Ludlow

Show detailed information about district and contract

DistrictLudlow
Shared Contract District
Org Code1610000
Type of DistrictMunicipal K12
Union AffiliationMTA
Most Recent DocumentContract
Expiring Year2012
Expired Statusnew document not ready
Superintendency Union
Regional HS Members
Vocational HS Members
CountyHampden
ESE RegionPioneer Valley
Urban
Kind of Communityeconomically developed suburbs
Number of Schools5
Enrollment3050
Percent Low Income Students25
Grade StartPK or K
Grade End12
download pdf version of this document view accessible version of this document Ludlow

 

AGREEMENT

 

between the

 

LUDLOW EDUCATION ASSOCIATION

 

and the

 

LUDLOW SCHOOL COMMITTEE

 

2006-2009

 

Extended by MOA to June 30, 2010

Extended by Salary Schedule to June 30, 2012

 

Pursuant to the provisions of Chapter 150E of the General Laws of Massachusetts THIS CONTRACT IS MADE this 5th day of June  2007, by the SCHOOL COMMITTEE OF THE TOWN OF LUDLOW, MASSACHUSETTS (hereinafter referred to as the Committee) and the LUDLOW EDUCATION ASSOCIATION (hereinafter referred to as the Association).

 

Unit A

PREAMBLE

 

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

 

a.         Under the law of Massachusetts, the Committee, elected by the citizens of Ludlow, has final responsibility for establishing the education policies of the public schools of Ludlow, Massachusetts.

 

b.         The Superintendent of Schools of the Town of Ludlow (hereinafter referred to as the Superintendent) has responsibility for carrying out the policies so established and under the direction of the School Committee.

 

c.         The teaching staff of the public schools of Ludlow, Massachusetts has responsibility for providing in the classrooms of the schools education of the highest possible quality and to cooperate with the School Committee and Superintendent in carrying out the established policies.

 

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

 

e.         The Committee and the Association t for itself and as the representative of Unit A employees, agree that the right and responsibility to operate and manage the Ludlow Public Schools, the right to select and direct the work of the employees, and the right to control the use of its properties, supplies, services, and facilities are vested exclusively in the Committee. These rights include, without being limited to, the right to maintain and operate the schools in such a manner as in the judgment of the Committee will best serve the interests of the educational program to employ, assign, transfer, and promote employees and to layoff, suspend, dismiss, or otherwise discipline employees in the manner, if any, provided by law and this contract; to control experimental programs and to select and determine the number of the employees; to introduce, operate, change, or eliminate new or improved methods; and all other rights pertaining to the operation and management of the educational affairs of the Ludlow Public Schools.  Further, in all matters under this Agreement calling for the exercise of judgment or discretion on the part of the Committee, the decision of the Committee shall be final and binding if not made arbitrarily, capriciously or without rational basis in fact. The failure by the Committee to exercise any of the rights as provided in this paragraph shall not be construed as a waiver of these rights.

 

The Association and the employees agree that nothing contained in this Contract shall be construed or deemed to constitute a waiver of or any restriction upon the inherent and the legal right of the Committee to operate, manage, and supervise the Ludlow Public Schools or of the right of the Committee to control, direct and make changes in the educational operation of the Ludlow School System, provided, however, that none of these rights shall be exercised by the Committee contrary to any provision of this Contract.

 

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

 

 

SCOPE

 

2.         For the purpose of collective bargaining with respect to wages, hours, other conditions of employment, the negotiation of collective bargaining agreements, and any questions arising thereunder, the Committee recognizes the Association as the exclusive bargaining agent and representative for all teachers, counselors, librarians, special education personnel, special education coordinator, advanced placement coordinator, curriculum and instructional leaders and coaches and extracurricular personnel employed as teachers by the Ludlow School Committee, excluding Superintendent, Assistant Superintendent, principals and all Unit B employees, and all substitute teachers. Moreover, substitute teachers who become covered under the contract upon teaching ninety (90) consecutive days in the same teaching assignment will not receive any retroactive additional compensation for teaching the first eighty-nine (89) days as a result of being placed on the salary schedule in the contract. Any past practice to the contrary is null and void.

 

 

COMPENSATION AND OTHER

CONDITIONS OF EMPLOYMENT

 

3.         Subject to the provisions of this Contract and except as otherwise provided by Appendix A attached hereto and made a part thereof, the wages, hours, and other conditions of employment applicable on the effective date of this Contract shall continue to be so applicable.

 

 

APPENDIX A

Article I

GRIEVANCE PROCEDURE

 

The purpose of the procedure set forth hereinafter is to produce prompt and equitable solutions to those problems which from time to time may arise and affect the conditions of employment of the employees covered by this Contract. The Committee and the Association desire that such procedure shall always be as informal and confidential as may be appropriate for the grievance involved at the procedural level involved; and nothing in this Contract shall prevent any such employee from individually presenting any grievance of the employee. A grievance is a claim based upon an event or condition which affects the employee or group of employees regarding the interpretation, meaning, or application of any term of this Contract.

 

Action of grievance maybe initiated by either of the two(2) parties. However, there shall be no solicitation of grievances during working time.

 

If, in the judgment of the Association, a grievance affects a group or class of teachers, the Association may submit such grievance in writing, over the signature of the President of the Association, to the Principal, if school-based, or to the Superintendent if more than one (I) school is involved.

 

The Association may process a grievance through all levels of the grievance procedure even though the aggrieved person(s) does not wish to do so.

 

EMERGENCY PROCEDURE: In the event any emergency should arise, in the opinion of both the Superintendent and the Grievance Committee, Levels One through Four shall be eliminated and the Grievance Committee will be granted either an agenda appointment at the next regularly scheduled School Committee meeting or an emergency meeting with the School Committee. In the event the Superintendent and the Grievance Committee cannot agree as to whether or not an emergency exists, the Town Counselor his designee shall make the final determination within seven (7) calendar days from the date of disagreement.

 

LEVEL ONE: The aggrieved employee shall discuss the grievance with the Grievance Committee of the Association.

 

LEVEL TWO: If not disposed of to the employee's satisfaction by such discussion, the grievance shall be presented in writing by the employee and the said Grievance Committee to the appropriate intermediate supervisor of the employee, with a copy of such grievance given to the Superintendent.

 

LEVEL THREE: If at the end of the ten (10) calendar days next following such presentation, the grievance shall not have been disposed of to the employee's satisfaction, the grievance shall forthwith be presented in writing by the employee and the said President or Chairman to the Superintendent, who may within fourteen (14) calendar days thereafter meet with the employee and the said President or Chairman in an effort to settle the grievance.

 

LEVEL FOUR: If at the end of the twenty-two (22) calendar days following such presentation in writing to the Superintendent, the grievance shall not have been disposed of to the employee's satisfaction, the grievance shall forthwith be presented in writing by the Association to the School Committee; and within ten (10) calendar days thereafter the School Committee shall meet with the Grievance Committee, the said President, and the employee in an effort to settle the grievance.

 

LEVEL FIVE: If at the end of the twenty-one (21) calendar days next following presentation of the grievance in writing to the School Committee, the grievance shall not have been disposed of to the satisfaction of the employee, and if the grievance shall involve the interpretation or application of any provision of this Contract, the Association may, by giving written notice to the School Committee within the ten (10) calendar days next following such period of twenty-one (21) calendar days, present the grievance for arbitration; in which event the School Committee and the Association shall forthwith submit the grievance to the American Arbitration Association for disposition in accordance with the applicable rules of the said American Arbitration Association. The expenses of such arbitration shall be shared equally by the School Committee and the Ludlow Education Association, and the award made shall be final and binding upon the School Committee, the Association, and the aggrieved employee, however, only on disputes arising under the last sentence of Article II, Section C, dealing with five (5) preparation periods, the decision of the arbitrator will be final and binding unless the School Committee, within fourteen (14) calendar days after the decision has been received, makes a written statement to the Association that it has rejected, by a majority vote figured on the basis of the full School Committee, the decision of the arbitrator. Any arbitrator's decision dealing with five (5) preparation periods will be limited to the school year in question.

 

If at the end of the twenty-one (21) calendar days next following the occurrence of any grievance, or the date of first knowledge of its occurrence by any employee affected by it, the grievance shall not have been presented at Level Two of the procedure set forth above, the grievance shall be deemed to have been waived; any grievance in course under such procedure shall also be deemed to have been waived if the action required to present it to the next level in the procedure shall not have been taken within the time specified above.

 

If any employee covered by this Contract shall present any grievance without representation by the Association, the disposition, if any, of the grievance shall be consistent with the provisions of this Contract, and if the Association shall so desire, it shall be permitted to be heard at each level of the procedure under which the grievance shall be considered. No grievance settlement or final disposition of any grievance shall be binding upon the Committee or the Association in the event the said settlement or disposition in any manner alters or violates this Contract or the intent thereof.

 

 

Article II

TEACHING HOURS AND TEACHING LOAD

 

Section A. All teachers will be granted a duty-free lunch period of at least thirty (30) minutes.

 

Section B. Where scheduling permits, secondary teachers shall be given an unassigned period. During this unassigned period, said teacher may be called upon at the discretion of the principal. The Family and Consumer Science teacher at the high school will have one extra prep per week for grocery shopping.

 

Section C. Elementary teachers shall be given at least four (4) preparation periods per week during special area class time. Special area class teachers will also be given at least four (4) preparation periods per week. During this preparation time, said teachers may be called upon in an emergency at the discretion of the principal. It is understood by the parties that when it is possible to schedule five (5) preparation periods per week, in an educationally sound way, it will be scheduled.

 

Section D.

1.         In those cases where substitutes are not available and a teacher serves as a substitute during his non-teaching time, said teacher will be paid an additional twenty dollars ($20.00) for each period substituted. Such arrangements will be made by the principal of the school, who, except in cases of emergency, will attempt to limit the teacher to one (I) period of substitution per day. It is agreed that before the administration assigns a teacher to serve as a substitute, the reason for assigning a teacher as a substitute for a period must be that a teacher has left during the day or a substitute is not available. When a teacher is absent for a whole day and so notifies the administration, every effort will be made to provide a substitute.

 

2.         When a teacher agrees to teach one (1) extra period on a regular basis, he/she will be compensated 1/5 of his/her per diem pay and be released of any directed learning time.

 

Section E. The Committee will follow its past practices for all personnel covered by this Contract regarding the establishment of the work day and work year during the life of this Contract. The work year will be one hundred eighty-four (184) work days consisting of one hundred eighty (180) student days, one (1) orientation day, and three (3) professional development days.

 

Effective the beginning of the 2007 -2008 school year, the work year will be one hundred eighty-two (182) work days consisting of one hundred eighty (180) student days, one (1) orientation day, one (1) professional development day of5.5 hours to be scheduled by the Committee during the month of March, and 12.5 additional hours of professional development to be scheduled by the Instructional Leadership Team ("ILT") and the Building Principal by adding

1.25 hours at the end of one (1) workday each month for the ten (10) months of September through and including June, provided that the Committee shall have the right to schedule up to said 12.5 hours of professional development to be taken (in full, 6 hour, days) during two (2) days before the start of the school year and the March professional development day.

 

Section F. In addition to teaching duties, as otherwise outlined in this contract, teachers will be expected to perform the following duties listed below and other duties in conformance with past practice which may not have been listed below except as modified by Sections 3 and 4 of the Memorandum of Agreement dated June 10, 1997, between the parties resolving arbitration award AAA 11 39002314 95 ("Memorandum Attachment 1") which sections are attached hereto.

 

1.         Homeroom duty as assigned in accordance with past practice.

2.         Supervision of detention shall be assigned to all staff members on a rotating basis.

3.         Supervision of study halls in accordance with past practice.

4.         Prepare plan books, record books, seating plans, and report cards in accordance with past practice.

5.         Attend faculty meetings in accordance with past practice.

6.         Provide extra help after school in accordance with past practice.

            7.         Attend monthly department (grades 7-12) and grade level (grades K-6) meetings.

8.         Participate in open house activities in accordance with past practice.

9A.      Supervision of bus duty for elementary teachers shall be assigned to all staff members on a rotating basis.

9B.      Supervision of bus duty for secondary teachers shall be in accordance with past practice.

10.       Lunch duty in accordance with past practice except that each elementary school will be provided two (2) lunch monitors to supervise the students only in the lunchrooms and only during the three (3) lunch periods including passing time between lunch periods. Elementary teachers will not be called upon to perform lunch duty except in an emergency.

11.       Supervision of corridors in accordance with past practice.

12.       Attend assemblies in accordance with past practice.

13.       Make reports to office on class attendance in accordance with past practice.

14.       Supervise class during fire drills in accordance with past practice.

15.       Field trips are voluntary; however, once the teacher initiates a trip, the teacher is to attend and be responsible for its supervision and organization. Additionally, if a trip is to involve the majority of the students of a grade, subject area, or department, then all teachers in that grade, subject area, or department are required to make the trip.

16.       Recess supervision in accordance with past practice.

17.       Assist sick and injured children in emergency situations in accordance with past practice.

18.       Within the normal school day, TEAM evaluations will be performed in accordance with past practice.

19.       Serve as advisors and sponsors of existing student organizations and existing clubs on a voluntary basis.

20.       Chaperone dances and activities on a voluntary basis.

21.       Supervise existing extracurricular assignments on a voluntary basis.

22.       No LEA business will be conducted on school time except for duty-free lunch period.

 

Notwithstanding anything to the contrary contained in this Agreement, a teacher may volunteer to perform certain non-teaching supervisory duties not already required to be performed as referred to hereinabove or otherwise and be compensated at eighteen dollars ($18.00) per duty.

 

Section G.

 

1.         Parent/teacher conferences at elementary schools:

 

One (1) of the five (5) elementary afternoon parent/teacher conference sessions will be changed to one three (3) hour evening parent/teacher conference to be held in the fall from 6:00 p.m. to 9:00 p.m. On this one (1) evening parent/teacher conference, students will be released at 11 :20 a.m. based on the present regular elementary starting and ending time. The elementary teachers on this day will be released at least three (3) hours before their regular ending time.

 

In the Fall the conferences will be scheduled on three (3) consecutive days, Wednesday 12:30 p.m.-3:30 p.m., Thursday 6:00 p.m.-9:00 p.m., and Friday 12:30 p.m.-3:30 p.m. In the Spring the conferences will be scheduled on two (2) consecutive days, Thursday and Friday 12:30 p.m.-3:30 p.m.

 

2.         Parent/teacher conferences at high school:

 

a.         The student instructional day immediately preceding the evening Open House normally scheduled in September will be a full day. All faculty will be expected to attend Open House between 6:30 p.m. and 9:00 p.m.

 

b.         The student instructional day scheduled to occur on the day established for parent/teacher conferences will be a half day. Following the distribution of first marking period grades, Teachers will work a full day and participate in conferences with parents from 12:00 p.m. to 2:00 p.m. Parent-teacher conferences will be by appointment only and shall be scheduled by the school administration in consultation with the Teacher.

 

 

Article III

CLASS SIZE

 

Section A. It is the intent of the Committee, and the Association agrees, that reduction in some class sizes is desirable; and, to the extent possible and in view of the availability of staff and facilities, the Committee will make such reductions. Although there are special situations in which certain classes need to be smaller and others may be larger, the desired optimum goal for most classes is twenty-five (25).

 

 

Article IV

TEACHER ASSIGNMENTS

 

Section A. Teachers will be notified, except in an emergency situation, of their programs for the coming school year, including the school to which they will be assigned, and the grades and/or subjects that they will teach, as soon as practicable and under normal circumstances not later than August 1.

 

Section B. In order to assure that pupils are taught by teachers working within their areas of competence, teachers will not normally be assigned, except temporarily and for good cause, outside the scope of their teaching licenses and/or their major or minor field of study.

 

Section C. To the extent possible, commensurate with the best interest of the School System, changes in grade and assignments in the elementary schools and in Major Area assignments in the secondary schools, should be voluntary.

Section D. In arranging schedules for teachers who are assigned to more than one school, an effort will be made to limit the amount of interschool travel. Such teachers will be notified of any changes in their schedules as soon as it is possible to do so. Teachers employed and designated as required to travel between schools shall be compensated for travel on the basis of $125.00 for each school year.

 

 

Article V

TEACHER EVALUATION

 

Section A. The purposes of evaluation are: 1. To provide information for improving performance, and 2. To provide a record of facts and assessments for all personnel decisions. The instrument to be used in evaluation shall be PERFORMANCE STANDARDS AND EVALUATION PROCEDURES as agreed upon by the parties and incorporated into this agreement as Exhibit A.

 

Section B. All monitoring or observation of the work performance of a teacher will be conducted openly and with full knowledge of the teacher. No teacher shall be formally monitored or observed on a partial school day, a day before an extended vacation longer than one day's duration, or in the last two weeks of school. Teachers will be given a copy of any evaluation report prepared by their superiors and acknowledge that they have seen it and will have the right to discuss and sign each report with their superiors.

 

Section C.

 

1.         Only one (l) official personnel file will be kept on each teacher. It will be housed in the office of the Superintendent of Schools.

 

2.         Teachers will have the right, upon request, to review and make copies of the contents of their personnel file in the presence of a representative of the School Committee, if the School Committee so desires. A teacher will be entitled to have a representative of the Association accompany him during such review.

 

3.         No material derogatory to a teacher's conduct, service, character, or personality will be placed in his personnel file unless the teacher has had the opportunity to review the material. The teacher will acknowledge in writing that he has had the opportunity to review such material by affixing his signature to the copy to be filed with the contents thereof. The teacher will also have the right to submit a written answer to such material, and his answer shall be reviewed by the Superintendent and attached to the file copy.

 

4.         As a minimum, teachers without professional status will be evaluated twice a year, and teachers with professional status will be evaluated every other year.

 

Section D. Any complaints placed in the file regarding a teacher made by a parent, a student, an administrator, the School Committee, or other person will be promptly called to the attention of the teacher, and the complainant will be identified. Before any action is taken, said complaints must be submitted in writing by the complainant. No complaint, however, will be based on second party information.

