Lee

Show detailed information about district and contract

DistrictLee
Shared Contract District
Org Code1500000
Type of DistrictMunicipal K12
Union AffiliationMTA
Most Recent DocumentContract
Expiring Year2013
Expired Status
Superintendency Union
Regional HS Members
Vocational HS Members
CountyBerkshire
ESE RegionBerkshires
Urban
Kind of Communityrural economic centers
Number of Schools2
Enrollment839
Percent Low Income Students33
Grade StartPK or K
Grade End12
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AGREEMENT

 

 

BETWEEN THE

 

 

LEE EDUCATION ASSOCIATION

 

 

AND THE

 

 

LEE SCHOOL COMMITTEE

 

 

 

 

 

 

 

 

 

 

 

AUGUST 30, 2010 - AUGUST 31, 2013


AGREEMENT BETWEEN THE LEE EDUCATION ASSOCIATION AND THE

LEE SCHOOL COMMITTEE

 

AUGUST 30, 2010 - AUGUST 31, 2013 *

 

* Reference to Article XXXIII, Duration, Section A

 

ARTICLE I RIGHTS OF THE COMMITTEE

 

Subject only to the limitations contained in this Agreement and statutes, the Committee retains the exclusive right to manage its business including (but not limited to) the right to determine the methods and means by which its operations are to be carried on, to assign and direct the staff, and to conduct its operations in an effective manner.

 

As the legislative body charged with the efficient and economical operation of the Lee Public Schools, it is acknowledged that the Committee has the final responsibility of establishing the educational policies of the Lee Public Schools.

 

ARTICLE II

RECOGNITION

 

Section A.     This Agreement is made and entered into by the Lee School Committee

(hereinafter referred to as the Committee) and the Lee Education Association (hereinafter referred to as the Association) for the purpose of collective bargaining, with respect to wages, hours and other terms and conditions of employment. The Committee recognizes the Association as the exclusive representative of all employees of the Committee as such employees are defined in Chapter 150 E, Section I of General Laws of the Commonwealth of Massachusetts:

Unit A: All duly-appointed teachers, including guidance personnel, house building teacher, Title I teachers, school nurses, librarians, dean of students, school psychologist, but excluding all other employees of the system. This unit is represented by the L.E.A.

 

Section B.     Before the Committee adopts a policy that affects teachers' wages, hours and other terms and conditions of employment, the Committee will notify the Association in writing, by letter sent to the President, of its intentions prior to implementation of such policy.

Section C.     The Association will have the right to negotiate with the Committee concerning such change as provided in Section B, and provided it files such request with the Committee within ten (10) days after the receipt of said request.

 

Section D. Any agreement reached by the parties as a result of this Article will be reduced to writing and will be signed by the Committee and the Association and will become an addendum to this Agreement.

 

ARTICLE III SCOPE

 

The Committee will carry out the commitments contained herein and give them full force and effect. The Committee will amend its administrative regulations and/or policy statement and take such other legal actions as may be necessary in order to give full force and effect to the provisions of this Agreement.

 

If any provision of this Agreement or any application of this Agreement to any employee or group of employees as classified in Article II of this Agreement shall be found to be contrary to law, then such provision or application shall not be deemed valid and subsisting, except to the extent permitted by law, but all other provisions or applications of the Agreement will continue in full force and effect. The parties will meet not later than fifteen (15) calendar days after any such finding for the purpose of renegotiating the provision or provisions affected.

 

ARTICLE IV

GRIEVANCE PROCEDURE


Section A.

Definition

 

1. A grievance is any claim by the Association, or a teacher, in writing that there has been a violation, misinterpretation or misapplication of the terms of this Agreement; a violation of its or their right to fair treatment under the terms of this Agreement.

 

2. An arbitral case is one that involves the interpretation, meaning, violation, or application of the provisions of this Agreement.

 

3. Days shall mean school days during the school year and when the office is open for business during the summer months.

 

Section B.    Time Limits

 

All time limits herein shall consist of school days. The number of days indicated at each level will be considered a maximum and every effort will be made to expedite the process. Meetings conducted for the purpose of grievance resolutions at levels 1 through 3 shall commence between the hours of 7:00 A.M. and 8:00

P.M., Mondays through Fridays. The meeting times may be altered only upon mutual agreement in writing.

Section C.     Association Representation

Representation chosen by the Association shall be present for any meetings, hearings, appeals or other proceedings relating to a grievance which has been formally presented. Nothing herein contained will be construed as limiting the right of any party having a grievance to discuss the matter informally with their supervisor and having the grievance adjusted without intervention of the Association, provided the adjustment is not inconsistent with the terms of this Agreement, and further, that no party shall be required to discuss any grievance except in the meetings provided below and where his/her representative is present.

Section D.     Purpose

1.                  The purpose of this procedure is to secure, at the lowest possible level, solutions to the problems which may arise affecting the wages, hours, and conditions of employment of members of the bargaining unit who are covered by this contract.

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.

Section E.     Procedure

Since it is important that grievances be processed as rapidly as possible, the number of days indicated at each level should be considered as maximum, and every effort should be made to expedite the process. However, the time limits specified may be extended by mutual agreement in writing. The School Committee or its agent will respond, in writing, to all grievances. Upon receiving a timely response, any grievance not forwarded to the next level by the Association within the time limits will be deemed to have been dropped and not eligible for consideration at the next level. A grievance may be submitted:

1.                  School Year: No later than twenty (20) school days from the date of the individual's or Association's awareness of the grievance.

2.                  Summer Months: No later than twenty (20) school days from the first workday of the following September.

 

Informal Stage:

 

A teacher with a grievance will first discuss it with his/her immediate supervisor, either directly or through the Association's representative, with the objective of resolving the matter informally. The teacher will initiate this stage of the grievance procedure within the time frames listed above (E 1. and 2.) There will be no time limit for resolving the grievance at this level. If, according to the Association or the supervisor, insufficient progress is made during the informal stage, or the informal stage is deemed to be inappropriate by either party, the supervisor or the Association can elect to initiate Level 1 at any time.

 

Level 1: If the complaint is not resolved in the informal meetings, then the employee or the Association may present the grievance in writing to the supervisor who will arrange a meeting with the Association within five (5) school days of the receipt of the written grievance. The Association's representative, the supervisor, and the aggrieved teacher shall be present for the meeting. The supervisor must provide a written reply to the aggrieved teacher and the Association within five (5) school days of the meeting.

 

Level 2: If the grievance is not resolved in Level 1, then the Association shall refer the grievance to the Superintendent within five (5) school days of the written reply of Level 1. He/she shall arrange for a meeting with the Association's representative(s), and/or the aggrieved employee when possible and provide a written reply within five (5) school days of his/her receipt of the appeal in an effort to resolve the grievance.

 

Level 3: If the grievance is not resolved in Level 2, the Association will arrange for a meeting between the Association's representatives and a subcommittee of the School Committee to take place at a mutually agreeable time the but not later than fourteen (14) school days after receipt of a written request from the Association to bring the grievance to Level 3.

 

Upon the conclusion of the hearings, the Committee will provide the Association with their written decision within five (5) school days. Each party shall have the right to include on its representation such witnesses and counselors as it deems necessary to develop facts pertinent to the grievance. All Level 3 grievances will be held in executive session unless mutually agreed to be held in open session.

 

Level 4: If either party is not satisfied with the disposition of the grievance at Level 3, then the Association may submit the grievance to final and binding arbitration under the rules of the American Arbitration Association which shall act as the administrator of the proceedings. If a demand for arbitration is not filed within fifteen (15) school days of the date for the School Committee's Level 3 reply, then the grievance will be deemed withdrawn. Neither the School Committee nor the Association will be permitted to assert any grounds before the arbitrator which were not previously disclosed to the other party. The arbitrator shall have no power to alter the terms of this Agreement. However, it is agreed that the arbitrator is empowered to include in any award such financial reimbursements as he/she judges to be proper to either party. The award and

decision made shall be final and binding upon the School Committee, the Association and the aggrieved employee.

 

Each party shall bear the full costs for its representation in the arbitration and the remaining costs will be shared equally between the parties.

 

Section F.      The Association and the School Committee agree to the creation of a Resolutions Committee whose sole purpose shall be to investigate mutually agreed to items pertaining to the contract. Serving on this Committee shall be the Superintendent or his/her designee and one (1) additional appointee from the Committee, and the President of the Association or his/her designee and one (1) additional appointee from the Association.

 

Section G.     General Provisions -

 

The Committee acknowledges the right of the Association to participate in the processing of a grievance at any level. Provided the parties agree, Level 1 and/or Level 2 of the grievance procedure may be passed and the grievance brought directly to the next step. No reprisals of any kind will be taken by the School Committee or its agents against any teacher because of the participation in this grievance procedure or by any teacher against the School Committee and the Superintendent of Schools. All documents, communications and records dealing with the processing of the grievance shall be filed separately from the personnel files of the participants.

 

The School Committee and the Association will cooperate with each other in the investigation of any grievance and, further, will furnish to each other such information, if available, as required for the processing of any grievance. Grievance meetings and the investigation of the same will normally take place outside of school hours. Arbitration meetings will be held outside of school hours.

 

ARTICLE V

TEACHERS' HOURS AND WORKLOAD

 

Section A.     The Committee and the Association acknowledge that a teacher's primary

responsibility is to educate the student. The Committee agrees not to expand existing non-teaching duties during the duration of this Agreement.

 

Section B.      1.       The present student day will not be lengthened. The workday of classroom teachers at Lee Middle and High School will begin five (5) minutes before the starting time of their first assigned class (Elementary School five (5) minutes before the start of the contracted hours of the formal school day) and will end when their professional duties are completed.


2.       The sixth teaching period is voluntary. Teachers and specialists may only be assigned after volunteering. The sixth teaching period may only be given by their respective building principal with the approval of the Superintendent.

Each teacher and specialist assigned to a sixth teaching period shall receive a statement signed by the building principal detailing the assignment and the amount of the stipend to be paid.

 

The stipend for the current contract shall be $5000.

 

Section C. Teachers will be available after school for extra help and/or parent conferences on a regularly scheduled basis, if a need exists, excluding Friday and the day before a holiday.

1.                  A schedule will be developed by both the teachers and the administrators so as to avoid conflicts.

2.                  Teachers will schedule appropriate time and number of students and/or parents to be present.

3.                  If no need exists on a regularly scheduled day for any teacher, said teacher may leave after reporting the lack of need to the proper administrative office.

 

Section D. The work year for teachers will include days when the students are in attendance, the day before school opens, and two professional development days, except that teachers new to the system will be required to attend additional days to fulfill the requirements set forth in the mentor teacher program article.

 

Section E      Teachers will have a duty-free lunch period of thirty (30) consecutive minutes.

 

Section F.      Teachers in grades pre K-6 will have five (5) planning periods per week not to exceed one planning period per day. When appropriate, one of the five planning periods per week will be a grade level common planning time. Kindergarten teachers will be given planning time when a specialist, as defined by the contract, is with the class. When curriculum initiatives are required, additional common planning time will be provided.

 

Section G. Teachers in grades 7-12, including specialists, will have five (5) planning periods weekly not to exceed one (1) in any one day.

 

Section H.     Teaching Assignments -

 

Planning periods are to be used for the planning or completion of professional tasks, and are not to be thought of as a "free period." Each Unit A member is provided a duty free lunch, which may be used for personal business within the building or out of the building with permission of the appropriate supervisor.

