Mashpee

AGREEMENT

 

Between

 

MASHPEE SCHOOL COMMITTEE

 

and

 

MASHPEE TEACHERS' ASSOCIATION

 

2010-2013

 

PREAMBLE

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

 

1.         If any provision of this contract, or any application of this contract to any employees covered by the term of this contract, shall be found contrary to law, such provisions or application shall have effect only to the extent permitted by law, but all other provisions or applications of this contract shall continue in full force and effect and such provisions found contrary to law shall be re-negotiated.

 

2.         The parties further recognize and agree that except as otherwise specifically provided by this Agreement, the Committee continues to retain, whether exercised or not, the right to exercise, in its sole discretion, the duties, powers, responsibilities, and rights provided by the laws of Massachusetts and the applicable rules and regulations of administrative agencies issued under such laws, in the control, direction, and management of the Mashpee School System.  Except as otherwise provided in this Agreement, the Committee and the Superintendent retain all powers they had prior to entering into the Agreement, including but not limited to the power to:

 

            (a)  establish policy;

 

            (b)  establish the standards and qualifications for hire and promotion; and

 

            (c)  determine the size of the work force consistent with the needs of the School Department and the terms of this Agreement.

 

3.         The teaching staff of the Mashpee Public Schools has the responsibility for providing education of the highest possible quality.

 

4.         The School Committee of the Mashpee Public Schools has the responsibility for providing teaching facilities and an educational climate which will bring about education of the highest possible quality.

 

5.         Fulfillment of these responsibilities can be facilitated and supported by consultations and free exchange of views and information between the Committee, the superintendent, and the Mashpee Teachers’ Association.  These meetings will be held within 10 days of a written request from either party, however these meetings shall not be used to discuss grievances or to negotiate modifications or additions to this agreement.

 

6.         The best communication is direct and through one’s immediate supervisor.  The Committee expects that requests and/or concerns be reviewed at the building level before discussion occurs with the Committee.

 

 

 

PUBLICATION

The School Committee and the Association will equally bear all printing costs of this Agreement.  All Officers and the Building Representatives of the Mashpee Teachers’ Association will receive a copy of this Agreement at the beginning of the school year.  The Association is responsible for distributing copies of this Agreement to faculty members other than its officers and building representatives.

 

I.          RECOGNITION

 

1.         For the purpose of collective bargaining with respect to wages, hours, and conditions of employment, the School Committee (hereafter referred to as the “Committee”) recognizes the Mashpee Teachers’ Association (hereafter referred to as the “Association”) as the exclusive bargaining agent and representative of all teaching personnel in Unit A.

 

Teachers

Librarian

Nurse

Kenneth Coombs Teachers

Guidance Counselors

Curriculum Chairpersons

Coaches (but not the Athletic Director)

Psychologist

 

2.         The “recognition” clause of this agreement stipulates that the nurse is included in Unit A.

 

            Appropriate Articles                         Articles Not Appropriate

            Grievance                                            Text Books

            Maternity                                            Class Size

            Teacher Evaluation                             Teacher Hours and Work Week

            Sick Bank (Absences)                         Non-Teaching Duties

            Salary Deductions (Agency Fee)

            Increments (according to nurse’s Reduction in Force schedule)

            Sick Leave Buy-Back

            Longevity

            Substance Abuse

            Travel Compensation

            Co-Curricular Activities

            Vacancies Promotions and Transfers

            Early retirement

            Professional Development

            Teacher Facilities

 

a.         In the event of an assault, the school nurse will be provided with all the benefits which are contractually provided to teachers under similar circumstances.

 

b.         The nurse’s work day will be seven hours and 20 minutes.  The nurse’s work year shall be equal to 185 days.  If the nurse is required and agrees to work beyond the 185 days, she will be reimbursed at the rate of 1/185 of the yearly salary.

 

c.         The nurse shall be given a duty-free lunch.

 

3.         For the duration of the contract, the Committee may contract with private individuals or organizations for the services of an athletic trainer or trainers.

 

II.        DURATION

            The provisions of this agreement will be effective as of July 1, 2010 and will continue to remain in full force and effect through June 30, 2013.

 

III.       NEGOTIATIONS

 

1.         At the request of either party and not later than the first Thursday of November of the calendar year preceding the expiration of this agreement, the Committee and the Association agree to enter into negotiations for a successor agreement.

 

2.         Except as otherwise provided in this agreement, the Committee’s policy with respect to wages, hours, and other conditions of employment applicable on the effective date of this agreement shall continue to be so applicable during the term of this agreement unless there is good justification for a change.  Before any significant change or significant new policy is adopted, the Committee will notify the Association in writing that it is considering such action.  The Association will have the right to discuss the action prior to its being put into effect provided that it files such a request within five days of receipt of said notice.

 

IV.       AGENCY FEE

 

            As a condition of continued employment, every employee covered by this agreement who is not a member in good standing of the Association shall pay or, but payroll deductions, shall have paid to the Association an agency fee service fee in accordance with Chapter 150E, Section 12.  An indication by the individual of his/her intention shall be made no later than 30 days following the date of the beginning of the employee’s employment or the effective date of this agreement, which date shall be the later.

 

            The Association agrees to indemnify the School Committee for any financial liability which it may incur in complying with this section.

 

V.        GRIEVANCE

 

1.         Definition:  A “grievance” is defined as a written compliant by a member, or the Association based upon an alleged violation of any specific provision(s) of this Agreement.

 

2.         Time limits:  All time limits herein shall consist of school days exclusive of legal holidays.  The time limits indicated are the maxima and any grievance not filed or advanced within the time limits specified is deemed waived and abandoned.

 

3.         Level One:  A teacher with a grievance will first present it in writing to the principal of the building in which the problem occurred or to the teacher’s immediate supervisor within ten days after the event(s) on which the grievance is based.

 

Level Two:  If a grievance is not resolved in writing to the satisfaction of the grievant or the Association within ten days after the submission at Level One, the teacher or the Association may present the grievance in writing to the Superintendent within ten days of receipt of the immediate supervisor’s or principal’s answer or date of which that answer is due, whichever comes first.

 

Level Three:  Only the Association may forward a grievance at Level Three.  If the grievance is not resolved in writing to the satisfaction of the grievant or the Association within ten days after submission at Level Two, the Association may present the grievance in writing to the Committee.  The Committee will have a meeting, with the grievance and/or the Association, within ten days of receiving the written complaint or no later than the next School Committee meeting.  The purpose of this meeting will be to discuss the grievance.  (Level Three does not apply to any grievance arising out of a decision made by the superintendent or principal under authority delegated to the superintendent or principal under the Education Reform Act of 1993.  In the event of such a grievance, the Association may proceed directly from Level II to Level IV.)

 

Level Four:  In the event that the grievance shall not have been satisfactorily resolved at Level III, or in the event that no decision has been rendered within ten days after the Level Three meeting, the Association may, within ten days of the disposition, refer the unsettled grievance in writing to arbitration, provided, however, that only grievances that involve the interpretation, meaning, or application of specific provisions of this Agreement shall be subject to arbitration.  The arbitrator shall be selected by agreement between the parties.  If the parties are unable to agree upon an arbitrator, in accordance with the American Arbitration Association Rules and Regulations, then the selection shall be made by the AAA.  The fees and expenses of the arbitrator shall be shared equally by the parties.

 

The decision of the arbitrator shall be final and binding on the Committee, the Association, and any individual involved provided that the arbitrator shall be without power or authority to modify or alter the terms of this Agreement and providing that the decision is not contrary to law.

 

4.         The Committee acknowledges the right of the Association to participate without penalty in the processing of any grievance at any level.

 

5.         No reprisals of any kind will be taken by the Committee or the school administration against any grievant because of his/her participation in the grievance procedure.

 

6.         The Committee and the administration will cooperate with the Association in its investigation of any grievance and upon request will provide the Association with any documents which are neither confidential nor privileged by law which may be necessary for the Association to process grievances under this agreement.

 

VI.       TEACHER HOURS AND WORK WEEK

 

1.         The starting and dismissal time for students will be established by the School Committee.  Teachers will be required to be in the building ten (10) minutes before school begins and remain one-half (1/2) hour after dismissal.  The student day, i.e. instructional time, shall be six (6) hours and thirty (30) minutes.  The distribution of required time before and after school may be adjusted by mutual agreement between administration and faulty in each school.

 

            On Mondays, teachers may be required to remain one hour after dismissal.  On an occasion that necessitates the Superintendent to schedule this additional hour on a day of the week other than Monday, the Association President will be notified two weeks in advance.  The change in meeting day will not occur on a Friday or day before a holiday.  On Fridays and days preceding a holiday, faculty may leave after departure of the busses, except for professional development days which will be scheduled from 8:00 A.M. to 3:00 P.M.

