Lynnfield

Show detailed information about district and contract

DistrictLynnfield
Shared Contract District
Org Code1640000
Type of DistrictMunicipal K12
Union AffiliationMTA
Most Recent DocumentContract
Expiring Year2013
Expired Status
Superintendency Union
Regional HS Members
Vocational HS MembersNorth Shore RVTSD
CountyEssex
ESE RegionNortheast
Urban
Kind of Communityresidential suburbs
Number of Schools5
Enrollment2353
Percent Low Income Students5
Grade StartPK or K
Grade End12
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COLLECTIVE BARGAINING AGREEMENT

BETWEEN

LYNNFIELD TEACHERS ASSOCIATION

AND

LYNNFIELD SCHOOL COMMITTEE

SEPTEMBER 1, 2010 to AUGUST 31, 2013

AGREEMENT

This agreement made and entered into on this 5th day of January, 2010 by and between the LYNNFIELD SCHOOL COMMITTEE (hereinafter referred to as the Committee) and the LYNNFIELD TEACHERS ASSOCIATION, a/w the National Education Association (hereinafter referred to as the Association).

 

PREAMBLE

Recognizing that the prime purpose of the Lynnfield school system is to provide education of the highest possible quality for the children of Lynnfield, we, the undersigned parties to this contract, agree to the following principals:

1.                   The Lynnfield School Committee, elected by the citizens of Lynnfield, is a public body established under and with duties, powers, responsibilities and rights provided by the laws of Massachusetts and the applicable rules and regulations of administrative agencies issued under such laws.

2.                   The Superintendent of Schools of Lynnfield is the executive officer of the Committee and as such administers and directs the operation of the public schools of Lynnfield in accordance with the decisions of the Committee.

3.                   The professional staff of the Lynnfield school system shares with the Committee and the Superintendent responsibility for providing for pupils of the Lynnfield Public Schools education of the highest possible quality consistent with the policies of the Committee, and the professional staff has the major role in direct contacts with pupils.

4.                   Fulfillment of these respective responsibilities can be facilitated and supported by consultations and free exchanges of views, and information among the Committee, the Superintendent, and the professional staff in the formulation and application of policies relating to wages, hours and other conditions of employment for the professional staff.

5.                   The Lynnfield Teachers Association recognizes that the basic duty of each professional employee is to use his skill and expertise in the most effective manner to improve the quality of education offered by the Lynnfield Public Schools.

ARTICLE I RECOGNITION

The Committee recognizes the Lynnfield Teachers Association for purposes of collective bargaining as the exclusive representative of a unit consisting of all professional personnel hereinafter set forth: all certified classroom teaching personnel or teaching personnel for whom the Committee has requested a waiver of certification including department heads, coordinators, head teachers, counselors, other specialists, and nurses.

Excluding:             The Superintendent, any Assistant Superintendent, any Assistant to the Superintendent, principals, assistant principals, directors, all substitute teachers, teachers aides, and substitute nurses. Unless otherwise indicated, the employees in the above unit will hereinafter be referred to as the teachers or nurses, and all other employees, professional and non-professional, are excluded.

ARTICLE II CONTRACT NEGOTIATION PROCEDURE

Section A.              Subject to the provisions of Article IX, Section A, not later than October 1 of the calendar year preceding the calendar year in which this Agreement expires, the Committee agrees to enter into negotiations with the duly elected representatives of the Association over a successor Agreement in a good faith effort to reach agreement concerning all items and matters properly bargainable as set forth in the General Laws of Massachusetts, and more particularly Chapter 150E of said Laws.

Section B.              Any agreement reached with the Committee will be reduced to writing, will be signed by the Committee and the Association, and will become an addendum to this agreement.

Section C.              The Association shall submit to the Committee a list of names and titles of officers, committee members, and others representing the Association, either elected or appointed.

Section D.              Within fifteen (15) days after written notification by either party, the Association and the Committee (or their representatives), by mutual consent, will meet to discuss any matter relative to wages, hours and other conditions of employment of teachers and nurses which is not covered by this contract provided such matters cannot satisfactorily be resolved by discussions between the Collective Bargaining Policy Committee and the Superintendent.

If as a result of such discussions agreements are reached, such agreements may, by mutual consent, be made addenda to this contract.

ARTICLE III GRIEVANCE PROCEDURE

Section A.              DEFINITION

1.                   A grievance is defined to mean a dispute involving an alleged violation of any provisions of this Agreement or any subsequent agreement entered into pursuant to this Agreement.

2.                   An aggrieved person is the person or persons claiming the grievance.

Section B.              PURPOSE

The purpose of this procedure is to secure, at the lowest possible administrative level, equitable solutions to the grievances which may arise from time to time.

Section C.              GENERAL

1.             Since it is important that grievances be processed as rapidly as possible, the number of days indicated at each level should be considered as maximum.

2.   a.       Failure at any step of this procedure to advance a grievance to the next step within the specified time limits should be deemed to be acceptance of the decision rendered at that step.

b.       Failure at any step of this procedure to render a decision within the specified time limits shall advance the grievance to the next step.

3.                   The time limits specified may be extended by mutual agreement. Said agreement is to be in writing.

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

5.                   Forms for filing grievances will be jointly approved by the Superintendent and the Association and given appropriate distribution so as to facilitate operation of the grievance procedure.

Section D.              RIGHTS OF TEACHERS TO REPRESENTATION

1.                   Any teacher may present a grievance and have such grievance heard without intervention by the Association, provided that the Association representative is afforded the opportunity to be present at such conferences and to state the Associations views and that any adjustment made should not be inconsistent with the terms of this Agreement.

2.                   All documents, communications, and records dealing with the processing of a grievance will be filed separately from the personnel file of the participants.

Section E.              PROCEDURE

Informal Procedure

The aggrieved person may discuss the grievance with the principal of his building. If the matter is not disposed of to the aggrieved persons satisfaction within five (5) school days after he has initiated discussion, he may proceed to Formal Procedure under this Article, it being understood that any aggrieved person may proceed under the Formal Procedure in any event.

Formal Procedure

1.             Level One

a.             A grievance must be filed in writing with the principal or immediate supervisor within fifteen (15) school days of the time of the occurrence of the grievance or the date the aggrieved person knew or should have known of its occurrence, whichever is later. If not filed in writing within the aforesaid period, the grievance will be considered as waived. The grievance must state the alleged facts pertaining to the grievance, reference to the applicable provision(s) of this Agreement, and the date of the occurrence of the grievance.

b.             The principal shall meet with the aggrieved person and, if requested by the aggrieved person, an Association representative, within five (5) school days after the receipt of the written grievance and attempt to resolve the grievance. The principal shall give a written answer to the aggrieved person within five (5) school days after the date of such meeting.

2.             Level Two

If the aggrieved person is not satisfied with the disposition of the grievance, it may be referred to the Superintendent in writing within five (5) school days after the receipt of the principals answer. The Superintendent shall, within five (5) school days after receipt of the written grievance, meet with the aggrieved person and, if requested by the aggrieved person, an Association representative, and attempt to resolve the grievance. The Superintendent shall give a written answer to the aggrieved person within ten (10) school days after the date of such meeting.

3.             Level Three

If the aggrieved person is not satisfied with the disposition of the grievance, it may be referred to the School Committee in writing within five (5) school days after receipt of the Superintendents answer. Within ten (10) school days or the next regularly scheduled School Committee meeting, whichever is later, after receiving the written grievance, the School Committee or its designated representative will meet with the aggrieved person and the Associations representative, if the aggrieved person so desires, for the purpose of resolving the grievance. The ultimate decision on the grievance at Level Three will, however, be rendered by a majority of the School Committee. Within five (5) school days after the next regularly scheduled School Committee meeting following the Level Three meeting, the School Committee shall give a written answer to the aggrieved person, and if present, to the Associations representative.

4.             Level Four

a.             The School Committees answer shall be considered accepted unless within ten (10) school days after receipt thereof the Association notifies the School Committee of its intention to take the grievance to arbitration.

b.             The arbitrator is to be mutually selected by the Committee and the Association. If the Committee and the Association cannot agree, within seven (7) school days after written notice specified above of the intention to arbitrate, then the party demanding arbitration shall within five (5) school days thereafter, request the American Arbitration Association to provide a panel of arbitrators. Said arbitrator is then to be selected under the provisions of the Voluntary Labor Arbitration Rules now, or hereafter, in effect. The Voluntary Labor Arbitration Rules shall also govern the procedure in any arbitration hearing.

c.             The arbitrator so selected will confer with the School Committee or its designated representative and the Association and hold hearings promptly and receive briefs, and will issue his decision not later than thirty (30) days from the date of the close of the hearings or, if oral hearings have been waived, then from the date the final statements and proofs are submitted to him. The arbitrators decision will be in writing and set forth his findings of fact, reasoning, and conclusions on issues submitted. The arbitrator will be without power to modify, alter, add to, or subtract from the provisions of this Agreement. The decision of the arbitrator will be submitted to the School Committee and the Association and will be final and binding.

d.             The fees of the American Arbitration Association and of the arbitrator and the expenses of any required hearing shall be shared equally by the Committee and the Association, but each party shall bear the expenses of its representative, participants, witnesses, and for the preparation and representation of its own case including any transcript requested by that party.

e.             The parties may, by mutual agreement, submit more than one pending grievance to the same arbitrator.

Section F.              RESOLUTION OF FORMAL GRIEVANCES

Any resolution of a formal grievance shall be forwarded in writing by the Principal, Superintendent, or School Committee to the Chairperson of the Professional Rights and Responsibilities Committee of the Association.

ARTICLE IV CONDITIONS OF EMPLOYMENT

Section A.              This Agreement is a complete agreement between the parties covering all subjects of bargaining for the term hereof.

The Committee shall not be under obligation to negotiate with the Association any modifications or additions to this Agreement which are to become effective during the term hereof. In the event agreements are mutually reached on a voluntary basis between the Committee and the Association, they will be reduced to writing, signed by the Committee and the Association, and will become an Addendum to this Agreement.

Section B.              1.             a.             The teachers salary schedule for the school year is set forth in Appendix A of this Agreement.

b.                Salaries of each person covered by this Agreement are set

forth in his contract(s) with the Committee. The aforementioned contracts include those for special areas, athletic areas, and extra-curricular areas.

2.     All persons covered by this Agreement will have the option of being paid in 21 or 26 equal installments. Teachers who elect to be paid in 26 installments shall be paid the final six (6) installments on the last scheduled pay day of the school year.

Salary checks, if available from the Town Treasurer, will be issued on the last day prior to a vacation period.

3.     In recognition of dedicated service to the children of Lynnfield and in consideration of a teachers or nurses early notification of termination (which allows the School Department to budget and hire for the succeeding school year), any teacher or nurse covered by this Agreement who will have been employed in that capacity in the Lynnfield Public Schools for at least fifteen (15) years as of the date of her/his termination may upon her/his termination obtain a payment for unused sick days by conforming to the following procedure:

An eligible teacher or nurse who desires to receive the referenced payment must submit to the Superintendent a letter of resignation on or before September 10 of the school year at the end of which the teacher or nurse will be terminating her/his employment with the Lynnfield Public Schools. The letter of resignation must state that the teacher or nurse will be terminating her/his employment as of the last day of that school year and must note that the teacher or nurse understands that, if the letter is not revoked on or before December 10 of the same school year, it will thereafter be irrevocable. (A teacher or nurse who terminates employment during a school year will not be eligible for the payment.) A teacher or nurse who complies with the above procedure will, at the end of that school year, have all of her/his accumulated unused sick leave brought back. The individual will be provided a lump sum payment following her/his termination on or about July 1 in the amount of thirty dollars ($30.00) for each unused sick leave day that is bought back.

The estate of a teacher or nurse who has been employed in that capacity in the Lynnfield Schools for at least fifteen (15) years and who dies while employed in the Lynnfield Public Schools shall be entitled to the benefit set forth in this Paragraph B.3.

Section C.              While it is recognized that the length of the student day is a prerogative of the Committee, it is the present intention to retain the present starting and dismissal times for this school year unless conditions otherwise necessitate. Prior to the institution of any change in the schedule of the student hours, the Superintendent will notify the President of the Lynnfield Teachers Association of the reasons and the need therefore, as well as the anticipated length of the change.

If any change in the student schedule calls for the working day for teachers longer than is presently in effect, or otherwise requires teachers to teach additional teaching periods over those currently in effect, then the parties will negotiate with respect to the length of such time and any compensation therefore. (The phrase work day currently in effectincludes not only actual teaching time but other such time as the individual teacher is required to be in the building.)

Section D.              The work year for teachers (other than new personnel who may be required to attend pre-school orientation sessions) shall be 184 days. Teachers shall report the day before the first school day for students for professional development as planned by the administration. Additionally, teachers shall participate in three (3) full-day professional development days during the school year when students are not present. For these three days, 50% of the time shall be planned by the administration and 50% of the time will be planned jointly by a committee comprised of administrators and teachers. The last day of school shall be a half day for students.

Section E.              In accordance with past practice, teachers will normally have a duty-free lunch period of at least the length of a regular student lunch period.

Section F.              Teacher participation in extra-curricular activities shall be voluntary and teachers will be compensated for participation in extra-curricular activities established by the Committee. Teachers will continue to be given the opportunity to enhance their professional contribution through voluntary participation in extra-curricular activities not established by Committee action.

Section G.              REDUCTION IN FORCE

1.                   Normal attrition will be the method first used to reduce the number of teaching positions in the Lynnfield Public School System. That is, teachers who resign, retire, or who otherwise terminate their employment shall not be replaced. Also included in this paragraph are those teachers without professional status whose employment the Superintendent determines not to renew.

2.                   If it is not possible to reduce the staff by the above factors, reductions will first be made among those teachers in the Lynnfield Public School System without professional status provided there are teachers with professional status who are qualified to fill those positions, whether or not they are in the same classification.

3.                    If a reduction in staff results in the layoff of teacher with professional status the Superintendent shall determine which teacher with professional status in the classification units described below shall be reduced in the following order:

(1)  Those teachers with professional status who have been determined not to be performing at a satisfactory level. If two or more teachers with professional status have been determined not to be performing at a satisfactory level, the reduction in force shall be determined by seniority.

(2)  Where it can be demonstrated by the Superintendent that the junior employee within the classification is the only person who has the requisite qualifications to teach a course or provide a specialized service of a professional educational nature by reason of his or her academic background, training, or experience.

All such positions shall be identified prior to the implementation of this Agreement and new positions of a specialized nature will be so designated in the future. The particular requirement of such a designated position shall be clearly specified prior to the inception of a new course or program if it is not already described in the published qualifications of the staff positions. Such designation shall be subject to the grievance and arbitration provisions of this Agreement at the time they are made.

List of Specialized Positions Regular Curriculum Curriculum Specialist

Teachers of Advanced Placement

US History

Biology

Calculus

Chemistry

English

French

Psychology

Statistics

Economics

Physics

(3)                 If the number of teachers to be reduced has not been met by the application of (1) or (2) above, the remaining teachers will be laid off in order of seniority within their respective classifications.