 

1.       In the elementary school in any grade level that is departmentalized,

teachers will not be assigned more than five (5) preparations per day. For the purpose of this section (1) penmanship and spelling will be counted as one preparation.

 

2a.     Teachers in grades 7-12 will not be assigned more than four (4)

preparations per day, provided, however, five (5) preparations will be allowed in order to avoid the lay-off or diminishment of a full-time teacher. If a teacher agrees to (5) preparations per day no administrative assignment will be given.

 

2b.     A normal day for grades 7-12 shall not exceed 240 minutes plus an

administrative assignment period. When it is necessary to assign a sixth teaching period, fair and equitable treatment will be the basis for such an assignment.

3.                  No department will be reduced in staff while a member of that department has a sixth teaching-class load.

4.                  This provision will by no means interfere with team teaching or voluntary innovative practices.

 

At the elementary level three minutes passing time will be provided for students to pass to and from specials.

 

Section I.      The daily schedules for teachers who are assigned to more than one school will be arranged so as to minimize the amount of their inter-school travel. Such teachers will be notified of any changes in their schedules not later than the last day of school. All teachers who are required to use their own automobiles in the performance of their assignments shall receive reimbursement for such use at the prevailing Town of Lee rate.

 

Section J.      Release Time -

 

Release time will be granted upon program approval by the Superintendent of Schools.

1.                        Students will be released in accordance with times set by the Superintendent of Schools.

2.                        The agenda for these meetings will be posted forty-eight (48) hours in advance.

Release time programs for professional development will not lengthen the teacher's normal work day.

4.                        The release time for parent conferences will be from 1:00 to 4:00 p.m. The parties may conduct an annual review of the parent conference schedule.

5.                        On release time days, the student day will consist of an abbreviated schedule that does not reduce the regular number of class periods. The parties may conduct an annual review of the abbreviated schedule.

 

Section K.     Teachers will be notified by the last day of the school year of their programs,

room assignment, and schedules for the coming year. This notice will include the school to which they will be assigned, the grades and/or subjects they will teach and any special or unusual classes. Any teacher whose program, room assignment or schedule is by necessity changed, will be notified as soon as possible but in no case later than August 15. It is understood that any change resulting from the unscheduled departure of any staff member that necessitates teacher realignment or reassignment will not pertain to this section.

 

Section L.      1.       Teachers will not be required to attend more thanfifteen (15) meetings

during any one school year. Such meetings will not exceed one (1) hour in length and shall not be scheduled on Fridays or days prior to holidays. Attendance to all other meetings will be at the option of the individual teacher. Teachers will be notified of all meetings at least forty-eight (48) hours in advance.

2.                  These meetings will include general faculty meetings (Pre K-12) and any subgroup thereof.

3.                  Excluded from these meetings will be the general faculty meetings held by the Superintendent on the day prior to the start of the school year.

 

4.      Meetings will begin as soon as possible after the dismissal time of the students.

 

Section M.     Teachers may be required to attend two (2) evening meetings devoted to open houses or parent conferences. If additional evening meetings of this nature are required, then each teacher shall be paid per diem for their time. The superintendent or his/her designee shall make clear which meetings beyond the contractual two (2) meetings are required and/or which are requested. No Unit A member shall be disciplined in any way for failure to attend a requested meeting.

 

Section N. The School Committee recognizes that class size is an important factor in good education and will insure that the size of classes will be the most beneficial for both pupil and teacher and the needs of the Lee Public Schools.

Teachers shall not be required to perform the following duties: collecting money or acting as a substitute teacher.

 

Section P.      A teacher may engage in new and strictly voluntary pilot programs allowing for flexible scheduling of courses outside of the standard operating hours and including extended periods both within and outside of the regular school day, provided there is no diminution or layoff of a Unit A member resulting from these voluntary programs. Additionally, it is recognized and agreed that the teaching time of Unit A members will not be increased as a result of these changes. The Superintendent will meet and confer with teachers, LEA representatives and others involved or interested in these programs.

 

These voluntary programs will be reviewed annually prior to scheduling for the next academic year. This section of Article 5 will be seriously reviewed at the beginning of negotiations for a successor contract.

 

ARTICLE VI

SICK LEAVE

 

Section A.     Each teacher will be allowed up to fifteen (15) days sick leave with full pay, these days to be cumulative, if not used, to one hundred and eighty (180) days. Additional sick days may be granted at the sole discretion of the Superintendent. Leave taken under this section requires at least one-half (1/2) hour notice prior to the starting time of the teaching day to the proper administrator.

 

An Employee may use accrued sick leave when his/her spouse, parent, child, or other member of the immediate household is seriously ill and he/she must be absent to assist the individual.

 

Section B.     To be entitled to pay for sick leave of five (5) or more successive school days, a teacher shall submit to the principal a written statement from a physician affirming that ill health or disability makes absence necessary.

 

Section C.     The teacher shall be allowed to apply sick leave concurrent with child rearing

leave when certified by a doctor separate from any other leave provided for in this agreement for time that a doctor certifies said teacher to be disabled from the birth of a child. The teacher must submit documentation that verifies such a disability.

 

 

ARTICLE VII

LEAVE OF ABSENCE WITH PAY

 

Section A. 1. Teachers will be paid for up to five (5) consecutive work days for a death in the family.* Such days to begin with either the day of death or day of the funeral at the teacher's discretion.

*Mother, Father, Sister, Brother, Spouse, Child, Grandchild, Mother-in-Law, Father-in-Law, a member of the teacher's household.

Section B. 1. Teachers will be paid for up to three (3) consecutive work days for a death in the family.* Such days to begin with either the day of death or day of the funeral at the teacher's discretion.

*Grandparent, Son-in-Law, Daughter-in-Law, Sister-in-Law, Brother-in-Law.

2. Teachers will be paid for one (1) day for the death of an Aunt, Uncle, Niece, or Nephew. Said day to begin with either the day of death or day of the funeral at the teacher's discretion.

 

Section C.     Association Representatives will be granted a paid leave of absence to attend Massachusetts Teachers' Association and/or National Education Association Conferences and/or Conventions, provided that the total amount of time taken by all such representatives will not exceed five (5) days per school year. Days beyond two (2) in any year will be subject to approval of the Superintendent and related to the advancement of Association business.

 

Section D.     Teachers, at the discretion of the Superintendent, may be granted professional days by giving the Superintendent one (1) week notice in writing and indicating how his/her teaching will benefit from such a visit.

 

Section E.      Court Service - During absence for jury duty or pursuant to a subpoena for jury duty, regular pay will continue, which will be an amount when added to compensation paid by the court will not exceed a teacher's regular salary for the period of absence.

 

Section F.      FMLA Leave for Serious Health Condition

1.                  An eligible teacher shall apply in writing for such leave at least three (3) calendar days in advance of such leave, unless extenuating circumstances prevent such notice, in which case the teacher shall provide as much notice as possible. As part of the application, the teacher shall submit a Department of Labor certification of a health care provider. Copies of this form are available from the Superintendent's office.

2.                  While a teacher is on approved FMLA leave, the Committee shall continue its contribution toward the teacher's health insurance, if the teacher is insured through the school department provided that the teacher makes timely contribution toward the health insurance premium. The FMLA leave shall be with pay only to the extent of available sick leave

pay.

 

3.         The teacher shall utilize all sick leave and personal day leave concurrently
with the FMLA leave.

Prior to a teacher's return from FMLA leave related to his/her own serious health condition, the Superintendent may require a fitness for duty certificate from the teacher's health care provider.

 

Section G. Personal Days

1.                        In each school year, the teacher shall be granted up to two (2) days of leave for imperative personal business or legal obligations that normally cannot be attended to outside of school hours and are not inconsistent with Article VII, Section E. Requests for such leave must be made in writing to the principal as early as possible, but not less than three days before such absence occurs except in emergencies. Teachers will be allowed to take one-half (0.5) days of personal leave. Administrative discretion will be used in emergency situations.

2.                        No personal leave will be granted for the sole purpose of extending a holiday or vacation period, nor shall personal leave be taken during the first or last five (5) days of the school year unless the approval of the Superintendent is obtained. The decision of the Superintendent shall be final and shall not be subject to review.

3.                        Teachers may receive up to three (3) days leave without loss of pay for required observance of recognized religious holidays/religious rites and when such observance is not possible outside the school day.

 

ARTICLE VIII

LEAVE OF ABSENCE WITHOUT PAY


Section A.     1.


Public Service


 

A leave of absence without pay of up to two (2) years will be granted to no more than 2% of the Unit A members who join the Peace Corps, Vista, Action, Massachusetts Teachers' Corps, Exchange Teacher or other similar public interested programs as a full time participant subject to conditions as stated in Section B.

 

2.       Military Service -

 

Military Leave will be granted according to the provisions of federal law and M.G.L.A. Chapter 33, Section 59. A teacher who is absent for military training duty in the Reserve Component of the Armed Service shall be paid the difference between school pay and government pay in connection with the first eleven (11) scheduled working days of absence, in any one calendar year. When an employee is required to meet these training obligations twice within the same calendar year, due to the

overlap between fiscal and calendar years, the difference between school pay and government pay may be paid for both training periods, except that the total amount of the difference paid over a period of two (2) consecutive calendar years shall not exceed the equivalent of two (2) weeks for each calendar year during the same period.

 

For these purposes, Government pay will include basic pay, pay for special or hazardous duty, quarters allowance, plus any other family allowance provided by law.

 

School pay will include all items of the salary schedule except extra curricular.

 

A teacher who has been drafted or is a reservist called to active duty upon discharge or release from active duty may within a reasonable period of time thereafter return to the employ of the Committee. Such teacher will be assigned to the position he/she had previously held at the time of the leave, if available. If the position previously held is not available, he/she will be assigned to a position that he/she is certified or qualified for in the judgment of the Superintendent of Schools. All benefits accumulated at the time of the leave will be restored. Teachers will return at the salary step that he/she was on at the time of the leave. No step advancement will be made until the full year of experience on the step that they were on at the time of the leave of absence is completed. No additional salary will be given because of the length of the leave.

 

3.      Family Leave of Absence

 

a.       A family leave of absence without pay shall be granted upon

request to any employee for the purpose of giving birth to and/or rearing a newly born infant. Further, a family leave of absence shall be granted upon request to any qualified employee for the purpose of adoption, the foster placement, and/or rearing, of a newly adopted, or newly placed foster child, seven (7) years or younger, or in the case of a child who is physically or mentally disabled, twenty-two (22) years or younger.

 

In order to qualify for the family leave of absence:

 

(1).     Be employed for ninety (90) days in the Lee School system.

 

 

(2).     As soon as practicable after the female teacher determines that she is pregnant, she shall inform the building principal.


(3).     The teacher must intend to return to work at the conclusion of the leave of absence.

 

 

(4).     The teacher shall notify the Superintendent, in writing, at least 45 school days prior to the probable date said leave or disability is to commence or as soon as is practicable. At the time of the notification, the teacher shall select, in writing, one of the following options, if applicable:

 

 

(a).     Such leave will commence at the arrival of the natural, adoptive or foster child and end no later than the start of the school year next after the start of the school year following the commencement of the leave. The teacher may choose to end the leave either in the September following the arrival or the next September at his/her choice. However, such leave may not end during a school year unless approved in writing by the Superintendent. Should a situation arise that negates the necessity for such a leave, a teacher may cancel such leave by notifying the Superintendent of Schools of such intent. The teacher may return to work as soon as arrangements can be made to provide a position for such teacher.