 

Section E. The Association recognizes the authority and the responsibility of the principal for disciplining or reprimanding a teacher for delinquency of professional performance. However, should such action become necessary, it will be done in private. If a teacher is requested to meet with any member of the administration at or above the level of the principal, or with the School Committee, where disciplinary action is contemplated, the teacher will be entitled to have a representative of the Association present.

 

 

Article VI

TRANSFER

 

Section A. When a transfer in the number of teachers in a school is necessary, qualified volunteers will be considered first.

 

Section B. When involuntary transfers are necessary, a teacher's major and/or minor field of study, academic preparation, ability, qualifications, assessment history, and length of service in the Ludlow School System will be considered in determining which teacher is to be transferred. When all these factors are relatively equal, the most senior teacher(s) will be transferred last. Teachers being involuntarily transferred will be transferred only to a position in their area of competence.

 

Section C. Notice of transfer will be given to teachers not later than August 20.

 

 

Article VII

VACANCIES AND PROMOTIONS

 

Section A.

 

1.         Whenever any vacancy occurs in a position, it will be adequately publicized by the Superintendent by means of a notice placed on the school bulletin board in every school for at least five (5) calendar days. Notice of vacancies in specialized positions identified as administrators, curriculum and instructional leaders or department heads shall be posted in the above manner for at least thirty (30) calendar days and shall clearly set forth the specifications, qualifications, and compensation of the position. The qualifications set forth for a particular position will not be changed arbitrarily, capriciously, or without basis in fact when vacancies occur. With the exception of specialized positions as noted above, no vacancy will be filled except in an emergency within five (5) days from the date the notice is posted in each school building.

 

2.         Persons in an acting capacity will receive the full salary and power of the position which they are filling.

 

Section B. If during the term of this Agreement a new position is established within the bargaining unit covered by this Agreement, the Committee will promptly give the Association written notice of the proposed salary for such position. If the Association objects to the proposed salary, it will, within ten (to) days after receiving such notice, inform the Committee of its desire to negotiate the proposed salary.

 

Section C.

 

1.         All qualified teachers will be given adequate opportunity to make application for such positions as indicated in Sections A and B above, and the Committee agrees to give due weight to the professional background and attainments of all applicants and other factors which may be relevant. When all other factors are substantially equal, preference in filling such vacancies will be given to qualified teachers already employed by the Committee, provided that service during the remainder of the school year under Section C.2, hereafter, will not be considered by the Committee in making its determination under this section.

 

2.         When a vacancy occurs, or a new position is established, as provided in Sections A and B above, at any time during the school year, the position may be filled by the Committee for the remainder of the school year and, in such event only, the requirements and provision of Section C. I, above, shall not apply.

 

Section D. During vacation periods, vacancies will be posted on a bulletin board at the Central Office and a notice sent to the President of the Association. With the exception of specialized positions as noted above, no vacancy will be filled except in an emergency within five (5) days from the date the notice is posted.

 

 

Article VIII

POSITIONS IN SUMMER SCHOOL

AND UNDER PUBLIC AND PRIVATE GRANTS

 

Section A. The School Committee of Ludlow will determine, in its sole discretion, whether or not a summer school program and/or a public or private grant will be operated or discontinued at any time.

 

Section B. All openings for summer school positions and positions under public and private grants will be adequately publicized by the Superintendent in each school building as early as possible, and teachers who have applied for such positions will be notified of the action taken regarding their applications as early as possible.

 

Section C. When all considerations are equal, preference for filling positions in the summer school and positions under public and private grants will be given to regularly appointed teachers in the school system who may apply.

 

Section D. In filling such positions, consideration will be given to a teacher's area of competence, major and/or minor field of study, quality of teaching performance, attendance record, length of service in the school system and in regard to summer school positions, previous summer school teaching experience.

 

 

Article IX

LEAVES OF ABSENCE WITHOUT LOSS OF PAY

 

Section A. Each teacher shall be allowed fifteen (15) days of medical leave for disability with full pay in each school year in which the teacher is serving in the Ludlow Public Schools as of the first official day of said year. Unused leave of absence for disability shall be accumulated from year to year up to two hundred forty (240) days. A teacher new to the school system shall be considered an employee on the first day he or she reports.

 

1.         While on medical leave, the individual's pay accrual toward further medical leave eligibility shall not exceed fifteen (15) days. Progression toward professional teacher status shall not be interrupted.

 

2.         Medical leave shall be expended at the rate of one (1) day for each school day of absence or portion thereof. Absence for medical tests will be deducted from medical leave.

 

3.         Employees whose services are terminated for any reason, except death or retirement, shall not be compensated for unused eligibility for medical leave.

 

4.         Each teacher, upon request, shall receive yearly notice of his/her accrued medical leave.

 

5.         When absences of five (5) or more consecutive school days occur because of disability, the Committee may require a physician's license. The Committee may require a second opinion by a physician of the Committee's choice. The School Committee will pay for the second opinion. The Committee and the member will share the cost if a third physician is needed.

 

6.         A teacher, upon retirement or upon death, shall be compensated for unused medical leave of absence for disability accumulated under the provisions of this Agreement. Such compensation shall be paid to the teacher or the teacher's estate at a per-diem rate of twenty-five dollars ($25.00) per day up to a maximum of two hundred forty (240) days.

 

7.         In the event of anticipated long-term disability, such as an operation or delivery of a child, the teacher will, except in an emergency, notify the Committee and the Superintendent thirty (30) days prior to his/her expected date of departure.

 

Section B. Each teacher shall be allowed a maximum of three (3) days for emergency reasons and one (1) day for legal or business reasons, and one (1) personal day.

 

1.         For the purpose of this Contract, "emergency" may be interpreted to include such cases as home emergencies, quarantine by order of the Health Department, serious illness of a member of the employee's immediate family or permanent household requiring the personal care of that member by the employee. In the case of parent or guardian, leave for illness of a child may be granted if the child is a member of the immediate household. For emergency leave, a statement of circumstances shall be submitted by the employee, endorsed by the principal or other supervisory officer and forwarded to the Central Office for approval by the Superintendent.

 

2.         Each teacher may, upon written request and with the advance approval of the Superintendent or his designee, except in case of emergency in which event the approval of the Superintendent or his designee may be given orally, be granted one (1) day leave of absence with pay each school year for legal or business matters. Acceptable reasons which must be important and stated in writing for such days are such as, but not limited to the following: (1) court appearances, (2) house and property closings, (3) a complete house or apartment move.

 

3.         Each teacher shall be allowed the aforementioned personal day in each school year but not during the last two (2) weeks of school or the workday before or after a vacation period or holiday, and it may not be accumulated. It is understood that in the aforementioned circumstances, there may be certain occasions when, with the approval of the Superintendent, a teacher may take his personal day during the last two weeks of school or the workday before or after a vacation period or holiday.

 

4.         Teachers who are present at work for one hundred (100) consecutive days, exclusive of approved professional days, jury duty, approved Association business, and bereavement days for immediate family as provided for in Article IX, Section C, will be granted one (1) personal day. The consecutive days may overlap two (2) school years. The personal day must be taken in the school year in which it is earned and may not be accumulated, except that if a teacher earns his personal day for one hundred (100) consecutive days of perfect attendance during the last two (2) weeks of school, his personal day will be carried over to the following school year. It is understood that in the aforementioned circumstance, there may be certain occasions when, with the approval of the Superintendent, a teacher may take his personal day during the last two (2) weeks of school. Written notification to the Superintendent is required two (2) weeks in advance of the personal leave date desired.

 

Section C. In case of death in the immediate family (father, mother, brother, sister, son, daughter, husband, wife, grandchildren, domestic partner, parent-in-law, or other relatives with whom the teacher may then be living), a teacher shall be allowed not more than three (3) days with full pay, and for other relatives (grandparents, uncles, aunts, first cousins, nieces, and nephews), the teacher shall be allowed the day of the funeral with full pay. These regulations shall apply equally to relation whether by blood or by marriage, but no allowance with pay shall be granted for days previous to that on which the death occurs. In the case of death of husband, wife, son, or daughter, a teacher may, in addition to the three (3) days above provided, request and use up to a maximum of two (2) additional days to be charged to emergency and/or legal or business days to which the teacher may then be entitled. Such request must be made to the Superintendent as soon as possible under the circumstances so that the proper arrangements can be made in the best interest of the Ludlow School System.

 

Section D. A teacher shall be granted a leave of absence without loss of pay for one (1) day to attend commencement ceremonies should such fall on a school day, at which he or any member of his immediate family will be awarded a degree, or a diploma which represents the completion of at least two (2) years of post high school study. For the purpose of this section, immediate family is defined as father, mother, husband, wife, son, daughter, brother, sister, son-in-law, or daughter-in-law. Request for this leave shall be by written notification to the Superintendent two (2) weeks in advance of the effective leave date. (When travel time is needed, the School Committee may grant additional leave without pay.)

 

Section E. Notwithstanding the eligibility of personnel to access emergency, legal or business, or personal leave as further described in Section B. 1.-4., personnel who do not use those days not to exceed six in total per year shall, upon retirement or upon death, be compensated for said unused emergency, business/legal and/or personal leave according to the compensation terms described in Section A.6., including but not limited to the maximum of two hundred forty (240) days.

 

 

Article X

TEMPORARY LEAVES OF ABSENCE WITHOUT LOSS OF PAY

 

Section A. A teacher may be granted up to five (5) days for the purpose of visiting other schools or attending meetings or conferences of an educational nature upon written request and subsequent approval of the employee's principal and Superintendent. Reimbursement for the necessary expenses relating to conference attendance shall be subject to prior School Committee approval.

 

Section B. A teacher may be granted, upon written request to the Committee at least four

(4) weeks in advance and with the approval of the Committee, early leave from his school duties for the purpose of attending Government Sponsored Educational Institutes for professional improvement, provided that the total number of days will not exceed ten(10)days. Incase of a late appointment, the four (4) weeks' advance notice may be waived.

 

Section C. The Committee shall grant a teacher a leave of absence for required reserve military training not to exceed twenty (20) school days in any calendar year which cannot be performed at times other than school days. The Committee shall provide the difference between the teacher's military pay and the teacher's salary. The total pay received for this period shall not exceed his regular teacher salary for this same period.

 

Section D. Any teacher covered by this Agreement who is called to serve on jury duty will continue to receive his salary while serving on said duty and also will agree to give the Committee the compensation received, exclusive of travel and meals, for said jury duty.

 

Section E. Time necessary for Association representatives to attend Massachusetts Teachers Association and/or National Education Association conferences and conventions shall be granted, provided, however, that the total amount of time taken by all such representatives will not exceed thirty (30) days per school year.

 

 

Article XI

EXTENDED LEAVES OF ABSENCE WITHOUT PAY

 

Section A. The Committee agrees that up to three (3) professional teacher status teachers designated by the Association will, upon request, be granted a leave of absence for up to two (2) years without pay for the purpose of engaging in Association (local, state, or national) activities. Upon return from such leave, the teacher will be placed on the salary schedule at the level commensurate with the teacher's actual teaching experience.

 

Section B. A leave of absence without pay of up to two (2) years will be granted to any teacher who joins the Peace Corps or serves as an exchange teacher, and is a full-time participant in either of such programs. Upon return from such leave, a teacher will be considered as if he were actively employed by the Committee during the leave and will be placed on the salary schedule at the level the teacher would have achieved if the teacher had not been absent. There shall be no accrual of time towards professional teacher status during the leave.

 

Section C. Military leave will be granted to any teacher who is inducted or enlists in any branch of the Armed Forces of the United States. Upon return from such leave, a teacher will be placed on the salary schedule at the level which the teacher would have achieved had the teacher remained actively employed in the system during the period of his absence up to a maximum of four (4) years.

 

Section D. All requests for extensions or renewals of leave will be applied for in writing. A teacher's entitlement to his/her prior position or a substantially equivalent position upon return from such extension or renewal will be arranged on an individual basis by vote of the Committee.

 

Section E. Any teacher on leave of absence who does not return to work upon termination of said leave as specified in this article shall be considered as having resigned from his/her position.

 

Section F. For every day a teacher is out on an unpaid leave of absence, that day and every subsequent day will be subtracted from the said teacher's seniority date. The day or days subtracted from the seniority date will be deducted as they occur.

 

Section G. Time off of up to not more than five(5)consecutive workdays without pay may be granted at the discretion of the Superintendent except that said time off shall not be for the purposes of vacation or any extension thereof. The decision of the Superintendent shall not be grievable or arbitrable.

 


 

Article XII

SABBATICAL LEAVES

 

Desiring to reward professional performance and encourage independent research and achievement, the Committee hereby adopts the following policy of Sabbatical Leaves for Teachers to be granted upon recommendation by the Superintendent for approved scholarly programs whether or not carried on in an academic institution and subject to the conditions listed below.

 

Section A. No more than one (1) percent of the teaching staff shall be absent on sabbatical leave at anyone time.

 

Section B. Requests for sabbatical leave must be received by the Superintendent in writing in such form as may be required by the Superintendent no later than March 15, and action must be taken on all such requests no later than May I, of the school year preceding the school year for which the sabbatical leave is requested.

 

Section C. The teacher has completed at least seven (7) years of consecutive service in the Ludlow School System.

 

Section D. Teachers on sabbatical leave will be paid at two-thirds (2/3) of their annual salary rate, in accordance with General Laws relating to Education -Commonwealth of Massachusetts.

 

Section E. The teacher will agree to return to employment in the Ludlow School System for one (1) full school year in the event of a semester's leave or two (2) full school years in the event of a full school year's leave. In the event that a teacher does not return for the period stated herein, the teacher will be required to reimburse the Committee for all monies advanced for such sabbatical leave, except in cases of death, incapacitating illness, or other circumstances recognized by the Committee.

 

 

Article XIII

CHILDREARING AND FAMILY LEAVES

OF ABSENCE WITHOUT PAY

 

Section A.

 

1.         A teacher will be granted leave for the purpose of rearing said teacher's newborn child under conditions hereinafter specified.

 

2.         In the manner and to the extent provided in this article, an employee who has been employed for at least three (3) consecutive months as a full-time employee and who shall give at least two (2) weeks' notice to the Committee of anticipated date of departure and intention to return shall be granted a leave of absence without pay and without accrual of time toward professional teacher status and eligibility for medical leave.

 

The said childrearing leave shall be for a period not exceeding twelve (12) months from the date of termination of disability as a result of pregnancy and, upon expiration of said childrearing leave, said employee shall be restored to the previous, or a similar, position with the same status, pay, length of service credit and seniority, wherever applicable, as of the date of leave.

 

3.         The Committee shall not be required to restore an employee on childrearing leave to the previous or a similar position if other employees of equal length of service credit and status in the same or similar position have been laid off due to economic conditions or other changes in operating conditions affecting employment during the period of such childrearing leave; provided, however, that such employee on childrearing leave shall retain any preferential consideration for another position to which the employee may be entitled as of the date of leave. Such childrearing leave shall not affect the employee's right to receive vacation time, medical leave, bonuses, advancement, seniority, length of service credit, benefits, plans or programs for which the employee was eligible on the date of leave, and any other advantages or rights of employment incident to the employee's employment position; provided, however, that such childrearing leave shall not be included, when applicable, in the computation of such benefits, rights, and advantages; and provided, further, that the Committee need not provide for the cost of any benefits, plans, or programs during the period of childrearing leave unless the Committee so provides for all employees on leave of absence.

 

4.         Teachers whose notice of intention to return, as required by Section A.2, above, involves a return to their duties during the course of a school year which in the judgment of the Committee would constitute inconveniences or disruption to pupils and the school administration, may be required by the Committee to postpone their return until the beginning of the following year. Teachers increase their chances of returning during the school year by notifying the School Committee of their intent to return on or before July I preceding the school year in which they intend to return.

 

5.         In the event a teacher who has given the required notice of intention to return wishes to extend the period of childrearing leave beyond the date of return specified in said notice, the teacher shall submit a letter of request to the Committee within a reasonable time prior to the original date of return. Due consideration of this request shall be given by the Committee.

 

Section B.

 

1.         Family leave of up to thirty (30) calendar days will be granted to any teacher upon presentation of a physician's license to the Superintendent of Schools proving that such leave is necessary to insure the health and welfare of the employee's family.

 

2.         Said family leave of absence will be without pay and without accrual of time toward professional teacher status and eligibility for medical leave. Upon expiration of said leave, said employee shall be restored to the previous, or a similar, position with the same status, pay, length of service credit and seniority, wherever applicable, as of the date of leave.

 

The Committee shall not be required to restore an employee on leave to the previous or a similar position if other employees of equal length of service credit and status in the same or similar position have been laid off due to economic conditions or other changes in operating conditions affecting employment during the period of such leave; provided, however, that such employee on leave shall retain any preferential consideration for another position to which the employee may be entitled as of the date of leave. Such leave shall not affect the employee's right to receive vacation time, medical leave, bonuses, advancement, seniority, length of service credit, benefits, plans, or programs for which the employee was eligible at the date of leave, and any other advantages or rights of employment incident to the employment position; provided, however, that such leave shall not be included, when applicable, in the computation of such benefits, rights, and advantages; and provided, further, that the Committee need not provide for the cost of any benefits, plans, or programs during the period of family leave unless the Committee so provides for all employees on leave of absence.

 

Section C. Pursuant to the Family and Medical Leave Act of 1993 ("FMLA"), eligible employees will be provided with up to twelve (12) weeks of unpaid leave for their own serious illness, the birth or adoption of a child, or the care of a seriously ill child, spouse, or parent.

 

1.         Eligible employees are defined as having been employed:

 

a.         for at least twelve (12) months, and

 

b.         for at least 1250 hours over the previous twelve (12) months, 29 U.S.C. § 825.110 provides that full-time teachers of an elementary or secondary school system are deemed to meet the 1,250 hour test.