 

            Teachers may be required to attend meetings within the framework of the established school day.  During the course of the year there will be a maximum of 30 meetings called for by the Superintendent, Principal or designee for other purposes such as curriculum.  Special Education personnel may be required to attend SPED meetings in lieu of some other scheduled meeting, but in no case shall exceed a maximum of 30 per year.  Teachers who are required to extend their day for a meeting may leave at dismissal on the next day.

 

            The Committee and the Association recognize the uniqueness of individual schools.  All teachers will spend approximately the same amount of time each day instructing or supervising students.  All non-teaching duties will be distributed equitably among all teachers.

 

Elementary teachers may have up to the equivalent of two (2) administrative duties of twenty-five (25) minutes duration each week at the direction of the building principal.  Duties may consist of the following:  cafeteria, bus, detention, extra help for students, team planning, budget planning, curriculum development, recess, student scheduling, enrichment activities, assisting teachers in large group activities, conflict resolution with children, and education research.  All elementary teachers will be guaranteed one (1) forty-five (45) minute planning period each day.  This time will be continuous (excluding half-day kindergarten). The Committee will hire two (2) substitutes for one (1) day to help kindergarten teachers clean their classrooms at the end of each school year.

 

Secondary school teachers (7-12) may be assigned the equivalent of three periods per rotation for administrative duties at the direction of the building principal.  Duties may consist of the following:  cafeteria, bus, detention, extra help for students, team planning, budget planning, curriculum development, student scheduling, enrichment activities, assisting teachers in large group activities, conflict resolution with children, and education research.

 

All secondary school teachers will be guaranteed one (1) planning period each day.  Secondary school teachers will be guaranteed a maximum of twenty-five (25) teaching periods each week (based on a thirty-five (35) period week); the librarian will have no administrative duties.

 

Special Education.  Teachers will be guaranteed one planning period each day.  The needs of special education children may necessitate additional time.  If the additional time demanded exceeds the regular classroom teachers’ instructional time, there will be no administrative duties assigned.  Special education personnel involved in inclusion will schedule their caseload and resources to include one additional preparatory period per week.

 

At the high school arrival/dismissal duty may be assigned not to exceed three times a month and will be rotated on a fair and equitable basis.  Elementary teachers will receive students in their classrooms 10 minutes before the start of school.

 

Definition of “period”:  As used in this Section 1, the word “period” means a period of time equal in length to the average teaching period in the school to which a teacher is primarily assigned.

 

2.         In emergency situations or to meet with pupils who may wish assistance or advice, a teacher may be required to remain beyond the aforesaid dismissal times.

 

The work year of teachers will begin no earlier than the week period to Labor Day and no more than three work days before the first day of the student school year and end no later than June 30.  During the week prior to Labor Day, excluding Friday, teachers may be asked to begin work for the purpose of professional development/administrative meetings.  Students will not begin the school year sooner than the day after Labor Day.  The work year will be no more than 185 days.  The Committee will solicit input from the Association regarding the school calendar and scheduling of three in-service days.  The administrative meeting held on the day before the start of the school year will end by noon with the understanding that lunch will be served from noon to 1:00 P.M.  All teachers shall be required to attend four (4) evening meetings each school year which shall consist of the Open House, two (2) meetings designated by the Principal and one (1) other meeting selected by the teacher from a list of meetings identified by the Principal.  Attendance at other evening meetings will be at the option of the individual teachers.  There will be no school on the day before Thanksgiving and the day will not be a work day for teachers.

 

3.         Teachers who are requested and who agree to work beyond the regular school year of 185 days shall be compensated at the rate of 1/185 of their yearly salary for each day or portion thereof.

 

4.         The Association and the School Committee agree that no nonprofessional person will be assigned on a regular basis to a teaching position.  Teachers will not be assigned outside the scope of their licensure in accordance with the Department of Education regulations in effect September 1, 1998.

 

5.         Teachers who are required to commute between schools will be compensated for mileage at the town mileage rate in effect from time to time during the term of this agreement.  Travel time will also be included in said teacher’s schedule.

 

6.         Teachers will be asked if they would like to work as a cooperating teacher for a student teacher if the situation arises.

 

7.         In the case of involuntary flextime assignments, the administration will first seek volunteers.  In the absence of any qualified volunteers, the principal may make an involuntary assignment.

 

8.         The parties will explore the feasibility of a job sharing arrangement should any two members of the bargaining unit so request.

 

9.         While it is understood that teachers are not required to evaluate any other personnel, they may if they wish offer input regarding the job performance of assistants and/or aides with whom they are assigned.

 

10.       Employees may leave school grounds during the school day with notification to the building administrator or his/her designee.

 

11.       Principals will confer with guidance counselors regarding a reasonable schedule for guidance per diem days.

 

VII.     NON-TEACHING DUTIES

 

1.         The Committee agrees that each teacher is entitled to a duty-free lunch period.  A committee of teachers and the building principal will work out the feasibility of implementing such a program.

 

2.         After the class begins, regular classroom teachers will be relieved of teaching duties, providing preparation time during the time their students are being instructed by special teachers, e.g., art, music, physical education.

 

VIII.    TEACHER FACILITIES

 

The School Committee agrees to continue to make available facilities for teachers that are of comparable caliber and quality to those presently provided as of January 1, 1986.  A separate room for the purpose of duplicating material will be provided.  The Committee will develop a plan to assure that teachers can make confidential telephone calls about students.

 

IX.       CLASS SIZE

 

The Committee and the Association agree that desirable class sizes are set forth in the following table and to the extent possible these class sizes will be maintained.

 

            Grade Level                Class Size Ratio

            K-3                              18 to 1 ratio

            4-6                               22 to 1 ratio

            7-12                             24 to 1 ratio

 

Upon written request, the above will be open to discussion between the president of the Teachers’ Association and the superintendent of schools.

 

Class size will not be subject to the grievance procedure.

 

The School Committee agrees to make every effort to provide class sizes below 30 and will make proper provisions in the budget to ensure the same.

 

X.        ABSENCES

 

1.         Teachers shall be entitled to 15 days of sick leave (accrued at the rate of one and one-half days per month), authorized by the superintendent, cumulative to a maximum of 200 days.  Teachers who accumulate sick days on a prorated schedule will also expend them at that same rate.

 

The administration may require a teacher to provide verification by a physician of the teacher’s illness or injury whenever the teacher’s use of sick leave exceeds four consecutive days or a total of 10 days in a school year.  Teachers found to be abusing sick leave will be considered to have been absent excessively and subject to progressive discipline up to and including dismissal in appropriate cases.

 

Teachers shall be entitled to use five days of sick leave entitlement each year for a “serious illness” in the immediate family.  The immediate family shall be considered to include husband, wife, child, parent, brother, sister, grandparent, grandchild, and any other member of the teacher’s immediate household with whom the teacher has a significant long-term relationship and who resided with the teacher before becoming seriously ill.  A teacher may use such leave when the teacher’s attendance is required to care for a member of the immediate family who is seriously ill and when no person other than the teacher is available for such purposes.  Upon returning to school, the teacher shall at the principal’s request submit in writing to the principal the reason such attendance was required.  Medical certification may be required by the Superintendent or School Committee.

 

Serious illness, while not necessarily critical, is of urgent nature and not the casual or trivial type.  Serious illness days will only be deducted from sick leave days.

 

2.         Teachers shall donate two (2) days of their accumulated sick leave to a “sick bank” on a voluntary basis for a teacher or teachers in need of additional sick leave for emergency reasons of ill health.  The sick bank will be cumulative in design and only for those teachers who contribute to it.  The sick bank shall be administered by a committee consisting of seven members:  four from the Association, one Committee member, the superintendent or designee, and a building principal.  All decisions of this committee must be made by a majority of the members and will be final and binding.

 

            Contributions to the sick bank by teachers who join must be made within 30 days of the opening of school or the teacher’s initial date of employment, whichever is later.

 

            The initial grant of sick leave by the sick bank committee to an eligible employee shall not exceed 10 days.  Upon completion of the 10 day period, the period of entitlement may be extended by the sick bank committee upon demonstration of need by the applicant.  An employee’s personal sick leave must be exhausted before the employee may access the sick leave bank.

 

            All requests for withdrawal from the sick bank must be in writing with a physician’s statement regarding the nature and approximate duration of the illness.

 

            No days may be withdrawn from the sick bank except for reason of personal illness of the teacher.

 

            If the sick bank is exhausted, it shall be renewed by the contribution of one additional day of sick leave by each member of the professional staff covered by this agreement.  Such an additional day will be deducted from the teacher’s annual 15 days of sick leave.  The sick bank committee shall determine the time when it becomes necessary to replenish the sick bank.

 

            Any member of the Association having donated 20 or more days to the sick bank will be considered a permanent member.  No additional days of donation will be required of said member until such time as the sick bank leave is exhausted.