(b)               Leave of twelve (12) weeks duration pursuant to the Family Medical Leave Act of 1993 (FMLA leave), is dependent upon the teacher's eligibility. A female teacher is entitled to use sick leave benefits for certified disability resulting from childbirth and recovery there from during the period of this leave. If the teacher is not eligible for FMLA leave, but does want an extended leave of absence, she is entitled to leave the length of her disability period, or eight (8) weeks leave pursuant to G.L. c. 149, §105D.

(c)               After three (3) years continuous employment a teacher whose FMLA leave has or may expire before the teacher can return to work may be granted a leave of absence for up to one (1) year for a physical disability. Requests for such leave or requests for return must be supported by appropriate medical evidence from a doctor selected at the discretion of the Superintendent. This leave is


subject to conditions as stated in Article VIII, Section 5.

 

(d).     After three (3) years continuous employment a

teacher may be granted a leave for the purposes of caring for a sick member of the teacher's immediate family. Subject to conditions as stated in Section A 3 (4). Time restrictions can be waived in emergency situations. It is understood, however, that thirty (30) days notice will be given under normal circumstances.

 

b.         While an employee is on paid sick leave or FMLA leave or G.L. c.
194, Section 105D leave, the Committee shall continue its
contribution toward the teacher's health insurance premium,
provided that the teacher makes timely payment of his/her
contribution toward the health insurance premium. The teacher
shall continue to accumulate credit and salary advancement credit.
A teacher on an unpaid, non-FMLA leave of absence may continue
his/her insurance coverage during the leave of absence provided
that he/she pays 100% of the monthly premium.

 

 

c.         Notice of Return to Work

 

 

(1).     Extended leave: A teacher on an extended leave pursuant to Section 1 above shall notify the Superintendent by March 1 (if he/she were scheduled to return at the beginning of the school year) whether or not he/she is going to return to work at the beginning of the school year.

 

 

(2).     FMLA Leave: A teacher on FMLA leave under this

Section 5 shall notify the Superintendent at least four (4) weeks prior to his/her scheduled date of return from leave whether or not he/she intends to return to work.

 

4.       a.       Applications for Leave under this Article VIII will be submitted in writing to the Superintendent of Schools, at least thirty (30) days prior to the intended leave. Superintendent will respond to such request within fifteen (15) days of receipt of the request.

 

Upon return from a Leave of Absence, a teacher will be assigned to the position he/she had previously held at the time of the leave, if available. If the position previously held is not available, he/she will be assigned to a position that he/she is certified or qualified for in the judgment of the

Superintendent of Schools. All benefits accumulated at the time of the leave will be restored. The teacher will return at the salary step that he/she was on at the time of the leave. No step advancement will be made until the full year of experience on the step that they were on at the time of the leave of absence is completed. No additional salary will be given because of the length of the leave.

 

ARTICLE IX

ASSIGNMENTS AND TRANSFERS

 

Section A.     Teachers who desire a change in the nature of their assignments may request a transfer to a different building, grade and/or subject area if qualified or certified, by April 15 of the school year. All requests will be acknowledged in writing by May 15 of the school year in which the request was made; and if the request is denied, reason for the denial will be given. All requests for transfers will remain in force and a copy placed in the teacher's personnel file until the teacher retracts the transfer request.

 

Section B.     When, in the judgment of the administration a transfer is necessary, a teacher will be assigned to the position only by experience, qualification and certification.

 

Section C.     Notice of a transfer will be given to a teacher or teachers, in writing within seven (7) calendar days from the time the decision to transfer is made, which will include a meeting with the teacher or teachers to inform them of the reasons for the transfer. Final notification will be in writing within seven (7) calendar days of the meeting.

 

Section D.     When a transfer is necessary, teachers who have submitted requests for transfers will be considered first.

 

ARTICLE X

VACANCIES AND PROMOTIONS

 

Section A.     The Superintendent of Schools shall post in all school buildings, and send a copy to the Association, notices of all vacancies, including promotional positions not covered by this Agreement. Vacancies shall be posted for ten (10) days. During the summer recess, postings will be the same as above except notice will be sent to all officers of the Association. Such notices shall include a job description, statement of qualifications, salary range, and the date by which candidates must

apply.

 

The Superintendent may, at his/her discretion, simultaneously advertise vacancy notices outside the Lee Public Schools. A notice will be sent to any teacher (during the summer recess) who indicates in writing that he/she desires to receive said notice. This request must be renewed annually.

Section B.     Vacancies may be filled on a temporary basis (substitute) during the posting period. Temporary appointments shall not extend beyond 120 days unless mutually agreed upon by the Superintendent and the Association. Vacancies are filled on a temporary basis to permit continuity within the school system.

 

Section C.     In filling non-promotional vacancies, teachers whose request for transfer are on file in the Superintendent's office pursuant to Article IX-A, will be considered along with those candidates who apply under the Section A posting(s).

 

Section D.     All vacancies shall be filled on the basis of experience, qualifications and

certification. If these criteria are relatively equal, then length of service to the Lee Public Schools shall prevail. All qualified internal candidates will be granted an interview.

 

Section E.      This article shall not apply in cases where a vacancy can be filled by a teacher on recall if said teacher is certified to fill the vacancy.

 

ARTICLE XI

REDUCTIONS IN STAFF

 

Section A.     In the event it becomes necessary to reduce the number of employees or to reduce an employee's work load, included in Article II, employees shall be laid off or have their work load reduced in the inverse order of their initial employment under the following conditions:

 

An employee whose position is eliminated or whose workload is reduced shall either:

1.                  Be transferred to an open position for which he/she is certified or has evidence of certification pending by June 1.

2.                  Replace an employee with lower seniority and where within the school system is an area in which the laid-off or reduced workload employee is certified or has evidence of certification pending by June 1.

3.                  Teachers who choose for economic or other reasons to decline to accept a diminished position shall have recall rights to any open position for which they are certified. Should a diminished position expand to a greater percentage or become full time, the teacher serving in that position shall be retained over employees on recall regardless of seniority.

 

Section B.      Seniority means a teacher's length of service in years, months and days in the

bargaining unit, provided that the seniority of present teachers as of the effective date of this Agreement shall consist of their length of service from their initial date of employment by the Committee. Teachers shall be credited for seniority

purposes with all time spent on any paid leave of absence provided for in this Agreement.

 

Section C.     In cases involving teachers who have identical seniority in the same areas of

certification, preference for retention or recall shall be given to the teacher who has achieved the highest level of training as determined by his/her placement on the salary schedule. Additional approved semester hours will count in making said determination, i.e., M/A + 24 retained over M/A +18.

 

Section D.     Teachers who are to be affected by a reduction in work load or layoff must be notified in writing no later than June 15 of the school year preceding the school year in which the reduction in workload or layoff will take effect.

 

Section E.      Teachers who have been laid off shall be entitled to recall rights for a period of two (2) years from the effective date of their respective layoffs which shall be June 30th. During the recall period, teachers shall be notified by mail, to their last address of record, and given a preference for positions, for which they are qualified, as they develop, in the inverse order of their respective layoffs. Said teachers shall have twenty (20) calendar days to respond, in writing, to be eligible for the positions. All benefits to which a teacher was entitled at the time of the layoff shall be restored in full upon re-employment within the recall period. During the recall period, teachers who have been laid off shall be given preference on the substitute list if they so desire.

 

Section F.      Services normally performed by a person(s) who has been laid off shall not be performed by anyone who is not a teacher in the Lee Public Schools.

 

Section G.     To the extent allowed for by law, laid-off employees may continue group health and life insurance coverage during the recall period as provided by the Committee to members of the bargaining unit by reimbursing the Committee for premium cost. Failure to forward premium payments to the Committee or refusal to return to employment upon recall will terminate this option.

 

Section H.     The Association shall be notified in writing thirty (30) days in advance of all

prospective layoffs and/or reductions in workloads. The Association shall also be notified in writing of all open positions including part time during the recall-period.

 

ARTICLE XII

TEACHER PROTECTION

 

Principals and teachers will be required to report any case of assault on teachers in connection with their employment to the Superintendent. The Superintendent shall acknowledge receipt of such report and shall report this information to the Committee. The alleged assault will be promptly investigated by the teacher's principal and the Superintendent who will report the incident to the proper law enforcement authorities.

The Committee will render all reasonable assistance to the teacher in connection with the handling of the incident by law enforcement, legal or medical authorities. Such assistance shall include, but not be limited to, complying with any reasonable request by the teacher for information in the Committee's possession relating to the incident or the person involved.

 

ARTICLE XIII

PAYROLL DEDUCTIONS

 

Section A.     The Committee agrees to deduct from teachers' salaries money for dues for the recognized local bargaining agent as said teachers individually and voluntarily authorized the Committee to deduct, in writing, and to transmit the monies promptly to such Association or Associations.

 

Section B.     The Association agrees to indemnify and to hold the Committee harmless against any and all claims, demands, suits or other forms of liability that shall or may arise out of or by reason of any action taken by the Committee for the purpose of complying with the provisions of Section A above.

 

Section C.     When authorized individually and voluntarily by a teacher, payroll deductions shall be arranged to permit the making of payments for the teacher's share of insurance benefits provided for in Article XXIII of this Agreement and to permit the continuation of other deductions presently being taken out of such teacher's

pay.

 

Section D      Computer services as follows:

1.                  Massachusetts Teachers Retirement

2.                  Berkshire County Retirement

3.                  Blue Cross

4.                  Tax Shelter Annuity

5.                  MTA Credit Union

6.                  LEA Dues

7.                  Life Insurance

8.                  United Fund

9.                  Savings

10.              Disability Insurance Deductions

11.              Pre-Tax Section 125 Plan

12.              VOTE

13.              Dental Plan

 

ARTICLE XIV

POSITION IN SUMMER SCHOOL, EVENING SCHOOL AND UNDER FEDERAL PROGRAMS

 

Section A.     All openings for the summer school and evening school positions and for

positions under Federal programs will be publicized by the director in each school

building. Teachers who have applied for such positions will be notified of the action taken regarding their applications as early as possible. Summer school and evening school openings will be publicized not later than the preceding June 1 and August 1, respectively; and teachers will be notified of the action taken not later than June 15 and September 15, respectively.

 

Section B.     Positions in the summer school and evening school and positions under Federal programs will be filled first by regularly appointed teachers in the Lee School System provided they have equal qualifications.

 

Section C.     In filling such positions consideration will be given to the following criteria: a teacher's subject area, major and/or minor field, and teaching assignment.

 

Section D.     Teachers will be observed for at least one (1) full period of instruction. The director will discuss his/her observations with the teacher at a mutually convenient time prior to the end of the summer or evening school session.

 

Section E.     An appropriately certified employee who is offered a state or federally mandated summer school or evening school position must accept within five calendar days and shall be paid at the employee's regular hourly rate (per diem) of compensation according to the salary schedule in Article XXXV, Appendix B. If the employee continues in his/her regular school year position into a summer or into an evening school program, the teacher shall be paid at the per diem rate. The rate of compensation provided in any grant funded position shall prevail. All other programs shall be paid at the rate provided in Article XXXVII, Section H, Group F.