(4)                 A teacher identified as not performing at a satisfactory level will be notified in writing by his/her primary evaluator as early in the school year as possible, but no later than November 1st. Such notification shall not occur until the recommendation of the primary evaluator has been reviewed by the Administrative Leadership Team. Such notification will include an explanation of the evaluation process and a listing of the specific areas in which the teacher is considered deficient. The teacher may, at his/her election, submit a letter of rebuttal or explanation. Neither the notification nor the response, if any, will become part of the teachers permanent record at this time. Subsequent to the identification and notification of a teacher whose performance is less than satisfactory in the Lynnfield Public School System, continued supervision and evaluation of the teacher will be carried out by both his/her supervisor and at least one additional administrator appointed by the Superintendent. By May 1, the teachers performance will again be considered by the Superintendent with input from both the regular and appointed evaluators, along with the teachers written comments (if any). If after the second review the performance of the teacher is judged to be still less than satisfactory, that teacher will be placed in the unsatisfactory performance category set forth in subsection (1) above, and so notified in writing, and at this time all previous correspondence will become part of the individuals personnel folder.

4.             Each department and/or classification listed below shall constitute a separate unit for purposes of layoff:

A.            Elementary

(1)           Grades K-6 and teachers of grades 7-8 teaching with an elementary certificate.

(2)                 Art (K-4)

(3)                 Guidance Psychologist (K-4)

(4)                 Physical Education (K-4)

B.            K-12

(1)                 Library Media Specialist

(2)                 Special Needs

(3)                 Music

(4)                 Speech and Hearing Therapists

C.            5-12

(1)                 Physical Education

(2)                 Psychologist

(3)                 Art

(4)                 Health

(5)                 Computers

D.            Secondary (7-12)

(1)                 English/Reading

(2)                 Science

(3)                 Mathematics

(4)                 Social Studies

(5)                 World Language

E.            Nurses

5.             Any teacher who is laid off shall be considered to be on an involuntary leave of absence for the three (3) year period set forth in paragraph 9. If the employee is not recalled at the end of the three (3) year period, the Superintendent will then dismiss the employee pursuant to G.L. c. 71, Section 42.

6.                   Seniority means a teachers continuous length of service in the Lynnfield School System in years, months, and days, including time spent on paid and unpaid leaves of absence, provided that, effective September 1, 1983, time spent on an unpaid leave of absence in excess of one year shall not be included in the calculation of seniority. Subsequent to September 1, 1983, part-time teachers will earn seniority in proportion to the percent of a full-time teacher position (i.e. 60 percent teaching equals 60 percent seniority). In cases involving teachers who have the same first day of employment, the order of dismissal shall be determined by chance. For non-unit employees hired on or after July 1, 1983, who subsequently enter the bargaining unit, length of continuous service shall be defined for purposes of this section as length of continuous services in the bargaining unit.

7.                   Within sixty (60) days after the effective date of this Agreement, and annually thereafter, the Superintendent shall forward to the Association a Seniority List containing the names of the teachers with professional status in the bargaining unit. The List shall include date of hire, current classification, leave of absence (if applicable), areas of certification and degree status. Should the Association choose to challenge the accuracy of the Seniority List, written notice detailing the challenge shall be sent to the Superintendent within twenty (20) school days of receipt of the Seniority List. Within ten (10) school days of receipt of the challenge, the Associations representative shall meet with the Superintendent to resolve the challenge. Challenges to the make­up of subsequent Seniority Lists may be made only to the extent of the change, if any, from the preceding Seniority List.

8.                   A teacher with professional status shall appear on the seniority list in only one department and/or classification. If a teacher teaches in more than one department and/or classification, he/she will be placed on the seniority list in the department and/or classification in which the majority of teaching time is spent.

9.                   Except for unforeseen circumstances, any teacher who is to be reduced pursuant to this section shall be notified of such reduction no later than May 15 of the school year preceding the school year in which the reduction is to take place.

10.               Any teacher with professional status who accepts an involuntary leave of absence pursuant to this section shall be considered for recall for a period of three years to the position which he/she previously performed in the Lynnfield School System or a substantially similar position. If any opening occurs during that period, the teacher will be offered the opportunity to return to work in his/her department and/or classification on a last-out first-in basis, provided that the teacher continues to be certified and qualified to fill that position.

11.               Recall notices will be sent to dismissed teachers by certified or registered mail to their last address of record, with copies being sent to the Lynnfield Teachers Association. A recalled teacher shall have fourteen (14) days after receipt of the recall notice to accept that position. If the teacher either rejects the recall offer or fails to respond to the recall notice, his/her name shall move to the bottom of the recall list and the position shall be offered to the next person, if any, on the recall list. A refusal to accept recall for a part-time position does not waive the right of the teacher to be recalled in the future.

12.               To the extent permitted by General Laws, Chapter 32B, and the rules and regulations of the Town of Lynnfield, teachers shall be allowed to maintain insurance coverage by paying the full premium to the Town during the recall period.

Section H.                             SALARY CONDITIONS

1.     a.     In order to be advanced to the next salary step, nurses must earn 15 C.E.U.s every two (2) years.

b.       Nurses on maximum who have not complied with sub-section a. above shall not be moved to any new maximum salary caused by a negotiated salary schedule change until such credits are earned.

2.                   Credits may be accumulative.

3.                   Upon employment, one step given for 2 years or more of full-time military service.

4.                   Teachers and nurses will receive the following additional compensation for continuous service in Lynnfield:

 

Eff. 9/1/2010

Eff. 9/1/2011

Eff. 9/1/2012

10 years -

$ 644

$ 657

$ 677

15 years -

879

896

923

20 years -

1,142

1,165

1,200

25 years -

1,522

1,553

1,599

30 years-

2,049

2,090

2,153

Notwithstanding the above sentence, a teacher will not be eligible for the above additional compensation unless he/she has been at Step 11 of the applicable column of the salary schedule for at least one year as of December 1.

The above payments for continuous service will be paid in a lump sum on December 1 of each year or on the immediately preceding pay day.

Leave of absence would not break the service although no credit would be given for the absence.

A teacher or nurse who terminates his/her service to the Lynnfield Public Schools at the end of the school year will, within thirty (30) days of the last day of school, receive a one-time payment consistent with his/her number of years of service.

5.                   Approval of courses to be studied must be obtained from the Superintendent, and evidence of courses completed with satisfactory grades must be submitted to the Superintendent upon completion of course.

6.                   All degrees and course credits, to be recognized for salary purposes, shall be earned from a college or university listed by the New England Association of Colleges and Secondary Schools, or one of its equivalent associations in another part of the country. This provision shall apply to:

(a)                 Placement on the salary schedule of teachers beginning service in Lynnfield.

(b)                 Advancement on the degree schedule of teachers currently in the employ of the Lynnfield School System.

The Superintendent reserves the right to make exceptions to those degrees and course credit requirements.

7.                   A teacher may record a change of degree status for a salary increase as of September 1, provided notification is given by the preceding November 15 that a change of degree is anticipated and subject to written verification from the college or university that all degree requirements have been met. This includes the B+15, M, M+15, M+30, CAGS, and Doctors levels, provided notification is given by the preceding November 15 that a change in level is anticipated.

8.                   Consistent with other course credit requirements, courses taken at a college or university in a teachers academic discipline or field of study may be applied toward the B+15 level without being part of a Masters Degree program.

9.                   Effective September 1, 1999 a teacher with a Masters plus forty-five (45) hours will be paid at the CAGS/2 Masters column provided that:

1.                   in determining whether a teacher or nurse has the requisite 45 hours (beyond a Masters Degree) only hours (course credits) earned from a college or university listed by the New England Association of Colleges and Secondary Schools, or one of its equivalent associations in another part of the country, will be counted. In particular, in-service credits (whether earned before or after 1996) may not be counted toward the requisite 45 hours, and

2.                   in order for a course taken after September 1, 1999 to count toward the requisite 45 hours a teachers or nurse must obtain written certification from the Superintendent (prior to enrolling in the course) that the course would have relevance to the teachers or nurses work responsibilities.

10.                Effective in or around September, 1999 the parties agree to establish a joint committee to study the levels of compensation for the positions on the Athletic Coaching Positions and Supplemental Salaries schedules.

11.                Effective September 1, 1999 a teacher or nurse who has served in an extracurricular position as a coach (athletic or non-athletic) or advisor for ten (10) or more consecutive years will receive a bonus in the amount of two percent (2%) of the stipend that he/she receives annually for such extracurricular position(s)

Section I.               The parties agree to establish a joint labor-management committee to study issues related to health and safety. The committee will meet on an as needed basis as requested by either party.

Section J.                               SCHOOL HOURS FOR TEACHERS

High School Teachers must be on duty, ready to receive their students ten minutes (10) before the opening of schools, and shall normally remain on duty for eighteen minutes (18) after the student dismissal time, provided that teachers will not have to remain on duty on Fridays unless a student request extra help on that day.

Middle School Teachers must be on duty, ready to receive their students fifteen minutes (15) before the opening of school, and shall normally remain on duty for thirty minutes (30) after the student dismissal time, provided that teachers will not have to remain on duty on Fridays unless a student requests extra help on that day.

Elementary Schools Teachers must be on duty, ready to receive their students fifteen minutes (15) before the opening of school, and shall normally remain on duty for thirty minutes (30) after the student dismissal time, provided that teachers will not have to remain on duty on Fridays unless a student requests extra help on that day.

Full time teachers are also expected, as part of their regular duties, to participate in faculty meetings, parent-teacher meetings and conferences and other professional activities in accord with past practice in the Lynnfield School System.

Part time teachers will only be required to attend meetings that immediately precede or follow their work day, except for parent teacher conferences and open houses.

Teachers with teaching assignments in two schools will attend open houses for parents in both schools. High school teachers are encouraged to attend both the PTO open house and the annual orientation curriculum evening for parents of students in grades 7 and 8.

Teachers will plan their group meetings or personal needs at such times as to prevent conflicts with the requirements heretofore stated. If, however, an emergency arises and a teacher wishes to leave at an earlier hour than has been determined by the regulation, the individual is to seek permission from his or her principal.

Regular elementary classroom teachers are not required to be present in the classroom during specialist instruction periods. This time will be used by classroom teachers for duty-free teacher preparation.

Section K.                             Joint Labor-Management Pre-School Committee

The parties agree to establish a joint labor-management committee, comprised of three (3) representatives of each party, to discuss the working conditions of pre-school teachers. The recommendations of the committee shall be reported back to the parties and shall be the subject of negotiations between the parties. Those matters agreed upon by the parties shall be incorporated in a side letter to the parties Agreement.

Section L.                              EARLY RELEASE DAYS:

At the elementary level, one early release day will be scheduled each marking period for a total of three (3) early release days per year. This time will be used by classroom teachers for duty-free teacher preparation.

Section M.                             ASSIGNMENT OF NON-TEACHING DUTIES

The Principal will assign non-teaching duties on an equitable basis.

Section N.                              ASSIGNMENTS AND TRANSFERS

Teachers with one year or more experience in the school system will under normal circumstances be notified in writing of any changes in the school to which they will be assigned, the grades and/or subjects they will teach not later than the last school day of the school year that precedes the school year in which the change will be effective.

Teachers shall not be required to teach outside of the limits of their area of certification.

Within five (5) days after the school budget for the succeeding school year has been voted by the Town Meeting, the Superintendent will post a notice on the bulletin board at each school and send a copy of the notice to the Association.

Additionally, the Superintendent will provide each member of the staff with a copy of the notice. The notice will list positions that need to be filled for the succeeding school year. Teachers may apply for those positions in conformity with Section 2. below.

In cases of involuntary transfer, the teacher involved will be entitled to meet with the Superintendent to discuss the implications of the transfer and the teachers preferences in that regard.

VACANCIES

1.                   All vacancies shall be posted on the bulletin board in each school within ten (10) calendar days of the establishing of the vacant position and a copy of the notice shall be sent to the Association.

2.                   All teachers covered by this agreement shall be given ten (10) calendar days after posting and notification to the Association to make written application for such vacancies. Such application shall be acknowledged in writing by the Superintendent or his/her designee.

3.                   Any teacher who is denied an opportunity to fill a vacancy as described above shall be given a written explanation, if requested, with a copy to the Association, of the reasons of the denial.

Section O.                              ELEMENTARY AND MIDDLE SCHOOL PARENT

CONFERENCES

Each school year, up to a maximum of four (4) parent conferences may be scheduled at the Elementary and Middle Schools. Two (2) of the parent conferences will take place during released afternoons during the normal school hours for teachers, and two (2) conferences shall take place in the evening.

The conferences held in the evening shall not extend the number of teaching working hours beyond those of the normal school hours for teachers.

The afternoon of the day of the evening conference shall also be a released afternoon and the teachers shall be free to leave the school building for the interim between the release of the students and the commencement of the evening conferences.

The night conferences and the Back-to-School-Night shall be the only required evening meetings for Middle School teachers during the term of this Agreement.

Section P.                              TUITION REIMBURSEMENT

Effective for the 2007-2008 contract year, the Committee will provide reimbursement for tuition for graduate and undergraduate level courses taken by a teacher, subject to the following limitations:

1.)           The course must be approved in advance by the Superintendent. Request for approval must be made in writing in advance of the start of the course on an application form supplied by the Superintendent.

a)       The course must be offered for credit at an accredited college or university.

b)       The course must be in the teachers certification area, or in another certification area in which the teacher is seeking certification, or in an academic discipline in which the teacher is currently teaching.

2.)           The total reimbursement by the Committee for any contract year (September 1 August 31) shall not exceed $10,000, except that the cap shall be raised to $12,000, for the contract year that begins September 1, 2008, and shall be raised to $15,000 for the contract year that begins September 1, 2009 and for subsequent contract years.

3.)           The pool of money available each year shall be divided with 30% available for the fall semester, 30% available for the spring semester, and 40% available for the summer semester.

The deadlines for submission of applications for tuition reimbursement shall be August 15 for the fall semester, December 15 for the spring semester, and April 15 for the summer semester.

Reimbursement shall be up to one-half of the cost of a three (3) credit course at Salem State College. The teacher will be required to indicate on the application form the tuition cost for which she/he is seeking reimbursement. (Under no circumstance will a teacher be reimbursed for any tuition costs that are not specified on the application form.) In the event the pool of money for a particular semester is inadequate to pay all of the staff members requesting reimbursement, there shall be a lottery to determine which staff members receive reimbursement.

Any remaining funds from the fall semester shall be applied to the spring semester. The same shall apply from the spring to the summer semester.