 

3.         Five days, if determined necessary by the administration, will be granted in addition to sick leave for death in the immediate family of the teacher or teacher’s spouse (parents, children, brother, sister or relatives residing in the immediate household).  Three days will be granted for the death of grandparents, grandchildren, and significant others (defined in family sick leave, Section 1, above).  The three days may be extended to five days depending on the circumstances, at the discretion of the administration.

 

4.         Up to three personal days per year may be granted by the superintendent, if first approved by the principal, for the purpose of transacting or attending to medical, dental, legal, etc. matters impossible to transact during non-school hours.  Written notice will be given to the principal within 48 hours or as soon as possible thereafter and will be treated as confidential personnel information.  Effective at the beginning of the 2011-2012 school year personal days shall be taken either in half (1/2) day or full day increments.  Leaves will not be unreasonably withheld.  A teacher will not use a personal day for the convenience of extending Thanksgiving Break, December Holiday Break, February Break, or April Break.  At the end of each school year, each teacher’s unused personal days, if any, will be converted to sick leave days.

 

5.         The teachers will be notified within 60 days from the first day of school of accumulated sick leave.

 

6.         If a teacher is absent, best efforts will be made to obtain a substitute teacher in every area.

 

7.         Teachers will receive equivalent compensation and benefits while on jury duty and shall not be charged sick or personal leave.  Equivalent compensation shall be the difference between the teacher’s salary and jury duty pay.

 

8.         The School Committee may grant a request for up to one year’s leave of absence without pay for public service, career exploration (non-teaching), child care, or other personal reasons.  Any teacher taking a leave of absence must notify the superintendent, in writing, by April 1, of his/her intention to return to the school system.  Failure to comply with this requirement will be considered as a resignation.

 

9.         Unpaid leaves of absence for religious observances will be granted in accordance with and subject to Massachusetts General Laws Chapter 151B, Section 4 (1A).  Any teacher who is eligible for and receives a leave of absence until that statute will be allowed to make up time missed from work if feasible.

 

XI.       TEXTBOOKS AND TECHNOLOGY

 

            Curriculum, textbook and technology committees will be continued to update and to assist in the development of curriculum and the selection of textbooks and technology.  The final determination of the curriculum, textbooks, and technology will continue to be the responsibility of the administration and the School Committee.

 

XII.     CO-CURRICULAR ACTIVITIES

 

1.         Activity salaries are listed in the Appendix.  Co-curricular stipends over $1,500 may be paid in three equal installments.

 

2.         Other positions approved by the superintendent will be paid a stipend equivalent to the co-curricular schedule.  Activity salaries for newly created positions shall be negotiated, prior to starting, for proper placement.

 

3.         All curriculum committee chairpersons shall be appointed by the superintendent.

 

4.         Appointments to co-curricular positions will be made in June for the following year.

 

XIII.    LICENSING FEES

 

            The School Committee will compensate teachers for required licensing fees.  A teacher leaving the system during the school year in which this fee has been paid will be required to reimburse the School Committee.  As used in this article, the term “licensing fees” does not include fees charged under Massachusetts General Laws chapter 71, section 38G, to obtain or renew educator licenses.

 

XIV.    EVALUATION TEAM MEETINGS

 

            All special education employees will be paid at the rate of $25 an hour for each hour or any fraction of an hour over 30 minutes for time spent in evaluation team meetings in excess of 1.5 hours beyond the work week.

 

XV.     TEACHER ASSAULT

 

            For absences during the school year occasioned by injury arising out of the course of his/her employment, an employee shall be covered by workers’ compensation for the days of absence during the school year in which the injury was incurred.  Such days of absence shall not be charged against the accumulated total of sick leave days to the credit of the employee at the time of injury.

 

            In all such cases of leave, the School Committee shall request a statement from the attending physician certifying as to the nature of this injury, disease, or illness and the inability of the employee to resume teaching duties.

 

Within 48 hours of said incident, the allegedly assaulted teacher may request a meeting with the building principal and a representative of the Association to discuss said incident, hopefully to the satisfaction of all parties involved.

 

XVI.    TEACHER EVALUATION

 

            All monitoring or observation of the work or performance of a teacher will be conducted openly.  The use of the public address system, or any audio devices, shall be prohibited as an evaluation device.  Teachers shall be given a copy of the evaluation report prepared by their superiors and shall have the right to discuss such reports with their superiors before the report is placed in their file.  In addition, the teacher shall sign the report.  Said signature shall in no way indicate concurrence with the report, but merely indicates that said teacher has seen the report.  Upon one week’s written request, the teacher will be allowed to review and copy the contents of his/her personnel  file.  The teacher will also have the right to submit a written answer to any material in his/her file.

 

            No employee shall be evaluated on his/her performance except after fair and reasonable observation.  The result of an unfavorable observation shall within five school days be communicated orally and in writing to the employee.  An employee may provide additional information on his/her performance.

 

            The evaluation instrument must provide for consideration of significant differences in teaching assignments; i.e., class size, characteristics of students, characteristics of environment, availability of aides and support personnel (if appropriate).

 

            The evaluation report must provide specific recommendations for improving performance identified as unsatisfactory.  The evaluator must provide:  1) specific recommendations for improvement, 2) direct access to implement such recommendations, 3) provisions for additional resources for utilization in assisting the improvement, and 4) a time schedule to monitor progress.

 

            Any complaints regarding a teacher shall be made to the teacher, to the department head, to the principal, and to the superintendent, in that order.  In the case of any complaint received by the administration, a teacher will be promptly notified of the complaint, the source of the complaint, and the disposition of the complaint.

 

            No material derogatory to a teacher’s conduct, service, character, or personality will be placed in his/her personnel file unless an administrator determines that the material is substantiated by fact, and unless the teacher has had an opportunity to review the material.  (An administrator’s determination that material is substantiated by fact is subject to the grievance and arbitration provisions of this agreement, but any grievance alleging that material is not substantiated by fact must be submitted in writing at Level I of the grievance procedure within 10 days after the teacher knew or reasonably should have known that the material has been placed in the teacher’s personnel file.)  The teacher will acknowledge that he/she has had the opportunity to review such material by affixing his/her signature to the copy to be filed, with the express understanding that such a signatures in no way indicates agreement with the contents thereof.  (The requirement that a teacher acknowledge that he/she has had the opportunity to review material before it is placed in the teacher’s personnel file by affixing his/her signature to the copy to be filed does not apply to documents written to a teacher, but no document written to a teacher may be used at the basis for disciplinary action unless the document indicates on it that a copy of the document is to be placed in the teacher’s personnel file.)  The teacher will also have the right to submit a written answer to such material, and his/her answer shall be reviewed by the superintendent and attached to the file copy.

 

            No teacher with professional teacher status will be discharged, disciplined, reprimanded, reduced in rank or compensation, except for inefficiency, incapacity, conduct unbecoming of a teacher, insubordination, or other good cause.

 

All parties agree that MCAS scores will not be used in terms of an individual’s evaluation.  An individual’s evaluation cycle does not begin if there is a change of administrator.  All administrators must receive training for this procedure.  This will occur annually for new administrators.

 

Training on this procedure will be incorporated into the “New Teacher Orientation Day” presentation.

 

The Mashpee Public School system expects all staff to reach the level of “Proficient” in all areas by the completion of the third year.  Individuals in their second and third years must show growth and may, at any time, be placed on an improvement plan.  At the completion of the third year, an individual must reach a level of “Proficient” in all areas in order to be advanced to a Professional Status level.  However, if an individual receives a rating of “Basic,” an exception could be made.  Individuals with Professional Status are expected to maintain the “Proficient” level in all areas unless a significant change in assignment has occurred.

 

Individuals are expected to keep planbooks.  Planbooks may be checked biweekly at the Non-Professional Status level.  At the Professional Status level, planbooks should be brought to the pre-observation conference.  Individuals participating in the years of self-evaluation will not routinely have their planbooks checked.  This does not prohibit an administrator from asking to see an individual’s planbook.

 

The following form, when completed, will be placed in each individual’s personnel file at the superintendent’s office:  Goals Summary, Pre-Observation, Classroom Observation, Feedback, Self-Evaluation, and Improvement Plan (if necessary).

 

See the Appendix for the Individual Performance Evaluation Manual.  Examples of the above are available online and in the superintendent’s and principals’ offices.

 

The Parties agree to form a Joint Study Committee to review, study and make recommendations for updating the evaluation instrument and process.  The Joint Study Committee will be comprised of an equal number of representatives from the Committee and the Association, not to exceed four (4) members each or eight (8) total.  The Parties will use their best efforts to report back to the negotiating teams with their recommended changes by the end of the 2007-2008 school year.

