $2,200 for at least twenty (20) years of service and $2,300 for at least twenty-five (25) years of service, and $4,800 for at least thirty (30) years of service. *S-4 for the 2011-2012 school year shall be $2,300.

ARTICLE XXVII

DURATION

This Agreement and the provisions thereof shall be effective as of July 1, 2012, and shall continue until and including June 30, 2015. Either of the parties hereto desiring to terminate the Agreement or to modify or change the salary schedules included in Appendices A-l , A-2, A-3, and A-4 shall notify the other party, in writing, that they desire such termination or change on or before October 15 of the last year of this Agreement.

________________________________           _________________________________

President, Kingston Teachers Association       Chairman, Kingston School Committee

APPENDIX A-1

KINGSTON TEACHERS SALARY SCHEDULE 2012-2013 SCHOOL YEAR

Step

B

B+15

Masters

M+15

M+30

M+45

Double Masters/ CAGS

1.

42823

44514

46272

48066

49854

51638

53425

2.

45255

46937

48831

50618

52410

54204

55992

3.

47684

49377

51138

52929

54721

56504

58291

4.

50111

51806

53694

55485

57272

59061

60847

5.

52545

54240

56002

57794

59581

61374

63163

6.

54977

56667

58558

60350

62137

63925

65709

7.

57412

59095

60990

62782

64574

66362

68150

8.

59837

61530

63417

65213

66996

68788

70574

9.

62652

64348

66115

67904

69696

71477

73263

10.

65340

67031

68799

70589

72379

74165

75954

11.

68029

69725

71489

73284

75064

76849

78636

For individuals who have previously participated in the Alternative Longevity Plan

S-1*

68329

70025

71789

73584

75364

77149

78936

S-2*

68629

70325

72089

73884

75664

77449

79236

S-3*

68929

70625

72389

74184

75964

77749

79536

S-4*

69229

70925

72689

74484

76264

78049

79836

For individuals who have not participated in the Alternative Longevity Plan

S-1*

68329

70025

71789

73584

75364

77149

78936

S-2*

70229

71925

73689

75484

77264

79049

80836

S-3*

70329

72025

73789

75584

77364

79149

80936

S-4*

70329

72025

73789

75584

77364

79149

80936

APPENDIX A-2

KINGSTON TEACHERS SALARY SCHEDULE 2013-2014 SCHOOL YEAR

Step

B

B+15

Masters

M+15

M+30

M+45

Double Masters/ CAGS

1.

43679

45404

47197

49027

50851

52671

54494

2.

46160

47876

49808

51630

53458

55288

57112

3

48638

50365

52161

53988

55815

57634

59457

4.

51113

52842

54768

56595

58417

60242

62064

5.

53596

55325

57122

58950

60773

62601

64426

6.

56077

57800

59729

61557

63380

65204

67023

1.

58560

60277

62210

64038

65865

67689

69513

8.

61034

62761

64685

66517

68336

70164

71985

9.

63905

65635

67437

69262

71090

72907

74728

10.

66647

68372

70175

72001

73827

75648

77473

11.

69390

71120

72919

74750

76565

78386

80209

For individuals who have previously participated in the Alternative Longevity Plan

S-1*

69690

71420

73219

75050

76865

78686

80509

S-2*

69990

71720

73519

75350

77165

78986

80809

S~3*

70290

72020

73819

75650

77465

79286

81109

S-4*

70590

72320

74119

75950

77765

79586

81409

For individuals who have not participated in the Alternative Longevity Plan

S-1*

69690

71420

73219

75050

76865

78686

80509

S~2*

71590

73320

75119

76950

78765

80586

82409

S-3*

71690

73420

75219

77050

78865

80686

82509

S-4*

71690

73420

75219

77050

78865

80686

82509

APPENDIX A-3 KINGSTON TEACHERS SALARY SCHEDULE 2014-2015 SCHOOL YEAR

Step

B

B+15

Masters

M+15

M+30

M+45

Double Masters/ CAGS

1.