4)            The teacher shall pay the entire tuition cost of approved courses. Reimbursement shall be provided under the following conditions:

a)        The teacher will not be eligible for reimbursement unless she/he has received a grade of B or better in the course.

b)        A receipted copy of the bill for tuition must be submitted to the Superintendent as well as a copy of the teachers transcript demonstrating the course grade.

c)         Within sixty (60) days of the Superintendents receipt of the bill and transcript, reimbursement shall be provided to the teacher.

Section Q.                              TRAFFIC DUTY

Effective September 1, 2010, the Principal at each elementary school will annually select, from those teachers who volunteer, up to two (2) teachers to perform traffic responsibilities before and after school. Each teacher selected will be provided a five hundred dollar ($500.00) annual stipend for the performance of those responsibilities. (The stipend shall be paid on a bi-weekly basis.) The Committee agrees that teachers selected for traffic responsibilities will be provided training related to those responsibilities. It is understood that the performance of traffic responsibilities shall not be considered an assigned duty.

ARTICLE V LEAVES

SABBATICAL LEAVE

Section A.                              1.             Any teacher who has served in the Lynnfield Public Schools for a period of at least seven years may, on the recommendation of the Superintendent of Schools, be granted sabbatical leave of absence not exceeding one year for the following purposes, provided that the subject of the sabbatical leave is in a field which relates to the teachers area of endeavor in the Lynnfield Public Schools:

A.            Approved Study

By approved study is meant:

1.    Study made possible through a foundation grant.

2.    Graduate study at an accredited institution.

3.    Study made possible through a government grant, dealing specifically with public school education.

B.            Approved Research

By approved research is meant:

1.      Research carried on under the aegis of a university.

2.      Research carried on under an agency of a learned society.

2.                   A teacher on sabbatical leave shall receive a salary equal to one-half of the annual salary to which he would have been entitled had he remained in the school system that year.

3.                   Written requests for sabbatical leave should be made on or before March 1 of the school year previous to the school year for which the sabbatical leave is requested.

4.                   Before beginning the sabbatical leave, the teacher shall enter into a written contract with the Superintendent to return to active services in the Lynnfield Public Schools for a period of at least two years after the expiration of such leave. A teacher who does not perform

this agreement shall repay the town for salary received during leave at the rate of one-half the amount granted for each of the two years he may fail to serve as a teacher in the Lynnfield schools; provided, however, that the teacher shall be released from such payment if his failure to serve the two years as stipulated be due to his illness, disability, or death, or if he be discharged from his position by the Committee.

5.                   In no event shall more than two members of the total professional staff be granted a sabbatical leave during any one school year, and in the event of a conflict of requests the Superintendent shall determine who will be granted a sabbatical leave in light of all the facts.

6.                   A teacher returning from sabbatical leave shall be placed on the step of the salary schedule he would have attained had he remained in the school system.

LEAVE OF ABSENCE

Section B.              1.             Except as more specifically provided below for requests for maternity leave, leaves of absence without pay for a period up to one year, with the possibility of a one year extension, may be granted at the discretion of the Superintendent to teachers with professional status in the Lynnfield Public Schools, for the following reasons:

a.  approved study;

b.  exchange with teacher in another school system;

c.   service for or in the armed forces of the United States or services with a governmental agency in a capacity related to his teaching endeavor;

d.  health (a members personal health because of continuing illness or effects of accident which extends beyond the period of sick-leave available to him);

e.    child care leave: such leave shall continue until the beginning of the following school year, or to the beginning of the second school year following the school year in which the leave was granted should the pregnancy terminate after June 30; provided that the Committee has discretion to extend child care leave for a maximum of one year, it being understood that no further extensions shall be granted. Should an appropriate opening occur during the school year, the Superintendent shall advise persons on a child care leave of their eligibility to work at that time.

In all cases involving leaves granted pursuant to d. and e. above, appropriate medical evidence of fitness will be required prior to return from such leave.

A teacher on child care leave must notify the Superintendent in writing on or before March 15th of her intention to return the following September.

f.   alternative career exploration

g.   other leaves as may be approved by the Committee

Leaves of absence will normally be one school year in length commencing on September 1. Leave requests will be submitted in writing by March 15, for leaves commencing the following September; it is understood that this may not always be possible in the case of leave for health or maternity reasons. Notification of intent to return the following September must be submitted in writing to the Superintendent prior to the preceding March 15. Failure to do so will result in forfeiture of tenure rights. Written reminder of expiration of the leave will be sent by the Superintendent February 15.

A teacher returning from leave of absence for any of the above reasons, with the exception of health (d. above), child care (e. above), career exploration (f. above), and other leave (g. above) shall be placed on the step of the salary scale he or she would have attained if remaining in the school system. Also, if possible, on return from leave of absence a teacher will be assigned to the same position which he held at the time said leave commenced, if available, or, if not, to the most substantially equivalent position that is then available.

Section C.              1.             Pursuant to Chapter 149, Section 105D of the Massachusetts General Laws, a female teacher or nurse who has been employed by the Lynnfield Public Schools as a full-time employee for at least three (3) consecutive months shall be eligible for maternity leave of up to eight (8) weeks provided that she gives at least two (2) weeks notice to her employer of her anticipated date of departure and intention to return.

Pursuant to the Family and Medical Leave Act (FMLA) a teacher or nurse who has been employed for at least twelve (12) months is entitled to twelve weeks of leave per school year, for specified purposes, among which are: for the birth of a son or daughter, and to care for the newborn child; and for placement with the teacher or nurse of a son or daughter for adoption or foster care. The Lynnfield Public Schools will administer such leave in conformity with Section 105D and the FMLA, and the regulations issued pursuant to those statutes. Except to the extent covered by sick leave, leave under either of those statutes shall be without pay.

A teacher or nurse who is pregnant and is physically unable to work due to disability connected to pregnancy or childbirth may use accumulated sick leave to cover those days the teacher is disabled and unable to work. The Superintendent may require a teacher to submit medical evidence verifying the disability.

2.                   This leave may be extended by mutual agreement between the teacher or nurse and the Superintendent in order that a teacher or nurse may return at an appropriate time in consideration of the students program (s) (such as the beginning of a semester, beginning of a marking term, or after a vacation period).

3.                   Child Rearing Leave - In the event a teacher or nurse desires a leave longer than the period provided by statute, the procedure set forth in Section B. 1. e., shall be followed.

Section D.                              In order to provide an incentive to reduce absence from work during

the school year, the Committee will pay the following bonus, payable on or before June 30 of each school year, to teachers whose total days of absence due to sick and personal leave have not exceeded the following during that school year:

Days                                                       Bonus

0                                                              $274

1                                                              $219

2                                                              $164

3                                                              $110

4                                                              $ 55

The Committee shall not be obligated to expend more than twelve thousand dollars ($12,000) in a given school year pursuant to this Plan. In the event that this amount is insufficient to satisfy the total amount of bonus due to teachers for a given school year, and the

Committee decides not to exceed this amount, teachers will receive partial payment on a pro rata basis.

Section E.                              In case of personal illness or accident, teachers who are regularly employed shall be allowed absences during the school year without loss of pay as follows:

Sick leave without loss of pay for 15 school days per year, accumulative to 195 days. One-half of any days accumulated beyond 195 days, rounded upward to the next full day, shall be credited for the sole purpose of use in connection with the provisions of Article IV, Section B. 3 of this Agreement. However, in the first year of employment of teachers and nurses sick leave will be earned on a bi yearly basis, at the rate of seven (7) days on the first day of the school year and eight (8) additional days on the 92nd day of the school year.

The Superintendent of Schools may require a certificate from a registered physician in cases of illness or accident, which certificate shall state the cause of absence, and that in the opinion of the physician absence from duty was necessary. Such certificate shall be submitted in all absences in excess of five work days. The Superintendent may require a teacher be examined by a physician chosen and paid for by the Committee.

Each teacher will be entitled to use up to three (3) days of sick leave each year for emergency care of sick children, parents, spouses and household members who are listed on the annual census in the city or town in which they reside.

Section F.              SICK LEAVE BANK

A Sick Leave Bank has been established for use by eligible members whose sick leave accumulation is exhausted through prolonged illness and who require additional leave to make full recovery from an extended illness.

1.             A Sick Bank will be administered by the Control Board consisting of:

a.             Two representatives designated by the Association.

b.             Two representatives designated by the Committee.

2.                   To initially join the Sick Bank, a member must have professional status and must have accumulated at least 20 sick leave days prior to the beginning of the school year.

3.                   Membership shall continue from year to year unless a member chooses, in writing, to withdraw from the Sick Bank prior to the end of the first four weeks after the first day of any school year.

4.                   Each member will donate one day of his sick leave annually to the Sick Bank; provided that, effective September 1, 1991, only each new teacher and a teacher joining the Bank for the first time shall donate one day from his sick leave to the Sick Bank. However, whenever the number of days in the Sick Bank is reduced to less than one hundred (100) days, each member shall be required to contribute an additional day.

5.                   If a members sick leave has been exhausted, he may apply for permission to draw on the Sick Bank.

6.                   Any sick leave granted under the provisions of this Article shall expire at the end of the school year. Unused sick bank days shall be carried over to the next school year. The maximum number of days in the Sick Bank shall not exceed three hundred (300) days.

7.                   The initial grant of sick leave by the Control Board shall not exceed thirty (30) days. Upon completion of the thirty day period, additional entitlement may be extended by the Control Board upon demonstration of need by the applicant.

8.                   Subject to the foregoing requirements, the Sick Leave Bank Control Board will determine the eligibility for use of the Bank and the amount of leave to be granted. The following general criteria shall be considered by the Board in administering the Bank and determining the amount of the leave:

a.                             Any supportive medical information, other than the members own doctor, which may be required by the Control Board.

b.                             Prior utilization of eligible sick leave.

c.                             Length of service in the Lynnfield Public School System. Application shall be made in writing.

The decision of the Control Board with respect to eligibility and entitlement shall be final and binding and not subject to appeal, or to grievance and arbitration as set forth in Article III.

9.                   All members absentee records will be made available to the Control Board upon request.

10.                Upon return from extended sick leave during which benefits were received through the Sick Bank, the recipient shall be entitled to commence a new accumulation of individual sick leave in accordance with the provisions of the collective bargaining agreement on the same basis as other members.

Section G               OTHER ABSENCES AUTHORIZED WITHOUT SALARY DEDUCTIONS

1.                   Death in the immediate family. In case of death in the immediate family, a person may be absent for up to five (5) school days within the seven (7) calendar day period that commences with the day of death (if taken as one of the five (5) days) or the day following the day of death, without salary deduction. Immediate family is defined as parent, husband, wife, child, brother, sister, in-law, member of the teachers household listed in the annual census in the city or town in which they reside or other relationship determined by the Superintendent of Schools; in the case of gay/lesbian employees, the immediate family also includes their partner and their partners parents and children. In the case of the death of a grandparent or grandchild, a person may be absent for up to two (2) days without salary deduction. In the case of an aunt, uncle, niece or nephew, a person may be absent one day without salary deduction for the purpose of attending the funeral or service. When warranted by the circumstances, the Superintendent may approve the application of authorized personal days for this purpose without salary loss.

2.                   Compliance with the requirements of a court. No deduction of salary shall be made where a person actually attends court under subpoena as a witness in a case to which he is not a party.

3.                   Quarantine established by the local Commissioner of Public Health. No deductions of salary shall be made for absence due to quarantine established by the Commissioner of Public Health. In all such cases the notice of quarantine served by the Commissioner of Public Health must be submitted, with the application for exemption, and satisfactory proof of the beginning and closing of the quarantine period must be furnished.

4.                   Teachers required to perform jury duty shall receive leave with pay for the duration of such duty as follows: . Compensation shall be the difference between jury duty pay, exclusive of mileage reimbursement, and the teachers regular pay, including all or any part of compensation for stipendiary positions held at the time of such jury duty.

5.                   With the approval of the building Principal and the Superintendent, teachers are allowed one day during the school year to visit another classroom within the system or another school system.

6.                   Unusual circumstances. The Superintendent, with the approval of the School Committee, may exempt teachers from salary deductions for situations involving unusual circumstances.

A teacher elected to serve with professional status, absent on the first day of a school year due to a personal illness or illness in the immediate family, or to accident, as hereinbefore defined shall be deemed, notwithstanding such absence, to be regularly employed and eligible for the benefits of this section. A teacher without professional status shall not be eligible for said benefits until actual service has been rendered in that year.

With the approval of the Superintendent, teachers may be granted two days absence during the school year, without loss of salary or sick leave, for the following reasons: imperative religious, legal, or personal obligations which cannot be conducted other than during a school day. The procedure for requesting personal days is as follows:

a.             The teacher shall submit the request form provided to the Superintendent. Normally this should be submitted at least five working days in advance of need. A duplicate copy shall be given to the principal.

b.             The Superintendent may waive any of the above requirements in the event of unusual circumstances.

Section H.             MARRIAGE

It is the practice of the Superintendent not to approve leave for marriage during the school year except under unusually extenuating circumstances. Any leave granted for this purpose will be without pay and should be processed through the Superintendent of Schools well in advance of the establishment of marriage plans.

ARTICLE VI DEDUCTIONS

Section A.              Dues

In accordance with the provisions of the General Laws, the Committee agrees to deduct from the salaries of its employees dues for the Lynnfield Teachers Association Massachusetts Teachers Association or the National Education Association or both as said employees individually and voluntarily authorize the Committee to deduct, and to transmit the money promptly to the Lynnfield Teachers Association. Employee authorization will be in writing.

The form and format will be mutually agreed upon by the Superintendent and the Treasurer of the Association.

Section B.              Credit Union

The School Committee agrees to deduct from the salaries of its employees payment to credit unions, to tax sheltered annuities, and to United States Savings Bonds. Enrollment periods for such deductions shall be established on a semi-annual basis.

ARTICLE VII

GENERAL PROVISIONS

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

Section B.              Preparation for negotiations, investigations of grievances and participation in grievance meetings or hearings shall not be allowed during regular school hours without approval by the Superintendent of Schools.

Section C.              A copy of the agenda of scheduled Committee meetings will be mailed to the Association at least twenty-four (24) hours prior to said meeting. As soon as possible after such meetings, the Association will be provided with a copy of minutes and all printed materials distributed to the Committee except such materials which relate to personnel or are otherwise confidential. This Section C. shall not apply to meetings of the Committee in executive session.

Section D.              Copies of this Agreement will be printed at Committee expense and a copy distributed to each person covered by this Agreement by the Committee or its agent.

Section E.              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 F.              The Agreement includes all of the agreements reached by the parties respecting matters pertaining to the wages, hours and other conditions of employment of employees which either the Committee or the Association proposed as the subject of negotiation. During the term of this Agreement neither party shall be required to negotiate concerning any matter affecting wages, hours and other conditions of employment whether or not such matter is covered by this Agreement.

Section G.              The parties agree that the Committee is a public body established under and with powers provided by the statutes of the Commonwealth of Massachusetts and nothing in this Agreement shall be deemed to derogate from or impair any power, right, or duty conferred upon the Committee by statute or any rule or regulation of any agency of the Commonwealth. As to every matter not specifically mentioned or provided for in this Agreement the Committee retains all the powers, rights and duties that it has by law and may exercise the same at its discretion without any such exercise being made the subject of a grievance or arbitration proceeding hereunder.