 

XVII.  INCREMENTS

 

1.         Teachers will progress through the steps of the salary schedule until they reach the maximum step provided they have earned three credits every three years.  (A teacher will reach Step 25 after 10 years of service at the maximum step of the salary schedule below Step 25.  A teacher will reach Step 30 after 15 years of service at the maximum step of the salary schedule below Step 25.)  A teacher who serves on the school council will receive one increment credit for each year served.  All other credits must be taught under the auspices of an accredited college or university or the Mashpee School System.  To be eligible to advance from one step to another on the salary schedule, a teacher must be employed at least 100 days during the school year (substitute days shall not count).  All courses and workshops prior to their beginning must be approved by the Superintendent.  The placement of a new teacher on his/her initial step of the salary schedule is solely the termination of the Superintendent and is not subject to the grievance and arbitration provisions of this Agreement.  Credits for courses taken prior to employment will be mutually agreed upon by the employee prior to the employee’s beginning date.  For purposes of step increases, teachers may substitute professional development points (PDP’s) for credits, subject to the following:

 

a.         For this purpose, 60 PDP’s in the teacher’s content area will equal one three-credit graduate course.

 

b.         Work for which teachers intend to obtain PDP’s for this purpose must obtain approval for the work from the superintendent in advance.  The superintendent’s decision is final and not subject to grievance or arbitration.

 

c.         Teachers will be responsible for keeping track of their own PDP’s.

 

2.         Teachers with 15 credit hours beyond the bachelor’s degree will be placed on the B+15 schedule.  Teachers with 15 graduate credit hours beyond the master’s degree will be placed on the M+15 schedule.  Teachers who have achieved 30 graduate credits beyond the master’s degree will be placed on the M+30 schedule.  Teachers who have achieved 45 graduate credits beyond the master’s degree will be placed on the M+45 schedule.  Teachers who have achieved 60 graduate credits beyond the master’s degree will be placed on the M+60 schedule beginning in the year 2005-2006.

 

3.         In order to advance on the salary schedule at the beginning of the school year, a teacher must notify the superintendent of the anticipated change by the preceding December 1.

 

XVIII. SALARY DEDUCTIONS

 

Deductions shall be made from a teacher’s salary only upon initiation by, or approval of, the individual teacher.  Deductions may be made for:

 

            1.         Tax-sheltered annuity program as instituted by the individual.

 

2.         Professional dues as directed by the individual.  Dues shall be deducted on a bi-weekly basis.

 

XIX.    PROFESSIONAL DEVELOPMENT

 

As teachers in the Mashpee school system begin to accumulate credits beyond their bachelor’s degree, the following guidelines must be followed.  Teachers will be responsible for selection of courses in the proper fields and subject area in compliance with the guidelines in this article.

 

1.         All courses taken for advancement on the salary schedule must either be courses offered by the school system, projects approved by the superintendent or his/her designee, or courses offered for graduate credit by an accredited college or university.

 

2.         Any course to be applied for credit must be submitted to the office of the superintendent by June 30 to receive placement for the following school year.  Teachers who notify the superintendent of course work with an expected completion date prior to the beginning of the school year will receive the appropriate placement for salary purposes.

 

3.         Tuition reimbursement plan for teachers and nurses.

 

            a.         The following amounts will be budgeted for tuition reimbursement purposes:

 

                        $30,902 in 2010-2011, $31,520 in 2011-2012, and $32,150 in 2012-2013.

 

            b.         The program is available to teachers and nurses only.

 

            c.         Criteria for courses:

 

(i)         Courses must be for educational licensures, either additional areas or re-licensure.

 

                        (ii)        Courses must be passed.

 

                        (iii)       Courses must be offered by an accredited college or university.

 

                        (iv)       Each course must be taken for graduate credit.

 

            d.         The reimbursement is for tuition only and not fees associated with courses.

 

e.         Verifications and applications must be received in the superintendent’s office by June 1 of the school year.  The amount of individual reimbursement will be dependent on the total amount budgeted.  Provided the total is not exceeded by request, full reimbursement will be made to all applicants.  If the total of the requested reimbursements exceeds the amount budgeted, reimbursement will be awarded proportionately to the individuals. 

 

XX.     MATERNITY/CHILD-REARING LEAVE

 

1.         Maternity/childrearing leave of up to 24 months will be granted to all professional employees after one full year of teaching in the Mashpee Public Schools for the purpose of giving birth, or adopting a child, or for the recovery from complications of pregnancy or childbirth.  Such leaves shall begin and end at a time that is reasonable to both parties and is in the best interest of the school system.  Maternity/child-rearing leave in excess of one year will terminate at the beginning of a school year.  An employee may take multiple maternity/child-rearing leaves, but such leaves may not exceed a total of 30 consecutive months.

 

a.         In the case of a professional employee who gives birth before April 1 of any school year, maternity leave will terminate at the start of the school year beginning the second September following the birth, unless the Committee votes to extend the leave.  (For example, if an employee give birth in March 2001, she must return to work in September 2002.)

 

b.         In the case of a professional employee who gives birth on or after April 1 of any school year, maternity leave will terminate at the start of the school year beginning the third September following the birth, unless the Committee votes to extend the leave.  (For example, if an employee gives birth in April 2001, she must return to work in September 2003.)

 

c.         Any professional employee who is on maternity leave and desires to extend that leave must submit a request in writing to the superintendent not later than the February 1 immediately preceding the September in which the employee is scheduled to return to work.

           

d.         The provision in Article XX of the Contract that an employee may take multiple maternity/child-rearing leaves, but such leaves may not exceed a total of 30 consecutive months, applies only to multiple events (that is, to an employee who has a second child while she is on maternity leave because of the birth of another child).

 

2.         A professional employee shall notify his/her principal at least three months in advance, in writing, of his/her intentions concerning maternity/child-rearing leave, including his/her requested date for beginning such leave.

 

3.         Upon his/her return from maternity leave/child-rearing, an employee shall be placed on the next highest step on the salary schedule from that on which he/she was at the time of his/her leave taking, provided he/she has met all other requirements and that during the school year in which he/she began her leave, he/she shall have completed more than 100 school days.  In the event that he/she has completed less than 100 school days in the school year of the leave taking, he/she shall be placed on the step he/she was on when he/she left.

 

XXI.    VACANCIES, PROMOTIONS, TRANSFERS

 

1.         Any vacancy in a position covered by this agreement that occurs on or after August 25 of any year but before the following June 1 may be filled on a temporary basis and posted on or after June 1.  Any vacancy in a position covered by this agreement that occurs on or after June 1 but before the following August 25, including any position previously filled on a temporary basis, will be adequately publicized by the superintendent by means of a notice placed on the bulletin boards in the school(s) in Mashpee for at least 10 days, a copy of which will also be sent to the Association president.  The notice of vacancy will set forth the qualifications for the positions, its duties, and the rate of compensation.

 

            When the only applicants for a vacancy within the bargaining unit are members of the bargaining unit, the vacancy will be filled on consideration of the teachers’ areas of competence, experience, major field of study, and quality of teaching performance.  When applicants include persons outside the bargaining unit and the qualifications of applicants are substantially equal, bargaining unit members will be given preference.  In any grievance alleging a violation of this paragraph in the filling of a vacancy, the decision of the principal or the superintendent, as the case may be, may be overturned by an arbitrator only if the arbitrator determines that the principal or superintendent acted arbitrarily or unreasonably.

 

2.         All newly created and vacated positions funded under a grant will be posted by the superintendent, as early as possible.

 

3.         A teacher who applied but was not chosen for a position may request a written explanation from the superintendent of schools.

 

4.         In case of involuntary transfer, or when transfer becomes necessary because of a reduction in staff, the department(s) teaching area(s), or grade(s) involved shall be canvassed for a qualified volunteer before any directed transfer is made.

 

5.         In the case of an involuntary transfer within a building or between buildings, the teacher shall have an opportunity to discuss the matter with the superintendent of schools within a two-week period following said notification.

 

6.         Commencing September 1, 2007, a teacher with professional teacher status shall not be subject to more than five (5) involuntary transfers for the duration of his/her service in the District, following the attainment of professional status.  For purposes of this section, an involuntary transfer is a transfer that does not originate from a teacher’s request or one which is not ultimately agreed to by the teacher after the discussion referenced in Section 5, above.  Transfers pre-dating the effective date of this provision shall not be considered.  Parties involved in an involuntary transfer will strive to treat one another with civility and respect.

 

7.         The terms of Section 1, Paragraph 2 (above), shall also apply to any qualified teacher being transferred or reassigned.

 

8.         Any teacher who desires to change grade, school, and/or subject assignment shall file a written statement of such desire with the superintendent of schools between September 1 and April 1 of each school year.

 

XXII.  REDUCTION IN FORCE

 

In the event a reduction in staff occurs, such reduction shall be accomplished as follows:

 

1.         The Committee and the superintendent shall make every effort to accomplish said reduction by attrition.

 

2.         Teachers with professional status shall have the right to replace any less senior teacher holding a position for which the teacher is licensed and qualified.  The terms of Article XXI, Section 1, Paragraph 2 shall apply to such right.