 

ARTICLE XV

TEXTBOOKS, PROGRAMS AND INSTRUCTIONAL MATERIALS

 

Section A.     The Committee recognizes that teacher input in the formulation of programs and the selection of instructional materials and textbooks is vital to the educational process.

 

Section B.     In evaluating instructional material and textbooks for purchase, those making the decision shall consult with the teachers who will be expected to make use of said materials and obtain from them a written evaluation of same within thirty (30) calendar days.

 

Section C.     When purchasing materials or textbooks, those making the decision will notify all those who will be expected to make use of the materials or textbooks within a reasonable time after the decision has been made.

 

Section D.     Prior to the change in an instructional program, those making the decision will consult with those affected. In the event that there is disagreement, a written

statement of the objections and alternative recommendation may be submitted to the Superintendent for review.

 

Section E.      Final decision in the selection of textbooks, programs and instructional materials rests with the Superintendent or his/her designee.

 

ARTICLE XVI TEACHER EVALUATION

 

Section A.     The purpose of teacher evaluation is professional improvement. Both teachers and evaluators must keep this goal in mind if the evaluation process is to be carried out in a spirit of professional growth. All teachers will be evaluated in compliance with GLC 15, Section 1 G as amended by Section 4 of Chapter 188 of the Acts of 1985.

 

Section B.     Evaluation of the work performance of a teacher will be conducted openly and with full knowledge of the teacher. The teacher shall be given a duplicate of his/her evaluation and will discuss it with the evaluator. All unsatisfactory evaluations are to be discussed with the teacher within one (1) school week; all other evaluations within ten (10) school days. All evaluation discussions should be used to promote improved performance of the teacher. The teacher shall have the right to answer his/her evaluation in writing if he/she so desires. Teachers must sign their evaluations. Such signatures in no way indicate agreement with the evaluation.

 

Section C.     Evaluations are grievable only to the extent provided in the statutes and only

insofar as the grievant may show he/she has been deprived of due process under this article; and if an employer places in a personnel record information which such employer knows or should have known to be false, then the employee shall have remedy throughout the collective bargaining agreement to have such information expunged. Chapter 149, Section 52(c).

 

Section D.     The teacher evaluation process will be conducted in accordance with the

provisions of the Lee Public Schools Professional Growth and Performance Plan, Appendix I of this agreement.

 

Section E.     All complaints regarding a teacher, requiring investigation, shall be referred to the proper administrator at the lowest possible level in seeking rectification. The teacher will be informed of the identity of the complainant(s) and the complaint will be reduced to writing and a copy given to the teacher as soon as practicable. The teacher will have the right to answer the complaint in writing to the administrator, if so desired.

 

Section F.      The Association recognizes the authority and responsibility on the principal for disciplining or reprimanding a teacher for non-professional performance.

Teachers will have the right, upon written request, to review the contents of their personal file and to make copies of the same.

 

Section G.     If a reprimand is necessary, it shall be done in private and not in the presence of a teacher's class. Upon request the teacher may have Association representation at this meeting.

 

Section H.     There will be only one (1) official record maintained by the Committee or its designee. No material will be placed in a teacher's folder without the teacher's signature. Such signature in no way indicates agreement with the contents thereof. The teacher will also have the right to submit a written answer to such material, and his/her answer shall be reviewed by the Superintendent and attached to the file copy. The Committee or its designee shall have ten (10) school days, after the receipt of material to be filed, to comply with provisions of this section during the school year. During summer vacation this will be done at a mutually convenient time.

 

Section I.      At the time of severance from the school system, a teacher will have the right to indicate those documents and/or other records that the teacher believes to be obsolete or otherwise inappropriate for retention. Said records will be reviewed by the Superintendent and if he/she concurs, they will be destroyed.

 

Section J.      Meetings held under this Article are not part of Article V, Section L.

 

ARTICLE XVII CURRICULUM AND PROFESSIONAL DEVELOPMENT

 

Section A:     Curriculum Development

 

1.      Extended Contracts

 

The Superintendent may offer to teachers an extension of their contract on a per diem basis at 1/183 of their annual salary for in depth projects in curriculum research, development or improved methodology. In order to qualify, the project must meet the following criteria:

 

a.       A meeting in advance with the Superintendent or appropriate
administrator.

 

b.       Working sessions will be determined in advance by the
Superintendent and the teacher selected. Clerical work will also be
scheduled at that time.

 

c.     Present administrators with the final product within thirty (30) calendar days after completion of the project.

d.       Implement and evaluate the findings during the next subsequent
school year.

 

e.       Submit a written report with recommendations within thirty (30)
calendar days after the end of the school year.

 

2.         Curriculum Development

 

From time to time, teachers may be asked to work on curriculum in their area of expertise/certification in an effort to update and advance the instructional needs of the School District. For work completed on a group/ individual basis exceeding the workday/work year parameters of the contract,   teachers shall be compensated at the contracted tutorial rate per hour as specified in Article XXXVII, Appendix D, Section I, Group F, unless otherwise authorized under item three (3) below.

 

3.         Oversight of Curriculum and Professional Development

 

Prior to any request of curriculum work under this article, the LEA will receive notification from the Superintendent. Such notification shall include:

 

a.         Description of curriculum work including designation of extended
contract.

 

b.        Expectations and requirements for the project.

 

Upon receipt of this notification, the LEA president or designee may request a meeting to discuss curriculum work in question. Final determination of Curriculum and Professional Development projects will rest with the Superintendent.

 

4.         Professional Development

 

Teachers are encouraged to participate in professional development activities,   workshops and seminars. When such participation is voluntary, reimbursement will not be provided unless approved in advance by the superintendent. Documentation including activity content, a short report on acquired skills, itemized costs, and proof of attendance must be provided if any full or partial compensation is to be expected.

 

Section B:     Professional Development

 

1.      Professional Development Committee

a.         The members of the Lee Education Association and the Lee School
Committee believe it is in the best interest of the Lee Public
Schools Community for the professional staff, paraprofessional
staff, and administration to work collaboratively in order to
determine professional development activities that best reflect the
needs of individual teachers/paraprofessionals, the instructional
needs of the students, and areas of need as identified in the school
and district improvement plans and other measures of school and
district effectiveness.

 

b.         A Professional Development Committee (PDC) will be formed
each academic year consisting of professional and paraprofessional
staff that must include LEA representation, and school
administrators and the superintendent or their designees. It will
convene as needed to examine research and data, discuss training
needs, and design/modify the annual and long-range professional
development plans for the district. Other work would include, but
not limited to, defining how professional development days are
used, advising the school community of what opportunities exist
outside the district, and assisting teachers with their individual
professional development and/or improvement plans.

 

c.         The minimum number of meetings shall be six: once during the
first two weeks of the school year, once each quarter, and once
during the last two weeks of the school year.

 

d.         Staff membership on this committee will be organized during the
first five days of each academic school year by the LEA and may
include non-LEA members. Staff participation will be completely
voluntary.

 

e.         If the committee were to convene during a regular school day,
administration would provide coverage for staff members as
required.

 

2.       Sabbatical Leave

 

a.         Upon the recommendation of the Superintendent of Schools, the
Committee may grant sabbatical leave for study, travel, curriculum
research, "laboratory" projects or a combination of them.

 

b.         Sabbatical leaves will be available to any member after seven (7)
years of continuous service in the system.

c.         No more than two percent (2%) of the Unit A members, to the
nearest whole number, will be absent on a sabbatical leave at any
one time.

 

d.         The Committee may grant up to a maximum of 100% of the salary
the member would have otherwise received during that year,
exclusive of extra duty differentials.

 

e.         If a grant is received by the member on sabbatical leave, the sum
of the grant and the sabbatical leave pay will not exceed 100% of
that teacher's annual salary.

 

f.         A member who accepts such leave will agree to return to the Lee
Public Schools for a period of three (3) years. In the event that the
staff member does not return for the period stated, he/she will be
required to reimburse the Committee the appropriate portion
advanced for such a sabbatical leave, except in cases of death,
incapacitating illness or other circumstances beyond the control of
the individual.

 

g.         Each member granted a sabbatical leave shall have the right to
return to a position substantially equivalent to his/her former
position. The staff member will be placed on the salary schedule
at the level he/she would have achieved had he/she been in the
system during his/her absence.

 

h.         Requests for sabbaticals must be made in writing no later than
sixty (60) days prior to the date on which a tentative operating
budget for the ensuing year will be formulated. Such requests
must state specifically the purpose of the leave.

 

i.          The Committee will notify the individual, in writing, of their
decision not later than April 15 of the school year preceding the
one in which the leave is to take place.

 

3.       Seminar and Workshop Programs

 

a.          It is the desire of the Committee that its staff remain in constant
touch with the latest developments within their respective fields.

 

b.         Therefore, the administrator(s) may suggest or the teacher(s) may
request that individual teacher(s) attend such programs during the
school year.

 

c.          In such cases that the administrator requests or agrees that a
teacher attend a seminar or workshop, the teacher shall be refunded
fees, mileage and expense incurred in attending these programs, provided the Superintendent of Schools approves such expenditure.

 

4.         Tuition Refund

 

a.       Upon receipt of evidence that a teacher has satisfactorily completed a course with a grade of Pass or B or better, the Committee will refund tuition fees, books and mileage for all courses taken at the request of the Committee or its designee, exclusive of courses needed for certification of non-certified personnel.

 

5.         Fees and Memberships

 

All fees and membership dues for Professional Associations will be reimbursed provided that they are approved by the Superintendent of Schools.

 

ARTICLE XVIII

CHAPTER 766

 

Section A.     Team Evaluations-

1.                          Any teacher who is required to participate in a Team Evaluation will be given at least one (1) week's notice.

2.                          Team Meetings that do not require the presence of regular education staff will be scheduled during the school day whenever possible.

 

 

 

Section B.     Tutorials

 

1.       The SPED Director (at the beginning of each school year or, if necessary, during the school year) will post tutorial positions. Interested teachers will notify the SPED Director, in writing, within five (5) school days of their interest, teaching experience in the area needed and availability. If a tutor is needed immediately the SPED director may fill the position while the posting is open.

 

2.       If, after five (5) school days, there is no interest in tutoring by the teachers within the system, the SPED Director will fill the opening from outside the system.

3.                  Full-Time Certified teachers filling a posted tutorial position shall be paid at the rate provided for in Article XXXVII Group F. Preference will be given to Unit A members.

4.                  If a need arises for specialized in-school tutoring, an agreement regarding qualifications and payment will be reached via the Superintendent and the Lee Education Association.

 

Section C.     Regular Classroom Placement of 766 Students

 

1.       The regular classroom teacher will be required to implement the individualized program prescribed by the Team

 

a.         Paraprofessional assistance will be made available as provided for
in the student IEP.

 

b.         No additional preparation period will be provided.

 

c.         The maximum number of students assigned to any classroom at a
given time will be in accordance with the regulations of Chapter
71B and P.L. 94-142.

 

Section D.     Teacher Training -

1.                  When a need exists, in the judgment of the Superintendent, and a competent instructor(s) can be found, in-service training will be provided for the teacher(s).

2.                  If the additional training requested by a teacher will contribute to that teacher's classroom work in SPED, permission to take a course or courses may be granted by the Superintendent.

3.                  No additional reimbursements beyond movement within the salary schedule will be made for taking SPED courses.