Section H.             The Association agrees that it will not cause, condone, sanction, induce or take part in any strike, walkout, slow-down, work stoppage or withholding of services by employees of the Committee.

Section I.               1.             No teacher with professional status covered by this Agreement shall be dismissed, demoted, or reduced in salary except in accordance with the provisions of Massachusetts General Laws, Chapter 71, Sections 42, 42A, and 43, which are hereby incorporated by reference and made part hereof. No claim that the dismissal, demotion, or reduction in salary of any teacher with professional status covered by this Agreement is in violation of the said statutory provisions shall be subject to the grievance and arbitration provisions of this Agreement.

2.          In conformity with the law, the Superintendent shall possess the exclusive discretion over the employment, and retention or non-retention of the service, of any teacher without professional status covered by this Agreement. Any exercise of said discretion shall not be subject to the grievance and arbitration provisions of this Agreement.

3.        Except for matter covered by the provisions of Paragraphs 1 and 2 of this section, no employee will be disciplined, suspended, or denied increment increases without just cause.

Section J.               The Committee will support the adoption by the Town of a pre-tax deduction for insurance payments and a Cafeteria Plan for Town employees. In addition, the parties will form a subcommittee to study and make recommendations concerning working conditions of part-time teachers and teachers assigned to more than one school.

Section K.             The Committee recognizes the Towns obligation to provide health insurance coverage for members of the bargaining unit and to contribute toward the premium expense of that coverage in accordance with M.G.L. c.32B.

ARTICLE VIII

TEACHER EVALUATION

Section A.              All monitoring or observation of the work performance of a teacher will be conducted openly and with full knowledge of the teacher. Teachers will be given a copy of any evaluation report prepared by their superiors and will have the right to discuss such report with their superiors.

1.             Teachers will have the right, upon written request, to review the contents of their personnel file in the presence of a member of the administration. A teacher will be entitled to have a representative of the Association accompany him during such review.

Section B.              No material derogatory to a teachers conduct, service, character or

personality will be placed in his personnel file unless the teacher has had an opportunity to review such material by affixing his signature to the copy to be filed with the express understanding that such signature in no way indicates agreements 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.

Section C.              The Association recognizes the authority and responsibility of the Principal and Superintendent for disciplining or reprimanding a teacher for delinquency of professional performance. If a teacher is to be disciplined, the teacher will be notified of the nature of the meeting with sufficient time to have a representative of the Association present at the meeting.

Section D.              The Committee agrees that the Evaluation process adopted by the

Committee on the date of execution of this agreement shall remain the policy of the Committee for the term of this Agreement. Procedure for Evaluation of Teachers attached as A.

ARTICLE IX DURATION

Section A.              This Agreement will be effective as of September 1, 2010, and will

continue and remain in full force and effect until August 31, 2013, and for successive yearly periods unless either party notifies the other by written notice prior to October 1, 2012 (or any subsequent October 1 during the term of this Agreement) of its desire to reopen this Agreement and to negotiate over the terms of a successor agreement. If such notice is given, the parties shall enter into negotiations by October 1 for a successor agreement to take effect September 1, 2013.

Section B.              The provisions of Article IV, Section B.1. and of Appendix A will remain in full force and effect until September 1, 2013.

IN WITNESS WHEREOF, the parties hereunto set their hands, and seals as of this first (1) day of June, 2010.

LYNNFIELD SCHOOL COMMITTEE                                        AMERICAN FEDERATION OF STATE, COUNTY AND MUNICIPAL EMPLOYEES, AFL-CIO, STATE COUNCIL 93, LOCAL 3434

___________________________                                              _________________________

Chairman                                                                                           Staff Representatives

SUPERINTENDENT OF SCHOOLS

APPENDIX A

Teachers' Salary Schedule

FY11 Teacher Contract

 

 

Bachelors +

 

Masters +

Masters +

CAGS

 

Step

Bachelors

15 hours

Masters

15 hours

30 hours

2 Masters

Doctors

1

$43,327

$44,670

$46,203

$47,547

$49,461

$50,801

$52,531

2

$45,249

$46,587

$48,124

$49,461

$51,379

$52,723

$54,444

3

$47,164

$48,504

$50,033

$51,379

$53,303

$54,637

$56,365

4

$49,461

$50,801

$52,334

$53,683

$55,598

$56,938

$58,663

5

$51,955

$53,303

$54,637

$55,978

$58,086

$59,430

$61,152

6

$54,827

$56,172

$57,514

$58,855

$60,772

$62,109

$63,839

7

$57,702

$59,050

$60,385

$61,732

$63,649

$64,991

$66,718

8

$61,345

$62,693

$63,458

$64,801

$66,718

$68,252

$69,974

9

$63,493

$64,886

$66,526

$67,870

$69,780

$71,124

$72,846

10

$64,603

$66,022

$70,167

$71,502

$73,425

$74,774

$76,495

11

$65,715

$67,158

$72,623

$74,005

$75,996

$77,390

$79,172

Step Progression

Notwithstanding any contrary provision of the parties’ Agreement, the parties agree that during the 2010-2011 school year teachers and nurses shall not progress from one step to the next step but shall, instead, be “frozen” at the teacher or nurse salary step that the teacher or nurse occupied during the 2009-2010 school year. It is further agreed that, effective the first day of the 2011-2012 school year, teachers and nurses shall progress to the salary step to which the teacher or nurse would have progressed on the first day of the 2010-2011 school year if step progression had not been “frozen” for the 2010-2011 school year. For example, if a teacher or nurse is at Step 6 for the 2009-2010 school year, that teacher or nurse will remain at Step 6 for the 2010-2011 school year. She/he will progress to Step 7 for the 2011 – 2012 school year, and to Step 8 for the 2012-2013 school year.

Supplemental Salaries

Department Heads (5-8, 9-12)

$6,726

Coordinator of HS Guidance and Counseling

$3,749

Coordinators: Art, Health, Music, PE, World Lang (5-8, 9-12)

$3,749

Curriculum Specialists (K-6)

$3,749

Nurse Coordinator

$3,749

Mentor Teacher

$1,200

Co-Athletic Director

$10,053

Specialists

 

Music Specialists

$2,592

Elementary Art

$1,339

Elementary PE

$1,339

Advisors

 

High School

 

Year Book

$3,606

Newspaper

$2,802

Student Council

$2,392

National Honor Society

$1,876

Debating

$2,245

Math Team

$1,798

Key Club

$671

Mock Trial

$2,245

Freshman Class

$1,459

Sophmore Class

$1,459

Junior Class

$1,801

Senior Class

$3,031

Music

 

Choral

$2,681

Instrumental

$2,681

Annual Musical Production

 

Musical Director

$1,340

Theatrical Director

$2,434

Scenery/Lighting

$1,037

Drama

 

Director

$4,050

Scenery/Lighting

$1,351

Middle School

 

Year Book

$1,685

Newspaper

$1,476

Student Council

$1,582

Convener

$1,804

Mock Trial

$2,245

Math Team

$1,637

Musical Director

$1,384

Drama

 

Director

$3,163

Theater-Art

$406

Theater - Ind. Art

$406

Theater - Lighting

$203

Elementary

 

Student Council

$838

Miscellaneous

Curriculum Development

The Lynnfield Public Schools will pay teachers at the rate of $25/hour for curriculum development work authorized in advanced in writing by the school principal.

Tutoring           $25/hour

In-service Work          $35/hour

*                 Includes five (5) days beyond regular school year

**               Guidance counselors at the high school shall be required to work ten (10) days beyond the regular school year. All psychologists will work two and a half (2.5) days beyond the regular school year. Middle school guidance counselors will work an addition five (5) days beyond the school year. Compensation for such beyond the regular school year. All psychologists will work two and a half (2.5) days beyond the regular school year. Middle school guidance counselors will work an addition five (5) days beyond the school year. Compensation for such work shall be at the individuals per diem rate of pay (salary x 1/184).

***            Specialists employed on or after September 1, 1981 shall not receive a supplemental salary.

****         Advisors, once appointed, will continue with that class until graduation.

*****       Elementary music specialists will continue to receive a stipend contingent upon the performance of additional duties that will be specified in writing by the Superintendent.

******     The Special Education Team Evaluation Chairperson is required to work ten (10) days beyond the regular school year.  Compensation for that work will be at the individuals per diem rat of pay (salary x 1/184).

Athletic Coaching Salaries

 

Step 1

Step 2

Step 3

Step 4

Step 5

Football

 

 

 

 

 

Head

$8,109

$8,880

$9,726

$10,648

$11,660

Assistant

$5,675

$6,216

$6,807

$7,456

$8,163

Freshman

$3,244

$3,554

$3,890

$4,261

$4,666

All Sports Listed Below

 

 

 

 

 

Head

$4,964

$5,439

$5,951

$6,518

$7,136

Assistant

$3,473

$3,804

$4,167

$4,563

$4,995

Freshman

$1,984

$2,175

$2,381

$2,607

$2,855

Basketball (B&G)

 

 

 

 

 

Ice Hockey

 

 

 

 

 

Wrestling

 

 

 

 

 

Winter Track (B&G)

 

 

 

 

 

Spring Track (B&G)

 

 

 

 

 

Field Hockey

 

 

 

 

 

Soccer (B&G)

 

 

 

 

 

Volleyball

 

 

 

 

 

Baseball

 

 

 

 

 

Softballl

 

 

 

 

 

Lacrosse

 

 

 

 

 

Swimming

 

 

 

 

 

Cross Country

$3,507

$3,811

$4,142

$4,502

$4,893

Tennis (B&G)

$3,507

$3,811

$4,142

$4,502

$4,893

Golf

$2,662

$2,941

$3,249

$3,591

$3,966

Trainer *

$15,000

$16,000

$17,000

$18,000

$19,000

Cheerleading - FB

$1,547

$1,710

$1,890

$2,089

$2,307

Cheerleading - B

$1,547

$1,710

$1,890

$2,089

$2,307

Intramurals (LCS)

$809

$889

$974

$1,066

$1,162

*              The trainer shall maintain appropriate certifications at the trainer's own expense.

FY12 Teacher Contract

Step

Bachelors

Bachelors + 15 hours

Masters

Masters + 15 hours

Masters + 30 hours

CAGS 2 Masters

Doctors

1

$44,194

$45,564

$47,128

$48,498

$50,450

$51,817

$53,582

2

$46,154

$47,519

$49,087

$50,450

$52,406

$53,777

$55,533

3

$48,107

$49,474

$51,034

$52,406

$54,369

$55,730

$57,492

4

$50,450

$51,817

$53,381

$54,756

$56,710

$58,076

$59,836

5

$52,995

$54,369

$55,730

$57,098

$59,248

$60,619

$62,376

6

$55,923

$57,296

$58,665

$60,032

$61,987

$63,351

$65,116

7

$58,856

$60,231

$61,593

$62,967

$64,922

$66,291

$68,052

8

$62,572

$63,947

$64,727

$66,097

$68,052

$69,617

$71,373

9

$64,762

$66,184

$67,856

$69,227

$71,175

$72,547

$74,303

10

$65,895

$67,342

$71,570

$72,932

$74,893

$76,270

$78,025

11

$67,029

$68,501

$74,076

$75,485

$77,516

$78,938

$80,755

Step Progression

Notwithstanding any contrary provision of the parties’ Agreement, the parties agree that during the 2010-2011 school year teachers and nurses shall not progress from one step to the next step but shall, instead, be “frozen” at the teacher or nurse salary step that the teacher or nurse occupied during the 2009-2010 school year. It is further agreed that, effective the first day of the 2011-2012 school year, teachers and nurses shall progress to the salary step to which the teacher or nurse would have progressed on the first day of the 2010-2011 school year if step progression had not been “frozen” for the 2010-2011 school year. For example, if a teacher or nurse is at Step 6 for the 2009-2010 school year, that teacher or nurse will remain at Step 6 for the 2010-2011 school year. She/he will progress to Step 7 for the 2011 – 2012 school year, and to Step 8 for the 2012-2013 school year.

Supplemental Salaries

 

Department Heads (5-8, 9-12)

$6,860

 

Coordinator of HS Guidance and Counseling

$3,824

 

Coordinators: Art, Health, Music, PE, World Lang (5-8, 9-12)

$3,824

 

Curriculum Specialists (K-6)

$3,824

 

Nurse Coordinator

$3,824

 

Mentor Teacher

$1,224

 

Co-Athletic Director

$10,254

 

Specialists

 

 

Music Specialists

$2,643

 

Elementary Art

$1,366

 

Elementary PE

$1,366

Advisors

 

 

High School

 

 

Year Book

$3,678

 

Newspaper

$2,858

 

Student Council

$2,440

 

National Honor Society

$1,913

 

Debating

$2,290

 

Math Team

$1,834

 

Key Club

$684

 

Mock Trial

$2,290

 

Freshman Class

$1,489

 

Sophmore Class

$1,489

 

Junior Class

$1,837

 

Senior Class

$3,092

 

Music

 

 

Choral

$2,734

 

Instrumental

$2,734

 

Annual Musical Production

 

 

Musical Director

$1,367

 

Theatrical Director

$2,483

 

Scenery/Lighting

$1,058

 

Drama

 

 

Director

$4,131

 

Scenery/Lighting

$1,378

 

Middle School

 

 

Year Book

$1,718

 

Newspaper

$1,505

 

Student Council

$1,613

 

Convener

$1,840

 

Mock Trial

$2,290

 

Math Team

$1,670

 

Musical Director

$1,411

 

Drama

 

 

Director

$3,227

 

Theater-Art

$414

 

Theater - Ind. Art

$414

 

Theater - Lighting

$207

 

Elementary

 

 

Student Council

$855

 

Miscellaneous

Curriculum Development

The Lynnfield Public Schools will pay teachers at the rate of $25/hour for curriculum development work authorized in advanced in writing by the school principal.

Tutoring                 $25/hour

In-service Work           $35/hour

*                      Includes five (5) days beyond regular school year

**                   Guidance counselors at the high school shall be required to work ten (10) days beyond the regular school year. All psychologists will work two and a half (2.5) days beyond the regular school year. Middle school guidance counselors will work an addition five (5) days beyond the school year. Compensation for such work shall be at the individuals per diem rate of pay (salary x 1/184).

***                Specialists employed on or after September 1, 1981 shall not receive a supplemental salary.

****              Advisors, once appointed, will continue with that class until graduation.

*****           Elementary music specialists will continue to receive a stipend contingent upon the performance of additional duties that will be specified in writing by the Superintendent.

******         The Special Education Team Evaluation Chairperson is required to work ten (10) days beyond the regular school year.   Compensation for that work will be at the individuals per diem rat of pay (salary x 1/184).