 

3.         The reduction of teachers with professional status will be in inverse order of their seniority within areas of licensure.

 

Definition and Computation of Seniority

 

1.         Seniority of licensed teachers is determined by length (in years, months, and days) of continuous service as a teacher in the Mashpee Public Schools.  (In the event of two or more teachers sharing a date of appointment, seniority between such will be determined by lottery.)

 

2.         In case of a layoff, the least senior teacher within an area of licensure shall be laid off first.  A teacher who has been reached for layoff shall be allowed to bump the least senior teacher in another subject area for which he/she is licensed.  In the case where the teacher reached for layoff is licensed in more than one area, such teacher must bump the least senior teacher.  However, the superintendent reserves the right to require a teacher to complete additional course work not to exceed nine (9) hours if the change of grade is four (4) years or more.

 

3.         Leaves of absence granted in accordance with the provisions of the teacher’s contract shall not constitute an interruption in continuous service.

 

Guidelines for Recall

 

1.         Teachers who have been laid off will have recall rights for two years from the effective date of their respective layoff notification.

 

2.         During the recall period, those teachers will be given preference for which they are qualified, as position openings occur, in the inverse order of layoff and all benefits to which a teacher was entitled will be reinstated upon re-employment within the recall period.

 

3.         Written notice of recall will be sent to the teacher by registered mail at the teacher’s last recorded address.

 

4.         The teacher shall exercise the recall right within 15 calendar days after receipt of the notification.

 

5.         Teachers who have been laid off will be given preference on the substitute teacher list if they so desire.

 

6.         During the year of layoff, the teacher is responsible for notifying the School Department of any change of address.

 

7.         During the recall period, teachers will be allowed to continue their insurance coverage for a period of up to one year, subject to such rules and regulations as may be established by the town.

 

8.         Employees who are laid off will be given written notification by May 15 or the conclusion of the May town meeting, whichever comes later, absent unusual circumstances.

 

XXIII. SPECIALISTS AND SPECIAL PROGRAMS

 

The Committee and the Association recognize that an adequate number of licensed specialists is essential to the operation of an effective educational program.  The Committee recognizes the concern of its professional personnel for the provision of supportive personnel and programs.  Consequently, the Committee invites the president of the Association to submit, in writing, before December 15 of each school year, a list of suggested positions that seem necessary to the continuing progress of the educational program, together with a rationale for each position.

 

XXIV. SICK LEAVE BUYBACK

 

A teacher with professional teacher status who has completed at least 10 full years of continuous service in the Mashpee school system will be paid 30 percent redemption value for all unused accumulated sick leave days upon the teacher’s death or departure from the school system.  Such payment will be computed on the basis of 30 percent of the amount derived from multiplying the number of unused accumulated sick days (not to exceed the maximum set forth in Article X, Section 1) by 1/200 of the teacher’s last yearly salary.  Temporary or substitute work does not count toward the requirement of 10 full years of continuous service.  Temporary or substitute work does not count toward the requirement of 10 full years of continuous service.  In the case of death, payment will be made to the teacher’s estate within 90 days after proof of death is received by the superintendent.  In the case of departure from the school system, payment will be made by June 30 of the fiscal year in which the departure takes effect if written notice of the teacher’s departure (in the form of a resignation or statement of intent to retire) is received by the superintendent by April 15 of that fiscal year; if notice is received after April 15, payment will be made by September 15 of the following fiscal year.

 

XXV.  LONGEVITY

 

Teachers who have worked in the Mashpee school system for a number of continuous years will be awarded a bonus upon completing the school year according to the following schedule:

 

            Effective July 1, 2007:

            14-19 years of continuous years of service in Mashpee school system:  $1100.00

            20 or more continuous years of service in Mashpee school system:  $1500.00

 

            Effective July 1, 2008:

            14-19 years of continuous service in Mashpee school system:  $1300.00

            20 or more continuous years of service in Mashpee school system:  $1750.00

 

A teacher who has completed at least 14 years of continuous service in the Mashpee school system may elect to defer his/her annual longevity pay to a period of three consecutive fiscal years.  Election must be made by written notice to the superintendent by October 1 of the fiscal year preceding the fiscal year in which the first longevity payment is to be deferred.  If a teacher who has elected to defer his/her longevity pay leaves the school system before completing three consecutive years of service, the teacher’s final pay will include whatever longevity pay has been deferred for that teacher through the date of the teacher’s departure.

 

XXVI. COMPENSATION

 

1.         While the Committee agrees to make every effort to provide substitutes when teachers are absent from class, it might be sometimes necessary to assign a regular teacher to cover the class.  A regular teacher who is assigned to cover the class of an absent teacher shall be paid additional compensation of $25 or part thereof.  The Committee and the Association agree that coverage should be assigned from a voluntary list first if at all possible.  This list shall be established in the fall of each school year.

 

 

2.         Unit A employees will be paid bi-weekly with two payment options:

 

a.       twenty-six (26) equal payments (except for the 2010-2011 school year, twenty-seven (27) equal payments).

 

b.      Twenty-one payments of one-twenty-sixth of annual salary; at the end of each year, three checks will be issued as follows:

 

(1)   One check for one-twenty-sixth of annual salary; and

(2)   Two equal paychecks for July and August

 

3.         The Committee will cooperate with the Association in working with fiscal officers of the town to see that Mashpee teachers have the salary options to which they are entitled under state law (Massachusetts General Laws Chapter 71, Section 40).

 

XXVII.  RELEASE TIME

 

The president of the Association will be released from all non-teaching duties, will have access to e-mail in his/her room, and will have access to a phone (not necessarily in his/her room), and may take one-half of one professional day per month, as needed, to perform the duties of Association president.

 

The chair of the Association’s professional rights and responsibilities committee will be released from all non-teaching duties, will have access to e-mail in his or her room, and will have access to a phone (not necessarily in his or her room).

 

XXVIII.  SUBSTANCE ABUSE

 

Alcoholism and drug abuse are recognized by the parties to be treatable illnesses.

 

The Committee and the Association agree to cooperate in encouraging employees with drug or alcohol problems to participate in drug or alcohol abuse assistance or rehabilitation programs.

 

Without detracting from the existing rights and obligations of the parties recognized in other provisions of this contract, management and the union agree to cooperate in encouraging employees afflicted with alcoholism or drug abuse to undergo a program designed to rehabilitate the employee.  If the employee fails to satisfactorily participate in that program, or if the employee’s work performance, attendance, conduct, or reliability is impaired a second time by the use of drugs or alcohol, the Committee may use the normal disciplinary procedures for dealing with problem employees, including non-renewal, suspension, or dismissal.  Sanctions against employees shall follow prescribed statutory and contractual procedures.

 

XXIX. ATHLETIC COACHES

 

1.         The athletic director will evaluate all coaches at midseason and the end of each season.

 

2.         The evaluation form used to evaluate athletic coaches is set forth in the Appendix.

 

3.         All coaches must be certified in CPR.

 

4.         Coaches who are not teachers or who have not had prior coaching experience must attend a Massachusetts Interscholastic Athletic Association class at their own expense.

 

5.         Coaching salaries are listed in the Appendix.  Coaching stipends over $1,500.00 must be paid in three equal installments.

 

XXX.  EARLY RETIREMENT

 

A teacher is eligible for the early retirement incentive program if he/she falls into one of the following categories as of the effective date of his/her retirement:

 

1.         The teacher will be at least 55 years of age and will have completed at least 15 consecutive years of service with the Mashpee Public Schools; or

 

2.         The teacher will not have attained 55 years of age but will have completed at least 30 consecutive years of service with the Mashpee Public Schools.

 

In addition, the teacher must submit a written request to participate in the early retirement incentive program to the superintendent’s office by January 1 of the Fiscal Year prior to the effective date of retirement; i.e. by January 1, 2007 for the 2008 retirement date.

 

This will allow the School Committee to include sufficient funds in its annual budget to cover the cost of the early retirement incentive program in each year of the contract.

 

The amount of the early retirement incentive will depend on your age and years of service as shown in the following table.

 

                                    15 Years Service                    20 Years Service

            Age                    in Mashpee                             in Mashpee

 

            55                          $15,000                                     $17,000

            56                          $14,000                                     $16,000

            57                          $13,000                                     $15,000

            58                          $12,000                                     $14,000

            59                          $11,000                                     $13,000

            60                          $10,000                                     $12,000

            61                          $  9,000                                     $11,000

            62                          $  8,000                                     $10,000

            63                          $  7,000                                     $  9,000

            64                          $  6,000                                     $  8,000

 

XXXI. SABBATICAL LEAVE

 

1.         A sabbatical leave of no more than one year may be granted under the following conditions:

 

            a.         Seven years of unbroken teaching services with the Mashpee school system.