 

2.         Employees are entitled to twelve (12) weeks leave during any twelve (12) month period for the following reasons:

 

a.         The birth of an employee's child or the care thereof or because of placement of a child with the employee for adoption or foster care; an employee's entitlement to leave for this reason expires twelve (12) months after the birth or placement of the child.

 

b.         Caring for the employee's spouse, son, daughter, or parent who has a serious health condition; a "serious" health condition is one that requires inpatient care or "continuing treatment by a health care provider."

 

c.         The employee suffers a serious health condition that makes him/her unable to perform the functions of his/her job.

 

3.         a.         All requests for leaves must be submitted in writing at least, when possible, thirty (30) days in advance to the Committee.

 

b.         All requests must be dated and state the reason and anticipated length of the leave.

 

c.         All requests under 2.b. or c. must be supported with LICENSURE, by the health care provider of the person with the serious health condition, within fifteen (15) days of the request unless under particular circumstances it is not possible to do so, in which case it should be provided as soon as possible. Licensure should include the date on which the serious health condition began, the probable duration of the condition, appropriate medical facts regarding the condition, a statement that the employee is needed to care for the family member and an estimate of the amount of time needed for such care (if the leave is to care for a family member) or that the employee is unable to perform his/her functions (if for his/her own health condition).

 

d.         An employee will be required to submit RE-LICENSURE every thirty (30) days if the leave is extended from the original date, the circumstances of the serious health condition change, or the Committee receives information that casts doubt upon the continuing validity of the latest licensure. If the employee becomes aware that an extension of the leave will be needed, advance notification will be appreciated to allow for staff scheduling and minimal interruption. This information must be communicated directly to the Committee by the employee on leave.

 

e.         The Committee reserves the right to require a second opinion by a doctor designated or approved by the Committee and at the expense of the Committee. In the event of conflicting opinions, the Committee may require, at the expense of the Committee, a third opinion by a doctor approved jointly by the Committee and the employee which will be final and binding.

 

f.          An employee returning from leave will be reinstated to the position he/she was employed in prior to the leave or to an equivalent position in pay, benefits, and other terms and conditions of employment. An employee on leave must contact the Committee at least five (5) days prior to his/her scheduled return date to verify his/her return.

 

g.         The Committee will continue contributions to health benefits, if any, in the usual and customary manner during the leave.

 

h.         The Committee reserves the right to recover premiums paid for employees who fail to return from leave, except if the reason is the continuation, recurrence, or on set of a serious health condition entitling the employee to leave under 2.b. or c. or something else beyond the employee's control. If the employee fails to return from leave because of a claimed continuation, re-occurrence, or onset of a serious health condition entitling the employee to leave under 2.b. or c. he/she must furnish certification from the health care provider to support the claim. If the employee fails to furnish the certification within thirty (30) days the Committee will seek to recover any premiums paid.

 

i.          If at end of the twelve (12) week period, the employee requests and is granted an extension of the leave, he/she will become responsible for the payment of the full insurance premium under COBRA guidelines. The insurance premiums will be reinstated in the usual and customary manner once the employee returns to work from the leave.

 

j.          Earned time will not continue to accrue during a leave hereunder, however, these benefits will immediately begin to accrue following the employee's return to work. An employee on leave will maintain, but will not accrue, his/her seniority during the leave. Seniority will continue to accrue immediately following his/her return to work.

 

k.         Paid time used for any portion of the leave will be in substitution of, and not in addition to, the twelve (12) week period.

 

l.          A leave taken hereunder does not supersede Massachusetts General Laws regarding leaves. Any employee eligible for leave under this section will be entitled to any other greater family or medical leave rights and benefits provided for in any provision of this Agreement.

 

4.         The following shall apply to "instructional employees" as defined by the FMLA and the regulations promulgated thereunder:

 

a.         (1)        If an eligible instructional employee requests intermittent leave or

leave on a reduced leave schedule to care for a family member, or for the employee's own serious health condition, which is foreseeable based on planned medical treatment, and the employee would be on leave for more than twenty (20) percent of the total number of working days over the period the leave would extend, the Committee may require the employee to choose either to:

 

(i)         Take leave for a period of a particular duration, not greater than the duration of the planned treatment; or

 

(ii)        transfer temporarily to an available alternative position for which the employee is qualified, which has equivalent pay and benefits and which better accommodates recurring periods of leave than does the employee’s regular position.

 

(2)        If an instructional employee does not give the required notice of foreseeable FMLA leave to be taken intermittently or on a reduced leave schedule, the Committee may require the employee to take leave of a particular duration, or to transfer temporarily to an alternative position.  Alternatively, the Committee may require the employee to delay the taking of leave until the notice provision is met.

 

b.         (1)        If an instructional employee begins leave more than five (5) weeks

before the end of an academic term, the Committee may require the employee to continue taking leave until the end of the academic term if –

 

                                                (i)         The leave will last at least three (3) weeks, and

 

(ii)        the employee would return to work during the three-week period before the end of the academic term.

 

(2)        If the employee begins leave for a purpose other than the employee’s own serious health condition during the five week period before the end of an academic term, the Committee may require the employee to continue taking leave until the notice provision is met.

 

                                                (i)         The leave will last more than two (2) weeks, and

 

(ii)        The employee would return to work during the two-week period before the end of the academic term.

 

(3)        If the employee begins leave for a purpose other than the employee’s own serious health condition during the three-week period before the end of an academic term, and the leave will last more than five (5) working days, the Committee may require the employee to continue taking leave until the end of the academic term.

 

(4)        The words “academic term” mean the school semester, which typically ends near the end of the calendar year and the end of spring each school year.

 

Section D. Non-compliance with the provisions of this article may cause the expiration of leave and the termination of the individual as an employee


 

Article XIV

PROFESSIONAL BEHAVIOR

 

The Committee and the Association recognize that the abuses of medical leave or other leaves, chronic tardiness or absence, willful deficiencies in professional performance, and other violations of discipline by a teacher reflect adversely upon the teaching profession and create undesirable conditions in the school building.

 

They further recognize the Code of Ethics of the Education Profession as defining acceptable criteria of professional behavior. Breaches of discipline in the Code of Ethics shall be promptly reported to the offending teacher and the Association for appropriate action. The Association will use its best efforts to correct breaches of professional behavior by any teacher andt in appropriate cases, may institute proceedings against the offending teacher under the Code of Ethics.

 

Teachers will be required to report to their respective schools at the following times: Elementary Schools -8:30 a.m.; Middle Schools -8:05 a.m.; Senior High Schools -7:20 a.m.

 

No teacher with professional teacher status will be disciplined, reprimanded, reduced in rank or compensation, suspended, or dismissed without just cause, provided, however, that the Superintendent may, for good cause, require the immediate suspension of any employee pursuant toM.O.L.,c.71,sec.42D. Incases of suspension or dismissal, the arbitrator shall consider the best interest of the pupils in the district and the need for elevation of performance standards.

 

 

Article XV

CONSULTATION PROCEDURE

 

Section A. The Committee and the Association desire to encourage the active participation of the teachers in the development and implementation of the best possible educational programs for the school children of Ludlow, including state and federal programs.

 

The Association may make recommendations to the Committee through the administration and Superintendent in regard to such programs.

 

Section B. It is clearly understood and agreed that the consultation procedure described herein shall not be construed to require any party to this Contract to consent to any change, modification, or reopening of this Contract.

 

 

Article XVI

CONDITIONS OF INSTRUCTION AND

CURRICULUM COMMITTEES

 

Section A. The Committee and Association agree that a teacher's primary function is to

teach; therefore,

 

1.         Except in situations as determined by the principal or his designee or to provide approved special instruction, pupils shall not be taken from class.

 

2.         A teacher's marks shall not be changed arbitrarily or without valid reason. Prior to making any change, the administrator shall consult with the teacher concerned.

 

3.         An elementary school teacher shall not normally be required to prepare each evaluation of a pupil more than once, unless the evaluation is unsatisfactory to the principal.

 

4.         Teachers shall be relieved of all daily maintenance of registers.

 

Section B. System wide curriculum development and revisions which would be considered above the normal scope of curriculum study shall be undertaken by curriculum committees.

 

1.         The curriculum committee will include a chair, secretary, and at least five (5) additional committee members.

 

2.         Each curriculum committee will determine its need for release time from instructional duties, for which a substitute will be provided. (The majority will prevail.)

 

3.         Each curriculum committee will dedicate its time to the curriculum during the early release days.

 

4.         Each curriculum committee will be chaired by a teacher if possible.

 

5.         The members of each curriculum committee will be compensated at $25.50 ($26.14 effective the beginning of the 2007 -2008 school year and $27.06 effective the beginning of the 2008 -2009 school year) per hour for a minimum of thirty (30) hours. The chair will be compensated at $30.60 ($31.37 effective the beginning of the 2007 -2008 school year and $32.47 effective the beginning of the 2008 -2009 school year) per hour for a minimum of thirty (30) hours. The secretary will be compensated for additional hours needed to prepare the final report up to a maximum often (10) additional hours. Any additional time needed must be approved by the Superintendent. Work performed during release time from instructional duties referred to in paragraph 2. above will be neither compensated, nor counted toward the minimum hours, as provided for in this paragraph.

 

6.         Each curriculum committee chair will verify clock hours earned for PDP credits.

 

Section C. All teachers shall be provided with in-service training and orientation prior to the introduction of any new system-wide curriculum changes. The length and type of in-service training and necessary teacher participation will be developed by a joint committee of administrators and teachers who initiated the program. These programs and training will be subject to School Committee approval. The cost of the in-service training will be assumed by the School Department. This cost will not be interpreted as compensation for training sessions.

 

 

Article XVII

TEACHER PROTECTION

 

Section A.

 

1.         Teachers shall be required to report any case of assault on teachers in connection with their employment to the Principal and Superintendent of Schools. The Superintendent of Schools shall acknowledge receipt of such report.

 

2.         The alleged assault will be promptly investigated by the teacher's principal and the Superintendent of Schools.

 

3.         In either cases (pupil or non-pupil adult), the Superintendent will comply with any reasonable written request from the teacher for information in its possession relating to the incident or person involved.

 

4.         If a teacher is verbally or physically assaulted or a battery is committed on such teacher during the workday and such teacher feels that he/she cannot perform his/her professional duties, such teacher will have the ability to remove himself/herself from work on the day of the event for all or a portion of the remainder of that day without loss of pay or use of sick leave.

 

 

Article XVIII

INSURANCE AND ANNUITY PLAN

 

Section A. The cost of the following types of insurance coverage will be paid by the Town of Ludlow for each teacher electing to sign up for the following coverage:

 

1.         Term life insurance of the type presently available to teachers -fifty percent (50%). Medical and hospitalization insurance of the type presently available to teachers for individual or family coverage, whichever applies in the particular case -eighty-one percent (81 %). Effective by on or about September 1, 2004, medical and hospitalization insurance will be provided via a single vendor., Blue Cross/Blue Shield, and a BlueCross/Blue Shield-Dental Blue dental plan will be provided, the latter of which cost will be shared equally between the employee and the Town of Ludlow. Effective until August 31, 2006, in the event the Town of Ludlow agrees to contribute more than 50% of the cost of said dental plan for any other bargaining unit, the employees covered by this Agreement will be entitled to receive the same increased cost contribution by the Town of Ludlow.

 

Section B. Teachers will be eligible to participate in a "tax-sheltered" annuity plan established pursuant to United States Public Law No. 87-370.

Section C. The Committee shall provide indemnification for any teacher who shall be eligible for indemnification under Chapter 41, Section 100C of the General Laws of the Commonwealth as most currently amended.

 

 

Article XIX

PAYROLL DEDUCTIONS

 

Section A. The Committee hereby accepts the provisions of Section 17C of Chapter 180 of the General Laws of Massachusetts and, in accordance therewith, shall certify to the Treasurer of the Town of Ludlow, Massachusetts, all payroll deductions for the payment of dues to the Association duly authorized by employees covered by this Contract.

 

Dues deduction will be prorated equally from the effective date of employee authorization to the end of the school year.

 

Section B. All members of the bargaining unit who are not members of the Association shall be required to pay the fair share fee. The Association recognizes the sole and exclusive remedy for non-payment of the fee shall be for the Association to proceed to court for collection of the fee from a non-paying employee member of the unit. The Committee is not, and should not be, responsible for the implementation, collection, or enforcement of the fair share fee, except that it will supply any required documentation to establish that a person is a member of the bargaining unit subject to the fee.

 

The Association agrees that it will indemnify and hold the Committee harmless for any action taken against an employee as a result of this agency service fee agreement, including, but not limited to, any legal expenses incurred.

 

In the event of conscientious objection to payment of the fair share fee, a member of the bargaining unit may pay the amount of the fee to a scholarship fund to be set up by the Association for recent student graduates from Ludlow High School.

 

Section C. Employees may authorize the Committee to deduct from their salary a contribution to Voice of Teachers for Education (V.O.T.E.), of an amount which the employee shall specify in writing. The Committee will certify on the payroll the amount to be deducted by the Treasurer. Such amounts shall be transmitted to the Treasurer. Such amounts shall be transmitted to the Massachusetts Teachers Association within thirty (30) days. Deductions will be made in accordance with the present practice regarding Association dues and will be pro-rated equally from the effective date of the employee authorization to the end of the school year.

 

 

Article XX

SALARIES

 

Section A. For the purposes of determining placement on the salary schedule, Teachers newly employed by the Ludlow Public Schools who are licensed in Massachusetts may be granted by the Superintendent up to one (l) year for each year of teaching in the public and/or private sector, or appropriate professional, business or industrial experience.

 

Section B. Teachers will be given $100 credit for each year of military service within specified periods, to a maximum of$300 credit.  However, credit for military service will be removed when a teacher reaches Step 12 of the salary schedule according to his/her level of academic preparation.

 

1.         Specified periods for military service credit:

 

(a)        September 16, 1940 -December 31, 1946.

(b)        June 25, 1950 -January 31, 1955 -Korean Conflict

(c)        January, 1962 -December 31, 1975 -Vietnam Conflict

(d)       August 9, 1990 --Persian Gulf War/Operation Desert Storm

(e)        March 2003 --Operation Iraqi Freedom

 

Section C. Teachers who obtain, after September 1, 1988, at least one (1) additional area of licensure will receive a one time $250.00 payment.

 

Section D. No person on the salary schedule shall be entitled to any increment without the specific vote of the School Committee.

 

Section E. Definition of Salary Schedule:

 

1.         Bachelor's Column: This column pertains to those persons employed in the system with a Bachelor's Degree from a duly accredited college.

 

2.         Bachelor's + 15: This column pertains to a person with a Bachelor's Degree who has received fifteen (15) credit hours of additional work beyond the Bachelor's Degree; all of those credits to have been obtained after the awarding of the degree.

 

3.         Master's Degree/Bachelor's + 30: This column pertains to a person who has received a Master's Degree from a duly accredited college or university or to a person with a Bachelor's Degree who has received thirty (30) credit hours of additional graduate work beyond the Bachelor's Degree; all of those credits to have been obtained after the awarding of the degree.

 

4.         Master's Degree + 15: This column pertains to a person who has earned fifteen (15) credit hours of work after the completion of the Master's Degree.

 

5.         Master's Degree + 45: This column pertains to a person who has earned fifteen (45) credit hours of work after the completion of the Master's Degree.

 

6.         6th Year Level of Preparation: This column pertains to a person with a Master's Degree plus thirty (30) credit hours subsequent to the receipt of said Master's Degree.

 

7.         C.A.G.S.: License of Advanced Graduate Study/Second Master's Degree: This column pertains to a person with a Master's Degree plus a License of Advanced Graduate Study at a duly accredited college or university.

 

8.         Doctorate: This column pertains to a person with a Ph.D/Ed.D. at a duly accredited college or university.

 

Section F. All persons desiring to obtain course credit must have prior approval from their principal and the Superintendent of Schools for all courses taken. Evidence of the satisfactory completion of the course shall be in the office of the Superintendent no later than October 1 of a school year if credit is to be given affecting salary during that school year provided, however, that for budgeting purposes, notice of the bargaining unit member's expectation to receive an advanced degree or additional credits affecting salary for that school year shall have been received by the Superintendent on or before January 15 of the prior school year.

 

Section G. Teachers must take two (2) semester hours or the equivalent thereof every three (3) years in order to advance to step 4, step 7, and step 10 on the salary schedule. Teachers who do not fulfill this requirement will be held on step 3, 6, or 9, as applicable, until such time as the requirement is met. Upon completion of the course requirement, the teacher will be allowed to move in September of the following school year to the immediate next step and continue to move to each immediately following step until such time that a second or third course requirement is needed at which time said teacher will be held on step 6 or 9, as the case may be, until said requirement is fulfilled again.

 

In summary, a teacher must take three (3) two-semester hour courses or equivalent thereof during the nine (9) year period; Le., one (1) two-semester hour course or equivalent thereof in each three (3) year block. The School Committee will not be obligated to notify teachers of any requirement herein.

 

This professional improvement may be satisfied in the following manner:

 

1.         A teacher may participate in a teacher workshop which will strengthen or broaden the teacher's background; update his teaching theories and methods; keep the teacher abreast with current educational and subject matter, content, trends, and developments; contribute to increasing the quality of the teacher's service to his/her classes in particular and to the public in general. Said workshop shall be one which is approved by the Superintendent.

 

2.         A teacher may take a course(s) at a duly accredited college or university.

 

3.         Professional improvement courses may be left to the discretion of teachers credited with twenty five (25) years of teaching experience or having reached the age of fifty (50), whichever comes first.

 

4.         Teachers with the required consecutive years of service will be given super maximum increments. Leaves of absence granted by the Committee do not interrupt service for the purposes of these increments.  Teachers must take two (2) semester hours, or the equivalent thereof, within three (3) years prior to receiving each of the super maximum increments. These increments will be phased in based on the schedule below. Once a teacher earns any super maximum increment, he/she will continue to earn it until he/she terminates his/her employment in the Ludlow School System.