 

ARTICLE XIX

SCHOOL CALENDAR

 

Prior to April 1, the Superintendent shall send the proposed calendar for the following school year to the Association. The calendar will outline the teachers' work year consisting of the preschool professional day(s) and no more than 180 teaching days as outlined in Article V of the Contract. The work year for Unit A members will not commence before the final Wednesday in August and will terminate no later than June 30th, observing traditional holidays and vacations unless otherwise agreed. The Association will notify the Superintendent within ten (10) calendar days if they have concerns with the proposed calendar. The Superintendent will consider any Association concerns.

ARTICLE XX

TEACHER FACILITIES

 

Section A.     Each teacher will be supplied with facilities adequate to accommodate the storage of instructional materials and personal effects.

 

Section B.     Each school building will have at least one (1) teacher work area containing equipment and supplies needed for the preparation of instructional materials.

 

Section C.     Each school building will have at least one (1) faculty lounge area.

 

Section D.     Each teacher shall have a serviceable desk, chair, file cabinet, working phone, working networked computer, and, when possible, a laptop computer

 

Section E.      Clean faculty rest rooms with adequate sanitary facilities shall be provided.

 

Section F.      Each school will be equipped with a telephone for teacher use. Said telephones will be located in such a manner as to insure privacy. All long distance personal calls must be made using a calling card.

 

Section G.     Adequate teaching facilities will be provided where no conflicting activities will be scheduled in the same place at the same time.

 

Section H.     Each teacher, upon request, shall be provided with equipment, supplies and materials necessary to carry out such teacher instructional programs.

 

ARTICLE XXI

DRUG-FREE SCHOOL AND CAMPUS

 

In accordance with the mandates of the Federal Drug-Free Workplace Act of 1988, the Drug-Free Schools and Communities Act, as amended, and the Lee School Committee's long-standing policy in this area, the parties agree as follows:

The School Committee is committed to maintaining a drug and alcohol free workplace throughout the school system. Drug and alcohol use in the workplace have tremendous cost in terms of lost time from work, apathy, inferior performance and danger to the health, safety and well-being of the employee, fellow employees and students.

 

The manufacture, distribution, dispensation, possession or use of a controlled substance or alcohol on any school property is prohibited.

 

All employees are required to remain free of the influence of alcohol or any illegal drug at all times while working and/or on school property.

An employee who is convicted of any criminal drug statute for a violation occurring in the workplace must notify the Superintendent in writing within five (5) days of any conviction, guilty plea or no-contest plea or is part of any workplace related activities.

 

Without detracting from the existing rights and obligations of the parties recognized in the other provisions of this contract, management and union agree to cooperate in encouraging employees afflicted with alcoholism or drug abuse to undergo a program designed to rehabilitate the employee.

 

Compliance with these requirements and prohibitions is a condition of each employee's continued employment, and failure to comply may subject an employee to disciplinary action up to and including discharge and possible referral for prosecution. Any disciplinary action will be taken pursuant to the collective bargaining agreement with the Lee Education Association. Employees who seek counseling, rehabilitation, or re-entry to a service may obtain a list of support programs from the Massachusetts Department of Public Health or from the Massachusetts Teachers' Association. If requested, the School Department will assist individuals in determining what resources are presently available to them.

 

If the employee refuses to avail himself or herself of assistance, and alcoholism or drug abuse impairs work performance, attendance, conduct, or reliability, the normal contractual disciplinary procedures for dealing with problem employees will be used.

 

Nothing in this article shall prohibit an employee from using a controlled substance or a substance containing alcohol for medicinal purposes as prescribed by his/her licensed attending physician provided the employee's work performance is not impaired. If an employee's performance, attendance, conduct or reliability is impaired, the employee shall be subject to corrective discipline up to and including discharge in accordance with this contract. In addition, the employee may also seek assistance and rehabilitation for alcohol and substance abuse.

 

ARTICLE XXII

SEXUAL HARASSMENT

 

The Lee Education Association and the Lee School Committee is committed to maintaining a working environment free from all forms of sexual harassment and intimidation. To that end, the Lee School Department is structuring guidelines to be effective immediately and shall apply to all employees. All employees of Lee Public Schools have the right to work in an environment free from sexual harassment.

 

Compliance with these requirements and prohibitions is a condition of each employee's continued employment and failure to comply may subject an employee to disciplinary action up to and including discharge and possible referral for prosecution. Any disciplinary action will be taken pursuant to the collective bargaining agreement with the Lee Education Association for employees covered by that agreement or, in the case of employees not covered by that agreement, in accordance with any applicable provisions of the Massachusetts General Laws.

 

The School Committee shall establish a sexual harassment program to inform employees about:


 


a)


the problems of sexual harassment in the workplace,


 


b)


the employer's policy of maintaining a sexual harassment-free workplace,


 


c)


any available counseling, rehabilitation and employee assistance programs and,


 


d)


the penalties that may be imposed upon the employee's sexual harassment violation.


 

ARTICLE XXIII CODE OF ETHICS

 

The Committee and the Association recognize the Code of Ethics of the Education Profession, as the guidelines for acceptable professional behavior in the Lee School System. The Code of Ethics of the Education Profession is set forth in the Appendix attached hereto and made part of this Agreement.

 

The Committee and the Association agree that questions involving matters of professional ethics shall be referred to the Association for study and interpretation. This, however, does not enjoin the Committee from taking whatever action it deems necessary within the Laws of the Commonwealth to protect the reputation of its students and staff.

 

PREAMBLE

 

The educator, believing in the worth and dignity of each human being, recognizes the supreme importance of the pursuit of truth, devotion to excellence, and the nurture of democratic principles. Essential to these goals is the protection of freedom to learn and to teach and the guarantee of equal educational opportunity for all. The educator accepts the responsibility to adhere to the highest ethical standards.

 

The educator recognizes the magnitude of the responsibility inherent in the teaching process. The desire for the respect and confidence of one's colleagues, of students, of parents and of the members of the community provides the incentive to attain and maintain the highest possible degree of ethical conduct. The Code of Ethics of the Education Profession indicates the aspiration of all educators and provides standards by which to judge the transgressor.

 

Principle I-Commitment to the Student

 

The educator strives to help each student realize his or her potential as a worthy and effective member of society. The educator, therefore, works to stimulate the spirit of inquiry, the acquisition of knowledge and understanding, and the thoughtful formulation of worthy goals.

 

In fulfillment of the obligation to the student the educator-

1.                  Shall not unreasonably restrain the student from independent action in the pursuit of learning.

2.                  Shall not unreasonably deny the student access to varying points of view.

3.                  Shall not deliberately suppress or distort subject matter relevant to the student's progress.

4.                  Shall make reasonable effort to protect the student from conditions harmful to learning or to health and safety.

5.                  Shall not expose the student to unnecessary embarrassment or disparagement.

6.                  Shall not on the basis of race, color, creed, sex, national origin, marital status, political or religious beliefs, or family, social or cultural background, unfairly:

a.         Exclude any student from participation in any program.

b.         Deny benefits to any student.

c.         Grant any advantage to any student.

7.                  Shall not use professional relationships with students for private advantage.

8.                  Shall not disclose information about students obtained in the course of professional service, unless disclosure serves a compelling professional purpose or is required by law.

 

Principle II: Commitment to the Profession

 

The education profession is vested by the public with a trust and responsibility requiring the highest ideals of professional service.

 

In the belief that the quality of the services of the education profession directly influences the nation and its citizens, the educator shall exert every effort to raise professional standards, to promote a climate that encourages the exercise of professional judgment, to achieve conditions which attract persons worthy of trust to careers in education and to assist in preventing the practice of the profession by unqualified persons.

 

In fulfillment of the obligation to the profession, the educator:

1.                  Shall not in an application for a professional position deliberately make a false statement or fail to disclose a material fact related to competency and qualifications.

2.                  Shall not misrepresent his/her professional qualifications.

3.                  Shall assist in preventing entry into the profession of a person known to be unqualified in respect to character, education, or other relevant attributes.

Shall not knowingly make a false statement of fact concerning the qualifications of a candidate for a professional position.

5.                  Shall not assist a non-educator in the unauthorized practice of teaching.

6.                  Shall not disclose information about colleagues obtained in the course of professional service unless disclosure serves a compelling professional purpose or is required by law.

7.                  Shall not knowingly make false or malicious statements about a colleague.

8.                  Shall not accept any gratuity, gift, or favor that might impair or appear to influence professional decisions or actions.

 

ARTICLE XXIV

EFFECT OF AGREEMENT

 

Section A.     Any waiver or breach of any conditions of this Agreement by either party shall not constitute a precedent with respect to future enforcement of all the terms and conditions of this Agreement.

 

Section B.      If any provision of this Agreement or any application thereof shall be found

contrary to law, then such provision or application shall not be deemed valid and subsisting, except to the extent permitted by law, but all other provisions or applications will continue in full force and effect.

 

ARTICLE XXV

INSURANCE

 

Section A.     The employees covered by the Recognition Clause of the current contract

between the Lee School Committee and the Lee Education Association agree that the Town will contribute seventy-five percent (75%) of premiums for all employees enrolled in the CHP, HNE or HMO Blue Health Maintenance Organizations or any Indemnity Plan offered by the Town, unless and until such time as the Town, School Committee and Association agree to a different rate of contribution.

 

Section B.     The above-referenced employees will be eligible for Savings Bank Life Insurance ($10,000) and Group Total and Permanent Disability Benefits and Accidental Death Benefits ($10,000) with the Town of Lee contributing seventy-five percent (75%) of the premium cost.

 

Section C.     The School Committee agrees to allow teachers the option of purchasing

disability and dental insurance through payroll deductions using the Pre-Tax Section 125 Plan provided by the Town for all employees providing the LEA

selects a single vendor and the teacher assumes one hundred percent (100%) of the costs of such plan.

 

Section D.     The Town of Lee provides all eligible employees, without cost to the employee, Workers Compensation.

 

Section E.      The Superintendent of Schools, acting as agent for the Lee School Committee, will recommend that the Town of Lee continue the effort to maintain an Indemnity Plan for Town and School Department Employees.

 

Section F.      The Lee School Committee will assume, upon execution of this Agreement, the four hundred dollar ($400) administrative fee for the Flexible Benefit Plan currently in force for the Lee Teachers. The School Committee will also assume any reasonable increase in said fee.

 

Section G.     The Town and Committee acknowledge that health insurance costs and benefits are mandatory subjects of bargaining, and that neither the Town nor the Committee will in the future implement changes in health insurance costs or benefits without first complying with their bargaining obligations under the laws of Massachusetts.

 

ARTICLE XXVI

GENERAL

 

Section A.     The contract of any employee will not be terminated by the School Committee except for cause in accordance with the provisions of the General Laws. In the event the employment contract of a teacher without professional status is not renewed such teacher shall be given the opportunity to meet with such teacher's immediate supervisor to discuss the reasons for non-renewal. This action concerning non-reappointment shall not be subject to the grievance and arbitration procedures of this Agreement.

 

Section B.     If negotiation meetings between the Committee and the Association are scheduled during the day by the Committee, representatives of the Association will be relieved from all regular duties without loss of pay, as necessary, in order to permit their participation in such meetings.

 

Section C.     The Committee will make available to the Association, in the Superintendent's office, copies of minutes of official Committee meetings and all other public documents that are distributed to Committee members at official meetings, after such meetings. A copy of the official agenda of the meeting will be given to the Association in advance and any attached public documents will be made available to the Association at School Committee meetings.