44880

46653

48495

50375

52249

54119

55993

2.

47429

49193

51178

53050

54928

56808

58683

3.

49976

51750

53595

55473

57350

59219

61092

4.

52519

54295

56274

58151

60023

61899

63771

5.

55070

56846

58693

60571

62444

64323

66198

6.

57619

59390

61372

63250

65123

66997

68866

7.

60170

61935

63921

65799

67676

69550

71425

8.

62712

64487

66464

68346

70215

72094

73965

9.

65662

67440

69292

71167

73045

74912

76783

10.

68480

70252

72105

73981

75857

77728

79604

11.

71298

73076

74924

76806

78671

80542

82415

For individuals who have previously participated in the Alternative Longevity Plan

S-1*

71598

73376

75224

77106

78971

80842

82715

S-2*

71898

73676

75524

77406

79271

81142

83015

S-3*

72198

73976

75824

77706

79571

81442

83315

S-4*

72498

74276

76124

78006

79871

81742

83615

For individuals who have not participated in the Alternative Longevity Plan

S-2*

71598

73376

75224

77106

78971

80842

82725

S-2*

73498

75276

77124

79006

80871

82742

84615

S-3*

73598

75376

77224

79106

80971

82842

84715

S-4*

73598

75376

77224

79106

80971

82842

84715

* Step S-1 (+$300) shall be paid to individuals covered by this agreement who have at least fifteen (15) years of service in the Kingston School District.

*Step S-2 (+$2,200) shall be paid to individuals covered by this agreement who have at least twenty (20) years of service in the Kingston School District, or (+$600) if the member has participated in the Alternative Longevity Plan.

*StepS-3 (+$2,300) shall be paid to individuals covered by this agreement who have at least twenty-five (25) years of service in the Kingston School District, or (+$900) if the member has participated in the Alternative Longevity Plan.

*Step S-4 (+$4,800) shall be paid to individuals covered by this agreement who have at least thirty (30) years of service in the Kingston School District, or (+$1,200) if the member has participated in the Alternative Longevity Plan. Commencing with the 2011-2012 school year, Step S-4 (+2,300) shall be paid to individuals covered by this agreement who have at least thirty (30) years of service in the

Kingston School District, or (+1,200) if the member has participated in the Alternative Longevity Plan.

APPENDIX A-4

KINGSTON NURSES SALARY SCHEDULE

NURSES

 

2012-2013

2013-2014

2014-2015

1.

40059

41161

42602

2.

41620

42765

44261

3.

43181

44368

45921

4.

44741

45972

47581

5.

46302

47575

49240

6.

47603

48912

50624

7.

47864

49180

50901

8.

47864

49180

50901

9.

48124

49447

51178

10.

48124

49447

51178

11.

48384

49714

51454

12.

48384

49714

51454

S-1*

48634

49964

51704

S-2*

48884

50214

51954

S-3*

49134

50464

52204

S-4*

49384

50714

52454

* Step S-l (+$250) shall be paid to individuals covered by this agreement who have at least fifteen (15) years of service in the Kingston School District.

*Step S-2 (+$500) shall be paid to individuals covered by this agreement who have at least twenty (20) years of service in the Kingston School District.

*Step S-3 (+$750) shall be paid to individuals covered by this agreement who have at least twenty-five (25) years of service in the Kingston School District.

*Step S-4 (+$1,000) shall be paid to individuals covered by this agreement who have at least thirty (30) years of service in the Kingston School District.

APPENDIX B

KINGSTON SCHOOL DEPARTMENT

KINGSTON, MA 02364

TO:            School Committee or its Designee

FROM:      Name: __________________________

Position: _________________________________

School: __________________________________

This is to notify you that I plan to take ____ day(s) of personal business leave commencing ________________________(date) in accordance with the provision of Article XV of the contract between the Kingston School Committee and the Kingston Teachers Association.