 

Increment                    Amount

15                                $   250

20                                $   500

25                                $1,000

30                                $   250

 

Section H. Teachers who are in service in the Ludlow Public Schools more than fifty percent (50%) of any scheduled school year shall be granted the earned increment and any special increase in accordance with the established requirements relative thereto. Ordinary periods of absence shall be included in computing amount of service. Periods of absence on leave shall not be included in such service computation.

 

Section I. A teacher may participate in a course offered by the School Committee. The School Committee shall offer one (1) course each semester (two [2] courses each school year) provided that at least twelve (12) teachers enroll and participate in each course.

 

1.         The cost of the course, which will be conducted within the system, will be borne by the School Committee.

 

2.         The cost of text and/or materials needed will be paid for by the teacher taking the course.

 

3.         The Association will make a recommendation of course selection, instructor, and instructor cost to the School Committee. These recommendations shall be made on or before June 30 and November 30 of each year. The Committee shall make the selection of the participants taking the course on an equitable basis.

 

4.         This course shall be recognized for vertical advancement on the salary schedule.

 

5.         Recognition for horizontal advancement rests between the teacher and the individual college or university.

 

6.         The teacher may not have taken the same course previously.

 

Section J.

 

1.         Part-time teachers may be hired by the School Committee to fill part-time positions. However, two (2) or more part-time teachers will not be hired to fill a full-time position except in cases where the qualifications required are unavailable in a full-time applicant.

 

2.         The salary of part-time teachers will be prorated per period on the basis of the amount of instructional time that he/she is employed by the School Committee. A secondary teacher would receive 1/5 of a teacher's salary for each instructional period taught.

 

3.         At the elementary level, a kindergarten teacher who teaches one (1) session is a half-time teacher. Also, at the elementary level, a teacher who teaches or provides services half the hours of a school day is a half-time teacher.

 

4.         It is understood by the parties that every effort will be made in the scheduling of part-time teachers so that classes and/or times are scheduled in a consecutive way.

 

Section K.

 

1.         The work year for the guidance counselors, pupil adjustment workers (counselors), early childhood coordinator, and the technology coordinator will be ten (10) days more than the regular work year of 184 days. Five (5) of these additional days will be scheduled immediately preceding the opening of school and the other five (5) days will be scheduled immediately following the close of school unless scheduled otherwise by mutual agreement of the individual and the Superintendent or his/her designee.

 

2.         Pay for these additional days will be on a per diem basis of his/her annual salary in effect at that time for 184 days.

 

3.         The Ludlow Education Association will receive written notification of all proposed additional days for the above positions or of any other positions which will require additional time over the regular work year/day.

 

This section does not apply to the position of Dean of Students whose work year consists of 195 days comprised of the 180 student instructional days and 15 additional work days to be performed immediately before and/or after the beginning and ending of the student year.

 

 

Article XXI

REDUCTION IN FORCE

 

The size of the staff, and/or any increase or reduction thereof, shall rest in the sole and exclusive discretion of the School Committee, except where such action would conflict with this Agreement.

 

In the event of a reduction of the number of professional status teachers in the Ludlow School System, the School Committee will take into consideration the ability, qualifications, assessment history, seniority, and seniority within the discipline of said employees in the Ludlow School System, and in instances where seniority is equal and ability, qualifications, and assessment history are, in the judgment of the Superintendent and School Committee, relatively equal, seniority within the discipline shall prevail. In assessing ability, qualifications, and assessment history, the Superintendent and the School Committee will not act in an arbitrary or capricious manner nor without sound basis in fact for their decision. An employee so affected shall, in the event of an open position for which he/she is licensed or for which he/she could become licensed in the discipline of the open position prior to the effective date of the layoff, be transferred to said open position, or, in the event there is no open position, said employee shall replace the nonprofessional status employee with the lowest seniority anywhere in the system in an area where the prospective laid-off employee is licensed, or, if there is no such nonprofessional status employee, then said employee shall replace the professional status employee with the lowest seniority anywhere in the system in an area where the prospective laid-off employee is both qualified and licensed.

 

"Elementary" discipline categories shall be the following: (a) grades K through 6, (b) art, (c) music, (d) physical education, (e) student support services, special education, and all other positions not mentioned elsewhere. "Secondary" (7 through 12) discipline categories shall be the following: (a) English, (b) science, (c) math, (d) social studies, (e) languages, (t) business, (g) art, (h) music, (i) industrial arts/technology ed 0) home economics/family and consumer sciences, (k) physical education, (1) guidance, (m) librarian, (n) pupil services staff-bilingual, health, special education, and all other positions not mentioned elsewhere.

 

"Laid-off' means that professional status teachers who are laid-off in accordance with this article have recall rights until August 31st or the day immediately prior to the beginning of the school year, if earlier, in the second consecutive calendar year next following the calendar year in which the affected teacher receives his/her notice of lay-off. If such teacher is recalled during this recall period, he/she will have all benefits to which he/she was entitled to at the time of layoff restored in full upon re-employment within the recall period.

 

The effective date of lay-off for teachers is the first day of work in the school year next following the school year in which the affected teacher received his/her notice of lay-off. "Qualified" means that the teacher has taught in the discipline for at least one (1) school year in any school system and has on file with the office of the Superintendent evidence that he/she, in the judgment of the Superintendent and School Committee, possesses the necessary qualifications or can obtain said necessary qualifications by the effective date of his/her layoff. Any teacher who has taught in the Ludlow School System ten (l0) years or more as of September 3, 1985, will be exempt from requirement of one (I) school year's experience in said discipline. Any teacher who has taught in the Ludlow School System prior to September 3, 1985, but not before September 1975, will be exempt from requirement of one (I) school year's experience in said discipline, provided said teacher was licensed in said discipline on or before August 31, 1997. In assessing "qualified," the Superintendent and School Committee will not act in an arbitrary or capricious manner nor without sound basis in fact for their decision.

 

"Licensure II means that the teacher has on file at the office of the Superintendent evidence:

1.         By the last day of the school year in which the affected teacher is notified of his/her prospective lay-off that he/she possesses the necessary licensure in the specific discipline required, or

2.         By June 1 of the school year in which the affected teacher is notified of his/her prospective layoff that he/she can complete the necessary licensure requirements in the specific discipline required which evidence shall include:

 

A.        a statement from the Massachusetts Department of Education stating which course or courses are needed by the affected teacher in order to become licensed.

 

B.        a statement from an accredited institution that the affected teacher is taking such course(s) and can complete such course(s) by August 31 of the calendar year in which the affected teacher received his/her notice of layoff.

 

"Seniority" means the teacher's continuous length of service in years, months, and days of employment by the Committee in the Ludlow School System. "Seniority within the discipline" means the teacher's length of service in years in a discipline as listed hereinabove. In cases involving teachers who have identical seniority and/or seniority within the discipline, preference for retention or recall shall be given to the teacher who has achieved the highest assessment rating or degree standing.

 

Teachers who are to be affected by a reduction in staff must be notified in writing no later than June 1 of the school year preceding the school year in which the reduction will take effect. Said notice shall include the specific reasons for the layoff. Teachers who have been laid off under the provision of this paragraph shall be entitled to recall rights until August 31 or the day immediately prior to the beginning of the school year, if earlier, in the second consecutive calendar year next following the calendar year in which the affected teacher receives his/her notice of layoff. During the recall period, teachers shall be notified by licensed mail to their last address of record, and given preference for positions for which they are qualified and licensed as they develop in the inverse order of the respective layoff and all benefits to which the teacher was entitled at the time of layoff shall be restored upon re-employment within the recall period. During the recall period, teachers who have been laid off shall be given consideration for substitute work for which they are qualified and licensed at substitute pay, if they so desire. A list specifying the seniority of each member of the professional staff shall be prepared by the Committee and forwarded to the President of the Association by September 30 of each year.

 

Except for the method of layoff of employees covered by this article, nothing contained in this article shall in any way limit or restrict the School Committee or its authorized representative in the exercise of its rights and responsibility under Chapter 71 or any other applicable section of the General Laws of Massachusetts including but not limited to the right to dismiss, layoff, or otherwise terminate the services of a teacher with professional teacher status or nonprofessional teacher status in accordance with Chapter 71 or any other applicable statute of the General Laws.

 

Conditions Under Which Unit B Administrators May Return to Unit A:

 

In the event the number of Unit B administrators in the Ludlow School System is reduced, and there exists no other Unit B administrator position which is equal to or lesser than the position held by the laid-off Unit B administrator and for which he is qualified and licensed or for which he could become qualified or licensed in the open position prior to the effective date of the layoff, and there exists no other Unit B administrator with less seniority in a position which is equal to or lesser than the position held by the laid-off Unit B administrator and where the laid-off Unit B administrator is both qualified and licensed, then the said laid-off Unit B administrator, excluding nonprofessional teacher status Unit B administrators who have never been employed as a teacher in the Ludlow School System, shall have the right to displace the least senior teacher position in the system in which the laid-off Unit B administrator is qualified and licensed to teach, provided that the laid-off Unit B administrator has greater seniority than the teacher to be displaced.

 

 

Article XXII

SICK LEAVE BANK

 

A Sick Leave Bank for the purpose of providing additional coverage after exhaustion of individual annual and/or accumulated sick leave only in the event of serious illness as evidenced by medical certification, is hereby established exclusively for the use of the members of this bargaining unit. Participation by members of the Unit shall be mandatory, and each teacher shall be assessed one (1) day of his/her annual and/or accumulated sick leave. New members of the bargaining unit shall be assessed one (I) day of their annual and/or accumulated sick leave as of the date they enter the Unit. Said days are to be "deposited" in the Bank. Unused days in the Bank shall carry over from year to year. Should the number of days in the Bank reach the level one hundred (100) days or less, then each teacher in the bargaining unit shall be assessed one (1) day of his/her annual and/or accumulated sick leave as of the first day of the next calendar month. Said days are to be "deposited" in the Bank. In the event a teacher has no annual and/or accumulated sick leave at the time of said assessment, the teacher shall be assessed the amount of days owing to the Bank the following September 1st.

 

Subject to the provisions of this article, each teacher may, following a maximum often (10) school days' waiting period, be granted by the Sick Leave Bank Committee a maximum of thirty (30) school days per year from the Bank. If days are granted, they shall cover retroactively the waiting period.

 

The Sick Leave Bank shall be administered by the Sick Leave Bank Committee made up of three (3) appointees of the Association and two (2) appointees of the Committee. The Sick Leave Bank Committee shall have the power to establish procedural and functional guidelines for the operation of the Sick Leave Bank consistent with this article. All decisions by the Sick Leave Bank Committee shall be by three (3) affirmative votes, and all decisions by the Sick Leave Bank Committee shall be final and binding and not subject to grievance and/or arbitration.

 

 

Article XXIII

GENERAL

 

Section A. If any provision of this Agreement or any application of the Agreement to any employee or group of employees 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.

 

Section B. This Agreement constitutes Committee policy for the commitments contained herein and gives them full force and effect as Committee policy. The Committee will take whatever action as may be necessary in order to give full force and effect to the provisions of this Agreement.

 

Section C. The Association shall not engage in a strike, and no employee or the Association shall induce, encourage or condone any strike, work stoppage, slowdown, or withholding of services by such employees during the duration of the term of this Contract.

 

Section D. The Association and the Committee will mutually select a printer for the Contract.

 

Section E. The President of the Association will not be assigned any duties referred to in section 3 of the Memorandum Attachment 1 except that the President may be called upon to perform any of said duties in an emergency.

 

Section F. The President of the Association will be allowed to install, for Association use, a telephone line and facsimile line at the expense of the Association at a location agreed upon by the principal and the Association President, but not in a classroom unless otherwise agreed upon by the Committee and the Association. Use of the telephone line or facsimile shall not interfere with teaching duties.

 

Section G. The Association President will be released with pay one (1) day per year to visit schools.

 

Section H.

1.         The Committee agrees with the Association that it is desirable to have every class held in a properly heated, lighted, and ventilated classroom equipped with a Public Address system.

 

2.         Every school building shall have one (1) room made available for use by teachers during the normal work day.

 

3.         Each teacher permanently assigned to a school shall be provided with a desk, file cabinet that can be locked, and chair for his/her exclusive use. Every itinerant teacher shall be provided with a desk, file cabinet, and chair for his/her exclusive use that can be locked in at least one (1) school to which he/she is assigned.

 

4.         Duplicating machines, photocopying machines and computers in each school shall be available to teachers to use in preparing instructional materials.

 

5.         There shall be a phone reserved for use of teachers in the teachers' room.

 

Section I. No Unit A employee will be called upon or directed by the administration to perform the work of an administrator.


 

SALARY SCHEDULES

 

All monetary provisions are retroactive to the beginning of the 2006-2007 school year, unless noted otherwise.

 

2006-2007       - 2%

 

2006-2007

B

B+15

B+30/M

M+15

M+30

M+45

CAGS/MM

PHD

STEP

 

 

 

 

 

 

 

 

1

$33,689

$34,674

$36,164

$37,646

$40,130

$41,368

$42,606

$44,527

2

$35,178

$36,164

$37,646

$39,139

$41,616

$42,852

$44,087

$46,001

3

$36,660

$37,646

$39,139

$40,613

$43,101

$44,350

$45,598

$47,461

4

$39,628

$40,613

$42,116

$43,585

$46,072

$47,314

$48,554

$50,402

5

$41,118

$42,116

$43,585

$45,074

$47,548

$48,795

$50,041

$51,872

6

$42,606

$43,585

$45,074

$46,938

$49,044

$50,283

$51,522

$53,367

7

$44,087

$45,074

$46,561

$48,051

$50,535

$51,773

$53,011

$54,852

8

$46,561

$47,548

$49,044

$50,535

$53,011

$54,250

$55,488

$57,301

9

$48,051

$49,044

$50,535

$52,018

$54,496

$55,731

$56,965

$58,772

10

$49,541

$50,535

$52,018

$53,505

$55,975

$57,215

$58,454

$60,233

11

$51,026

$52,018

$53,505

$54,987

$57,464

$58,700

$59,935

$61,710

12

$52,252

$53,244

$55,139

$56,717

$59,303

$60,588

$61,874

$63,774

 

 

 

 

 

 

 

 

 

2007-2008 – 2.5% increase

 

2007-2008

B

B+15

B+30/M

M+15

M+30

M+45

CAGS/MM

PHD

STEP

 

 

 

 

 

 

 

 

1

$34,531

$35,541

$37,068

$38,587

$41,133

$42,402

$43,672

$45,640

2

$36,057

$37,068

$38,587

$40,118

$42,656

$43,924

$45,190

$47,151

3

$37,576

$38,587

$40,118

$41,629

$44,179

$45,458

$46,738

$48,647

4

$40,619

$41,629

$43,169

$44,674

$47,224

$48,497

$49,768

$51,662

5

$42,146

$43,169

$44,674

$46,201

$48,737

$50,015

$51,292

$53,169

6

$43,672

$44,674

$46,201

$48,112

$50,270

$51,540

$52,810

$54,702

7

$45,190

$46,201

$47,725

$49,252

$51,798

$53,067

$54,337

$56,223

8

$47,725

$48,737

$50,270

$51,798

$54,337

$55,606

$56,875

$58,733

9

$49,252

$50,270

$51,798

$53,318

$55,858

$57,124

$58,389

$60,242

10

$50,780

$51,798

$53,318

$54,843

$57,374

$58,645

$59,916

$61,739

11

$52,301

$53,318

$54,843

$56,362

$58,900

$60,167

$61,434

$63,253

12

$53,558

$54,575

$56,518

$58,135

$60,785

$62,103

$63,421

$65,369


2008 – 2009 – 3.5% increase

 

2008-2009

B

B+15

B+30/M

M+15

M+30

M+45

CAGS/MM

PHD

STEP

 

 

 

 

 

 

 

 

1

$35,739

$36,785

$38,366

$39,938

$42,573

$43,886

$45,201

$47,238

2

$37,319

$38,366

$39,938

$41,522

$44,149

$45,461

$46,771

$48,801

3

$38,891

$39,938

$41,522

$43,086

$45,725

$47,049

$48,374

$50,350

4

$42,040

$43,086

$44,680

$46,238

$48,877

$50,194

$51,510

$53,471

5

$43,621

$44,680

$46,238

$47,818

$50,443

$51,765

$53,087

$55,030

6

$45,201

$46,238

$47,818

$49,796

$52,029

$53,344

$54,659

$56,616

7

$46,771

$47,818

$49,395

$50,976

$53,611

$54,925

$56,239

$58,191

8

$49,395

$50,443

$52,029

$53,611

$56,239

$57,552

$58,866

$60,789

9

$50,976

$52,029

$53,611

$55,185

$57,813

$59,123

$60,433

$62,350

10

$52,557

$53,611

$55,185

$56,762

$59,382

$60,698

$62,013

$63,900

11

$54,132

$55,185

$56,762

$58,335

$60,962

$62,273

$63,584

$65,467

12

$55,432

$56,485

$58,496

$60,170

$62,912

$64,276

$65,641

$67,657

 

Dean of Students

 

                      2006-2007 – 2%               2007-2008 – 2.5%              2008-2009 – 3.5%

 

Steps

w/o CAGS

w/CAGS

 

w/o CAGS

w/CAGS

 

w/o CAGS

w/CAGS

1

$63,775

$66,149

 

$65,369

$67,803

 

$67,657

$70,176

2

$65,429

$67,782

 

$67,065

$69,477

 

$69,412

$71,909

3

$67,125

$69,499

 

$68,803

$71,236

 

$71,211

$73,730

4

$68,862

$71,237

 

$70,584

$73,018

 

$73,054

$75,574

5

$70,642

$73,017

 

$72,408

$74,842

 

$74,942

$77,461

 

Salaries shown in the schedules listed herein for each school year shall be paid in full in twenty one (21) installments between Sept. 1 and June 30 or in twenty-six (26) installments between September 1 and August 31.