 

Section D.     The pay period for teachers shall be every other Thursday in twenty-one (21) installments. Teachers may have the option of receiving their pay at the rate of

1/26th their annual salary and the remainder in a lump sum on the final pay in June provided they request this option prior to August 15. Teachers may not change the method of payment during the school year. Once an option is exercised it will remain in effect unless the Superintendent's office is notified by August 15 for the following year.

 

Section E.      The Committee and the Association expressly agree that during the life of this Agreement no reprisals will be taken against any employee covered under this Contract because of his/her membership or non membership in the Association or participation or non-participation in its activities.

 

Section F.      Teacher participation in extra curricular activities will be voluntary and subject to Superintendent's approval; teachers will be compensated in accordance with the differential pay schedule.

 

Section G.     In cases of non-reappointment in the area of extra curricular activities, written

notification, with specific reasons for this non-reappointment, will be given to the individual involved upon request.

 

Section H.     Teachers and the Association will have use of school facilities for meetings and activities provided that a facilities request form has been submitted and approved.

 

Section I.      Teachers will be notified at the beginning of each school year of their step, salary, and number of accumulated sick leave days.

 

 

ARTICLE XXVII

NO STRIKE

 

The Association agrees that for the duration of this agreement with the Lee School Committee, within the Lee School system, it shall not engage in a strike, nor shall it induce, encourage, or condone any strike, work stoppage, slowdown or withholding of service.

 

Nor shall there be any strike or interruption of work by the Association during the term of this Agreement because of any disputes or disagreements between any other persons or other employers, Unions or Associations who are not signatory parties to this agreement.

 

Employees who violate this provision shall be subject to disciplinary action, including discharge. If the School Committee claims the Association has violated any provision of this Article, it may present such claim to the Association for a meeting between the School Committee's representatives and the Association or its representatives to take place within five (5) calendar days. Upon conclusion of the meeting, the Association will provide the School Committee with its written decision within five (5) calendar days. If the claim is not resolved, the School Committee may submit the dispute to arbitration under the procedure described in Article IV of this agreement.

ARTICLE XXVIII JUST CAUSE

 

No member of the bargaining unit shall be disciplined without just cause.

 

 

ARTICLE XXIX DEAN OF STUDENTS

 

The position of Dean of Students will be subject to an annual appointment by the School Committee, based on an annual performance evaluation.

 

 

ARTICLE XXX LONGEVITY PAY

 

A.      Teachers who have completed the service indicated below, not necessarily consecutive, in the District will be entitled to the following annual salary bonus at the beginning of the service year indicated below:

 

Service

'10 - '11 Amount

'11 - '12 Amount

'12 - '13 Amount

13-14 years

$650

 

 

15-19 years

$750

 

 

20-24 years

$850

 

 

25-29 years

$950

 

 

30-34 years

$1050

 

 

35 years and up

$1150

 

 

 

 

ARTICLE XXXI MENTOR TEACHER PROGRAM

 

The parties are committed to providing activities that will be beneficial to teachers who are new to the Lee Public Schools.

 

To that end, new Unit A employees may be required to attend up to five (5) additional days for the purpose of orientation and training preceding and during their first year of employment, to occur during in-service days and/or on the teacher's own time. PDPs will be given for this work. A schedule establishing the schedule for these days will be set at the onset of the work year

 

Each new teacher may be assigned a volunteer mentor teacher who shall be paid a stipend of five hundred dollars ($500) / year for such services. The mentor will conduct no evaluation of the person he/she is mentoring. The position of mentor teacher will be posted; however, final selection and the determination of how many mentor positions are available will rest with the Superintendent of Schools.

ARTICLE XXXII

AGENCY FEE

 

Section A.     The Committee will respect the position of the LEA/MTA/NEA as the sole and

exclusive bargaining agent of all employees in Unit A on matters of wages, hours, and conditions of employment for the life of this Agreement. The parties therefore agree that:

1.                  Effective thirty (30) days after the commencement of the 2001-2002 school year or upon the commencement of employment, whichever comes later, each employee, in accordance with the G.L.C. 150E, Section 12, shall be required to pay the service fee to the LEA 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 LEA for collection of said fee.

Any cost of collecting said fees will be added to the individual's total service fee due. The LEA 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 LEA will indemnify, defend and hold harmless the Committee against any and all claims, actions, or lawsuits of any kind or description, whether at law or inequity, and whether based on statute, constitution or common law, made or instituted against the Committee or its agents, employees or administrators, resulting from this Section. Specifically, the LEA will have no right of action by way of contribution, counterclaim, or court of competent jurisdiction find the Committee liable for any damages as a result of this Section, the LEA will pay any and all of those damages, including interest and charges.

4.                  If any court or competent jurisdiction determines that any part of this Section 1, 2,or 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 MG.L. c. 150E, Section 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 LEA.

 

The LEA will be solely responsible for enforcing the provisions of this Section. The Committee will not be responsible to enforce any provision of the Section.

ARTICLE XXXIII DURATION

 

The term of this Contract shall be for three (3) years commencing August 30, 2010, through August 31, 2013, except as provided below:

 

Section A.     The Contract, including Addenda, will automatically renew itself for periods of one (1) year thereafter, unless either party notifies the other in writing by October 15, 2012, that it wishes to open negotiations for a successor Agreement(s). However, if the provisions of any one article of this Agreement which article is not subject to negotiations after one (1) calendar year, as provided above, may reasonably be said to impose an unfair or oppressive burden upon either party, the parties mutually agree to meet to negotiate necessary changes in such article. Such negotiations may be commenced by either party by written notice to the other party. However, it is expressly agreed and understood that this right to negotiate non-compensatory changes of the Agreement shall be limited to only four (4) specific articles of this Agreement, during the two (2) year period. If the parties fail to reach agreement, either party or the parties jointly may petition the State Board of Conciliation and Arbitration to initiate fact finding in accordance with Chapter 150E, § 9 of the General Laws of Massachusetts.

 

 

This Agreement shall be effective as August 30, 2010, and shall remain in full force and effect through August 31, 2013. The parties will reopen negotiations for salary, longevity and stipends only commencing no later than November 15, 2010 for years 2 and 3 of the collective bargaining agreement. No later than November 15, 2012, the parties shall enter into negotiations with respect to a successor Agreement as provided in Chapter 150E of the General Laws of Massachusetts.

 

 

Signed as of the______________ day of_________________________ 2010.

LEE SCHOOL COMMITTEE                         LEE EDUCATION ASSOCIATION


ARTICLE XXXIV

 

APPENDIX A


 

 

Section A.     1.

 

 

2.

 

 

 

 

 

 

 

 

3.


Step/Column Placement

 

Vertical step placement shall be granted provided the teacher has completed the previous step (i.e., completed year(s) of experience).

 

Teachers hired into the system as of September, 1999 will be placed as follows: Initial vertical step placement of new employees is at the discretion of the Superintendent, provided no newly hired teacher shall be placed higher on a salary step schedule than the highest currently employed teacher in the subject area with similar credits, years of service and education. The Association President will be notified of all step placements.

 

The LEA, through their president, will be notified of the placement on the salary schedule of all newly hired teachers at the time they are hired.


 

Section B.     Courses taken for credit after January 1, 1976 shall be approved in advance by the Superintendent on forms available in his/her office. Courses for approval should be in a teacher's major area of concentration. However, teachers may receive approval for courses outside their major area of concentration, provided these courses are part of a program leading to an advanced degree. Exceptions may be granted by the Superintendent in special cases that will benefit the Lee Public Schools. For courses taken beyond the MA,BA+36, the same conditions will

apply.

 

Section C.      Only teachers who as of June 30, 2004 are receiving payment for course work

beyond the BA+36+30 column will be grandfathered and will continue to receive payment of forty (40) dollars per credit hour for approved graduate course work completed until such time that they are placed on the MA+45 column, when said payment will cease. Not more than $1200 per annum will be paid under this Section D.

 

Section D.     Movement from column to column will be made when proof of satisfactory course(s) completion is received in writing by the Superintendent's Office.

 

Example: If proof of column requirements is given during the year, horizontal column movement will be reflected in the following paycheck. Also, the following September the teacher would move to the next step placement in the column he/she was placed during the year.

 

Any teacher who plans on completing a horizontal column move on the salary schedule must notify the Superintendent, in writing, of such intent by January

15th preceding the school year in which the horizontal column move will be made.

 

The LEA will be notified when a teacher moves vertically or horizontally on the salary schedule or when a teacher receives any credits beyond the M.A. +30 column.

 

Section E.      Unless grandfathered by employment prior to September 1, 1999 and currently exceed CAGS, teachers will not advance past the 6th step of the B.A. column until the requirements of the next column have been completed

 

Section F.      School nurses shall be paid in accordance with the Appendix B. schedule, which represents eighty-five percent (85%) of the B.A. column. Registered nurses will be hired by the Lee Public Schools and will be paid eighty-five percent (85%) of the B.A. column based on years of public school experience. Any nurse who has or who receives a B.S. Degree in nursing shall be placed on the B.A. schedule.

 

Section G.     Title I teachers will be paid according to the provisions of the teachers' salary schedule.

 

Section H.     The School Psychologist shall be paid according to the salary schedule.

 

Section I.       The present vocational instructor shall be paid on Step 12 of the B.A. column. In addition to his regular salary, the vocational instructor shall be paid one-half (1/2) the difference between B.A. Step 12 and B.A. +15 Step 12 during each year of the contract or until such time that the vocational instructor moves to the B.A. +15 column.

 

The vocational instructor shall be allowed to move laterally on the salary schedule by fulfilling the following requirements toward obtaining a B.A.:

 

30 Credits       = B.A. +15 Column

60 Credits       = M.A. Column

90 Credits       = M.A. +15 Column

120 Credits    = M.A. +30 Column

 

In consideration of the above, the vocational instructor will not receive a daily preparation period.

 

Section J.      Any teacher who is hired to or reduced to a less than full-time position will have compensation, duties and benefits prorated to the extent permitted by law. The pro-ration will be the ratio of the teacher's teaching assignment to that of a full­time (100%) teaching assignment.

 

Section K.     Effective September 1, 1993, elementary teachers who volunteer for duty

assignments will be paid an annual stipend of five hundred dollars ($500). If,


however, in the judgment of the building principal there are insufficient volunteers, then the building principal will assign duties to the remaining teachers without benefit of compensation.

 

Section L.      Teachers will be reimbursed for approved travel at the prevailing Town rate.


ARTICLE XXXV

 

APPENDIX B

 

 

LEA Salary Schedule - September 2010, through June 2011

 

 

STEP

BA

BA +15

MA

MA+15

MA+30

MA+45

DOC

 

 

 

BA+36

BA+36+15

BA+36+30

CAGS

1

35,111

36,838

38,564

41,212

44,089

45,143

46,837

2

36,223

39,100

40,701

43,706

45,777

47,401

49,095

3

37,373

40,252

42,093

43,936

47,504

49,659

51,351

4

38,525

41,402

43,476

45,317

49,231

51,915

53,609

5

39,676

42,554

44,891

46,699

50,957

54,172

55,865

6

40,827

43,706

46,237

48,310

52,684

56,430

58,123

7

41,979

44,856

47,619

49,691

54,411

58,687

60,380

8

43,129

46,007

49,000

50,842

56,138

60,944

62,636

9

44,280

48,310

50,383

52,224

57,865

63,201

64,894

10

45,433

50,612

52,914

55,677

61,894

65,458

67,152

11

48,885

52,914

55,447

59,016

65,578

67,716

69,409

12

51,227

54,680

58,422

62,843

69,080

69,973

71,665

 

 

Employees previously frozen at Step 3 or any other step of the BA column or Step 5 or any other step of the BA+15 column shall move vertically to the next higher step, commencing with first year of this agreement and then in accordance with Appendix A, Section 1.