Athletic Coaching Salaries

 

Step 1

Step 2

Step 3

Step 4

Step 5

Football

 

 

 

 

 

Head

$8,271

$9,058

$9,921

$10,861

$11,894

Assistant

$5,789

$6,277

$6,875

$7,530

$8,244

Freshman

$3,309

$3,625

$3,967

$4,346

$4,760

All Sports Listed Below

 

 

 

 

 

Head

$5,063

$5,548

$6,070

$6,648

$7,278

Assistant

$3,543

$3,880

$4,251

$4,654

$5,095

Freshman

$2,023

$2,218

$2,428

$2,659

$2,912

Basketball (B&G)

 

 

 

 

 

Ice Hockey

 

 

 

 

 

Wrestling

 

 

 

 

 

Winter Track (B&G)

 

 

 

 

 

Spring Track (B&G)

 

 

 

 

 

Field Hockey

 

 

 

 

 

Soccer (B&G)

 

 

 

 

 

Volleyball

 

 

 

 

 

Baseball

 

 

 

 

 

Softballl

 

 

 

 

 

Lacrosse

 

 

 

 

 

Swimming

 

 

 

 

 

Cross Country

$3,577

$3,887

$4,225

$4,592

$4,991

Tennis (B&G)

$3,577

$3,887

$4,225

$4,592

$4,991

Golf

$2,716

$3,000

$3,314

$3,662

$4,046

Trainer *

$15,300

$16,320

$17,340

$18,360

$19,380

Cheerleading - FB

$1,578

$1,744

$1,928

$2,130

$2,353

Cheerleading - B

$1,578

$1,744

$1,928

$2,130

$2,353

Intramurals (LCS)

$825

$907

$993

$1,087

$1,185

*                 The trainer shall maintain appropriate certifications at the trainer's own expense.

FY13 Teacher Contract

 

 

Bachelors +

 

Masters +

Masters +

CAGS

 

Step

Bachelors

15 hours

Masters

15 hours

30 hours

2 Masters

Doctors

1

$45,519

$46,931

$48,541

$49,953

$51,963

$53,372

$55,189

2

$47,539

$48,945

$50,560

$51,963

$53,978

$55,391

$57,199

3

$49,550

$50,959

$52,565

$53,978

$56,000

$57,402

$59,217

4

$51,963

$53,372

$54,982

$56,399

$58,412

$59,819

$61,631

5

$54,584

$56,000

$57,402

$58,811

$61,025

$62,438

$64,247

6

$57,601

$59,014

$60,425

$61,833

$63,847

$65,252

$67,069

7

$60,622

$62,038

$63,440

$64,856

$66,870

$68,280

$70,093

8

$64,449

$65,865

$66,669

$68,079

$70,093

$71,705

$73,514

9

$66,705

$68,170

$69,892

$71,304

$73,311

$74,723

$76,532

10

$67,872

$69,362

$73,717

$75,120

$77,140

$78,558

$80,366

11

$69,040

$70,556

$76,298

$77,749

$79,842

$81,306

$83,178

Step Progression

Notwithstanding any contrary provision of the parties’ Agreement, the parties agree that during the 2010-2011 school year teachers and nurses shall not progress from one step to the next step but shall, instead, be “frozen” at the teacher or nurse salary step that the teacher or nurse occupied during the 2009-2010 school year. It is further agreed that, effective the first day of the 2011-2012 school year, teachers and nurses shall progress to the salary step to which the teacher or nurse would have progressed on the first day of the 2010-2011 school year if step progression had not been “frozen” for the 2010-2011 school year. For example, if a teacher or nurse is at Step 6 for the 2009-2010 school year, that teacher or nurse will remain at Step 6 for the 2010-2011 school year. She/he will progress to Step 7 for the 2011 – 2012 school year, and to Step 8 for the 2012-2013 school year.

Supplemental Salaries

Department Heads (5-8, 9-12)

$7,066

Coordinator of HS Guidance and Counseling

$3,939

Coordinators: Art, Health, Music, PE, World Lang (5-8, 9-12)

$3,939

Curriculum Specialists (K-6)

$3,939

Nurse Coordinator

$3,939

Mentor Teacher

$1,261

Co-Athletic Director

$10,561

Specialists

 

Music Specialists

$2,723

Elementary Art

$1,407

Elementary PE

$1,407

Advisors

 

High School

 

Year Book

$3,788

Newspaper

$2,944

Student Council

$2,513

National Honor Society

$1,970

Debating

$2,359

Math Team

$1,889

Key Club

$705

Mock Trial

$2,359

Freshman Class

$1,533

Sophmore Class

$1,533

Junior Class

$1,892

Senior Class

$3,184

Music

 

Choral

$2,816

Instrumental

$2,816

Annual Musical Production

 

Musical Director

$1,408

Theatrical Director

$2,557

Scenery/Lighting

$1,090

Drama

 

Director

$4,255

Scenery/Lighting

$1,420

Middle School

 

Year Book

$1,770

Newspaper

$1,550

Student Council

$1,662

Convener

$1,895

Mock Trial

$2,359

Math Team

$1,720

Musical Director

$1,454

Drama

 

Director

$3,323

Theater-Art

$427

Theater - Ind. Art

$427

Theater - Lighting

$213

Elementary

 

Student Council

$881

Miscellaneous

Curriculum Development

The Lynnfield Public Schools will pay teachers at the rate of $25/hour for curriculum development work authorized in advanced in writing by the school principal.

Tutoring                 $25/hour

In-service Work        $35/hour

*                      Includes five (5) days beyond regular school year

**                   Guidance counselors at the high school shall be required to work ten (10) days beyond the regular school year. All psychologists will work two and a half (2.5) days beyond the regular school year. Middle school guidance counselors will work an addition five (5) days beyond the school year. Compensation for such work shall be at the individuals per diem rate of pay (salary x 1/184).

***                Specialists employed on or after September 1, 1981 shall not receive a supplemental salary.

****              Advisors, once appointed, will continue with that class until graduation.

*****           Elementary music specialists will continue to receive a stipend contingent upon the performance of additional duties that will be specified in writing by the Superintendent.

******         The Special Education Team Evaluation Chairperson is required to work ten (10) days beyond the regular school year.   Compensation for that work will be at the individuals per diem rat of pay (salary x 1/184).

Athletic Coaching Salaries

 

Step 1

Step 2

Step 3

Step 4

Step 5

Football

 

 

 

 

 

Head

$8,520

$9,329

$10,218

$11,187

$12,250

Assistant

$5,962

$6,465

$7,081

$7,756

$8,491

Freshman

$3,408

$3,734

$4,086

$4,477

$4,902

All Sports Listed Below

 

 

 

 

 

Head

$5,215

$5,714

$6,252

$6,847

$7,497

Assistant

$3,649

$3,996

$4,378

$4,794

$5,248

Freshman

$2,084

$2,285

$2,501

$2,739

$3,000

Basketball (B&G)

 

 

 

 

 

Ice Hockey

 

 

 

 

 

Wrestling

 

 

 

 

 

Winter Track (B&G)

 

 

 

 

 

Spring Track (B&G)

 

 

 

 

 

Field Hockey

 

 

 

 

 

Soccer (B&G)

 

 

 

 

 

Volleyball

 

 

 

 

 

Baseball

 

 

 

 

 

Softballl

 

 

 

 

 

Lacrosse

 

 

 

 

 

Swimming

 

 

 

 

 

Cross Country

$3,684

$4,004

$4,352

$4,729

$5,141

Tennis (B&G)

$3,684

$4,004

$4,352

$4,729

$5,141

Golf

$2,797

$3,090

$3,414

$3,772

$4,167

Trainer *

$15,759

$16,810

$17,860

$18,911

$19,961

Cheerleading - FB

$1,626

$1,796

$1,985

$2,194

$2,424

Cheerleading - B

$1,626

$1,796

$1,985

$2,194

$2,424

Intramurals (LCS)

$850

$934

$1,023

$1,119

$1,220

*               The trainer shall maintain appropriate certifications at the trainer's own expense.

ATTACHMENT A

LYNNFIELD PUBLIC SCHOOLS

Procedure for Evaluation of Teachers

BACKGROUND:

The system for supervision of teachers in the Lynnfield Public Schools should have as its most important purpose the ongoing improvement of classroom instruction. The evaluation cycle is based on a model developed by Jonathon Saphier, President of Research for Better Teaching, a rigorous and comprehensive evaluation process that provides information for the continuous improvement of performance through an exchange of information between the person being evaluated and the evaluator, as well as providing a record of facts and assessments for personnel decisions.

ORIENTATION:

In September of each year, all non-professional status and professional status teachers will meet with their primary evaluators for an orientation to the evaluation procedures. It is the intent of this meeting to allow all staff the opportunity to enter the evaluation system with full and open knowledge of the process.

FREQUENCY OF EVALUATION:

Staff members without professional status will be evaluated every year. Professional personnel without professional status will receive a minimum of two (2) evaluations during each school year. Deadline for submission of evaluations to the Superintendent of Schools is as follows:

Interim Evaluation                              December 15

Final Evaluation                                  May 15

Itinerant staff members with professional status will not be evaluated in more than one school per evaluation cycle. An itinerant staff member with professional status who receives a Fails to Meet Expectations rating on any section of the Report of Effectiveness (submitted on or before May 15) will automatically be evaluated out-of-cycle as outlined in OUT-OF-CYCLE EVALUATION below in each school to which the staff member is assigned. Staff members with professional status will be evaluated every other year. In even numbered fiscal years, professional status staff members whose last name falls into the first half of the list will be evaluated; in odd numbered fiscal years, professional status staff members whose last name falls into the second half of the list will be evaluated. Deadline for submission of the annual evaluations to the Superintendent of Schools is on or before May 15. Observations done between May 15 and the close of school will be utilized for the following school years evaluation.

Evaluating Principals who identify performance related issues in an itinerant staff members performance shall reserve the right to request that another principal perform an additional observation on that staff member.

REPORTING RESPONSIBILITIES:

The primary evaluator will carry out the evaluation (i.e. classroom visits, formal written observation reports, and Report of Effectiveness) of the staff members assigned to him or her. The principal or assistant principal may choose to provide written input into the evaluations of those staff members for whom the principal or assistant principal is not the primary evaluator. The staff member may also request that the building administrator do so. A copy of the input will be given to the staff member when it is given to the primary evaluator for inclusion in the evaluation. These written comments will be delivered to the primary evaluator at least two weeks before the final Report of Effectiveness is due.

Primary Evaluators are assigned as follows:

a)            Superintendent

The Superintendent of Schools will evaluate the Director of Finance and Special Programs, Director of Special Services and the Principals.

b)            High School, Grades 9-12

All academic teachers assigned primarily to the High School, including English/reading, science, mathematics, foreign language, social studies, business, art, music, physical education and health teachers will be evaluated by the High School Principal and/or Assistant Principal. They will also be responsible for the evaluation of Library Media Specialists, Special Education teachers, Guidance Counselors, Psychologists and Nurses. Department Heads will be evaluated by the High School Principal both in their role as teachers and as department heads. The High School Principal will evaluate the Director of Athletics and the Assistant Principal.

c)             Middle School, Grades 5-8

All academic teachers assigned primarily to the Middle School, including language arts, reading, science, mathematics, foreign language, social studies, art, music, physical education, health and computer technology teachers will be evaluated by the Middle School Principal and/or Assistant Principal. They will also be responsible for the evaluation of Library Media Specialists, Special Education teachers, Psychologists and Nurses. The World Language Coordinator and the Department Heads will be evaluated by the Middle School Principal both in their role as teachers and as coordinator or department heads. The Middle School Principal will evaluate the Assistant Principal.

d)            Elementary Schools, Grades K-4

All grade K-4 classroom teachers and Special Education teachers will be evaluated by the Principal in the building in which the teacher spends the majority of his/her professional time. If the time is divided somewhat evenly, both principals will conduct observations and jointly write the evaluation. The Library Media Specialists, Nurses and Psychologists will be evaluated by his/her building Principal.

OUT-OF-CYCLE EVALUATION:

Staff with professional status who receives a Fails to Meet Expectations rating on any section of the evaluation (submitted on or before May 15) will automatically be evaluated out-of-cycle during the subsequent school year. Staff who receive a Fails to Meet Expectations rating on any section of his or her Report will take that rating as an indication that the staff member may be designated as not performing at a satisfactory level by December 15 of the succeeding year, as stipulated in Article IV, Section G (3) of the Collective Bargaining Agreement. A Fails to Meet Expectations rating on a section of the Report does not, however, necessitate identification as a Fails to Meet Expectation in the succeeding December.

Professional Staff who receive the Fails to Meet Expectations rating on any section of the report will be given opportunity and support to improve their performance. Primary evaluators will discuss the staff members performance and develop an action plan on or before June 15. In this way, those who may be subject to the out-of-cycle evaluation will be given to December 15 of the following year to make improvements in their performance. At that time an evaluation of the success of the action plan will occur and any further action will be determined by the primary evaluator.

In unusual circumstances, a staff member who has been judged Meeting Expectations on the Report may be classified as Fails to Meet Expectations by the subsequent December 15 deadline, as is presently allowed in the Collective Bargaining Agreement.

PRE-EVALUATION CONFERENCE:

On or before October 15, primary evaluators shall meet with all teachers without professional status, and on or before December 1, primary evaluators shall meet with all teachers with professional status in the year of their formal evaluation. In these pre-evaluation conferences, the teacher and the evaluator will reach a shared focus for the year, and discuss strengths of the staff member, relationship between current and previous evaluations, and support available. When a staff member is assigned a responsibility outside his or her usual area of assignment, the staff member and administrator will discuss the issues related to the new assignment. The minority portion of a staff members teaching shall not constitute the majority portion of his or her evaluation.

FORMAL CLASSROOM OBSERVATIONS:

All monitoring or observation of work performance will be conducted openly and with the full knowledge of the staff member. Primary evaluators will conduct at least two (2) formal observations of those who are in the evaluation cycle for a given year. Informal observations may occur as frequently as is desired by either the administrator or the staff member. Any information gathered during an informal observation which may ultimately appear in an evaluation will be shared first with the staff member.

Staff members will be given a copy of all observations and evaluation reports within ten (10) school days and shall have the right to submit a written answer to the evaluation report which shall be attached to the file copy. The staff member shall sign the evaluation report within ten (10) school days, not to indicate agreement, but only to indicate that the evaluation has been seen.

PRE-OBSERVATION CONFERENCE:

A pre-observation conference will take place prior to a formal classroom observation. The date and the time of the conference and observation will be determined before the pre-observation conference by the primary evaluator and staff member. At the time of the conference, the staff member will provide a lesson plan to include goals, procedure, Massachusetts frameworks addressed and assessment where applicable. Non-teacher staff in conference with primary evaluator will determine what is necessary for the observation.