 

Directors and Coordinators

 

POSITION

2006-2007

2007-2008

2008-2009

 

2%

2.5%

3%

Advanced Placement Coordinator

$1,374

$1,408

$1,457

Special Education Coordinator

$1,374

$1,408

$1,457

Summer School Director

$4,020

$4,121

$4,265

Career Center Coordinator

$1,386

$1,421

$1,471

Technology Coordinator

$1,386

$1,421

$1,471

Health Coordinator for Grants and Related Activities

$3,327

$3,410

$3,529

Mentor Coordinator

$2,006

$2,056

$2,128

MCAS Tutorial Coordinator

33.00/hr

33.00/hr

33.00/hr

Virtual High School Site Coordinator (see Exhibit A-2)

$1,425

$1,461

$1,512

Ludlow Public Schools Summer Program Coordinator - Math/Reading

$4,349

$4,458

$4,614

 

CURRICULUM & INSTRUCTIONAL LEADERS

 

High School

 

Position

 

2006-2007

2007-2008

2008-2009

 

 

 

 

 

English

 

$3,410

$3,495

$3,617

Math

 

$3,410

$3,495

$3,617

Social Studies

$3,410

$3,495

$3,617

Science

 

$3,410

$3,495

$3,617

World Language

$3,410

$3,495

$3,617

 

 

Middle School

 

Position

 

2006-2007

2007-2008

2008-2009

 

 

 

 

 

English

 

$4,263

$4,370

$4,523

Math

 

$4,263

$4,370

$4,523

Social Studies

$4,263

$4,370

$4,523

Science

 

$4,263

$4,370

$4,523

World Language

$4,263

$4,370

$4,523

 

Elementary School

 

Position

 

2006-2007

2007-2008

2008-2009

 

 

 

 

 

Grade K

 

$4,263

$4,370

$4,523

Grade 1

 

$4,263

$4,370

$4,523

Grade 2

 

$4,263

$4,370

$4,523

Grade 3

 

$4,263

$4,370

$4,523

Grade 4

 

$4,263

$4,370

$4,523

Grade 5

 

$4,263

$4,370

$4,523

 

Special Subjects

Position

 

2006-2007

2007-2008

2008-2009

 

 

 

 

 

Music K-12

$4,263

$4,370

$4,523

Art K-12

 

$4,263

$4,370

$4,523

Physical Education K-8

$4,263

$4,370

$4,523

Business/Industrial Arts 7-12

$4,263

$4,370

$4,523

Health, K-12; Physical Education/Family and Consumer Science, 9-12

$4,263

$4,370

$4,523

Structured Individual Program K-12

$4,263

$4,370

$4,523

 

If and when new positions are added, the salary applicable to said positions shall be negotiable. 

 

1.         Three (3) year appointments; may reapply at end of term. 

2.         The provisions of M.G.L., c.71, sec, 41, shall not apply to the non-reappointment of any Curriculum and Instructional Leader. 

3.         Three days (with per diem salary) –2 before the start of the school year and one after the school year ends for the purpose of carrying out responsibilities, ex. new materials, inventory, etc.

4.         CILs at the elementary and middle school levels as well as district-wide CILs shall be provided certain responsibilities, e.g., classroom visits, report and budget preparation, etc.  This provision does not apply to CILs at the high school.

5.         Duty free wherever possible, ex. no studies, no bus duty

6.         Curriculum and Instructional Leaders (CILs) at the elementary and middle school levels as well as district-wide CILs will be assigned a full teaching load but shall not be assigned a duty.

7.         CILs at the high school level will be exempt from one teaching period per day and shall not be assigned a duty.

 

 

ATHLETICS

 

Intramural – 2 seasons

 

            Session 1:  begins with the third week of September  and ends the third week of October : 15 – 20 days.

 

            Session 2:  begins Monday after February vacation and ends at start of the spring sports practice/season:  15-20 days.  It is expected that during each session, the intramural supervisor will ensure a minimum of thirty-five (35) hours of activity.

 

ATHLETIC SALARIES

 

POSITION

2006-2007

2007-2008

2008-2009

 

2%

2.5%

3%

FOOTBALL

 

 

HEAD  

$3,685

$3,777

$3,909

HEAD ASSISTANT (3)

$2,601

$2,666

$2,759

FRESHMAN

$2,601

$2,666

$2,759

 

 

 

 

SOCCER (Boys and/or Girls)

 

HEAD

$3,489

$3,576

$3,701

VARSITY ASSISTANT

$2,480

$2,542

$2,631

JUNIOR VARSITY

$2,288

$2,345

$2,427

FRESHMAN

$2,288

$2,345

$2,427


 

 

 

 

 

BASKETBALL (Boys and/or Girls)

HEAD

$3,216

$3,296

$3,411

JUNIOR VARSITY

$2,094

$2,146

$2,221

FRESHMAN

$2,094

$2,146

$2,221

 

 

 

 

BASEBALL

 

 

HEAD

$2,791

$2,861

$2,961

JUNIOR VARSITY

$1,821

$1,867

$1,932

FRESHMAN

$1,821

$1,867

$1,932

 

 

 

 

SOFTBALL

 

 

HEAD

$2,791

$2,861

$2,961

JUNIOR VARSITY

$1,821

$1,867

$1,932

FRESHMAN

$1,821

$1,867

$1,932

 

 

 

 

HOCKEY

 

 

 

HEAD

$3,412

$3,497

$3,619

ASSISTANT

$2,209

$2,264

$2,343

JUNIOR VARSITY

$2,209

$2,264

$2,343

 

 

 

 

TRACK (Boys and/or Girls)

 

HEAD

$2,752

$2,821

$2,920

ASSISTANT

$1,743

$1,787

$1,850

Indoor Track Coach

$2,432

$2,492

$2,580

 

 

 

 

GOLF

 

 

 

HEAD

$1,844

$1,890

$1,956

 

 

 

 

CROSS COUNTRY (Boys and/or Girls)

HEAD

$2,108

$2,161

$2,237

 

 

 

 

TENNIS (Boys and/or Girls)

 

HEAD

$1,995

$2,045

$2,117

 

 

 

 

VOLLEYBALL (Boys and/or Girls)

HEAD

$2,018

$2,068

$2,140

ASSISTANT

$1,260

$1,292

$1,337

 

 

 

 

SKIING

 

 

 

HEAD

$2,714

$2,782

$2,879

 

 

 

 

WRESTLING

 

 

HEAD

$3,115

$3,193

$3,305

ASSISTANT (2)

$1,956

$2,005

$2,075

 

 

Effective for the 2002-2003 school year – Post season bonus: 10% of athletic salary

 

INTRAMURAL - 2 SEASONS - Post Separate)

HEAD - Middle and High School

$1,995

$2,045

$2,117

ASSISTANT - High School Only

$1,357

$1,391

$1,440

 

 

EXTRACURRICULAR ACTIVITIES – Salary Schedule

 

POSITION

2006-2007

2007-2008

2008-2009

 

2%

2.5%

3%

 

 

 

 

As Schools Match Wits

$905

$928

$960

Band Director - High School

$3,163

$3,242

$3,355

Band Director - Middle School

$2,160

$2,214

$2,291

Cheerleader Advisor

$1,279

$1,311

$1,357

Cheerleader Advisor - Assistant

$914

$937

$970

Class Advisor - Freshman - maximum

$912

$934

$968

Class Advisor - Junior Class - maximum

$1,922

$1,970

$2,039

Class Advisor - Senior Class - maximum

$2,192

$2,246

$2,326

Class Advisor - Sophomore Class - maximum

$1,098

$1,125

$1,164

Debate Team Advisor

$1,008

$1,033

$1,069

Debate Team Assistant

$758

$776

$804

Drama Director

$1,828

$1,874

$1,940

Elementary School - Club/Chapin (2 Clubs)

$800

$820

$849

To be determined subject to approval

 by Committee & appointment by principal

Elementary School - Club/East  (2 Clubs)

$800

$820

$849

To be determined subject to approval

 by Committee & appointment by principal

Elementary School - Club/Vets (2 Clubs)

$800

$820

$849

To be determined subject to approval

 by Committee & appointment by principal

French Club Advisor

$988

$1,013

$1,048

In-Session Editor - (5 issues) + 200 Labels

$806

$826

$856

Math Team Advisor

$1,008

$1,033

$1,069

Mentor + (1) per diem

$388

$398

$413

Middle School Advisors (6 clubs) -

$800

$820

$849

To be determined subject to approval

 by Committee & appointment by principal

Mini-Course Instructors (per course)

$653

$669

$692

Mock Trial

$905

$928

$960

Model Congress

$905

$928

$960

National Honor Society Advisor

$1,038

$1,064

$1,101

Newspaper Advisor

$1,828

$1,874

$1,940

PAW (Literary Magazine - 2 issues)

$804

$824

$853

*Peer Education Advisor (S.A.D.D.)

$988

$1,013

$1,048

Portuguese Club Advisor

$988

$1,013

$1,048

SAT Prep - English Advisor - up to 20 hours

$1,305

$1,337

$1,385

SAT Prep - Math Advisor - up to 20 hours

$1,305

$1,337

$1,385

Senior Show Advisor

$1,464

$1,501

$1,554

Senior Show Assistant

$1,097

$1,124

$1,163

SPED Ext Yr Teachers/Clinicians - long term

$3,806

$3,901

$4,038

SPED Ext Yr Teachers/Clinicians - Short term

$2,718

$2,786

$2,884

Student Council Advisor - Elementary

$800

$820

$849

Student Council Advisor - High School

$1,828

$1,874

$1,940

Student Council Advisor - Middle School

$1,828

$1,874

$1,940

Study Group Facilitator

66/hr

68/hr

70/hr

*Summer Reading Lead Teacher (Enhanced)

$544

$557

$578

*Summer Reading Teacher (Elem Enhanced)

$1,957

$2,006

$2,076

*Summer School Teachers (High School)

$1,567

$1,606

$1,662

Summer School Teachers (Reading/Math)

$1,957

$2,006

$2,076

Webmaster - up to 150 hours

26/hr

26/hr

28/hr

Yearbook Advisor

$2,191

$2,245

$2,325

 

* Indicates Grant/Revolving Funds Only

 

1.         All teachers serve on a voluntary basis.

 

2.         If and when new positions are added, the salary applicable to said new positions shall be negotiable.

 

3.         No person will be employed in any of the above positions at a salary different from the salary herein provided.

 

4.         The above extracurricular salaries are the total amounts that will be paid from any sources to persons performing in said positions.


 

CODE OF ETHICS

OF THE EDUCATION PROFESSION

 

Adopted by the NEA Representative Assembly, July, 1968

 

The educator believes in the worth and dignity of man. He recognizes the supreme importance of the pursuit of truth, devotion to excellence, and the nurture of democratic citizenship. He regards as essential to these goals the protection of freedom to learn and to teach and the guarantee of equal educational opportunity for all. The educator accepts his responsibility to practice his profession according to the highest ethical standards. The educator recognizes the magnitude of the responsibility he has accepted in choosing a career in education, and engages himself, individually and collectively with other educators, to judge his colleagues, and to be judged by them, in accordance with the provisions of this code.

 

 

PREAMBLE

 

Principle I -Commitment to the Student

 

The educator measures his success by the progress of each student toward realization of his potential as a worthy and effective citizen. The educator therefore works to stimulate the spirit of inquiry, the acquisition of knowledge and understanding, and the thoughtful formulation of worthy goals. In fulfilling his obligation to the student, the educator

 

1.         Shall not without just cause restrain the student from independent action in his pursuit of learning, and shall not without just cause deny the student access to varying points of view.

 

2.         Shall not deliberately suppress or distort subject matter for which he bears responsibility.

 

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

 

4.         Shall conduct professional business in such a way that he does not expose the student to unnecessary embarrassment or disparagement.

 

5.         Shall not on the ground of race, color, creed, or national origin exclude any student from participation in or deny him benefits under any program, nor grant any discriminatory consideration or advantage.

 

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

 

7.         Shall keep in confidence information that has been obtained in the course of professional service, unless disclosure serves professional purposes or is required by law.

 

8.         Shall not tutor for remuneration students assigned to his classes, unless no other qualified teacher is reasonably available.

 

 

PRINCIPLE II -Commitment to the Public

 

The educator believes that patriotism in its highest form requires dedication to the principles of our democratic heritage. He shares with all other citizens the responsibility for the development of sound public policy and assumes full political and citizenship responsibilities. The educator bears particular responsibility for the development of policy relating to the extension of educational opportunities for all and for interpreting educational programs and policies to the public.

 

In fulfilling his obligation to the public, the educator -

 

1.         Shall not misrepresent an institution or organization with which he is affiliated, and shall take adequate precautions to distinguish between his personal and institutional or organizational views.

 

2.         Shall not knowingly distort or misrepresent the facts concerning educational matters in direct and indirect public expressions.

 

3.         Shall not interfere with a colleague's exercise of political citizenship rights and responsibilities.

 

4.         Shall not use institutional privileges for private gain or to promote political candidates or partisan political activities.

 

5.         Shall accept no gratuities, gifts, or favors that might impair or appear to impair professional judgment, nor offer any favor, service, or thing of value to obtain special advantage.

 

PRINCIPLE III -Commitment to the Profession

 

The educator believes that the quality of the services of the education profession directly influences the nation and its citizens. He therefore exerts every effort to raise professional standards, to improve his service, to promote a climate in which the exercise of professional judgment is encouraged, and to achieve conditions which attract persons worthy of the trust to careers in education. Aware of the value of united effort, he contributes actively to the support, planning, and programs of professional organizations. In fulfilling his obligation to the profession the educator –

 

1.         Shall not discriminate on the ground of race, color, creed, or national origin for membership in professional organizations, not interfere with the free participation of colleagues in the affairs of their association.

 

2.         Shall accord just and equitable treatment to all members of the profession in the exercise of their professional rights and responsibilities.

 

3.         Shall not use coercive means or promise special treatment in order to influence professional decisions of colleagues.

 

4.         Shall withhold and safeguard information acquired about colleagues in the course of employment, unless disclosure serves professional purposes.

 

5.         Shall not refuse to participate in a professional inquiry when requested by the appropriate professional organization.

 

6.         Shall adhere to the terms of a contract or appointment, unless these terms have been legally terminated, falsely represented, or substantially altered by unilateral action of the employing agency.

 

7.         Shall conduct professional business through channels, when available, that have been jointly approved by the professional organization and the employing agency.

 

8.         Shall not delegate assigned tasks to unqualified personnel.

 

9.         Shall permit no commercial exploitation of his professional position.

 

10.       Shall use time granted for purpose for which it is intended.

 

 

DURATION -Unit A

 

This Contract will be retroactive and in full force and effect from September 1, 2006, to and including August 31, 2009. By mutual agreement of both parties, this Contract supersedes all previous contracts.

 

IN WITNESS WHEREOF, the parties to this Contract have caused these presents to be executed by their agents hereunto duly authorized, and their seals to be affixed hereto, as of the date first above written.

 

LUDLOW SCHOOL COMMITTEE:                       LUDLOW EDUCATION ASSOCIATION

 

 

________________________________                    ____________________________________

James P. Harrington                                                    Maureen Cotti

Chairman                                                                     President

 

 

________________________________                    ____________________________________

Thomas F. Foye                                                         

Vice Chairman                                                            Chairman, Negotiations Committee

 

 

________________________________                    ____________________________________

Joseph A. Santos

Secretary                                                                     Member, Negotiations Committee

 

 

________________________________                    ____________________________________

Natalie J. Tulik

Member                                                                       Member, Negotiations Committee

 

 

________________________________                    ____________________________________

Susan D. Gove

Member                                                                       Member, Negotiations Committee

 

 

                                                                                    _____________________________________

 

                                                                                    Member, Negotiations Committee

 

 

                                                                                    _____________________________________

 

                                                                                    Member, Negotiations Committee

 

Signed this _______ day of _________________, 2007.


MEMORANDUM OF UNDERSTANDING

BETWEEN THE LUDLOW EDUCATION ASSOCIATION

AND THE LUDLOW SCHOOL COMMITTEE

 

 

 

This Memorandum of Understanding between the Ludlow Education Association and the Ludlow School Committee establishes a personal day(s) and/or credit for advancement on the salary schedule for members of the high school faculty at Ludlow High School who serve as either Steering Committee Chairperson(s), Steering Committee Member, Standards Committee Chairpersons or Standards Committee Members.

 

 

STEERING COMMITTEE CHAIRPERSON(S)

 

2010-2011 and 2011-2012

 

Two Personal Days and Three Credits

Or

Three Personal Days and No Credits

 

 

 

 

STEERING COMMITTEE MEMBER

AND

STANDARDS COMMITTEE CHAIRPERSONS

 

2010-2011 and 2011-2012

 

One Personal Day and Three Credits

Or

Two Personal Days and No Credits

 

 

 

 

FACULTY

 

2010-2011 and 2011-2012

 

One Personal Day and Three Credits

 

 


The Personal Day or Days that may be accrued by a faculty member shall conform to the requirements established pursuant to Article IX, Sections B3 and E respectively of the 2006-2009 Agreement between the Ludlow Education Association and Ludlow School Committee.

 

Each faculty member will be allowed the Personal Day or Days he or she decided to receive following his or her participation in the 2010-2011 and 2011-2012 New England Association of Schools and Colleges Accreditation Study during the 2012-2013 school year.

 

It shall not be permissible for any faculty member to enjoin or co-mingle said Personal Day or Days with either the Personal Day available to one under Section B3 or the 100th Day that may be available to one under Section E.  Furthermore, Steering Committee Chairperson(s), Steering Committee Members and Standards Committee Chairpersons shall be subject to the following limitations with respect to the use of Personal Days that they may accrue pursuant to the NEASC Accreditation Study:

 

A)        For Steering Committee Chairperson(s) who choose to receive three Personal Days, no more than two days may be taken on consecutive days.

 

B)        For Steering Committee Members and Standards Committee Chairpersons who choose to receive two Personal Days, no more than one day may be taken at a given time.