____________________________________________________________________________________

____________________________________________________________________________________

____________________________________________________________________________________

____________________________________________________________________________________

____________________________________________________________________________________

In the event that a teacher requests additional days beyond the two (2) days granted under the contract, the teacher must give an explanation along with the request to the Superintendent for such additional day(s).

Explain:______________________________________________ _______________________________

____________________________________________________________________________________

All requests for personal business days should be submitted to the Principal's office at least two (2) days in advance, unless an emergency occurs.

Teacher: __________________________________

Principal: __________________________________

Date: ______________________________________

APPENDIX C

TEACHER PERFORMANCE STANDARDS

FOR THE

KINGSTON SCHOOL DEPARTMENT

A.        STATEMENT OF PHILOSOPHY

This evaluation program was developed with a commitment to providing students with the highest quality instruction possible. An open and honest communication between the evaluator and the teacher should function as a major component in accomplishing this goal. This process must be conducted in a positive, constructive, and supportive manner.

B.         GENERAL OBJECTIVES OF EVALUATION

•    To improve the quality of classroom instruction.

•    To promote the professional growth of staff.

•    To enhance communication between evaluators and teachers.

•    To foster professional satisfaction among the teaching staff.

•    To accumulate data in an objective, accurate manner as a prerequisite for personnel decisions.

•    To verify that district educational goals and curricula are being implemented and achieved.

C.   TEACHER PERFORMANCE STANDARDS

[Principles I - VII from the Commonwealth of Massachusetts Board of Education documents entitled: PRINCIPLES OF EFFECTIVE TEACHING AND EXAMPLES OF DESCRIPTORS]

D.        EVALUATION PROCEDURES

1.       Frequency of Evaluation

Assessment of performance is recognized as the most important strategy to be utilized in promoting and maintaining the highest quality educational experiences and opportunities for our students. Such assessment, in addition to promoting professional growth, shall be based on teacher performance in the classroom, within the school building, and within the profession. As such, the following represents the minimum number of formal evaluations to be performed for the benefit of the school's teaching personnel:

a.           Teachers serving WITHOUT Professional Status

(1)        Year #1 of Employment

In year #1 of employment in the schools, teachers will be formally observed three (3) times. Additionally, a year-end summary evaluation will be completed and presented to the evaluatee for signature by June 1.

(2)        Year #2 and #3 of Employment

In years #2 and #3 of employment in the schools, teachers will be formally observed two (2) times. Additionally, a year-end summary evaluation will be completed and presented to the evaluatee for signature for June 1.

b. Teachers serving WITH Professional Status

Teachers with Professional Status will be evaluated over a two-year cycle. However, teachers on Professional Teacher Status not performing satisfactorily will be excluded from this requirement. The cycle will include three phases: goal setting (including a conference between the evaluatee and ©valuator during the first year of the cycle); formal observation (or mutually agreed upon alternative assessment method) during the second year of the cycle; and a summative evaluation at the end of the two-year cycle. At the elementary level this summative evaluation will be prepared by the building administrator and presented to the evaluatee for signature by June 1. At the secondary level the summative evaluation will be prepared by the coordinator and/or administrator with input from the building administrator and presented to the evaluatee for signature by June 1.

c.  Teachers serving at more than One School Site

Teachers who serve in more than one school site will be assigned an evaluator annually by the Superintendent. Such assignments will be annually communicated by the Superintendent to the teachers so impacted. The evaluator will author the observations/summative evaluations of such personnel in conjunction with other supervisors under whom the teacher serves.

E.   OTHER EVALUATION FACTORS

1.           A pre-observation conference will be held not more than five (5) school days prior to the observation.

2.         A copy of the final observation document will be provided by the evaluator to the evaluatee within five (5) school days of the post-observation conference.

3.         Evaluatees are required to sign formal observations/summative evaluations. Their signature implies that the evaluatee is aware of and has read the observational/summative evaluation. It does not imply consent with the content.