POST-OBSERVATION CONFERENCE:

A post-observation conference shall be held within fifteen (15) school days of the observation, unless the primary evaluator and the staff member agree to waive the fifteen (15) day timeline and arrange another mutually convenient date. This right of the staff member to discuss the observation with his/her primary evaluator also extends to discussion with the Superintendent of Schools within a thirty (30) day period of time if such is deemed appropriate.

POST-EVALUATION CONFERENCE:

A post-evaluation conference may take place between May 15 and the end of the school year. Request for these conferences may be made by either the primary evaluator or the staff member.

INFORMAL OBSERVATIONS AND CONFERENCES:

Administrators are encouraged to informally observe and work with staff members at various times during the school year. Staff members may invite administrators to any job related activity on which they desire feedback; these observations will not be recorded as part of the Report. On other informal visits, any data collected by administrators may be used in the staff members evaluation that year if the staff member is scheduled to be evaluated, but may not be held over for use in the following year. If in the course of an informal observation, a primary evaluator observes a staff member behavior which the primary evaluator intends to include in the staff members final evaluation, then the primary evaluator shall notify the staff member of this intention within ten (10) working days of the observation. Teachers, too, will be encouraged to visit other teachers classrooms as part of an ongoing effort to promote collegiality and professionalism in the school system.

TRAINING:

The School Committee agrees to offer training in The Skillful Teacher concepts to teachers each year. Training shall be provided either by the Lynnfield School Department, itself, or through an area school department collaborative. In either event, the School Committee will assume the tuition cost for the training.

JOINT EVALUATION STUDY COMMITTEE:

The Association and the Committee will maintain a Joint Study Committee to be comprised of three (3) representatives of the Association and up to three (3) representatives of the Committee. The Joint Committee shall discuss and resolve outstanding issues relating to the evaluation process and the evaluation instrument. The recommendations of the Joint Committee will be forwarded to the bargaining committees for negotiations. The forms and procedures finally agreed by the bargaining teams shall be implemented during the next contract year.

LYNNFIELD PUBLIC SCHOOLS

Report of Teacher Effectiveness

____________________                               ___________________                   ______________

Staff Member                                                    School                                                   Grade or Subject

____________________                               __________________

Evaluator                                                            Date

CRITERIA FOR EFFECTIVE TEACHING

Record below in narrative form comments, commendations, recommendations, and performance ratings in the following areas:

I.                    Currency in the Curriculum

II.                  Effective Planning and Assessment of Curriculum and Instruction

III.               Effective Management of Classroom Environment

IV.                Effective Instruction

V.                  Promotion of High Standards and Expectations of Student Achievement

VI.                Promotion of Equity and Appreciation of Diversity

VII.             Fulfillment of Professional Responsibilities

VIII.           Staff Relationships

_____ Year 1

_____ Year 2

_____ Year 3

_____ Professional Status

Overall Rating of Teacher:

____________________                                                               ____________________

Satisfactory                                                                                      Unsatisfactory

_______________                                ___________         ________________                           ____

Signature of Staff                                 Date                          Signature of Primary                       Date

Member                                                                                  Evaluator

The Teacher may write an addendum to the evaluation. Please sign to indicate that you have seen the evaluation. Copies shall be given to the Staff Member and the Superintendent. One copy shall be retained by the Primary Evaluator.

I              CURRENCY IN THE CURRICULUM

Criteria for Exceeds Expectations

Criteria for Meets Expectations

Criteria for Fails To Meet Expectations

COMMENTS / COMMENDATIONS / RECOMMENDATIONS:

______________________         __________________      _______________       _________________

Fails to Meet Expectations            Needs Improvement           Meets Expectations      Exceeds Expectations

II            EFFECTIVE PLANNING AND ASSESSMENT OF CURRICULUM AND INSTRUCTION

Criteria for Exceeds Expectations

Criteria for Meets Expectations

Criteria for Needs Improvement

Criteria for Fails To Meet Expectations

COMMENTS / COMMENDATIONS / RECOMMENDATIONS:

______________________         __________________      _______________       _________________

Fails to Meet Expectations            Needs Improvement           Meets Expectations      Exceeds Expectations

III           EFFECTIVE MANAGEMENT OF CLASSROOM ENVIRONMENT

Criteria for Exceeds Expectations

Criteria for Meets Expectations

Creates a learning environment that is conducive to learning and a physical environment appropriate to the range of learning activities. Manages classroom routines effectively, transferring routines to students.

Criteria for Needs Improvement

Criteria for Fails To Meet Expectations

COMMENTS / COMMENDATIONS / RECOMMENDATIONS:

______________________         __________________      _______________       _________________

Fails to Meet Expectations            Needs Improvement           Meets Expectations      Exceeds Expectations

IV         EFFECTIVE INSTRUCTION

Criteria for Exceeds Expectations

Criteria for Meets Expectations

Criteria for Needs Improvement

Criteria for Fails To Meet Expectations

COMMENTS / COMMENDATIONS / RECOMMENDATIONS:

______________________         __________________      _______________       _________________

Fails to Meet Expectations            Needs Improvement           Meets Expectations      Exceeds Expectations

V             PROMOTION OF HIGH STANDARDS AND EXPECTATIONS FOR STUDENT ACHIEVEMENT

Criteria for Exceeds Expectations

Criteria for Meets Expectations

Criteria for Needs Improvement

Criteria for Fails To Meet Expectations

COMMENTS / COMMENDATIONS / RECOMMENDATIONS:

______________________         __________________      _______________       _________________

Fails to Meet Expectations            Needs Improvement           Meets Expectations      Exceeds Expectations

VI           PROMOTION OF EQUITY AND APPRECIATION OF DIVERSITY

Criteria for Exceeds Expectations

Criteria for Meets Expectations

Criteria for Needs Improvement

Criteria for Fails To Meet Expectations

COMMENTS / COMMENDATIONS / RECOMMENDATIONS:

______________________         __________________      _______________       _________________

Fails to Meet Expectations            Needs Improvement           Meets Expectations      Exceeds Expectations

VII       FULFILLMENT OF PROFESSIONAL RESPONSIBILITIES

Criteria for Exceeds Expectations

Criteria for Meets Expectations

Criteria for Needs Improvement

Criteria for Fails To Meet Expectations

COMMENTS / COMMENDATIONS / RECOMMENDATIONS:

______________________         __________________      _______________       _________________

Fails to Meet Expectations            Needs Improvement           Meets Expectations      Exceeds Expectations

VIII      STAFF RELATIONSHIPS

Criteria for Exceeds Expectations

Criteria for Meets Expectations

Criteria for Needs Improvement

Criteria for Fails To Meets Expectations

COMMENTS / COMMENDATIONS / RECOMMENDATIONS:

______________________         __________________      _______________       _________________

Fails to Meet Expectations            Needs Improvement           Meets Expectations      Exceeds Expectations

LYNNFIELD PUBLIC SCHOOLS

Report of Special Education Teacher Effectiveness

________________                                         _________________                        ______________

Staff Member                                                    School                                                   Grade or Subject

_________________                                      ________________

Evaluator                                                            Date

CRITERIA FOR EFFECTIVE TEACHING

Record below in narrative form comments, commendations, recommendations, and performance ratings in the following areas:

I.                    Currency in the Curriculum

II.                  Effective Planning and Assessment of Curriculum and Instruction

III.               Effective Management of Classroom Environment

IV.                Effective Instruction

V.                  Promotion of High Standards and Expectations of Student Achievement

VI.                Promotion of Equity and Appreciation of Diversity

VII.             Fulfillment of Professional Responsibilities

VIII.           Fulfillment of Special Education Teacher’s Duties

IX.               Staff Relationships

__________ Year 1

__________ Year 2

__________ Year 3

__________ Professional status

Overall Rating of Special Education Teacher:

____________________                                                               ____________________

Satisfactory                                                                                      Unsatisfactory

________________              _________         ________________                 ___________

Signature of Staff                  Date                     Signature of Primary             Date

_____________                     _________________

Member                                   Evaluator

The Special Education Teacher may write an addendum to the evaluation. Please sign to indicate that you have seen the evaluation. Copies shall be given to the Staff Member and the Superintendent. One copy shall be retained by the Primary Evaluator.

I              CURRENCY IN THE CURRICULUM

Criteria for Exceeds Expectations

Criteria for Meets Expectations

Criteria for Needs Improvement

Criteria for Fails To Meet Expectations

COMMENTS / COMMENDATIONS / RECOMMENDATIONS:

______________________         __________________      _______________       _________________

Fails to Meet Expectations            Needs Improvement           Meets Expectations      Exceeds Expectations

II            EFFECTIVE PLANNING AND ASSESSMENT OF CURRICULUM AND INSTRUCTION

Criteria for Exceeds Expectations

Criteria for Meets Expectations

Criteria for Needs Improvement

Criteria for Fails To Meet Expectations

COMMENTS / COMMENDATIONS / RECOMMENDATIONS:

______________________         __________________      _______________       _________________

Fails to Meet Expectations            Needs Improvement           Meets Expectations      Exceeds Expectations

III           EFFECTIVE MANAGEMENT OF CLASSROOM ENVIRONMENT

Criteria for Exceeds Expectations

Criteria for Meets Expectations

Criteria for Needs Improvement

Criteria for Fails To Meet Expectations

COMMENTS / COMMENDATIONS / RECOMMENDATIONS:

______________________         __________________      _______________       _________________

Fails to Meet Expectations            Needs Improvement           Meets Expectations      Exceeds Expectations

IV           EFFECTIVE INSTRUCTION

Criteria for Exceeds Expectations

Criteria for Meets Expectations

Criteria for Needs Improvement

Criteria for Fails To Meet Expectations

COMMENTS / COMMENDATIONS / RECOMMENDATIONS:

______________________         __________________      _______________       _________________

Fails to Meet Expectations            Needs Improvement           Meets Expectations      Exceeds Expectations

V         PROMOTION OF HIGH STANDARDS AND EXPECTATIONS FOR STUDENT ACHIEVEMENT

Criteria for Exceeds Expectations

Criteria for Meets Expectations

Criteria for Needs Improvement

Criteria for Fails To Meet Expectations

COMMENTS / COMMENDATIONS / RECOMMENDATIONS:

______________________         __________________      _______________       _________________

Fails to Meet Expectations            Needs Improvement           Meets Expectations      Exceeds Expectations

VI           PROMOTION OF EQUITY AND APPRECIATION OF DIVERSITY

Criteria for Exceeds Expectations

Criteria for Meets Expectations

Criteria for Needs Improvement

Criteria for Fails To Meet Expectations

COMMENTS / COMMENDATIONS / RECOMMENDATIONS:

______________________         __________________      _______________       _________________

Fails to Meet Expectations            Needs Improvement           Meets Expectations      Exceeds Expectations

VII   FULFILLMENT OF PROFESSIONAL RESPONSIBILITIES

Criteria for Exceeds Expectations

Criteria for Meets Expectations

·            Initiates communication with parents as needed and maintains professional relationships with parents and is receptive to parental contributions.

·            Keeps parents informed regarding students’ progress. Is constructive and cooperative in interactions with parents.

·            Works cooperatively with colleagues to maintain and improve instruction.

·            Works constructively with others to identify school problems and possible solutions.

·            Works effectively with Pupil Support Services.

·            Implements adopted curricula, programs, and procedures as outlined in system and school goals.

·            Contributes to the on-going evaluation and revision of curriculum.

·            Participates in professional development activities.

·            Shares with colleagues the responsibility to participate in student or school activities.

·            Meets administrative deadlines.

Criteria for Needs Improvement

·            The designation of needs improvement is identified when as a result of the evaluation process the primary evaluator recognizes that a teacher has not consistently shown growth in achieving the standards for meeting expectations.

Criteria for Fails To Meet Expectations

·            Makes minimal effort to communicate with parents. Does not maintain professional relationships with parents and is not receptive to parent contributions.

·            Provides minimal information to parents and does not respond, or responds insensitively to parent concerns about students. Is not constructive and cooperative in interactions with parents.

·            Makes no effort to work with colleagues to maintain or improve instruction.

·            Makes no effort to share knowledge with others or to assume professional responsibilities.

·            Does not attempt to engage Pupil Support Services in the instructional program.

·            Does not attempt to follow the guidelines set forth in the curriculum mapping.

·            Does not participate in the on-going evaluation and revision of curriculum.

·            Participates in professional activities to a limited extent when such activities are convenient.

·            Does not share with colleagues the responsibility to participate in student or school activities.

·            Fails to meet administrative deadlines.

COMMENTS / COMMENDATIONS / RECOMMENDATIONS:

______________________         __________________      _______________       _________________

Fails to Meet Expectations            Needs Improvement           Meets Expectations      Exceeds Expectations

VIII          FULFILLMENT OF SPECIAL EDUCATION TEACHER’S DUTIES

Criteria for Exceeds Expectations

Criteria for Meets Expectations

Draws on results of formal and informal assessments and knowledge of human development to identify learning activities appropriate to the specific discipline, age, and range of cognitive levels being taught.

Translates evaluations of student work into records that accurately convey the level of student achievement to students, parents or guardians, and school personnel.

Criteria for Needs Improvement

Criteria for Fails To Meets Expectations

COMMENTS / COMMENDATIONS / RECOMMENDATIONS:

______________________         __________________      _______________       _________________

Fails to Meet Expectations            Needs Improvement           Meets Expectations      Exceeds Expectations

IX           STAFF RELATIONSHIPS

Criteria for Exceeds Expectations

Criteria for Meets Expectations

Criteria for Needs Improvement

·         The designation of needs improvement is identified when as a result of the evaluation process the primary evaluator recognizes that a teacher has not consistently shown growth in achieving the standards for meeting expectations.

Criteria for Fails To Meets Expectations

·         Makes no effort to share knowledge with others or to assume professional responsibilities.

·         Demonstrates unprofessional and ill-mannered behavior towards colleagues.

·         Does not share with colleagues the responsibilities of participation in school and system-wide activities.

·         Makes no effort to offer suggestions or support to colleagues and the school system.

·         Does not maintain effective working relationships with all school system personnel.

COMMENTS / COMMENDATIONS / RECOMMENDATIONS:

______________________         __________________      _______________       _________________

Fails to Meet Expectations            Needs Improvement           Meets Expectations      Exceeds Expectations

LYNNFIELD PUBLIC SCHOOLS

Report of School Psychologist Effectiveness

___________________                                  ___________________

Staff Member                                                    School

__________________                                    ___________________

Evaluator                                                            Date

CRITERIA FOR EFFECTIVE TEACHING

Record below in narrative form comments, commendations, recommendations, and performance ratings in the following areas:

I.                    Promotion of High Standards and Expectations of Student Achievement

II.                  Promotion of Equity and Appreciation of Diversity

III.               Fulfillment of Professional Responsibilities

IV.                Fulfillment of School Psychologist’s Duties

V.                  Staff Relationships

__________ Year 1

__________ Year 2

__________ Year 3

__________ Professional status

Overall Rating of School Psychologist:

_________________________                                                                        ____________________

Satisfactory                                                                                                           Unsatisfactory

________________                           ________________     _______________________            ________

Signature of Staff                              Date                                 Signature of Primary                         Date

Member                                                                                            Evaluator

The School Psychologist may write an addendum to the evaluation. Please sign to indicate that you have seen the evaluation. Copies shall be given to the Staff Member and the Superintendent. One copy shall be retained by the Primary Evaluator.