 

b.         An application is made and acceptable proof is submitted to the superintendent before December first of the school year prior to the year of the sabbatical leave, that the applicant would in fact use such leave for self-improvement and organized duty designed to provide greater educational opportunities to his or her pupils and also enrich his or her teaching capacity.

 

c.         The number of teachers considered for sabbatical leave shall not exceed one member of the teaching staff per school in the year for which application is made.

 

d.         Payment to a teacher on sabbatical leave shall be 50 percent of the base salary for which he or she would qualify if he or she had remained on the teaching staff.

 

e.         Applications for sabbatical leave will be acted on by the superintendent of schools.

 

f.          Applicants for a sabbatical leave shall specifically signify in writing that they have read and are familiar with and will comply with the applicable provisions of Section 41A of Chapter 71 of the General Laws of Massachusetts and their compliance therewith.

 

g.         Contractual benefits shall accrue as if the teacher had remained to teach within the Mashpee school system.

 

2.         Upon return from sabbatical leave, all benefits to which a teacher was entitled shall be restored to him or her, including advancement on the salary schedule.

 

3.         The superintendent may at his or her discretion terminate for just cause any sabbatical leave he or she has granted (e.g., behavior contrary to the provisions of the sabbatical agreement).

 

4.         The superintendent’s decision to grant or deny an application for sabbatical leave will not be subject to the grievance procedure.

 

Refer to the Appendix for sabbatical leave request form.

 

 

SIGNATURES

 

This agreement is entered into this                  day of                                                 , 2010.

 

Mashpee School Committee                                       Mashpee Teachers’ Association

 

 

 

                                                                                                                                                           

 

 

                                                                                                                                                           

 

 

                                                                                                                                                           

 

 

                                                                                                                                                           

 

 

                                                                                                                                                           

 

 

                                                                                                                                                           

Mashpee Salary Schedules

Unit A

2010 – 2011

July 1 – October 31

 

 

 

 

Step	B	B+15	M	M+15	M+30	M+45	M+60	CAGS	DOC
1	40185	41054	42365	43237	44551	45443	46351	47851	49351
2	41791	42696	44059	44968	46334	47261	48206	49706	51206
3	43464	44404	45823	46765	48187	49150	50133	51633	53133
4	45203	46179	47654	48637	50113	51116	52138	53638	55138
5	47008	48028	49561	50583	52119	53161	54225	55725	57225
6	48889	49947	51544	52605	54204	55288	56393	57893	59393
7	50846	51947	53606	54710	56373	57499	58650	60150	61650
8	52880	54022	55749	56898	58627	59800	60996	62496	63996
9	54995	56185	57979	59173	60972	62191	63435	64935	66435
10	57194	58431	60300	61541	63410	64679	65972	67472	68972
11	59481	60769	62712	64002	65947	67266	68611	70111	71611
12	61861	63200	65219	66563	68585	69956	71355	72855	74355
13	64337	65727	67828	69225	71329	72755	74211	75711	77211
14	66910	68355	70541	71993	74182	75665	77179	78679	80179
15	68249	69723	71953	73434	75665	77179	78723	80223	81723
25	68812	70286	72516	73997	76228	77742	79285	80785	82285
30	69375	70849	73078	74560	76791	78305	79848	81348	82848

 

 

 

 

Any teacher with at least 40 credits beyond the bachelor’s degree will receive $400 a year more than a teacher at the same step of the B+15 column of the salary schedule.

 

2010 – 2011

November 1 – June 30

 

 

Step	B	B+15	M	M+15	M+30	M+45	M+60	CAGS	DOC
1	40587	41465	42789	43669	44997	45897	46815	48330	49845
2	42209	43123	44500	45418	46797	47734	48688	50203	51718
3	43899	44848	46281	47233	48669	49642	50634	52149	53664
4	45655	46641	48131	49123	50614	51627	52659	54174	55689
5	47478	48508	50057	51089	52640	53693	54767	56282	57797
6	49378	50446	52059	53131	54746	55841	56957	58472	59987
7	51354	52466	54142	55257	56937	58074	59237	60752	62267
8	53409	54562	56306	57467	59213	60398	61606	63121	64636
9	55545	56747	58559	59765	61582	62813	64069	65584	67099
10	57766	59015	60903	62156	64044	65326	66632	68147	69662
11	60076	61377	63339	64642	66606	67939	69297	70812	72327
12	62480	63832	65871	67229	69271	70656	72069	73584	75099
13	64980	66384	68506	69917	72042	73483	74953	76468	77983
14	67579	69039	71246	72713	74924	76422	77951	79466	80981
15	68931	70420	72673	74168	76422	77951	79510	81025	82540
25	69500	70989	73241	74737	76990	78519	80078	81593	83108
30	70069	71557	73809	75306	77559	79088	80646	82161	83676

 

 

 

 

Any teacher with at least 40 credits beyond the bachelor’s degree will receive $400 a year more than a teacher at the same step of the B+15 column of the salary schedule.

 

2011  2012

July 1 – November 14

 

 

Step	B	B+15	M	M+15	M+30	M+45	M+60	CAGS	DOC
1	40587	41465	42789	43669	44997	45897	46815	48330	49845
2	42209	43123	44500	45418	46797	47734	48688	50203	51718
3	43899	44848	46281	47233	48669	49642	50634	52149	53664
4	45655	46641	48131	49123	50614	51627	52659	54174	55689
5	47478	48508	50057	51089	52640	53693	54767	56282	57797
6	49378	50446	52059	53131	54746	55841	56957	58472	59987
7	51354	52466	54142	55257	56937	58074	59237	60752	62267
8	53409	54562	56306	57467	59213	60398	61606	63121	64636
9	55545	56747	58559	59765	61582	62813	64069	65584	67099
10	57766	59015	60903	62156	64044	65326	66632	68147	69662
11	60076	61377	63339	64642	66606	67939	69297	70812	72327
12	62480	63832	65871	67229	69271	70656	72069	73584	75099
13	64980	66384	68506	69917	72042	73483	74953	76468	77983
14	67579	69039	71246	72713	74924	76422	77951	79466	80981
15	68931	70420	72673	74168	76422	77951	79510	81025	82540
25	69500	70989	73241	74737	76990	78519	80078	81593	83108
30	70069	71557	73809	75306	77559	79088	80646	82161	83676

 

 

 

 

Any teacher with at least 40 credits beyond the bachelor’s degree will receive $400 a year more than a teacher at the same step of the B+15 column of the salary schedule.

 

2011 - 2012

November 15 – June 30

 

 

Step	B	B+15	M	M+15	M+30	M+45	M+60	CAGS	DOC
1	41399	42294	43644	44543	45896	46815	47751	49296	50841
2	43053	43985	45390	46326	47733	48688	49662	51207	52752
3	44777	45745	47207	48177	49642	50634	51647	53192	54738
4	46568	47574	49093	50106	51626	52660	53713	55258	56803
5	48428	49478	51058	52111	53693	54766	55863	57408	58953
6	50365	51455	53101	54194	55841	56958	58096	59641	61187
7	52382	53516	55225	56362	58075	59235	60421	61967	63512
8	54477	55653	57433	58616	60398	61606	62838	64383	65929
9	56656	57882	59730	60960	62813	64069	65351	66896	68441
10	58921	60196	62121	63400	65325	66632	67964	69510	71055
11	61277	62604	64606	65935	67939	69297	70683	72228	73774
12	63729	65109	67189	68573	70656	72069	73510	75055	76601
13	66280	67712	69876	71316	73483	74952	76452	77997	79543
14	68931	70419	72671	74167	76422	77950	79510	81055	82600
15	70310	71829	74126	75652	77950	79510	81100	82646	84191
25	70890	72409	74706	76232	78530	80090	81679	83225	84770
30	71470	72989	75285	76812	79110	80670	82259	83805	85350

 

 

 

Any teacher with at least 40 credits beyond the bachelor’s degree will receive $400 a year more than a teacher at the same step of the B+15 column of the salary schedule.

2012 – 2013

 

 

 

Step	B	B+15	M	M+15	M+30	M+45	M+60	CAGS	DOC
1	42227	43140	44517	45434	46814	47752	48706	50282	51858
2	43914	44865	46297	47253	48688	49662	50655	52231	53807
3	45672	46660	48151	49141	50635	51647	52680	54256	55832
4	47499	48525	50075	51108	52659	53713	54787	56363	57939
5	49396	50468	52079	53153	54767	55862	56980	58556	60132
6	51373	52485	54163	55278	56958	58097	59258	60834	62410
7	53429	54586	56329	57489	59237	60420	61630	63206	64782
8	55567	56767	58581	59789	61605	62838	64095	65671	67247
9	57789	59039	60925	62179	64070	65351	66658	68234	69810
10	60100	61400	63363	64668	66631	67965	69324	70900	72476
11	62503	63856	65898	67254	69297	70683	72097	73673	75249
12	65004	66411	68532	69945	72069	73510	74980	76556	78133
13	67606	69066	71274	72742	74953	76451	77981	79557	81134
14	70309	71828	74125	75651	77951	79509	81100	82676	84252
15	71716	73265	75609	77165	79509	81100	82722	84299	85875
25	72308	73857	76200	77756	80101	81692	83313	84889	86465
30	72900	74448	76791	78348	80692	82283	83905	85481	87057

 

 

 

 

Any teacher with at least 40 credits beyond the bachelor’s degree will receive $400 a year more than a teacher at the same step of the B+15 column of the salary schedule.