 

Independent of title and function, all personnel who accrue Personal Days pursuant to the NEASC Accreditation Study who tender a letter of resignation or retirement effective the last day of the scheduled work year in June 2012 shall be entitled to that Personal Day or Days subsequent to the receipt of their letter of intent by the Superintendent of Schools during the 2011-2012 school year, provided, however, that all of the aforementioned limitations shall apply.

 

Independent of title and function, all personnel who decide to receive credits in addition to or in lieu of a Personal Day or Days that shall be applicable toward advancement on the salary schedule shall be deemed to have acquired those credits at the beginning of the 2012-2013 school year pending notification to the Superintendent of Schools on the form prescribed for that purpose.

 

LUDLOW EDUCATION ASSOCIATION                         LUDLOW SCHOOL COMMITTEE

 

 

___________________________________                          ______________________________

President                                                                                 Chairperson

 

 

___________________________________                          ______________________________

Negotiations Chairperson                                                       Vice-Chairperson

 


 

___________________________________                          ______________________________

                                                                                                Secretary

 

___________________________________                          ______________________________

                                                                                                Member

 

___________________________________                          ______________________________

                                                                                                Member

 

Date Signed: ________________________                          ______________________________

                                                                                                Superintendent

 

Exhibit A

PERFORMANCE STANDARDS

AND

EVALUATION PROCEDURES

for the

UNIT A PROFESSIONAL STAFF

of the

LUDLOW PUBLIC SCHOOLS

PERFORMANCE STANDARDS

AND

EVALUATION PROCEDURES

for the

UNIT A PROFESSIONAL STAFF

of the

LUDLOW PUBLIC SCHOOLS

LUDLOW PUBLIC SCHOOLS MISSION STATEMENT

The mission of the Ludlow Public Schools is to provide a quality education for every student by working in partnership with parents and community to assist each student in realizing his/her full potential.

We believe that all students are capable of learning. In order to assist each child in achieving his or her highest potential, we strive to achieve the following:

1.                  Promote the development of self-esteem and respect for others.

2.                  Encourage students and staff to achieve high expectations.

3.                  Create educational experiences that are meaningful and challenging.

4.                  Foster critical thinking, reasoning, and problem solving in the educational environment.

5.                  Enhance the facilities and curriculum to meet the evolving needs of students, the community, and the world.

6.                  Develop lifelong learners in order to promote successful contributors to a dynamic society.

THE PURPOSE OF TEACHER EVALUATION

We have prepared this guide to assist teachers and administrators in their continuing efforts to improve instruction for our students.

Our values are clear. We believe that teaching and teachers are the heart of the educational process. We believe that teacher performance makes a difference in the achievement of students as well as students' sense of fulfillment and feeling of well being. We believe that what teachers do and how they do it is important.

Teacher evaluation has two important functions: (1) summative and (2) formative. Both types are needed to promote school improvement and student achievement; however, each type has a specific focus. Summative evaluation focuses on accountability. Summative evaluations are used to provide data for personnel practices relating to renewal, promotion, assignment, and dismissal. Formative evaluation focuses on continual professional growth. Formative evaluations are used to provide opportunities for professional development, reflection, and feedback in a professional, educational environment.

Summative evaluation procedures are provided to do the following:

1.                  Provide a means of periodically assessing individual performance of a teacher over a period of time.

2.                  Provide information to detail staff members' current performance level, areas of improvement, and goals or suggestions that will lead to further improvement.

3.                  Identify exceptional educational practices and superior teaching performance.

Formative evaluation procedures are provided to do the following:

1.                  Promote continuous professional growth.

2.                  Assist the individual teacher in providing a high quality education for students and to enhance student achievement.

3.                  Promote continuous school and system-wide improvement.

The Ludlow Public Schools' evaluation model includes both summative and formative evaluations. The frequency of evaluations for teachers is outlined in this document on pages 9 and 10.

PERFORMANCE STANDARDS

I.          CURRENCY IN THE CURRICULUM

The teacher is up-to-date regarding curriculum content

Demonstrates a working knowledge of the core curriculum of the teacher's assignment

                      Understands central concepts, tools of inquiry, and ways of knowing the curriculum

                      Demonstrates mastery of subject knowledge and skills

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

                      Presents information that is accurate and up-to-date

                      Shows willingness to consider and implement new ideas

II.         EFFECTIVE PLANNING AND ASSESSMENT OF CURRICULUM AND INSTRUCTION

The teacher plans instruction effectively.

Sets short-term and year-long goals for curricular units

                      Plans lessons and units which state clear objectives for learner outcomes

                      Includes objectives which meet the varied needs of learners

                      Monitors his/her own teaching strategies in relation to student success and modifies plans and instructional approaches accordingly

Uses material resources, including technologies (ex. computers and media communication tools), that are appropriately matched to curricular goals and to students' needs and learning styles

•           Uses teaching methods and materials which respond to learner needs including varying cognitive levels, learning styles, developmental stages, and learner experiences

The teacher plans assessment of student learning effectively.

Determines specific and challenging standards for student learning by developing assessments which describe a student's learning process as well as his/her learning achievement

                      Identifies the purpose of evaluation and sets clear criteria for success

                      Designs assessment strategies that involve the learner in self-assessment activities

                      Evaluates learner performance by assessing prior learning, monitoring ongoing performance, and evaluating learner's achievement of stated objectives

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 evaluation procedures, which appropriately assess students' achievement and progress for instructional revisions and decision-making.

                      Uses various types of assessments or tasks

                      Uses evaluation results to give learners prompt timely feedback on performance to diagnose learning difficulties and to plan/adapt instruction

Communicates student progress to parents, students, and staff members in a timely fashion, using a range of information

                      Communicates effectively at parent-teacher conferences

                      Prepares and maintains well-organized, accurate, and efficient records of the quality and quantity of student work

                      Identifies the purpose of evaluation and sets clear criteria for success

III.       EFFECTIVE MANAGEMENT OF CLASSROOM ENVIRONMENT

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

Demonstrates sensitivity to and respect for the needs and feelings of all students

                      Demonstrates the following: fairness and impartiality; patience, empathy, and understanding

                      Makes comments to students that are free of sarcasm and ridicule

                      Provides a climate of courtesy and respect

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

                      Organizes learning time by systemizing routine procedures and tasks

                      Teaches scheduled class for allocated time period (engaged time allocated to academics)

                      Uses space, equipment, and materials to support learning by arranging learning area in line with objectives

                      Uses equipment and materials effectively, and makes materials readily accessible to learners

                      Applies rules and routines consistently

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

Maintains systematic approach to discipline by establishing and administering a consistent and fair set of rules and routines supporting appropriate expectations

•           Communicates and maintains standards for discipline through a positive approach via the following:

             direct, specific standards

             repeated emphasis on standards

                      positive expectancy

                      consistency

                      tenacity - employing a variety of strategies matched to the situation

                      monitors learners' behaviors

                      corrects inappropriate classroom behavior

IV.       EFFECTIVE INSTRUCTION

The teacher makes learning goals clear to students.

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

                      Uses effective instructional processes that establish the focus of the lesson

                      Reviews concepts and skills previously learned

                      Presents new concepts to be learned

                      Assists learners in practicing new concepts and skills

                      Provides learners with independent practice

                      Gives feedback on attainment of new concepts and skills

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

•           Matches teaching strategies appropriately to the content of the lesson and needs of the learners

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

•           Ensures that instructional materials are appropriate for learners, appropriate for objectives, and used at appropriate times in the lesson

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

•           Encourages learners in instruction by:

          asking questions that elicit learner responses

          encouraging learners' questions and contributions

          responding constructively to learner questions and contributions

          providing activities mat promote interaction among learners

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

Regularly tries innovative approaches to improve instructional practices

                      Varies instructional activities to match learners' interests

                      Motivates students by rewarding success

                      Integrates technology into instruction

V.        PROMOTION OF HIGH STANDARDS AND EXPECTATIONS FOR STUDENT ACHIEVEMENT

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

Regularly communicates objectives or learning outcomes to students and provides feedback to students on their progress on goals and objectives

                      Informs students of expectations for performance and learning in a positive manner

                      Maintains high standards, while giving prompt and appropriate feedback to students

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

                      Communicates high expectations for learning

                      Expects all learners to succeed

                      Provides all learners with an opportunity to learn

                      Holds learners accountable for learning

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

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

                      Communicates with students collectively and individually about needs and progress

                      Communicates clear expectations at the beginning of the lesson

                      Provides continuous feedback about performance strengths and weaknesses and suggests ways to improve performance

                      Rewards learners' success through appropriate use of intrinsic and extrinsic rewards

Regularly identifies students needing extra help and secures student cooperation and participation in extra help sessions

                      Maintains effective communication with students and is available for individual work with them

                      Communicates an appropriate level of concern

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

                      Helps student increase his/her self-image by assisting him/her with establishing realistic goals

                      Uses students' previous and current teachers as resources when appropriate

VI.       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 academic programs

•           Modifies lessons/objectives and assignments for learners with special needs (including learning disabilities, limited English proficiency, and gifted and talented learners)

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

Demonstrates sensitivity to and promotes an awareness of differences in abilities, modes of contribution, and social and cultural backgrounds

                      Demonstrates fairness and impartiality to all students regardless of gender, race, ethnicity, or learning style

                      Establishes a climate of courtesy and respect for all students

                      Presents information from a bias-free, multicultural perspective

                      Implements classroom strategies that meet the needs of a diverse student body

VII.      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, in culturally appropriate ways, to aid in the total development of the student

                      Provides opportunities for parent and community involvement

                      Establishes two-way communication with parents based on mutual respect by being available for parent-teacher conferences

                      Maintains rapport and demonstrates tact when working with and communicating with parents

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

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

                      Shares the responsibility to participate in school and system-wide activities with colleagues

                      Is positive and supportive of colleagues and the school system with the public

                      Cooperates with reasonable requests made by administration

                      Seeks to maintain effective working relationships with all school system personnel

                      Follows the policies, procedures, and curriculum of the school district

                      Works constructively with others to identify school problems and suggest possible solutions

                      Cooperates with others to bring about the success of the school program

                      Shares expertise and new ideas with colleagues

The teacher is a reflective and continuous learner.

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)

                      Engages in professional growth activities that relate to classroom performance

                      Pursues knowledge about current thinking, research, trends; and practices in education

                      Demonstrates flexibility in approach to teaching

                      Demonstrates responsibility for self-growth, professional improvement, and ongoing self-evaluation

                      Is receptive to suggestions for growth and improvement

EVALUATION PROCEDURES

for the

UNIT A PROFESSIONAL STAFF

of the

LUDLOW PUBLIC SCHOOLS

EVALUATION ASSIGNMENTS

The Administrator of Student Support Services will evaluate the following:

•           Shared School Psychologists, shared pupil adjustment worker

The High School Principal will evaluate the following:

•           The Director of Health, Physical Education, Athletics, and Family and Consumer Science

The School Principals or their designees will evaluate the following:

                      All teachers assigned to serve on site at a single school

                      All guidance counselors, pupil adjustment workers, and school psychologists assigned to serve on site at a single school

                      All Student Support Services personnel assigned to serve on site at a single school

                      School librarian

                      TBE/ESL teachers

FREQUENCY OF EVALUATION

1.         Staff members serving without professional status

(State law requires that staff members without professional status be evaluated annually.)

During the first three years of employment, this evaluation process requires at least two formal observation cycles as follows

                      One formal observation report (Form C) completed and on file with the Superintendent by 15 December

                      One formal observation report (Form C) completed and on file with the Superintendent by 15 April

The summative evaluation completed and on file with the superintendent by 15 May

2.         Staff members serving with professional status

Staff members with professional status will be formally evaluated twice during the course of a four-year cycle as follows:

YEAR 1

                      During the first year of the cycle, the evaluation process requires at least one formal observation due by April 15.

                      The Summative Evaluation completed and on file with the Superintendent by 15 May

YEAR 3

•           During the third year of the cycle, formal evaluation will consist of one formal observation by designated evaluator

                      Meet with evaluator in the fall for review of the standards using the teacher evaluation record (form A), personal development, and review of progress towards goals established in year 1 (form B)

                      Observation at any time before May.

•           Formal evaluation during the third year must be documented and acknowledged by the designated evaluator, and the Formal Observation Report (Form C) must be filed with the Superintendent by 15 May.

[During Years 2 and 4, staff members continue working on achieving goals.]

3          Staff members on formal assistance/remediation plan

•           Formal evaluations will be conducted during a staff member's placement on a formal assistance/remediation plan and the year following conclusion of the assistance/remediation plan

FORMAL OBSERVATION PROCEDURES:

Three components-Planning Conference; Formal Observation; Reflecting Conference

1.         PLANNING CONFERENCE

a.         The evaluator will schedule a planning conference prior to the first formal observation. At this conference, the teacher will receive Form A, Teacher Evaluation Record - Working Document and Form B, Goal Setting Form.

b.         The evaluator and teacher will review Form A together. This evaluation record, which summarizes the state performance standards for teachers, serves as a catalyst for conversation about what to look for during the observation. Teacher and evaluator can use this form as a working document It will not be part of the teacher's files.

c.         The teacher will use information gathered during the review of Form A to set personal goals for development over a four-year period. The teacher will complete the Goal Setting Form, Form B, after the planning conference and return it to the evaluator within one week of the conference. The evaluator will review the goals and return Form B to the teacher within one week. If the goals are mutually agreeable, no further meeting is required before the observation. During year 1 of the cycle, all goal setting must be completed no later than October 30.

If further clarification is needed, the evaluator will schedule another planning conference.

2.         FORMAL OBSERVATIONS: During year 1, the deadlines are December 15 and March 15. During year 3, it is May 15.

The evaluation procedures require that formal observations be arranged as follows:

•           Time of Formal Observation(s)

■          Must be scheduled by mutual consent

■          May be made at the invitation of the staff member

•           Duration of Observation(s)

■          Observations will last a full class period or an agreed-upon part of the daily schedule

3.         Reflecting Conference Reflecting conference will be held between the evaluator and the staff member within three (3) working days of the observation

                      During the reflecting conference, the Teacher Evaluation Record Form (Form A) and the Goal Setting Form (Form B) will be reviewed by staff member and evaluator

                      The Formal Observation Report Form (Form C), will be filled out and presented to the staff member for review and signature within (5) working days from date of reflecting conference

SUMMATIVE EVALUATION

The Teacher Evaluation Record—working document and the Goal Setting Form should be reviewed in preparation for summative evaluation conference. The staff member must have both forms available at the conference and may also provide any additional documentation to support the implementation of the standards.

                      In the event that all of the criteria in the Evaluation Record have been assessed and/or achieved at the time of the summative evaluation conference, the Summative Evaluation Form (Form D) may be reviewed and signed by the evaluator and the staff member at that time.

                      In the event that some of the criteria are still in the process of being met, a subsequent summative evaluation conference will be scheduled between the evaluator and the staff member during which both parties will review and sign the Evaluation Record and Summative Evaluation Form.

The Summative Evaluation Form will be completed by the evaluator and reviewed in conference with the staff member prior to 15 May. A Summative Evaluation Form must be completed for each staff member serving without professional status annually and for those staff members with professional status in the year designated for complete formal evaluations.

STATE LAW AND LOCAL CONTRACT PROVISIONS

Consistent with state law, within the first 90 calendar days of employment, the evaluator may decide whether a new staff member should be retained or dismissed without cause.

Right to Fair Hearing

•           If upon review of the Summative Evaluation Form, the staff member does not agree with all or part of the evaluation, the staff member may request and will be granted a fair hearing with the evaluator. The staff member has a right to be represented by the advocate of his/her choice at this meeting.

Right to Second Observation

•           As part of the fair hearing process, the staff member has a right to request and be granted an additional formal observation to be conducted by a team composed of the evaluator (or his/her designee) and a second evaluator appointed by the Superintendent. This team will be required to follow all of the procedures associated with a regular observation and to prepare an observation report to be submitted to the evaluator for his/her reconsideration. A copy of this second observation will be placed on file in the Superintendent's office.

Right to Written Rebuttal

•           The staff member has a right to a written rebuttal as outlined in Article V, §C3 of the agreement between the Ludlow Education Association and the Ludlow School Committee:

No material derogatory to a teacher's conduct, service, character, or personality will be placed in his personnel file unless the teacher has had the opportunity to review the material. The teacher will acknowledge in writing that he has had the opportunity to review such material by affixing his signature to the copy to be filed with the contents thereof. The teacher will also have the right to submit a written answer to such material and his answer shall be reviewed by the Superintendent and attached to the file copy.

ASSISTANCE / REMEDIATION

Informal Assistance/Remediation

If a staff member does not meet the performance standards, assistance will be provided.

•           The evaluator will use informal assistance/remediation as a first step before placing a staff member on formal remediation. A staff member could be placed in this category any time during the four-year cycle.

•           The evaluator can override this step in severe cases, with the approval of the Superintendent

                      The evaluator must inform the staff member orally and in writing of his/her reasons for initiating informal assistance/remediation.

                      The evaluator must develop recommendations and provide assistance for improving the staff member's performance (See Informal Assistance/Remediation Plan Form, Form E).

Formal Assistance/Remediation

                      The Principal, in conjunction with his/her designee (primary evaluator, if applicable), will decide whether a staff member should be placed on a formal assistance/remediation plan. A staff member could be placed in this category any time during the four-year cycle.

                      The Principal will file a written Referral for Remediation request with the Superintendent (See Summative Evaluation Form). The Superintendent will initiate the formation of an assistance team which will be composed of the following:

          the Principal

          the designated primary evaluator (if applicable)

          a Curriculum Instructional Leader or someone with curriculum expertise

          a mutually agree-upon peer staff member

•           The roles of the Curriculum Instructional Leader and peer staff member will be to provide technical assistance (information, modeling techniques, etc.) as required to meet the need(s) specified in the formal assistance/remediation plan drawn up by the team.