 

This agreement is binding and in effect commencing with the first day of work 2010-2011 school year.

 

Any Unit A member who has completed seventeen (17) years' service in the Lee Public Schools may choose to increase their salary in one of the following ways:

 

A.        A three and two-thirds per cent (3 2/3%) annual salary increase over and above the
negotiated salary increase for a period not to exceed three (3) years.

 

B.         A five and one-half per cent (5%%) annual salary increase over and above the negotiated
salary increase for a period not to exceed two (2) years.

 

During the first year of this agreement, notice may be given any time prior to the initial paycheck

for the school year; thereafter, by giving the Superintendent written notice by August 1st of the year prior to the said salary increase.

 

Note: Effective September 1st, 2007, this increase will not contribute towards MA teachers' retirement. Any Unit A member who chose option "A" or option "B" prior to September 1st, 2007 is grandfathered.


ARTICLE XXXVI APPENDIX C

 

 

This article regarding the early retirement incentive has been deleted and intentionally left blank.


ARTICLE XXXVII

 

APPENDIX D

 

Extra Curricular Stipends

 

Section A.     Group A            Supervisor/Director

Group B          High School, Academic

Group C          High School, Sports

Group D          Elementary

Group E          Middle School

Group F          Saturday/Summer/Evening School Teacher Salaries and Tutoring

Group G          Miscellaneous

 

 

Section B.     In order to qualify for pay in the aforementioned groups, it is understood that the major portion of these duties are performed outside the regularly scheduled school day.

 

Section C.     The activities to be performed will be reviewed on a yearly basis by the School Committee. If the activities are deemed necessary, then the appropriate supervisor will review and evaluate each extra curricular duty. Re-appointments shall be made by the Principal on a yearly basis following evaluation by the appropriate supervisor as follows: Elementary level, the Elementary Administrators; Middle and High School, the Middle and High School Administrators, and where applicable, with the assistance of the Athletic Director.

 

Section D.     All open positions shall be posted by May 1, and appointments made by June 10.

In case of registration during the school year, Article X, Section A shall apply.

 

Section E.     No teacher shall have more than two (2) paid extracurricular activities per year unless exception is made by the building principal.

 

Section F.      All positions, with or without pay, within the system are strictly voluntary.

 

Section G.     The Principal shall be the sole determiner as to qualifications and in no case shall extra curricular appointments to said vacancies be subject to the grievance procedure.

 

Section H.     Stipends for self-supporting extra curricular positions shall not exceed negotiated salaries for said positions.

 

Section I.      The Athletic Director's work day will be as follows: 4 Teaching Periods

1  Preparation Period

2  Duty-free periods at the end of the school day.

Section J.     The Department Heads and Team Leaders will be responsible for the following:

         facilitating regular department/team monthly meetings;

         working with staff to make student course/class placement recommendations;

         working with other department heads/team leaders and staff to facilitate any school-wide curriculum initiatives and needs;

         meeting with the principal once per month and meeting district wide at least twice per year;

         crafting departmental budgets;

         acting as a clearing house for new ideas and initiatives put forth by teachers;

         serving as the coordinator for the adoption of new textbooks/series/and programming;

         assisting in making recommendations for professional development in coordination with the Professional Development Committee;

         conducting non-evaluative classroom visits via peer observations at a teachers' request;

         participating in training to prepare for the role of department head/team leader;

         Stipend of $2000.00 with the expectation that the role would require a minimum of 50 hours;

         departments and teams shall initially be determined by a sub-committee of the Lee Education Association and Lee School Committee or designee. The configuration of the departments and teams shall be reviewed upon request of either party.

Section K.     The PDC Facilitator shall be a Unit A faculty member and will be responsible for the following:

         Organization and recruitment of PDC members according to Article XVII, Section B of the Unit A Contract.

         Organizing and chairing meetings of the PDC according to the Unit A Contract.

         Keeping the Lee School District informed of the PDC's work.

         Working with the Lee School District Department Heads (LMHS), Team Leaders (LES), the Special Education Director, building principals, and the Superintendant with collection and dissemination of information concerning PD opportunities and needs for the district.

         Cooperating with the Superintendent's office with:

o   The assignment and tracking of PDP points for Unit A and Unit C staff. Maintenance of a Professional Development Calendar during each academic year.

•   This position shall be posted and assigned at the district level, and the annual stipend shall be equal to that paid to a Department Head or Team Leader according to the Unit A Contract. In the event the PDC Facilitator also holds a Department Head or Team leader position, the stipend for the PDC Facilitator shall be reduced by half of what that position pays.

 

 

Section L.     The Principal (at the beginning of each school year or, if necessary during the school year) will post tutorial positions. Interested teachers will notify the Principal, in writing, within five (5) school days of their interest, teaching

experience in the area needed and availability. If a tutor is needed immediately due to emergency the Principal may fill the position while the posting is open.


Year 1


Year 2


Year 3


GROUP A


Director Evening School


3,400


 


GROUP B

Band Director Grade 12 Advisor Grade 11 Advisor Academic Teams Coach (Quiz Team, TV, Decathlon) Drama Coach National Honor Society Student Council Advisor Math Team Coach Literary Magazine/Newspaper Grade 9 Advisor Grade 10 Advisor Lee Live Advisor Yearbook Advisor Department Head/Team Leader

Mock Trial


2,200 1,300 1,300 2,750

 

3,600

900 850 600 850 600 600

2,300 2,900 2,000 875


 


GROUP C

Athletic Director Baseball Head Coach Basketball Boys Head Coach Basketball Girls Head Coach Football Head Coach Soccer Boys Head Coach Soccer Girls Head Coach

Softball Head Coach

Volleyball Head Coach


6,000 3,700 3,700 3,700 3,700 3,700 3,700 3,700 3,700


 

Tennis Boys Head Coach                                              3,700

Tennis Girls Head Coach                                               3,700

Baseball JV Coach                                                         2,300

Basketball Boys JV Coach                                             2,300

Basketball Girls JV Coach                                             2,300

Cheerleading Coach                                                      2,300

Football JV Coach                                                         2,300

Golf Head Coach                                                          2,300

Soccer Boys JV Coach                                                  2,300

Soccer Girls JV Coach                                                   2,300

Softball JV Coach                                                         2,300

Volleyball JV Coach                                                      2,300

Intramural Advisor (100 hours)                                     1,200

Football Assistant                                                          1,075

Golf Assistant                                                                1,075

Soccer Boys Assistant                                                   1,075

Soccer Girls Assistant                                                    1,075

Weight Room Supervisor                                               1,075

 

GROUP D

Elementary Extracurricular Stipend(s)*                         4,400

Elementary Drama                                                         1,100

Elementary Band Director                                                750
(Jazz Band! 2 days per week)

Department Head/Team Leader                                     2,000
GROUP E

Middle School Extracurricular                                       2,750
Stipend(s)**

Middle School Yearbook                                                  350

Middle School Student Council                                        800

Department Head/Team Leader                                     2,000

 

GROUP F

Saturday/Summer/Evening Tutoring                  25.00 hour

MCAS Tutoring                                                 25.00 hour

 

GROUP G

Professional Development Committee                           2,000
(PDC) Facilitator***

 

 

*To be determined by an elementary committee consisting of teachers and administration (needs assessment) by

October 1st.


**To be determined by a middle school committee consisting of teachers and administration (needs assessment). Any other extracurricular middle school activities will be deducted from the lump sum amount by October 1st.

 

*** In the event the PDC Facilitator also holds a Department Head or Team leader position, the stipend for the PDC Facilitator shall be reduced by half of what that position pays.

 

Mileage - at prevailing Town of Lee rate

Extended Contract 1/183 per diem of the teacher's salary plus credits exclusive of extra duties.

ARTICLE XXXVIII APPENDIX E CONDITIONS OF WORK - School Psychologist

1.                  All work performed will be in accordance with the job description as approved by the School Committee.

2.                  It is recognized that the regular workday may not meet the needs of students; and, therefore, the School Psychologist may, at the School Psychologist's option, and as approved by the Superintendent or his/her designee, vary the hours and workload from that provided in Article V.

ARTICLE XXXIX APPENDIX F

This article regarding teacher quarterly self evaluation has been deleted and intentionally left blank.


Lee Middle and High School Teachers' Schedule

Lee Middle and High School Professional Development Day Schedule

1

8:00 - 8:48

1

8:00 - 8:48

1

8:00 - 8:48

1

8:00 - 8:24

2

8:52 - 9:40

2

8:52 - 9:40

2

8:52 - 9:40

2

8:28 - 8:52

3

9:44 - 10:32

3

9:44 - 10:32

3

9:44 - 10:32

3

8:56 - 9:20

1st LUNCH

4a

10:36 - 11:24

4a

10:36 - 11:24

4

9:24 - 9:48

4b

11:05 - 11:53

nd

2

LUNCH

5a

11:28 - 12:16

5/6

9:52 - 10:16

5b

11:57 - 12:45

5b

11:57 - 12:45

rd

3

LUNCH

7

10:20 - 10:44

6

12:49 - 1:37

6

12:49 - 1:37

6

12:49 - 1:37

8

10:48 - 11:12

7

1:41 - 2:29

7

1:41 - 2:29

7

1:41 - 2:29

 

Lee Elementary School Schedule


ARTICLE XL APPENDIX G* Lee Middle and High School Teachers' Schedule


th

 

Classes start 8:40 a.m.

Recess (Pre-Kindergarten through 4 grade) twenty (20) minutes. There are three (3) minutes passing time to go to specialists.

Included in the departmentalized schedule is ten (10) minutes a day to pass between subjects. (2 minutes)

Teachers have a thirty-minute duty-free lunch

The Elementary school day is six (6) hours and twenty-nine (29) minutes long, including a 30-minute duty-free lunch. Student dismissal is at 3:09 p.m.

 

*See Article 5, Section B

 

LETTER OF AGREEMENT

 

The Lee School Committee and the Lee Education Association agree that on and after July 1, 2004, the co-payments for the health insurance available to teachers under their collective bargaining agreement will for doctor's visits increase from $5 to $15 and the co-payments for emergency room visits will increase from $25 to $50.

ARTICLE XL1 APPENDIX H Professional Growth and Performance Plan

 

Stage B

Stage A

Stage C *

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

Classroom Observations Pre-Conference

Minimum 3 observations first year Minimum 2 observations following years Post-Conference Written Summary Report Performance Standards Checklist

Improvement Plan

Notification Improvement Plan Review Conference

Stage A: Observation stage

 

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

 

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

 

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

 

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

          District and building mission/goals

          Principals of Effective Teaching

          Professional Development Program and Recertification Plan

          Professional Performance Plan

Time Line:

 

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

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

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


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

 

* Applies only to professional status teachers

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

 

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

 

 

Pre-Qbservation

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

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

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

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

 

Observation

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

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

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

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

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

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

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

 

 

Post-Observation

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

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

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

4.      An Observation Report may be amended by mutual agreement prior to it becoming. Part of the teacher's formal record.