 

 

Mashpee Salary Schedules

Guidance Counselors

2010 – 2011

 

September 1 – October 31

 

 

Step	M	M+15	M+30	M+45	M+60	CAGS	DOC
1	46603	47562	49003	49983	50983	52483	53983
2	48467	49465	50964	51984	53024	54024	56024
3	50407	51443	53001	54062	55143	56643	58143
4	52423	53501	55122	56225	57350	58850	60350
5	54521	55641	57327	58473	59643	61143	62643
6	56699	57868	59621	60813	62030	63530	65030
7	58968	60181	62003	63244	64509	66009	67509
8	61327	62589	64485	65774	67090	68590	70090
9	63781	65092	67064	68405	69772	71272	72772
10	66332	67696	69747	71141	72564	74064	75564
11	69493	70408	72536	73987	75467	76967	78497
12	71745	73221	75438	76947	78486	79986	81486
13	74614	76149	78456	80025	81626	83126	84626
14	77599	79194	81594	83226	84891	86391	87891
15	79151	80778	83226	84891	86589	88089	89589
25	79714	81341	83789	85454	87163	88663	90163
30	80277	81904	84352	86017	87737	89237	90737

               Work year: RSY +10

 

2010 – 2011

November 1 – June 30

 

Step	M	M+15	M+30	M+45	M+60	CAGS	DOC
1	47069	48038	49493	50483	51493	53008	54523
2	48952	49960	51474	52504	53554	54564	56584
3	50911	51957	53531	54603	55694	57209	58724
4	52947	54036	55673	56787	57924	59439	60954
5	55066	56197	57900	59058	60239	61754	63269
6	57266	58447	60217	61421	62650	64165	65680
7	59558	60783	62623	63876	65154	66669	68184
8	61940	63215	65130	66432	67761	69276	70791
9	64419	65743	67735	69089	70470	71985	73500
10	66995	68373	70444	71852	73290	74805	76320
11	70188	71112	73261	74727	76222	77737	79282
12	72462	73953	76192	77716	79271	80786	82301
13	75360	76910	79241	80825	82442	83957	85472
14	78375	79986	82410	84058	85740	87255	88770
15	79943	81586	84058	85740	87455	88970	90485
25	80511	82154	84627	86309	88035	89550	91065
30	81080	82723	85196	86877	88614	90129	91644

                  Work year: RSY +10

2011 - 2012

July 1 – November 14

 

 

Step	M	M+15	M+30	M+45	M+60	CAGS	DOC
1	47069	48038	49493	50483	51493	53008	54523
2	48952	49960	51474	52504	53554	54564	56584
3	50911	51957	53531	54603	55694	57209	58724
4	52947	54036	55673	56787	57924	59439	60954
5	55066	56197	57900	59058	60239	61754	63269
6	57266	58447	60217	61421	62650	64165	65680
	59558	60783	62623	63876	65154	66669	68184
8	61940	63215	65130	66432	67761	69276	70791
9	64419	65743	67735	69089	70470	71985	73500
10	66995	68373	70444	71852	73290	74805	76320
11	70188	71112	73261	74727	76222	77737	79282
12	72462	73953	76192	77716	79271	80786	82301
13	75360	76910	79241	80825	82442	83957	85472
14	78375	79986	82410	84058	85740	87255	88770
15	79943	81586	84058	85740	87455	88970	90485
25	80511	82154	84627	86309	88035	89550	91065
30	81080	82723	85196	86877	88614	90129	91644

                    Work year: RSY +10 

2011 – 2012

November 15 – June 30

 

 

Step	M	M+15	M+30	M+45	M+60	CAGS	DOC
1	48010	48998	50483	51492	52523	54068	55613
2	49931	50959	52503	53554	54625	55656	57716
3	51929	52997	54602	55695	56808	58354	59899
4	54006	55117	56787	57923	59082	60627	62173
5	56168	57321	59058	60239	61444	62990	64535
6	58411	59616	61422	62650	63903	65449	66994
	60749	61998	63875	65154	66457	68002	69548
8	63179	64479	66432	67760	69116	70661	72207
9	65707	67058	69089	70471	71879	73424	74970
10	68335	69740	71853	73289	74755	76301	77846
11	71592	72534	74727	76221	77746	79291	80868
12	73912	75432	77716	79271	80856	82402	83947
13	76867	78449	80825	82442	84091	85636	87182
14	79942	81586	84058	85739	87455	89000	90545
15	81541	83217	85739	87455	89204	90749	92295
25	82121	83797	86319	88035	89795	91341	92886
30	82701	84378	86899	88615	90387	91932	93477

                    Work year: RSY +10

 

2012 – 2013

 

 

 

Step	M	M+15	M+30	M+45	M+60	CAGS	DOC
1	48971	49978	51493	52522	53573	55149	56726
2	50929	51978	53553	54625	55718	56769	58870
3	52968	54057	55694	56809	57944	59521	61097
4	55086	56219	57922	59081	60264	61840	63416
5	57291	58468	60239	61444	62673	64249	65826
6	59580	60808	62650	63903	65181	66758	68334
	61964	63238	65153	66457	67786	69363	70939
8	64443	65769	67761	69116	70498	72075	73651
9	67021	68399	70471	71880	73317	74893	76469
10	69702	71135	73290	74755	76251	77827	79403
11	73024	73985	76221	77746	79301	80877	82485
12	75390	76941	79271	80856	82473	84050	85626
13	78405	80018	82442	84091	85773	87349	88925
14	81541	83217	85739	87454	89204	90780	92356
15	83172	84882	87454	89204	90988	92564	94140
25	83764	85473	88046	89795	91591	93167	94744
30	84355	86065	88637	90387	92194	93771	95347

                     Work year: RSY +10
 

Coaching Schedules

 

						FY11	FY12		FY13
Football
	Head		1		$6,686			$6,820		$6,956
			2		$7,652			$7,805		$7,961
			3		$8,650			$8,823		$8,999
	JV/1st Asst		1		$3,793			$3,868		$3,946
			2		$4,425			$4,513		$4,604
			3		$4,989			$5,089		$5,191
	Freshman/2nd Asst		1		$3,459			$3,528		$3,599
			2		$3,726			$3,800		$3,876
			3		$4,325			$4,411		$4,500
Soccer
	Head		1		$3,793			$3,868		$3,946
			2		$4,590			$4,682		$4,776
			3		$5,256			$5,361		$5,468
	JV/1st Asst		1		$2,461			$2,511		$2,561
			2		$2,860			$2,918		$2,976
			3		$3,327			$3,393		$3,461
	Freshman/2nd Asst		1		$2,396			$2,444		$2,493
			2		$2,461			$2,511		$2,561
			3		$2,528			$2,579		$2,630
	Middle School		1		$2,262			$2,308		$2,354
			2		$2,328			$2,375		$2,422
			3		$2,396			$2,444		$2,493
Golf
	Head		1		$3,712			$3,786		$3,862
			2		$3,978			$4,058		$4,139
			3		$4,377			$4,465		$4,554
	JV/1st Asst		1		$2,162			$2,206		$2,250
			2		$2,695			$2,749		$2,804
			3		$3,127			$3,189		$3,253
Cross Country - Fall
	Head		1		$3,712			$3,786		$3,862
			2		$4,078			$4,160		$4,243
			3		$4,510			$4,600		$4,692
	JV/1st Asst		1		$1,997			$2,037		$2,077
			2		$2,262			$2,308		$2,354
			3		$2,528			$2,579		$2,630

                                                                           