I          PROMOTION OF HIGH STANDARDS AND EXPECTATIONS FOR STUDENT ACHIEVEMENT

Criteria for Exceeds Expectations

Criteria for Meets Expectations

·         Provides students with regular feedback on their progress when dealing with personal issues that may affect school progress.

·         Challenges all students with personal issues to work toward success in their classes.

·         Communicates the pursuit of high standards and achievement for all students.

·         Builds positive relationships with students.

·         Recognizes when a student is having difficulty in adjusting to the school environment, responds appropriately, and involves colleagues as appropriate.

·         Utilizes a full repertoire of strategies to help students who have difficulty learning as a result of personal issues.

Criteria for Needs Improvement

·         The designation of needs improvement is identified when as a result of the evaluation process the primary evaluator recognizes that a Psychologist has not consistently shown growth in achieving the standards for meeting expectations.

Criteria for Fails To Meet Expectations

·         Feedback is either not provided or is of uniformly poor quality, or is not provided in a timely manner.

·         Makes little attempt to motivate students with personal issues to do work toward success in their classes.

·         Does not communicate high standards and achievement expectations for all students.

·         Interaction with some students is negative, sarcastic, demeaning or inappropriate.

·         Fails to recognize when a student is having difficulty adjusting to the school environment, does not respond appropriately, and does not involve colleagues when needed.

·         Has only a limited repertoire of strategies to help students who have difficulty learning as a result of personal issues.

COMMENTS / COMMENDATIONS / RECOMMENDATIONS:

______________________         __________________      _______________       _________________

Fails to Meet Expectations            Needs Improvement           Meets Expectations      Exceeds Expectations

II             PROMOTION OF EQUITY AND APPRECIATION OF DIVERSITY

Criteria for Exceeds Expectations

Criteria for Meets Expectations

·            Supports students of all learning styles in both their academic program and personal pursuits, and encourages students to seek assistance when needed.

·            Encourages all students to participate in the full range of academic programs in the classroom where possible.

·            Directs group discussion during counseling sessions to enable all students to participate.

·            Recognizes the importance of diverse social and cultural attributes to the delivery of support for students.

·            Supports the integration of all students into school activities.

·            Demonstrates appreciation for and sensitivity to the diversity among individuals, especially in regards to race, gender, ethnicity, learning styles and physical needs.

·            Displays knowledge of students’ interests or cultural heritage and indicates that such knowledge is valuable.

·            Encourages students to accept and value diversity in school, themselves and others.

·            Given the opportunity, encourages students from diverse backgrounds to learn from and cooperate with others.

Criteria for Needs Improvement

·            The designation of needs improvement is identified when as a result of the evaluation process the primary evaluator recognizes that a Psychologist has not consistently shown growth in achieving the standards for meeting expectations.

Criteria for Fails To Meet Expectations

Makes little effort to direct group discussion during counseling sessions in such a way as to enable all students to participate.

·             Does not acknowledge diversity in school as an opportunity for learning. Does not encourage students from diverse backgrounds to learn from and cooperate with each other.

COMMENTS / COMMENDATIONS / RECOMMENDATIONS:

______________________         __________________      _______________       _________________

Fails to Meet Expectations            Needs Improvement           Meets Expectations      Exceeds Expectations

III           FULFILLMENT OF PROFESSIONAL RESPONSIBILITIES/DUTIES

Criteria for Exceeds Expectations

Criteria for Meets Expectations

Criteria for Needs Improvement

·             The designation of needs improvement is identified when as a result of the evaluation process the primary evaluator recognizes that a Psychologist has not consistently shown growth in achieving the standards for meeting expectations.

Criteria for Fails To Meet Expectations

Provides minimal information to parents and does not respond, or responds insensitively to parent concerns about students. Is not constructive and cooperative in interactions with parents.

·             Does not share with colleagues the responsibility to participate in student or school activities.

COMMENTS / COMMENDATIONS / RECOMMENDATIONS:

______________________         __________________      _______________       _________________

Fails to Meet Expectations            Needs Improvement           Meets Expectations      Exceeds Expectations

IV           SCHOOL PSYCHOLOGIST’S PROFESSIONAL DUTIES

Criteria for Exceeds Expectations

Criteria for Meets Expectations

·         Is current in specific knowledge and expertise in the area of psychological testing.

·         Successfully shares testing results with parents and appropriate personnel.

·         Is current in specific knowledge and expertise in the areas of counseling theories, practices and policies.

·         Develops and implements effective school-based programs that meet school and students’ goals and objectives.

·         As appropriate to level, and building assignment, provides effective and timely direct services to students. Some examples include transition from one grade or level to another, course scheduling, and academic and vocational advising.

·         As appropriate to level and building assignment, effectively coordinates student academic records, assuring accuracy, confidentiality, and the timely transfer of academic and assessment data as appropriate

·         As appropriate to level, and building assignment, facilitates new student integration into the school environment or students’ successful transition from one level of education to the next.

·      Works to ensure equitable opportunities for student access to academic and programmatic offerings.

·         As appropriate to level, and building assignment, provides relevant and timely information, orientation sessions, and workshops regarding programs available through the school psychologist.

·         Reduces barriers to student learning through direct services and community referrals, including appropriate reporting to DYS, DSS and other agencies. Identifies and maintains cooperative relationships with referral resources.

Criteria for Needs Improvement

·         The designation of needs improvement is identified when as a result of the evaluation process the primary evaluator recognizes that a Psychologist has not consistently shown growth in achieving the standards for meeting expectations.

Criteria for Fails To Meets Expectations

·            Is not current in specific knowledge and expertise in the area of psychological testing.

·            Fails to successfully share testing results with parents and appropriate personnel.

·            Does not maintain currency in specific knowledge and expertise in the areas of counseling theories, practices and policies.

·                Fails to develop and implement an effective school-based program that meets school and students’ goals and objectives.

·            As appropriate to level, does not provide effective and timely direct services to students.

·            As appropriate to level and building assignment, fails to effectively coordinates student academic records, assuring accuracy, confidentiality, and the timely transfer of academic and assessment data as appropriate.

·            When appropriate to level, and building assignment, does not facilitate new student integration into the school environment or students’ successful transition from one level of education to the next.

·                Does not work to ensure equitable opportunities for student access to academic and programmatic offerings.

·                As appropriate to level, and building assignment, does not provide relevant and timely information, orientation sessions, and workshops regarding programs available through the school psychologist.

·                Does not work to reduce barriers to student learning through direct services and community referrals, including appropriate reporting to DYS, DSS and other agencies. Identifies and maintains cooperative relationships with referral resources.

COMMENTS / COMMENDATIONS / RECOMMENDATIONS:

______________________         __________________      _______________       _________________

Fails to Meet Expectations            Needs Improvement           Meets Expectations      Exceeds Expectations

V             STAFF RELATIONSHIPS

Criteria for Exceeds Expectations

Criteria for Meets Expectations

Criteria for Needs Improvement

Criteria for Fails To Meets Expectations

COMMENTS / COMMENDATIONS / RECOMMENDATIONS:

______________________         __________________      _______________       _________________

Fails to Meet Expectations            Needs Improvement           Meets Expectations      Exceeds Expectations

LYNNFIELD PUBLIC SCHOOLS

Report of Guidance Counselor Effectiveness

______________                                             __________________

Staff Member                                                    School

_______________                                           ___________________

Evaluator                                                            Date

CRITERIA FOR EFFECTIVE TEACHING

Record below in narrative form comments, commendations, recommendations, and performance ratings in the following areas:

I.                    Promotion of High Standards and Expectations of Student Achievement

II.                  Promotion of Equity and Appreciation of Diversity

III.               Fulfillment of Professional Responsibilities/Duties

IV.                Fulfillment of Guidance Counselor’s Duties

V.                  Staff Relationships

____________ Year 1

____________ Year 2

____________ Year 3

____________ Professional status

Overall Rating of Guidance Counselor:

____________________________________                                              ________________________

Satisfactory                                                                                                           Unsatisfactory

____________                                  _____________  _______________                               _______

Signature of Staff                            Date                       Signature of Primary                         Date

Member                                                                          Evaluator

The Guidance Counselor may write an addendum to the evaluation. Please sign to indicate that you have seen the evaluation. Copies shall be given to the Staff Member and the Superintendent. One copy shall be retained by the Primary Evaluator.

I          PROMOTION OF HIGH STANDARDS AND EXPECTATIONS FOR STUDENT ACHIEVEMENT

Criteria for Exceeds Expectations

·      A Guidance Counselor is recognized as exceeding expectations when as a result of the evaluation process the primary evaluator recognizes that the Guidance Counselor consistently goes above and beyond the criteria for meeting expectations.

Criteria for Meets Expectations

Criteria for Needs Improvement

Criteria for Fails To Meet Expectations

COMMENTS / COMMENDATIONS / RECOMMENDATIONS:

______________________         __________________      _______________       _________________

Fails to Meet Expectations            Needs Improvement           Meets Expectations      Exceeds Expectations

II             PROMOTION OF EQUITY AND APPRECIATION OF DIVERSITY

Criteria for Exceeds Expectations

·               A Guidance Counselor is recognized as exceeding expectations when as a result of the evaluation process the primary evaluator recognizes that the Guidance Counselor consistently goes above and beyond the criteria for meeting expectations.

Criteria for Meets Expectations

·               Attends to learning styles and various needs of students and seeks assistance when needed.

·               Includes students in the full range of academic programs in the classroom where possible.

·               Directs discussion to enable all students to participate.

·               Includes diverse social and cultural contributions into instructional program.

·               Structure the classroom to facilitate the integration of all students into class activities.

·               Demonstrates appreciation for and sensitivity to the diversity among individuals, especially in regards to race, gender, ethnicity, class and student learning style/physical needs.

·               Displays knowledge of students’ interests or cultural heritage and indicates that such knowledge is valuable.

·               Encourages students to accept and value diversity in the classroom, themselves and others.

·               Organizes instruction so that students from diverse backgrounds have opportunities to learn from and cooperate with others.

Criteria for Needs Improvement

Criteria for Fails To Meet Expectations

Given individual student needs, the teacher does not include all students in the full range of academic programs in the classroom.

COMMENTS / COMMENDATIONS / RECOMMENDATIONS:

______________________         __________________      _______________       _________________

Fails to Meet Expectations            Needs Improvement           Meets Expectations      Exceeds Expectations

III           FULFILLMENT OF PROFESSIONAL RESPONSIBILITIES/DUTIES

Criteria for Exceeds Expectations

Criteria for Meets Expectations

·               Initiates communication with parents as needed and maintains professional relationships with parents and is receptive to parental contributions.

·               Keeps parents informed regarding students’ progress. Is constructive and cooperative in interactions with parents.

·               Works cooperatively with colleagues to maintain and improve instruction.

·               Works constructively with others to identify school problems and possible solutions.

·               Works effectively with Pupil Support Services.

·               Implements adopted curricula, programs, and procedures as outlined in system and school goals.

·               Contributes to the on-going evaluation and revision of curriculum.

·               Participates in professional development activities.

·               Shares with colleagues the responsibility to participate in student or school activities.

·               Meets administrative deadlines.

Criteria for Needs Improvement

·The designation of needs improvement is identified when as a result of the evaluation process the primary evaluator recognizes that a Guidance Counselor has not consistently shown growth in achieving the standards for meeting expectations.

Criteria for Fails To Meet Expectations

COMMENTS / COMMENDATIONS / RECOMMENDATIONS:

______________________         __________________      _______________       _________________

Fails to Meet Expectations            Needs Improvement           Meets Expectations      Exceeds Expectations

IV           GUIDANCE COUNSELOR’S PROFESSIONAL DUTIES

Criteria for Exceeds Expectations

Criteria for Meets Expectations

Facilitates new student integration into the school environment and students’ successful transition from one level of education to the next.

Criteria for Needs Improvement

Criteria for Fails To Meets Expectations

COMMENTS / COMMENDATIONS / RECOMMENDATIONS:

______________________         __________________      _______________       _________________

Fails to Meet Expectations            Needs Improvement           Meets Expectations      Exceeds Expectations

V             STAFF RELATIONSHIPS

Criteria for Exceeds Expectations

Criteria for Meets Expectations

Criteria for Needs Improvement

Criteria for Fails To Meets Expectations

COMMENTS / COMMENDATIONS / RECOMMENDATIONS:

______________________         __________________      _______________       _________________

Fails to Meet Expectations            Needs Improvement           Meets Expectations      Exceeds Expectations

LYNNFIELD PUBLIC SCHOOLS

Report of Media Specialist Effectiveness

______________                                             ______________                               ______________

Staff Member                                                    School                                                   Grade or Subject

_____________                                                ______________

Evaluator                                                            Date

CRITERIA FOR EFFECTIVE TEACHING

Record below in narrative form comments, commendations, recommendations, and performance ratings in the following areas:

I.                    Currency in the Curriculum

II.                  Effective Planning and Assessment of Curriculum and Instruction

III.               Effective Management of Classroom Environment

IV.                Effective Instruction

V.                  Promotion of High Standards and Expectations of Student Achievement

VI.                Promotion of Equity and Appreciation of Diversity

VII.             Fulfillment of Professional Responsibilities

VIII.           Fulfillment of Media Specialist’s Duties

IX.               Staff Relationships

_________ Year 1

_________ Year 2

_________ Year 3

_________ Professional status

Overall Rating of Media Specialist:

_______________                                                                                               ___________________

Satisfactory                                                                                                           Unsatisfactory

_______________                     ___________              ______________                               _________

Signature of Staff                      Date                               Signature of Primary                       Date

Member                                                                                Evaluator

The Media Specialist may write an addendum to the evaluation. Please sign to indicate that you have seen the evaluation. Copies shall be given to the Staff Member and the Superintendent. One copy shall be retained by the Primary Evaluator.

CURRENCY IN THE CURRICULUM

Criteria for Exceeds Expectations

·      A Media Specialist is recognized as exceeding expectations when as a result of the evaluation process the primary evaluator recognizes that the Media Specialist consistently goes above and beyond the criteria for meeting expectations.

Criteria for Meets Expectations

Criteria for Needs Improvement

·      The designation of needs improvement is identified when as a result of the evaluation process the primary evaluator recognizes that a Media Specialist has not consistently shown growth in achieving the standards for meeting expectations.