4.         If so desired, evaluatees may attach statements to their formal observations/summative evaluations. Such statements shall be submitted to the evaluator within five (5) school days of receipt of the observation/summative evaluation. These statements may serve to qualify, confirm, or rebut statements made by the evaluator.

5.         All timelines with respect to the pre-observation conference, the observation period, the post-observation conference, and the return of a signed copy of the evaluation will be adhered to except where there are extenuating circumstances.

6.         Optimally, classroom observations will be made over a full class period. However, observations may be less than a full class period in duration, but not less than thirty (30) minutes, provided that the evaluator was present from the beginning of the class period, unless it is mutually agreed that the evaluator remained for a sufficient time to observe the sequence of the lesson. A teacher will not be observed for more than one class period in a given day unless mutually agreed.

7.         Through mutual agreement, teachers may be evaluated through alternative assessment methods including but not limited to portfolios, journals, goal setting, and multiple class visits.

8.         Plan of Assistance:

Any narrative which indicated that a standard(s) has not been satisfactorily met could become the focus of a Plan of Assistance. The Plan of Assistance shall be written by the evaluator with the input of the evaluatee at the post-observation conference or a subsequent conference held for that purpose. The Plan of Assistance process shall begin upon the completion of this conference,

The Plan of Assistance shall include the following documentation:

a.        State the problem(s)

b.        Provide suggestions/strategies for improvement

c.        Establish timelines whereby the standard shall be met

d.        State possible consequences if the standard is not met

e.        State the criteria to be used in determining if the standard has been met

As the ultimate goal of a Plan of Assistance is improved performance, and with the recognition that improvements are generally made in incremental steps, not more than one (1) Plan of Assistance shall be written per evaluation cycle.

Teachers whose evaluations indicate a need for improvement may have additional observations scheduled.

F.         GENERAL

1.        It is the responsibility of the Superintendent of Schools to ensure that both evaluators and teachers have training in the general principles of supervision and evaluation and that evaluators have or have available to them expertise in the subject matter or area to be evaluated. Evaluations will be conducted by any or all of the following:

Superintendent, Assistant Superintendents, Principals, Assistant Principals, Coordinators/Directors, and/or Administrator of Special Education.

2.        The evaluation process shall be free of racial, sexual, religious, and other discrimination as defined by state and federal law.

G.        EVALUATION INSTRUMENTS

The following pages contain the Observation/Evaluation Form and Year-End Summary Evaluation Form.

CLASSROOM OBSERVATION and TEACHER EVALUATION REPORT

Department: ________________________________________________

Teacher: ____________________________Building__________________________________________

Date: ______________Period of Day: _____ Assignment:________ _______________________________

Course/Level/Grade

Time:                From:____ ______________________ To:______ ______________________

Please refer to the Principles of Effective Teaching

A.        Description/Objectives of Lesson:

____________________________________________________________________________________

____________________________________________________________________________________

B.         Critique of Lesson:

____________________________________________________________________________________

____________________________________________________________________________________

C.         Commendations:

____________________________________________________________________________________

____________________________________________________________________________________

D.        Recommendations:

____________________________________________________________________________________

____________________________________________________________________________________

Evaluator's Signature: ____________________________________ Date______________

Teacher's Comments:

____________________________________________________________________________________

____________________________________________________________________________________

____________________________________________________________________________________

Teacher's Signature: _____________________________________ Date_____________

SUMMATIVE EVALUATION REPORT FORM

Name: __________________________________________________________________

Evaluation Period:          From: ________________   TO: ________________________

School: _____________________________ Assignment: _________________________

Evaluators: __________________________________________________________________________

____________________________________________________________________________________

____________________________________________________________________________________

____________________________________________________________________________________

____________________________________________________________________________________

Signature: ___________________________________ Date:_____________

Teacher's Comments:

____________________________________________________________________________________

____________________________________________________________________________________

____________________________________________________________________________________

____________________________________________________________________________________

Teacher's Signature:_____________________________________Date:_____________