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

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

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

 

Written Summary Report

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

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

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

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

 

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

 

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

Stage B: Goal Setting Stage

 

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

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

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

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

 

Placement of Teachers on Stage B

 

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

Time Line For Goal Setting

 

Prior to October 1 of each year

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

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

         Goal setting may coincide with the teacher's recertification plan.

By January 15

 

•     Each teacher on Stage B will submit a short written summary of progress made.

 

By January 31st

 

•     Administrators will have made an informal contact with each teacher regarding the process.

 

By April 15th

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

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

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

         The teacher and administrator will also complete Performance Standards checklist.

 

By MavIS"1

 

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

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

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

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

 

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

 

Procedure for Intervention on Stage B

 

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

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

 

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

 

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

 

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

 

The plan will include:

         A set of written expectations, stated as objectives, which relate to the Principals of Effective Teaching

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

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

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

         The signature of the teacher and evaluator.

 

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

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

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

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

 

Within three working days of the final review conference, the teacher and Superintendent will receive written notification confirming the results of the conference. This notice shall be received not later than June 15th.

Stage A

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


NAME____________

OBSERVATION DATE

PERIOD/TIME

SCHOOL______

SUBJECT/CLASS


 

 

 

1. Description of lesson being taught.

 

 

 

 

 

2. Goal(s) of Lesson.

 

 

 

 

 

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

 

 

 

 

 

4. Information about students being observed.

 

 

 

 

 

5. Other relevant information.

 

 

 

 

 

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


Stage A

Observation Report


NAME____________

OBSERVATION DATE

SCHOOL_______

SUBJECT/CLASS


PERIOD/TIME____

 

Description of Lesson

 

 

 

 

 

 

 

 

 

 

 

 

Commendations/Recommendations

 

 

 

 

 

 

 

 

 

 

 

 

Additional Remarks

 

 

 

 

 

 

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

 

 

 

Teacher's Signature                                             Evaluator's Signature

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

Stage A

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

NAME_____________________________ SCHOOL

OBSERVATION DATE_______________ SUBJECT/CLASS

PERIOD/TIME

 

 

Commendations

 

 

 

 

 

Recommendations

 

 

 

 

 

 

 

 

Post Conference Date

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

 

 

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

 

 

 

 

Teacher's Signature                                          Evaluator's Signature

cc: teacher, evaluators, Superintendent, file


Stage B

Goal Setting Plan One goal per page

 

NAM E        _______________________ _SCHOOL___

DATE                                                             EVALUATOR

 

Goal:   ~                                               ~                     "       "

 

 

 

 

 

Plan of Action:

 

 

 

 

 

 

 

 

 

 

Assessment Criteria:


Teacher's Signature cc: teacher, evaluators

Evaluator's Signature


Stage B

Written Summary Report Performance Standards Checklist should be attached to this report


NAME DATE


SCHOOL___

EVALUATOR


 

 

Goals:

 

 

 

 

 

 

 

 

 

 

Outcomes:

 

 

 

 

 

 

 

 

 

 

Commendations and Recommendations:

 

 

 

 

 

Post Conference Date   _______________

Remain on Stage B - Next evaluation year                                

CZ^> Move to Stage A

 

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


Teacher's Signature


Evaluator's Signature


 


cc:


teacher, evaluators, Superintendent, file


 

Stage C

Improvement Plan To be completed jointly by teacher and evaluator

NAME__________________________ SCHOOL__

DATE__________________________ EVALUATOR

 

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

 

Activity(s)

Resources

Time Line

Observable Outcome

 

 

 

 

 

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

 

Activity(s)

Resources

Time Line

Observable Outcome

 

 

 

 

 

 

 

Date for Final Review Conference


Stage C

Summary of Final Review Conference


NAME DATE


SCHOOL__

EVALUATOR


 

 

Improvements Made:

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

Areas of Concern:

 

 

 

 

 

 

 

 

 

 

 

 

CZ>   Progress being made toward Stage A, remain on Stage C cz>   Move to Stage A

cz>   Has not satisfied teacher performance standards

 

 

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

Performance Standards Checklist

1.     Commendable Achievement                       Name

2.     Meeting Standards

3.      Some Evidence of Achievement

4.      Little Evidence of Achievement

 

I.      CURRENCY IN THE CURRICULUM

The teacher is up to date regarding curriculum content

 

 

Demonstrates a working knowledge of the curricula the teacher is assigned to teach.

 

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

 

Keeps current in the field and applies knowledge to the instructional program.

 

Contributes to the ongoing evaluation and revision of the curriculum.

 

 

 

II.      EFFECTIVE PLANNING AND ASSESSMENT OF CURRICULUM AND INSTRUCTION

The teacher plans instruction effectively.

 

 

Has a personal vision of committed, confident learners and uses that vision to guide learning goals, expectations, and standards for student work.

 

Sets short-term and long-term goals for curricular units which are meaningful and attainable, and are relevant to students' lives, or future lives.

 

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

 

Uses materials and resources, including technologies, that are appropriately matched to curricular goals and to students' needs and learning styles.

 

Frames curriculum around students' own prior knowledge and experience and identifies prerequisite skills, concepts, and vocabulary that are important for students to know in order to be successful at a task.

 

Seeks out and collaborates with school-based specialists, resource personnel, including technology specialists, and administrators to better design curricula or instructional modifications to meet the individual learning needs/styles of students and support all students to learn and apply a challenging curriculum.

 

Plans engaging ways to introduce each unit of study.

 

Plans a variety of instructional opportunities where students are interacting with ideas, materials, teachers, the community, and one another.

 

Designs curriculum experiences in which students take increasing responsibility for their own learning.

 

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


 

Determines specific and challenging standards for student learning.

 

Develops and uses a variety of assessments which describe a student's learning process as well as his/her learning achievements.

 

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

 

Maintains systematic approach to discipline by establishing and administering a consistent and fair set of rules supporting appropriate expectations, aligned with school and district standards.

 

Manages routines effectively.

 

Conducts him/herself in a professional manner with students.

 

Serves as a positive role model for students.

The teacher plans assessment of student learning effectively.


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


 

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

 

 

Regularly uses a variety of formal and informal assessments of students' achievement and progress for instructional revisions and decision making.

 

Implements evaluation procedures which appropriately assess the objectives taught.

 

Communicates student progress to parents, students and staff members in a timely fashion using a range of information including portfolios, anecdotal records and other artifacts.

 

Prepares and maintains accurate and efficient record-keeping systems of the quality and quantity of student work.

 

Uses individual and group data appropriately: maintains confidentiality concerning individual student data and achievement.

III.     EFFECTIVE MANAGEMENT OF CLASSROOM ENVIRONMENT

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

 

Implements instructional opportunities where students are interacting with ideas, materials, the community and one another.

 

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

 

Demonstrates an openness to student input about information and ideas.

 

Uses classroom time and classroom space to promote optimal learning.

 

Understands principals and patterns of child growth and development and uses this knowledge in working with students.

 

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

IV.    EFFECTIVE INSTRUCTION

 

 

The teacher makes learning goals clear to students.

 

 

Makes connections between concepts taught and students' prior knowledge and experiences.

 

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

 

Identifies confusions and misconceptions as indicated by student responses and regular assessment strategies. Remediates, reteaches, or extends teaching to meet individual and/or group need.

 

Communicates clearly in writing and speaking, using precise language.

 

Understands and shows students the relevance of the subject to life-long learning.

The teacher uses appropriate instructional techniques.

 

 

Uses a variety of teaching strategies, including cooperative, peer and project based learning; audio visual presentations, lecture, discussions and inquiry, practice and application; and the teachinq of others.

 

Provides options for students to demonstrate competency and mastery of new material, including written work, plays, art work, oratory, visual presentations, exhibitions and portfolios.

 

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

 

Causes students to become cognitively active in summarizing important learning and integrating them with prior knowledge.

 

Demonstrate working knowledge of current research an optimum means for learning a particular discipline.

The teacher uses appropriate questioning techniques.

 

 

Uses a variety of questioning techniques, including those which encourage and guide critical and independent thinking and the development of ideas.

 

Presents information recognizing multiple points of view: encourages students to assess the accuracy of information presented.

 

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

 

 

Tries innovative approaches to improve instructional practices when appropriate.

 

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

 

Assesses instructional strategies in a variety of ways by comparing intended and actual learning outcomes.

V.     PROMOTION OF HIGH STANDARDS AND EXPECTATIONS FOR STUDENT ACHIEVEMENT

 

 

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

 

 

Communicates objectives or learning outcomes to the students on an ongoing basis.

 

Provides feedback to students on their progress on goals and objectives on an ongoing basis.

 

Communicates standards, expectations and guidelines regarding quality and quantity of students' work, work procedures, and behavior to students and parents.

 

Responds to students' answers, questions, and work so as to keep students open, thinking, and willing to take risks and to persevere with challenging tasks.

 

Models the skills, attitudes, and processes central to the subject being taught.

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

 

 

Uses prompt feedback and student goal setting in order to increase student motivation and ownership of learning.

 

Develops and supports students' awareness of themselves as learners and their ability to overcome self-doubts associated with learning.

 

Nurtures students' eagerness to do challenging work and provides incentive, interest and support for students to take responsibility to complete such tasks successfully.

 

Acts on the belief that all students can learn and that virtually all can master a challenging core curriculum with appropriate modifications of instruction.

 

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

 

Identifies students needing extra help and secures student cooperation and participation in extra help sessions on an ongoing basis.

 

identifies students who are not meeting expectations and develops a plan that designates the teacher's and the student's responsibilities regarding learning

 

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

 

Makes an effort to build positive relationships with students and parents to enhance students' abilities to learn effectively.

 

Recognizes and responds appropriately when an individual student is having social, emotional and/or physical difficulties which interfere with learning and/or participation in class, or within the school setting.

VI.    FULFILLMENT OF PROFESSIONAL RESPONSIBILITIES

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

 

Keeps parents informed of students' progress and works with them to aid in the total development of the student.

 

Conducts him/herself in a professional manner with parents

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

 

 

Conducts him/herself in a professional manner with colleagues.

 

Works constructively with others to identify and solve school problems.

 

Works collaboratively with other staff in planning and implementing curriculum, instruction and school program.

 

Participates in student or school activities.

 

Cooperates with other teachers about students' overall work load.

 

Shares expertise and new ideas with colleagues.

 

 

The teacher is a reflective and continuous learner.

 

 

Reflects about and acts on what students need to know and be able to do and about what the teacher can do to foster learning.

 

Uses available resources to analyze, expand, and refine professional knowledge and skills; resources can include professional organizations, academic course work, school based staff, administrative and community resources, and other colleagues.

 

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

 

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

 

Is receptive to suggestions for growth and improvement.

 

VII. PROMOTION OF EQUITY AND APPRECIATION OF DIVERSITY The teacher strives to ensure equitable opportunities for student learning.

Provides opportunities to include all students in the full range of classroom activities.

 

 

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

 

 

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

 

Develops and/or implements educational and organizational strategies that are effective in meeting the needs of a diverse student.

 

Functions effectively in a multi-cultural and economically diverse society.

 

Teacher's Signature_______________________________________________

Date___________________________________________________________

 

Evaluator's Signature______________________________________________

Date_______________________________________

 

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