Criteria for Fails To Meet Expectations

Plumber

COMMENTS / COMMENDATIONS / RECOMMENDATIONS:

______________________         __________________      _______________       _________________

Fails to Meet Expectations            Needs Improvement           Meets Expectations      Exceeds Expectations

II             EFFECTIVE PLANNING AND ASSESSMENT OF CURRICULUM AND INSTRUCTION

Criteria for Exceeds Expectations

Criteria for Meets Expectations

Criteria for Needs Improvement

Criteria for Fails To Meet Expectations

COMMENTS / COMMENDATIONS / RECOMMENDATIONS:

______________________         __________________      _______________       _________________

Fails to Meet Expectations            Needs Improvement           Meets Expectations      Exceeds Expectations

III           EFFECTIVE MANAGEMENT OF CLASSROOM ENVIRONMENT

Criteria for Exceeds Expectations

Criteria for Meets Expectations

Creates a learning environment that is conducive to learning and a physical environment appropriate to the range of learning activities. Manages classroom routines effectively, transferring routines to students.

Criteria for Needs Improvement

·         The designation of needs improvement is identified when as a result of the evaluation process the primary evaluator recognizes that a Media Specialist has not consistently shown growth in achieving the standards for meeting expectations.

Criteria for Fails To Meet Expectations

·         Does not maximize time on learning and does not follow an organized progression of instruction.

·         Fails to create a learning environment that is conducive to learning and a physical environment appropriate to the range of learning activities. Does not manage classroom routines effectively, transferring routines to students.

·         Makes few or no attempts to engage all students.

·         Instructional goals, rules, activities and interactions convey only modest expectations for student achievement. Does not maintain appropriate standards of behavior, mutual respect, and safety.

·         Student behaviors are not monitored and teacher is unaware of what students are doing.

·         Does not respond to misbehavior or the response is inconsistent, overly repressive, or disrespectful.

·         Interaction with students can be negative, demeaning, sarcastic or inappropriate. Also makes few or no attempts to foster positive interaction among students.

·         Makes little attempt to motivate students to perform at an ethical standard.

·         Student behavior is not monitored. Teacher is often unaware of what students are doing. Materials may be misused or used in an unsafe or inappropriate way.

·         The pace of instruction is inappropriate for the task at hand, either too slow or rushed, or both.

·         Instructional groups are inappropriate to the students or to the instructional goals.

·         Makes little attempt to motivate students to do high quality work and fails to accentuate positive classroom behavior and achievement.

COMMENTS / COMMENDATIONS / RECOMMENDATIONS:

______________________         __________________      _______________       _________________

Fails to Meet Expectations            Needs Improvement           Meets Expectations      Exceeds Expectations

IV           EFFECTIVE INSTRUCTION

Criteria for Exceeds Expectations

Criteria for Meets Expectations

Criteria for Needs Improvement

·      The designation of needs improvement is identified when as a result of the evaluation process the primary evaluator recognizes that a Media Specialist has not consistently shown growth in achieving the standards for meeting expectations.

Criteria for Fails To Meet Expectations

COMMENTS / COMMENDATIONS / RECOMMENDATIONS:

______________________         __________________      _______________       _________________

Fails to Meet Expectations            Needs Improvement           Meets Expectations      Exceeds Expectations

V        PROMOTION OF HIGH STANDARDS AND EXPECTATIONS FOR STUDENT ACHIEVEMENT

Criteria for Exceeds Expectations

♦              A Media Specialist is recognized as exceeding expectations when as a result of the evaluation process the primary evaluator recognizes that the Media Specialist consistently goes above and beyond the criteria for meeting expectations.

Criteria for Meets Expectations

·         Provides students with regular feedback on their progress.

·         Challenges students of all ability levels.

·         Communicates high standards and achievement expectations for all students.

·         Builds positive relationships with students.

·         Recognizes when a student is having difficulty, responds appropriately, and seeks assistance from colleagues when needed.

·         Utilizes a full repertoire of instructional strategies, is current in pedagogical practices, and is persistent in seeking approaches for students who have difficulty learning.

Criteria for Needs Improvement

·         The designation of needs improvement is identified when as a result of the evaluation process the primary evaluator recognizes that a Media Specialist has not consistently shown growth in achieving the standards for meeting expectations.

Criteria for Needs Improvement

·         The designation of needs improvement is identified when as a result of the evaluation process the primary evaluator recognizes that a teacher has not consistently shown consistency or growth in achieving the standards for meeting expectations.

Criteria for Fails To Meet Expectations

·         Feedback is either not provided or is of uniformly poor quality, or is not provided in a timely manner.

·         Makes little attempt to motivate students to do high quality work rather than to simply complete a task.

·         Does not communicate high standards and achievement expectations for all students.

·         Interaction with some students is negative, sarcastic, demeaning or inappropriate.

·         Fails to recognize when a student is having difficulty, does not respond appropriately, and does not seek assistance from colleagues when needed.

·         Has only a limited repertoire of instructional strategies to use, is not current in pedagogical practices, and is not persistent in seeking approaches for students who have difficulty learning.

COMMENTS / COMMENDATIONS / RECOMMENDATIONS:

______________________         __________________      _______________       _________________

Fails to Meet Expectations            Needs Improvement           Meets Expectations      Exceeds Expectations

VI           PROMOTION OF EQUITY AND APPRECIATION OF DIVERSITY

Criteria for Exceeds Expectations

·      A Media Specialist is recognized as exceeding expectations when as a result of the evaluation process the primary evaluator recognizes that the Media Specialist consistently goes above and beyond the criteria for meeting expectations.

Criteria for Needs Improvement

·      The designation of needs improvement is identified when as a result of the evaluation process the primary evaluator recognizes that a teacher has not consistently shown consistency or growth in achieving the standards for meeting expectations.

Criteria for Meets Expectations

Criteria for Needs Improvement

Criteria for Fails To Meet Expectations

COMMENTS / COMMENDATIONS / RECOMMENDATIONS:

______________________         __________________      _______________       _________________

Fails to Meet Expectations            Needs Improvement           Meets Expectations      Exceeds Expectations

VII       FULFILLMENT OF PROFESSIONAL RESPONSIBILITIES

Criteria for Exceeds Expectations

Criteria for Meets Expectations

Criteria for Needs Improvement

·         The designation of needs improvement is identified when as a result of the evaluation process the primary evaluator recognizes that a Media Specialist has not consistently shown growth in achieving the standards for meeting expectations.

Criteria for Fails To Meet Expectations

·         Makes minimal effort to communicate with parents. Does not maintain professional relationships with parents and is not receptive to parent contributions

Provides minimal information to parents and does not respond, or responds insensitively to parent concerns about students. Is not constructive and cooperative in interactions with parents.

·         Makes no effort to work with colleagues to maintain or improve instruction.

·         Makes no effort to share knowledge with others or to assume professional responsibilities.

·         Does not attempt to engage Pupil Support Services in the instructional program.

·         Does not attempt to follow the guidelines set forth in the curriculum mapping.

·         Does not participate in the on-going evaluation and revision of curriculum.

·         Participates in professional activities to a limited extent when such activities are convenient.

·         Does not share with colleagues the responsibility to participate in student or school activities.

·         Fails to meet administrative deadlines.

COMMENTS / COMMENDATIONS / RECOMMENDATIONS:

______________________         __________________      _______________       _________________

Fails to Meet Expectations            Needs Improvement           Meets Expectations      Exceeds Expectations

VIII           FULFILLMENT OF MEDIA SPECIALIST’S DUTIES

Criteria for Exceeds Expectations

Criteria for Meets Expectations

Criteria for Needs Improvement

Criteria for Fails To Meets Expectations

COMMENTS / COMMENDATIONS / RECOMMENDATIONS:

______________________         __________________      _______________       _________________

Fails to Meet Expectations            Needs Improvement           Meets Expectations      Exceeds Expectations

IX           STAFF RELATIONSHIPS

Criteria for Exceeds Expectations

·      A Media Specialist is recognized as exceeding expectations when as a result of the evaluation process the primary evaluator recognizes that the Media Specialist consistently goes above and beyond the criteria for meeting expectations.

Criteria for Meets Expectations

Criteria for Needs Improvement

·      The designation of needs improvement is identified when as a result of the evaluation process the primary evaluator recognizes that a Media Specialsit has not consistently shown growth in achieving the standards for meeting expectations.

Criteria for Fails To Meets Expectations

COMMENTS / COMMENDATIONS / RECOMMENDATIONS:

______________________         __________________      _______________       _________________

Fails to Meet Expectations            Needs Improvement           Meets Expectations      Exceeds Expectations

LYNNFIELD PUBLIC SCHOOLS

Report of Nurse Effectiveness

______________                                                                 __________________

Staff Member                                                                        School

______________                                                                 ________________

Evaluator                                                                                Date

CRITERIA FOR EFFECTIVE TEACHING

Record below in narrative form comments, commendations, recommendations, and performance ratings in the following areas:

I.                    Promotion of High Standards and Expectations of Student Achievement

II.                  Promotion of Equity and Appreciation of Diversity

III.               Fulfillment of Professional Responsibilities

IV.                Fulfillment of Nurse’s Duties

V.                  Staff Relationships

_________ Year 1

_________ Year 2

_________ Year 3

_________ Professional status

Overall Rating of Nurse:

__________________                                                                                        __________________

Satisfactory                                                                                                           Unsatisfactory

_______________                         ________                             ________________                 ________

Signature of Staff                          Date                                       Signature of Primary             Date

Member                                                                                            Evaluator

The Nurse may write an addendum to the evaluation. Please sign to indicate that you have seen the evaluation. Copies shall be given to the Staff Member and the Superintendent. One copy shall be retained by the Primary Evaluator.

I              PROMOTION OF HIGH STANDARDS AND EXPECTATIONS FOR STUDENT ACHIEVEMENT

Criteria for Exceeds Expectations

Criteria for Meets Expectations

Criteria for Needs Improvement

·         The designation of needs improvement is identified when as a result of the evaluation process the primary evaluator recognizes that a Nurse has not consistently shown growth in achieving the standards for meeting expectations.

Criteria for Fails To Meet Expectations

·         Feedback in regard to the effect of personal health issues upon academic excellence is either not provided or is of uniformly poor quality, or is not provided in a timely manner.

Makes little attempt to help students manage personal health issues in such a way as to cause the least interference with the school day.

·         Does not communicate high standards and achievement expectations for students with personal health issues.

·         Interaction with some students is negative, sarcastic, demeaning or inappropriate.

·         Fails to recognize when students’ personal health issues are causing difficulty in school, and does not assist students in overcoming their difficulties.

·         Has only a limited repertoire of strategies to help students who have difficulty learning as a result of personal health issues.

COMMENTS / COMMENDATIONS / RECOMMENDATIONS:

______________________         __________________      _______________       _________________

Fails to Meet Expectations            Needs Improvement           Meets Expectations      Exceeds Expectations

II          PROMOTION OF EQUITY AND APPRECIATION OF DIVERSITY

Criteria for Exceeds Expectations

Criteria for Meets Expectations

Criteria for Needs Improvement

·         The designation of needs improvement is identified when as a result of the evaluation process the primary evaluator recognizes that a Nurse has not consistently shown growth in achieving the standards for meeting expectations.

Criteria for Fails To Meet Expectations

·         Does not meet the various health needs of students, and does not seeks assistance toward this end when needed.

·         Fails to encourage students with personal health issues to participate in the full range of academic programs in the classes where possible.

·         Makes little effort to encourage students to seek assistance from the school nurse as necessary.

·         Does not recognize diverse social and cultural factors that may result in personal health issues.

·         Fails to operate the health clinic efficiently to facilitate the re-entry of all students into class activities.

·         Fails to demonstrate appreciation for and sensitivity to the diversity among individuals, especially in regards to race, gender, ethnicity, class and student learning style/physical needs.

·         Displays little knowledge of students’ interests or cultural heritage and does not indicate that such knowledge is valuable.

·         Fails to intervene when students are not accepting of diversity in school, in themselves and others.

·         Does not acknowledge diversity in school as an opportunity for learning. Students from diverse backgrounds have little opportunity to learn from and cooperate with each other.

COMMENTS / COMMENDATIONS / RECOMMENDATIONS:

______________________         __________________      _______________       _________________

Fails to Meet Expectations            Needs Improvement           Meets Expectations      Exceeds Expectations

III           FULFILLMENT OF PROFESSIONAL RESPONSIBILITIES

Criteria for Exceeds Expectations

Criteria for Meets Expectations

Works cooperatively with colleagues to integrate a student’s personal health issue into the learning environment in such a way as to help the student succeed in school.

·         Works constructively with others to identify individual or building-wide health problems and possible solutions.

·         Works effectively with faculty and staff when students with Individual Education Plans (IEP’s) are experiencing personal health issues.

·         Contributes to the on-going evaluation and revision of the health services provided in school.

·         Participates in professional development activities.

·         Shares with colleagues the responsibility to participate in student or school activities.

·         Meets administrative deadlines.

Criteria for Needs Improvement

Criteria for Fails To Meet Expectations

COMMENTS / COMMENDATIONS / RECOMMENDATIONS:

______________________         __________________      _______________       _________________

Fails to Meet Expectations            Needs Improvement           Meets Expectations      Exceeds Expectations

IV           FULFILLMENT OF NURSE’S DUTIES

Criteria for Exceeds Expectations

Criteria for Meets Expectations

Criteria for Needs Improvement

·         The designation of needs improvement is identified when as a result of the evaluation process the primary evaluator recognizes that a Nurse has not consistently shown growth in achieving the standards for meeting expectations.

Criteria for Fails To Meets Expectations

·         Lacks knowledge in the area of school health and is unable to act as a resource person for students, colleagues, and parents.

·         Shows little concern for disease prevention and the promotion of health.

·         Inconsistent in communicating with other staff to meet the health needs of students.

·         Puts students at risk in failing to develop Individual Health Care Plans.

·         Lacks discretion and confidentiality.

·         Has difficulty managing the health room facility efficiently.

·         Lacks effective protocols in managing health room facility.

·         Has created an environment in which students feel reticent to discuss health issues.

·         Fails to provide students with materials promoting good health.

·         Does not maintain complete records.

·         Fails to meet professional responsibilities.

·         Does not actively participate in staff development.

·         Fails to provide an efficient system in which emergency information is disclosed within the boundaries of confidentiality.

·         Fails to fulfill administrative responsibilities in meeting state and local requirements.

COMMENTS / COMMENDATIONS / RECOMMENDATIONS:

______________________         __________________      _______________       _________________

Fails to Meet Expectations            Needs Improvement           Meets Expectations      Exceeds Expectations

V           STAFF RELATIONSHIPS

Criteria for Exceeds Expectations

Criteria for Meets Expectations

Criteria for Needs Improvement

·The designation of needs improvement is identified when as a result of the evaluation process the primary evaluator recognizes that a Nurse has not consistently shown growth in achieving the standards for meeting expectations.

Criteria for Fails To Meets Expectations

COMMENTS / COMMENDATIONS / RECOMMENDATIONS:

______________________         __________________      _______________       _________________

Fails to Meet Expectations            Needs Improvement           Meets Expectations      Exceeds Expectations