                      The formal assistance/remediation plan will focus on the area(s) for improvement designated by the Principal

                      The plan will include provisions for sharing applicable practices, coaching the staff member, assisting in lesson planning and execution, modeling good practices, using materials, or other relevant skills.

                      Ongoing supervision by the team will be provided to help the staff member achieve the goals in the assistance/remediation plan (See Formal Assistance/Remediation Plan Form, Form F).

                      After 90 scheduled working days, the team will submit an assistance/remediation report to the Principal.

                      The Principal will decide whether the assistance/remediation plan has been successful in helping the staff member to meet performance standards.

•           If assistance/remediation has succeeded, the process is concluded.

•           If assistance/remediation has not totally succeeded, the Principal may do one of the following:

•           Based on the team's report and the Principal's own evaluation, s/he may determine there is adequate improvement to continue the process for an additional 90 scheduled working days.

•           Staff members serving with Professional Status must be afforded a minimum of one additional 90 working day period of formal assistance/remediation, if needed, to achieve the required performance improvement (minimum of 180 scheduled working days).

•           Based on the team's report and the Principal's own evaluation, s/he may recommend the staff member for termination.

•           Based on the Principal's evaluation and the team's report, the Superintendent will affirm or deny the Principal's recommendation for termination and will make provisions for due process rights of the staff member, under Massachusetts General Laws c71, §42

TRAINING FOR EFFECTIVE EVALUATION

The Superintendent or his/her designee must set up a training period for all evaluators and staff members early in the school year and during the regular school work day to make them aware of the procedures of the evaluation process and the criteria being used to evaluate professional staff members. The training program shall include the following:

Introduction to the System

                      Distribution of the evaluation packet to the staff and evaluators

                      Explanation of the purpose of the system

                      Discussion of each part of the system and requirements of each step in the evaluation procedure

Focus

                      Provision of initial introduction to teaching research

                      Emphasis on importance of focusing attention on instructional strategies

•           Emphasis on importance of staff member involvement

•           Distinction regarding performance standards as minimum expectations rather than performance aspirations

Roles

                         Discussion of responsibilities and active participation of staff member and evaluator

                         Discussion of formal observation

                      Planning conferences

                      Conduct of formal observations themselves

                      Reflecting conferences

                      Discussion of Evaluation Record Form as a working document to be used by staff member and evaluator

                      Discussion of goal-setting as part of the evaluation process

                      Discussion of the summative evaluation process

•           Discussion of assistance/remediation process

•           Discussion of on-going self-assessment

CRITIQUE OF THE EVALUATION SYSTEM

Recognizing the importance of an effective performance evaluation system, the Teacher Evaluation Study Committee recommends an annual critique of the evaluation process.

The contract parties shall mutually agree upon any alterations and/or reviews as soon as practicable.

Implementation of any revised evaluation procedures shall be done at the beginning of a school year's evaluation cycle.

All revisions and/or alterations of the evaluation process shall be consistent with Massachusetts General Laws, c71, §38.

GLOSSARY OF TERMS

Criteria for Teacher Evaluation Record/Summative Evaluation Form

Commendable:                  The teacher has demonstrated outstanding application of this standard to his/her teaching. This category will be identified in the narrative if applicable.

Met:                                   The teacher has demonstrated at least satisfactory application of this standard to his/her teaching.

In Progress:                        The teacher is working to achieve satisfactory application of this standard to his/her teaching, or the opportunity to achieve this standard has not yet occurred.

Not Met:                            The teacher has not demonstrated minimal application of this standard to his/her teaching.

Formative Evaluation -Evaluation procedures that focus on continual professional growth through opportunities for professional development, reflection, and feedback

Scheduled working days - The days during which a teacher is expected to report for work including days children are in school and district-wide professional days.

Summative Evaluation - Evaluation procedures that focus on accountability through periodic assessment of an individual teacher's performance over a period of time.

TEACHER EVALUATION FORMS

Form A: Teacher Evaluation Record - Working Document

Form B: Goal Setting Form

Form C: Formal Observation Report Form

Form D: Summative Evaluation Form

Form E: Informal Assistance/Remediation Plan

Form F: Formal Assistance/Remediation Plan

Form A

LUDLOW PUBLIC SCHOOLS

TEACHER EVALUATION RECORD - WORKING DOCUMENT

Teacher: ______________________ Subject/Grade: ______________________

Evaluator: ______________________ School: ______________________

I.          CURRENCY IN THE CURRICULUM

Standard: The teacher is up-to-date regarding curriculum content

          Demonstrates a working knowledge of the core curriculum of the teacher's assignment

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

TEACHER'S COMMENTS

EVALUATOR'S COMMENTS

II.        EFFECTIVE PLANNING AND ASSESSMENT OF CURRICULUM AND INSTRUCTION

Standard: The teacher plans instruction effectively.

          Sets short-term and year-long goals for curricular units

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

Standard: The teacher plans assessment of learning effectively.

                      Determines specific and challenging standards for student learning by developing assessments which describe a student's learning process as well as his/her learning achievements

Standard: 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 evaluation procedures which appropriately assess students' achievement and progress for instructional revisions and decision-making

          Communicates student progress to parents, students, and staff members in a timely fashion, using a wide range of information

TEACHER'S COMMENTS:

EVALUATOR'S COMMENTS:

III.       EFFECTIVE MANAGEMENT OF CLASSROOM ENVIRONMENT

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

          Demonstrates sensitivity to and respect for the needs and feelings of all students

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

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

                      Maintains systematic approach to discipline by establishing and administering a consistent and fair set of rules and routines supporting appropriate expectations

TEACHER'S COMMENTS:

EVALUATOR'S COMMENTS:

IV.       EFFECTIVE INSTRUCTION

Standard: The teacher makes learning goals clear to students.

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

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

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

                      Regularly tries innovative approaches to improve instructional practices

TEACHER'S COMMENTS:

EVALUATOR'S COMMENTS:

V.        PROMOTION OF HIGH STANDARDS AND EXPECTATIONS FOR STUDENT ACHIEVEMENT

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

          Regularly communicates objectives or learning outcomes to students and provides feedback to students on their progress on goals and objectives

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

Standard: 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

          Regularly identifies students needing extra help and secures student cooperation and participation in extra help sessions

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

TEACHER'S COMMENTS:

EVALUATOR'S COMMENTS:

VI.              PROMOTION OF EQUITY AND APPRECIATION OF DIVERSITY

Standard: The teacher strives to ensure equitable opportunities for student learning.

                      Provides opportunities to include all students in the full range of academic programs

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

                      Demonstrates sensitivity to and promotes an awareness of differences in abilities, modes of contribution, and social and cultural backgrounds

TEACHER'S COMMENTS:

EVALUATOR'S COMMENTS:

VII.      FULFILLMENT OF PROFESSIONAL RESPONSIBILITIES

Standard: 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, in culturally appropriate ways, to aid in the total development of the student

Standard: The teacher shares responsibility for accomplishing goals and priorities of his/her grade/team/department, building, and district

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

Standard: The teacher is a reflective and continuous learner.

                      Uses available resources to analyze, expand, and refine professional knowledge and skills

TEACHER'S COMMENTS:

EVALUATOR'S COMMENTS:

Form B

LUDLOW PUBLIC SCHOOLS GOAL SETTING FORM

Staff Member ______________________ Date ______________________

School ______________________ Grade/Subject ______________________

GOALS TO BE ACCOMPLISHED:

SUPPORT REQUESTED (Staff member training, materials, technical assistance, peer observation time, workshops, etc.):

Staff Member __________________________________________________________________

Signature                                          Date

The staff member acknowledges that it is his/her responsibility to maintain this record in his/her personal file, and may be expected to produce it upon request of the Department of Education.

Form C

LUDLOW PUBLIC SCHOOLS

FORMAL OBSERVATION REPORT FORM

Staff Member ______________________ Date ______________________

Grade Level ______________________ Subject ______________________

Evaluator/Observer ______________________ Title ______________________

Report on observation that occurred on ______________________

Date/Time

EVALUATOR'S/OBSERVER'S COMMENTS:

RECOMMENDATIONS:

Evaluator/Observer ____________________________________________________________

Signature                                                   Date

STAFF MEMBER'S COMMENTS (If there is insufficient space on this page, the staff member is encouraged to attach a supplementary document):

Staff Member __________________________________________________________________

Signature*                                        Date

Evaluator __________________________________________________________________

Signature*                                        Date

*These signatures do not necessarily indicate agreement with the comments made by the evaluator or observer nor the responses of the staff member. The signatures do, however, indicate that this evaluation has been reviewed in conference and acknowledgment on the part of all parries that this evaluation document will be placed in the staff member's personnel file.

Form D

LUDLOW PUBLIC SCHOOLS SUMMATIVE EVALUATION FORM

Teacher: ______________________ Subject/Grade: ______________________

Evaluator: ______________________ School: ______________________

Date of Summary Evaluation Conference: ______________________

I.          PROGRESS TOWARDS GOALS

II.         TEACHER PERFORMANCE STANDARDS

 

PERFORMANCE EVALUATION

A. CURRENCY IN THE CURRICULUM

 

The teacher is up-to-date regarding curriculum content

Met In Progress Not Met

B. EFFECTIVE PLANNING AND ASSESSMENT OF CURRICULUM AND INSTRUCTION

 

The teacher plans instruction effectively.

Met In Progress Not Met

The teacher plans assessment of learning effectively.

Met In Progress Not Met

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

Met In Progress Not Met

C. EFFECTIVE MANAGEMENT OF CLASSROOM ENVIRONMENT

 

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

Met In Progress Not Met

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

Met In Progress Not Met

D. EFFECTIVE INSTRUCTION

 

The teacher makes learning goals clear to students.

Met In Progress Not Met

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

Met In Progress Not Met

TEACHER PERFORMANCE STANDARDS

PERFORMANCE EVALUATION

E. PROMOTION OF HIGH STANDARDS AND EXPECTATIONS FOR STUDENT ACHIEVEMENT

 

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

Met In Progress Not Met

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

Met In Progress Not Met

F. PROMOTION OF EQUITY AND APPRECIATION OF DIVERSITY

 

The teacher strives to ensure equitable opportunities for student learning.

Met In Progress Not Met

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

Met In Progress Not Met

G. FULFILLMENT OF PROFESSIONAL RESPONSIBILITIES

 

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

Met In Progress Not Met

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

Met In Progress Not Met

The teacher is a reflective and continuous learner.

Met In Progress Not Met

EVALUATOR'S SUMMATIVE COMMENTS:

AREAS OF ACCOMPLISHMENT:

RECOMMENDATIONS:

Teacher:  ________________________ Subject/Grade: ________________________

Evaluator: ________________________ School: ________________________

Date of Summary Evaluation Conference: ________________________

FINAL RECOMMENDATION

Based on this teacher's total professional performance during the ____-_____ school year(s), I recommend:

Reappointment

Referral for Formal Assistance/Remediation*

Non-Reappointment*

*For the following reasons:

Evaluator _____________________________________________________________________

Signature                                                              Date

Administrative Review (for use when Principal is not the Designated Evaluator) I concur with the above recommendation. I do not concur with the above recommendation for the following reasons:

Principal _____________________________________________________________________

Signature                                                             Date

Superintendent Review (For use when Formal Remediation or Non-Reappointment is recommended)

I concur with the above recommendation.

I do not concur with the above recommendation for the following reasons:

Superintendent ______________________________________________________________

Signature                                                             Date

TEACHER'S COMMENTS:

This space is intended to provide the teacher with an opportunity to make comments with respect to this evaluation. Should the space prove insufficient, the teacher may attach a statement to this evaluation.

________________________                  ________________________      _____________

Evaluator Signature*                                  Title                                              Date

________________________                   ________________________     ___________

Teacher Signature*                                     Title                                              Date

*These signatures do not necessarily indicate agreement with the comments made by the evaluator nor the responses made by the teacher. The signatures do, however, indicate that this evaluation has been reviewed in conference and acknowledgement on the part of both parties that this evaluation document will be placed in the teacher's personnel file.

Form E

LUDLOW PUBLIC SCHOOLS -INFORMAL ASSISTANCE/REMEDIATION PLAN

Staff Member ________________________ School ________________________

Grade/Subject ________________________ Evaluator ________________________

Date of Planning Conference ______ Target Date of Completion ______ Interim Conference Dates ___________

PROFESSIONAL IMPROVEMENT RECOMMENDATIONS (Indicate expected performance - one per page)

ASSISTANCE/REMEDIATION ACTIVITIES

INDICATORS OF ACHIEVEMENT

COMPLETION DATE

__________________________        _______    ______________________            _____

STAFF MEMBER'S SIGNATURE*     DATE        EVALUATOR'S SIGNATURE*      DATE

*These signatures do not necessarily indicate agreement with the Informal Remediation/Assistance Plan. The signatures do, however, indicate on the part of both parties participation in the planning conference, understanding of responsibilities related to the Informal Remediation/Assistance Plan, and acknowledgement that this evaluation document will be placed in the staff member's personnel file. The teacher may choose to write comments on the plan on the back of this form.

Form F

LUDLOW PUBLIC SCHOOLS - FORMAL ASSISTANCE/REMEDIATION PLAN

Staff Member __________________ School __________________

Grade/Subject __________________ Evaluator __________________

Date of Planning Conference _________ (Initiation of Remediation Period - 90 Scheduled Working Days)

Target Date of Completion __________________

PROFESSIONAL IMPROVEMENT RECOMMENDATIONS (Indicate expected performance - one per page)

ASSISTANCE/REMEDIATION ACTIVITIES

INDICATORS OF ACHIEVEMENT

COMPLETION DATE

INITIALS:       _______          _______          _______          ________        __________

Staff                Principal          Evaluator           Peer Staff         Dept. Chair Member    (if applic.)                        Member           (if applic.)

ASSISTANCE/REMEDIATION PROVIDED

ASSISTANCE PROVIDED BY

COMPLETION DATE

STAFF MEMBER'S SIGNATURE ___________________ DATE ___________________

The staff member's signature does not necessarily indicate agreement with the Formal Assistance/Remediation Plan. The signature does, however, indicate participation in the planning conference, understanding of responsibilities related to the Formal Remediation Plan, and acknowledgement that this evaluation document will be placed in the staff member's personnel file. The staff member may choose to write comments on the back of this form.

ASSISTANCE TEAM MEMBERS:

___________________________________                          _________________________

PRINCIPAL'S SIGNATURE*                                                  DATE

_____________________________________                      _________________________

DESIGNATED EVALUATOR'S SIGNATURE*                     DATE

(If applicable)

______________________________________                    _________________________

PEER STAFF MEMBER'S SIGNATURE*                               DATE

______________________________________                    _________________________

DEPARTMENT CHAIR'S SIGNATURE*                               DATE

(If applicable)

Signatures of Assistance Team Members indicate participation in the planning conference, understanding of responsibilities related to the Formal Assistance/Remediation Plan, and acknowledgement that this evaluation document will be placed in the staff member's personnel file.

Exhibit A-l

The Ludlow School Committee agrees to publish in September of each school year the state, district, and school goals for said school year in order to assist teachers in completing their Professional Development Plan.

Education

LUDLOW PUBLIC SCHOOLS

Individual Professional Development Plan

for Massachusetts Educators

_____________________________________________     __________________

Name: Last                         Pint                   Middle               Renewal Year

_____________________________________________    ___________________

Home Address                    City                  State                   Zip Code

______________________________________________________________________

Primary Area                                               Certificate Number

_________________________________________________          _____________________

District                                School             Grade Level(s)    Subject(s)

Professional Development Points Required for Renewal of Primary Area              150

Total number of PDPs required in content

My professional growth goals (please number):

My professional growth goals are consistent with the fallowing district and/or school goals:

Record of Approved Professional Development Activities for Primary Area

Professional Development Activity

Professional Growth Goal (Goal Number)

Content PDPs

Other PDPs (pedagogy or professional skills)

*Date Approved & Supervisor's Initials

Date Completed

The Supervisor's initials indicate that the professional development activity is consistent with the educational needs of the school and/or district and is designed to enhance the ability of the educator to improve student learning.

Record of Additional Professional Development Activities for Elective PDPs

Professional Development Activity

Professional Growth Goal (Goal Number)

Content PDPs

Other PDPs

Date Completed

Use additional copies of this form if necessary.

This document and other Department of Education documents and publications are available on our website at www.doe.mass.edu/recert.

Educator's Name                           Certificate Number

Initial Review and Approval         Date _______________________

The signature below indicates that 80% of this educator's Individual Professional Development Plan is consistent with the educational needs of the school and/or district and is designed to enhance the ability of the educator to improve student learning.

_______________________       _______            _______

Supervisor's Name (print)             Title                   Signature

First Two Year Review                 Date _______________________

The signature below indicates that this educator's Individual Professional Development Plan was reviewed.

Please check one.

____    The Plan remains consistent with the educational needs of the school and/or. district

____    The Plan was reviewed and amended.

_______________________       _________        __________

Supervisor's Name (print)             Title                   Signature

Second Two Year Review             Date _______________________

The signature below indicates that mis educator's Individual Professional Development Plan was reviewed.

Please check one.

____    The Plan remains consistent with me educational needs of the school and/or district

___      The Plan was reviewed and amended.

_______________________  _________      __________________

Supervisor's Name (print)             Title                   Signature

Final Endorsement                        Date _______________________

The signature below indicates me supervisor has reviewed this educator's Record of Professional Development Activities and the reported activities are consistent with the approved professional development plan.

_______________________              ________              ______________

Supervisor's Name (print)                    Title                       Signature

Exhibit A-2.

Memorandum of Understanding

The undersigned, being parties to a collective bargaining agreement for Unit A employees which expires on August 31, 2006, agree as follows:

1.         The Virtual High School Site Coordinator ("VHS Coordinator") will be paid $1,350.00 for the 2004-2005 school year. The salary for the 2005-2006 school year and all subsequent school years will be negotiated between the parties.

2.         The VHS Coordinator will have the use of a laptop computer (maintained by the Lower Pioneer Valley Educational Collaborative) for the 2004-2005 school year only, receive 20 hours of training, and not be assigned any duties.

3.         If the VHS Coordinator is also a Special Subject (aka District), Middle School, or Elementary School Curriculum and Instructional Leader, he/she will teach four (4) classes, have two (2) preparation periods, and have no assigned duties. If the VHS Coordinator is also a Curriculum and Instructional Leader at the High School level, he/she will teach three (3) classes, have three (3) preparation periods, and have no assigned duties. If the VHS Coordinator is not a Curriculum and Instructional Leader, he/she will teach five (5) classes, have one (1) preparation period, and have no assigned duties.

Signed this ____ day of October, 2004

Ludlow Education Association                        Ludlow School Committee

By_____________________                                 By_____________________

Its President                                                              Its Chairperson

Exhibit B

Memo

To:       Maureen F. Cotti, President

Ludlow Education Association

From:   John J. Welch Ed.D

Superintendent

Date     February 27, 2002

The purpose of this memorandum is to clarify the authority that is vested in Principals and the Administrator of Special Education pursuant to Massachusetts General Law.

It is dear from a review of MGL Chapter 71, Section 59B that Principals employed under this section are the managers of their schools with the statutory authority (consistent with school committee policy, budgetary limitations and subject to the approval of the Superintendent) to hire all teachers, athletic coaches, instructional or administrative aides, and other personnel assigned to the school and for terminating all such personnel, subject to the Superintendent's review and prior approval.

The authority and responsibility to manage all education programs and services, including special education, is further defined in the Regulations (January 2001) promulgated by the Massachusetts Board of Education pursuant to the requirements of MGL Chapter 71B of the Massachusetts Comprehensive Special Education Act In relevant part, those regulations require that the Principal with the assistance of the Administrator of Special Education shall coordinate the delivery and supervision of special education services within each school; provided, however, that the Administrator shall supervise all special education for the school district and shall ensure compliance with all Federal and State special education laws.

Although it is apparent that all school personnel are expected to take direction from the Principal with respect to the delivery of educational services, including special education services, ft is equally clear that the regulations governing the implementation of MGL Chapter 71B envision a collaborative relationship between the Principal and Administrator of Special Education. Ideally, both parties are in agreement about the manner in which special education services are delivered thus avoiding the confusion that some personnel may experience in responding to two different administrators with varying expectations. In the final analysis, however, it is the Principal who directs all personnel, including special education personnel, in the performance of their work unless, of course, such direction is at variance with the requirements of Federal and State special education laws. In those instances, I would expect all parties to defer to the expertise and direction of the Administrator of Special Education.

JJW/gec

C:         Principals

Administrator of Student Support Services

Exhibit C

CURRICULUM & INSTRUCTIONAL LEADERS

QUALIFICATIONS

1.                  Valid teaching certification

2.                  Master's degree and coursework in curriculum development preferred

3.                  Minimum of three (3) years successful teaching experience

4.                  Such alternatives relative to the above qualifications to the mutual agreement of the School Committee and the L.E.A.

REPORTS TO: Building Administrator and/or Superintendent (or designee)

DURATION: Three (3) year appointment; may reapply at end of term

SALARY: Per salary schedule

TIME:         *Three Days (with per diem salary) - 2 before the start of the school year and one after the school year ends for the purpose of carrying out responsibilities, ex. classroom visits, reports, budget, etc.

*(Elementary and MS only) Four days during the school year (subs will be hired) to carry out responsibilities, ex. classroom visits, reports, budget, etc.

*Duty free wherever possible: ex. no studies, no bus duty *(HS only) Assigned one teaching period less than full teaching load

RESPONSIBILITIES

EFFECTIVE CURRICULUM & INSTRUCTIONAL LEADERSHIP

1.                  Provides leadership and assists building/district administrators with the implementation of the Massachusetts Curriculum Frameworks, the Common Core of Learning, and the district curriculum - at the specified department/grade level - (a) to ensure consistency of the core curriculum and (b) to improve the instructional program.

2.                  Plans, schedules, and conducts monthly department/grade level meetings. Submits monthly agenda and minutes to appropriate administrators.

3.                  Communicates and cooperates with curriculum leaders at all levels to ensure development and implementation of an articulated, coordinated program for curriculum, instruction, and assessment. Attends and participates in bimonthly meetings for all CIL Team members with building level and district administrators.

4.                  Takes the initiative and responsibility to continuously improve and revise department/grade level curriculum and instruction. Participates actively with committees organized to improve curriculum & instruction.

5.                  Interacts with consultants and sales representatives in the selection of auricular and instructional books, supplies, and equipment for the department/grade level.

6.                  Attends School Committee meetings on an as needed basis.

EFFECTIVE ORGANIZATIONAL LEADERSHIP

1.                  Acts as a liaison, a communication link, between the school administration - building and district level - and the members of the department or grade level.

2.                  Provides input, after consulting with department/grade level staff, on the budget for the assigned department/grade level.

3.                  Provides input to the building principal and participates in the recruitment, screening, hiring, and assignment of new teachers.

4.                  Provides input to the building principal, when requested, after consultation with department/grade level staff, in the assignment of teaching personnel, the scheduling of classes, & student placement

5.                  Maintains an up-to-date inventory of the department/grade level's supply, textbook, and equipment needs.

6.                  Provides input, when requested, in the development, implementation, continuance, and revision of departmental, building, and district policy.

7.                  Prepares departmental reports and records as needed by the administration.

8.                  Assists new teachers in adjusting to their position as needed. Ensure that they have necessary instructional materials, etc.

9.                  Provides input to the building principal, when requested, in the screening and assignment of student teachers.

10.              (HS only) Provides input to the principal in the supervision and evaluation of department teachers.

11.a.    (HS & MS only) Assists substitute teachers within the department.

11.b.    (Elementary only) Keeps abreast of the issues pertaining to curriculum, instruction, and assessment that are raised during common planing time for the appropriate grade level at each school. Keeps the three elementary principals informed about these issues as necessary.

EFFECTIVE PLANNING AND ASSESSMENT OF CURRICULUM AND INSTRUCTION

1.                  Provides input, when requested, in planning and administering assessment procedures (district and DOE) to evaluate student progress and to check the effectiveness of the instructional program. Submits an annual written report of assessment findings and department/grade level response including an action plan for improvement.

2.                  Prepares, with input from department/grade level staff, recommendations for changes or adjustments in the curriculum to improve student achievement

3.                  Seeks out and/or assists in identifying and utilizing community resources for the enrichment of curriculum and instruction.

4.                  Submits to the building principal and to the Central Office a written, end-of-the-year report of the work and progress of the department/grade level, together with suggestions for changes or improvements.

5.                  Visits classrooms (department or grade level) at least once a year and consults with teachers regarding curriculum and instructional issues to ensure continuity of programs.

CURRENCY IN THE CURRICULUM

1.                  Keeps current in assigned curricular area, reads professional publications, and disseminates information about new developments to the teachers in the department.

2.                  Encourages department/grade level teaches to participate in professional organizations and professional development opportunities to ensure currency in the department/grade level.

OTHER

1.                  Selects students, with input from department/grade level teaches, for special honors, awards, etc. as needed.

2.                  (HS only) Provides input to the principal in the supervision and evaluation of department teachers.

3.                  Performs such other related tasks and assumes such other responsibilities as the building principal or superintendent may assign.

NOTE:   All agendas, minutes, and reports must be submitted to the building principal and to the Central Office.

LUDLOW PUBLIC SCHOOLS

DUTIES AND RESPONSIBILITIES OF THE

SPECIAL EDUCATION COORDINATOR

Is available for input to the Student Support Services Administrator and the Principal regarding scheduling of classes, team meetings and assignment of personnel.

Coordinates reports and records generated by the administration.

Works with staff in a non-evaluative way to help them improve methods and techniques.

Assists the Guidance Department/Administration in determining student placement

Communicates administration rules, regulations, policies and procedures to members of the Student Support Services department,

Cooperates with the other schools to assure a smooth transition.

Performs such other duties as may be assigned to him by the Administration.

Memorandum Attachment 1

Sections 3. and 4. of Memorandum of Agreement

dated June 10, 1997, between the parties

resolving arbitration award AAA 11 39002314 95

3.         Effective for the 1997-1998 school year, notwithstanding Article II, Section F:

a.         Teachers will no longer be required to perform the following duties:

At the Elementary level:

A.M. Bus Duty

A.M. Recess Duty

Lunch Recess Duty

Note: P.M. Bus duty to be assigned to all staff members on

a rotating basis

At the Middle School level:

Bus Duty A.M. and P.M.

Internal Suspension Duty

Office Desk Duty

Lunch Duty (inside/outside)

Home Room Period

Office Detention

At the High School Level:

Parking Lot Duty

Home Room Period

Corridor Duty

Lavatory Duty

Office Detention

Office Desk Duty

Internal Suspension Duty

Lunch Duty

b.         Study Hall Duty will be shared equitably among staff on the secondary level, with the exception of coordinators.

c.         Teachers will not be called upon to perform lunch/recess duty except in an emergency.

d.         If for any reason the provisions adopted in 3. a., b., and c. hereinabove require modification by state or federal law or regulation, the parties will be bound by the language of Article II, Section F., in pertinent part, in effect immediately prior to this Memorandum of Understanding.

4.            Teachers will be required to participate in common planning time during the regular work day in the following minimum amounts:

               Elementary teachers 18 hours per year.

               High school teachers 20 hours per year.

               Middle school teachers 20 hours per year.

a.         Common Planning Time ("CPT") is part of the teaching assignment and participation is mandatory. The term "common planning" includes time spent by teachers in groups by department, grade, or individual or interdisciplinary subject areas for the purpose of improving student learning through continuous improvements in curriculum, instruction, and assessment for possible implementation in all or part of the school system. CPT is in addition to individual preparation and unassigned periods and department and grade level meetings presently in effect which shall continue.

1.         Teachers in conjunction with the Administration will determine how the CPT will be used, provided that each CPT session is for a minimum of 30 minutes. In the event of a disagreement, the final determination will be made by the Superintendent.

2.                  At all levels, time may be available during the work day for additional CPT.

3.                  The Middle School and the High School will have four minutes worked into the daily passing time.

MEMORANDUM OF AGREEMENT

Peer Coaching

The undersigned, being parties to a Unit A collective bargaining agreement, effective September 1, 2006, and expiring on August 31, 2009, hereby agree as follows:

The parties agree to establish Peer Coaching, system-wide, upon ratification by the Unit A membership and the School Committee.

Teachers with Professional Teacher Status may request to substitute a Peer Coaching process for their negotiated evaluation in a given year, but not in consecutive evaluation cycles, by using the following process:

1.                  By October 1st, a Teacher must make a request, in writing, of the Principal to use this Process; he/she and his/her Peer Coaching Partner, must have had at least fifteen (15) hours of training in peer coaching or similar training acceptable to the Superintendent and LEA Executive Committee, prior to making the request.

2.                  The request is subject to the approval of the Principal. If the Principal denies a request, he/she must provide a reason, in writing, to the Teacher(s).

3.                  By November 1st, the Principal shall inform the Superintendent, who shall inform the President of the LEA, of which teachers are using the Peer Coaching Process as an alternative to the negotiated evaluation for that year.

4.                  The conversations and interactions between and among the Teachers using the Peer Coaching Process will be confidential to them alone.

5.                  Each Teacher using the Peer Coaching Process must submit a report on the value of the process to the Principal by June 1. The Principal will send a copy of all reports to the Superintendent, who will forward copies to the LEA President.

6.                  Each fall the Superintendent will survey all Teachers regarding their interest in receiving training in the Peer Coaching Process and will offer such training, at no cost to the Teachers, if a minimum of ten (10) Teachers request such training.

By entering into this Memorandum of Agreement, neither party waives any right to maintain that the subject matter is or is not a mandatory subject of bargaining.

Signed this _________ day of March 2008.

FOR THE LUDLOW SCHOOL COMMITTEE:     FOR THE LUDLOW EDUCATION ASSOCIATION

By: ____________________________                         By: _________________________

Theresa M. Kane, Its Superintendent                           Maureen Cotti, Its President

 

MEMORANDUM OF UNDERSTANDING

BETWEEN THE LUDLOW EDUCATION ASSOCIATION

AND THE LUDLOW SCHOOL COMMITTEE

SUBJECT:      UNIT A-TEACHERS' CONTRACT EXTENSION

The Ludlow Education Association and the Ludlow School Committee hereby agree as follows:

The following collective bargaining agreement made between the Committee and the LEA is hereby extended, unchanged, to June 30, 2010:

Unit A, which expires on August 31, 2009.

Ludlow Education Association                                  Ludlow School Committee

___________________________                                _________________________

President                                                                       Chairperson

___________________________                                _________________________

Negotiations Chairperson                                             Vice Chairperson

                                                                                      _________________________

Secretary

_________________________

Member

_________________________

Superintendent

_________________________

Date Signed:________________


 

Ludlow Unit A wage scale (nurses paid from same scale

 

 

2009-2010

B

B+15

B+30/M

M+15

M+30

M+45

CAGS/MM

PHD

 

STP

0.0% Increase

 

1

35,739$     

36,785$     

38,366$     

39,938$     

42,573$     

43,886$     

45,201$     

47,238$     

 

2

37,319$     

38,366$      

39,938$     

41,522$     

44,149$     

45,461$     

46,771$     

48,801$     

 

3

38,891$     

39,938$     

41,522$     

43,086$     

45,725$     

47,049$     

48,374$     

50,350$     

 

4

42,040$     

43,086$     

44,680$     

46,238$     

48,877$     

50,194$     

51,510$     

53,471$     

 

5

43,621$     

44,680$     

46,238$     

47,818$     

50,443$     

51,765$     

53,087$     

55,030$     

 

6

45,201$     

46,238$     

47,818$     

49,796$     

52,029$     

53,344$     

54,659$     

56,616$     

 

7

46,771$     

47,818$     

49,395$     

50,976$     

53,611$     

54,925$     

56,239$     

58,191$     

 

8

49,395$     

50,443$     

52,029$     

53,611$     

56,239$     

57,552$     

58,866$     

60,789$     

 

9

50,976$     

52,029$     

53,611$     

55,185$     

57,813$     

59,123$     

60,433$     

62,350$     

 

10

52,557$     

53,611$     

55,185$     

56,762$     

59,382$     

60,698$     

62,013$     

63,900$     

 

11

54,132$      

55,185$     

56,762$     

58,335$     

60,962$     

62,273$     

63,584$     

65,467$     

 

12

55,432$     

56,485$     

58,496$     

60,170$     

62,912$     

64,276$     

65,641$     

67,657$     

 

 

2010-2011

B

B+15

B+30/M

M+15

M+30

M+45

CAGS/MM

PHD

 

STP

1.0% Increase

 

1

36,096$     

37,153$     

38,750$     

40,337$     

42,999$     

44,325$     

45,653$     

47,710$     

 

2

37,693$     

38,750$     

40,337$     

41,937$     

44,590$     

45,916$     

47,239$     

49,289$     

 

3

39,280$     

40,337$     

41,937$     

43,517$     

46,183$     

47,520$     

48,858$     

50,854$     

 

4

42,460$     

43,517$     

45,127$     

46,700$     

49,366$     

50,696$     

52,025$     

54,006$     

 

5

44,058$     

45,127$     

46,700$     

48,296$     

50,947$     

52,283$     

53,618$     

55,580$     

 

6

45,653$     

46,700$     

48,296$     

50,294$     

52,549$     

53,877$     

55,206$     

57,182$     

 

7

47,239$     

48,296$     

49,889$     

51,486$     

54,147$     

55,474$     

56,801$     

58,773$     

 

8

49,889$     

50,947$     

52,549$     

54,147$     

56,801$     

58,128$     

59,455$     

61,397$     

 

9

51,486$     

52,549$     

54,147$     

55,737$     

58,392$      

59,714$     

61,037$     

62,974$     

 

10

53082$,     

54147$,     

55737$,     

57330$,    

59976$,    

61305$,    

62633$,    

64539$,     

 

11

54,673$     

55,737$     

57,330$     

58,918$     

61,571$     

62,896$     

64,220$      

66,122$     

 

12

55,987$     

57,050$     

59,081$     

60,771$     

63,542$     

64,919$     

66,297$     

68,333$     

 

 

2011-2012

B

B+15

B+30/M

M+15

M+30

M+45

CAGS/MM

PHD

 

STP

1.0% Increase

 

1

36,457$     

37,525$     

39,137$     

40,741$     

43,429$     

44,768$     

46,109$     

48,187$     

 

2

38,069$     

39,137$     

40,741$     

42,357$     

45,036$     

46,375$     

47,711$     

49,782$     

 

3

39,673$     

40,741$     

42,357$     

43,952$     

46,644$     

47,995$     

49,346$     

51,362$     

 

4

42,885$     

43,952$     

45,578$     

47,167$     

49,859$     

51,203$     

52,545$     

54,546$     

 

5

44,498$     

45,578$     

47,167$     

48,779$     

51,457$     

52,805$     

54,155$     

56,136$     

 

6

46,109$     

47,167$     

48,779$     

50,797$     

53,075$     

54,416$     

55,758$     

57,754$     

 

7

47,711$     

48,779$     

50,388$     

52,000$     

54,689$     

56,029$     

57,369$     

59,361$     

 

8

50,388$      

51,457$     

53,075$     

54,689$     

57,369$     

58,709$     

60,049$     

62,011$     

 

9

52,000$     

53,075$     

54,689$     

56,294$     

58,975$     

60,311$     

61,647$     

63,604$     

 

10

53,613$     

54,689$     

56,294$     

57,903$     

60,576$     

61,918$     

63,260$     

65,184$     

 

11

55,220$     

56,294$     

57,903$     

59,507$     

62,187$     

63,525$     

64,862$     

66,783$     

 

12

56,547$     

57,620$     

59,672$     

61,379$      

64,177$     

65,568$     

66,960$     

69,016$