					FY11			FY12          FY13
Field Hockey
	Head			1		$3,693	$3,766		$3,842
				2		$4,490	$4,580		$4,672
				3		$5,190	$5,294		$5,400
	JV/1st Asst			1		$2,528	$2,579		$2,630
				2		$2,895	$2,953		$3,012
				3		$3,394	$3,461		$3,531
	Freshman/2nd Asst			1		$2,396	$2,444		$2,493
				2		$2,461	$2,511		$2,561
				3		$2,528	$2,579		$2,630
	Middle School			1		$2,262	$2,308		$2,354
				2		$2,328	$2,375		$2,422
				3		$2,396	$2,444		$2,493
Basketball/Hockey
	Head			1		$4,724	$4,818		$4,915
				2		$5,589	$5,701		$5,815
				3		$6,454	$6,583		$6,715
	JV/1st Asst			1		$3,459	$3,528		$3,599
				2		$3,726	$3,800		$3,876
				3		$4,059	$4,140		$4,223
	Freshman/2nd Asst			1		$2,661	$2,715		$2,769
				2		$2,827	$2,884		$2,941
				3		$2,994	$3,054		$3,115
	Middle School			1		$ 2,262	$2,308		$2,354
				2		$2,328	$2,375		$2,422
				3		$2,396	$2,444		$2,493
Track Indoor - (Winter/Spring)
	Head			1		$3,626	$3,698		$3,772
				2		$4,325	$4,411		$4,500
				3		$4,924	$5,022		$5,123
	JV/1st Asst			1		$2,461	$2,511		$2,561
				2		$2,795	$2,851		$2,908
				3		$3,194	$3,257		$3,323
Baseball/Softball/Lacrosse
	Head			1		$4,125	$4,207		$4,291
				2		$4,924	$5,022		$5,123
				3		$5,655	$5,768		$5,883

 

					FY11			FY12       FY13
	JV/1st Asst			1		$2,695	$2,749		$2,804
				2		$3,127	$3,189		$3,253
				3		$3,626	$3,698		$3,772
	Freshman/2nd Asst			1		$2,262	$2,308		$2,354
				2		$2,528	$2,579		$2,630
				3		$2,928	$2,987		$3,046
	Middle School			1		$2,262	$2,308		$2,354
				2		$2,328	$2,375		$2,422
				3		$2,396	$2,444		$2,493
Tennis
	Head			1		$3,712	$3,786		$3,862
				2		$3,978	$4,058		$4,139
				3		$4,412	$4,500		$4,590
	JV/1st Asst			1		$1,997	$2,037		$2,077
				2		$2,262	$2,308		$2,354
				3		$2,528	$2,579		$2,630
Cheering
	Head			1		$3,712	$3,786		$3,862
				2		$3,978	$4,058		$4,139
				3		$4,412	$4,500		$4,590
	Middle School			1		$2,262	$2,308		$2,354
				2		$2,328	$2,375		$2,422
				3		$2,396	$2,444		$2,493

 

 

Co-Curriculum Activities

 

                                                                               FY11          FY12        FY13

Art/Computer		$1,245	$1,270	$1,296
Calendar Coordinator		$538	$549	$560
Club Advisor		$969	$988	$1,008
Curriculum Chairs 7-12		$3,459	$3,528	$3,599
Curriculum Chairs 3-6		$3,367	$3,435	$3,503
Curriculum Chairs K-2		$3,367	$3,435	$3,503
Director of Production/Production		$3,114	$3,176	$3,240
Elementary Chorus/School		$691	$705	$719
Elementary Band/School		$691	$705	$719
Extracurricular Activities		$553	$565	$576
Freshman Class Advisor		$969	$988	$1,008
High School Year Book Advisor		$2,733	$2,788	$2,843
High School Chorus		$1,799	$1,835	$1,871
High School Band/Marching Band		$3,148	$3,211	$3,275
High School Newspaper		$1,973	$2,012	$2,052
High School Chorus/Production		$1,522	$1,553	$1,584
High School SPED Chair		$2,460	$2,510	$2,560
High School Acapella		$969	$988	$1,008
High School French Club		$969	$988	$1,008
High School Science Fair Advisor		$969	$988	$1,008
High School Science Fair Coordinator		$969	$988	$1,008
Honor Society		$1,279	$1,304	$1,330
Junior Honor Society		$1,384	$1,411	$1,440
Junior Class Advisor		$1,419	$1,447	$1,476
Literary Magazine		$1,107	$1,129	$1,152
Media Liaison		$1,245	$1,270	$1,296
Teacher Mentoring		$969	$988	$1,008
OD/SS Supervisor		$34	$35	$36
PBIS Coach		$966	$985	$1,005
Peer Leaders		$-	$-	$-
Performing Arts Center Scheduler		$940	$959	$978
Pit Band/Production		$1,315	$1,341	$1,368
PIM Team		$538	$549	$560
Senior Class Advisor		$1,661	$1,695	$1,729
Senior Project Coordinator		$1,876	$1,913	$1,951
Sophomore Class Advisor		$969	$988	$1,008
Student Council		$1,973	$2,012	$2,052
TAT (Elementary) K-6		$109	$111	$113
TAT (Middle) 7-9		$79	$80	$82
TAT (Secondary) 10-12		$62	$63	$64
Technical Advisor/Production		$1,799	$1,835	$1,871
Web Master		$1,209	$1,233	$1,258
Weight Room Supervisor/Season		$1,937	$1,976	$2,015

 

 

                      

 

 

APPENDIX E

 

 

 

 

 

 

 

 

 

 

 

 

Mashpee Public Schools

 

 

Individual Performance Evaluation

 

Manual

Evaluation is a continuous and comprehensive activity within each classroom and building.  Every effort must be made by the Principal, Director and/or the curriculum chairperson to help the individual be successful.  Use must be made of building staff and central staff to help in this regard.  The evaluating administrator shall bring to the immediate attention of the superintendent the names of any employee whose quality of service needs to be improved, including the administrator’s recommended plans to help the individual improve any deficiencies.

 

When an individual is not meeting the principle in any area, the evaluator shall provide specific recommendations for improvement.

 

After the conference, at which time equal opportunity will be available for each participant to react, the evaluation form will be signed by the individual and the evaluator.  If the individual disagrees with the evaluator’s evaluation, a written rebuttal may be made by the individual and attached to the evaluation form.

 

Whenever an administrator observes a procedure or condition that may be regarded as undesirable, nothing in the evaluation policy or criteria is to limit the authority of the administrator in bringing the situation to the attention of the individual responsible at that time; the administrator will then expect immediate steps be taken by the individual.

 

The superintendent, may at any time, evaluate an individual using the process and criteria outlined.  Any individual who is being considered for termination or non-renewal will be evaluated by the superintendent, principal and other appropriate supervisors.

 

Components of Evaluation:

 

• The performance components shall be measurable.
• The performance components shall reflect and allow for significant differences in assignments and responsibilities.  These differences shall be described in evaluation reports.
• The performance components shall be shared with the individual being evaluated in advance of the evaluation process.
• The purpose of evaluation shall be stated clearly, in writing, with the individual being evaluated.
• The evaluation process shall be free of racial, sexual, religious and other discrimination and biases as defined in state and federal laws.
• The individual being evaluated shall be allowed to gather and provide additional information on his/her performance.  Such information must be provided in a timely manner and must be considered by the evaluator.
• The person being evaluated shall have an opportunity to respond in writing to the evaluation reports.

 

 

 

 

 

PROCEDURE FOR GOAL SETTING

 

Goal setting is a learning and behavioral change process for the future.   Three goals per school year will be developed between the individual and evaluator(s).  One goal shall be a school district goal; one goal shall focus on the improvement of student; and one goal shall be personal choice.  These goals are to remain confidential with the teacher and the evaluator until the evaluation process has been completed.

 

A.        Goals will be initiated by the evaluatee and submitted to the evaluator(s) for mutual discussion and approval.  This process will be completed within 30 school days.

 

It is important to mention that the value of goal setting increases when both evaluator and the evaluatee are flexible.  Conditions/priorities change throughout the year.  Therefore, goals often must be reduced/adjusted in order to place the emphasis in the area which will achieve the greatest value.  The non-attainment of a stated goal should not necessarily result in an adverse comment.

 

B.        If the individual and evaluator(s) cannot reach agreement in the selection of goals for the evaluation period, the individual and/or evaluator(s) will petition the Reviewer to render a binding decision on the goals.  The Reviewer for all staff will be the superintendent of schools.

 

C.        A time line will be developed for the accomplishment of each goal.  At any time during the evaluation cycle prior to April 15, goals may be readjusted by the evaluatee.

 

It is important that in addition to time lines, the following actions must also be considered:

 

            1.         Statement of the goal

 

2.         Action(s) to be taken by the Administrator to support and assist the individual to achieve the desired result(s); this is to include observation schedules and followup meetings, where applicable.

 

            3.         Action(s) to be taken by the individual to achieve the desired result(s).

 

            4.         Identify and list the critical resources needed to achieve the goal(s).

           

5.         Establish the method to be used to measure achievement of goal.  If goal was readjusted, the achievement measures would also be readjusted.

 

D.        There will be a conference held by April 15^th between the individual and the evaluator(s).  The purpose will be to review the performance evaluation for that evaluation period and to discuss goals for the evaluation period covering the next school year.

 

E.         The goal of choice may be chosen from, but not limited to, the following:

 

            1.         Classroom Management

 

            2.         Instructional Procedures

 

            3.         Interpersonal Relationships

 

            4.         Evaluation of Students

 

            5.         Professional Participation

 

            6.         Professional Competencies

 

            7.         Innovative Ideas and Activities

 

            8.         Other Mutually Agreed Upon Goals

 

F.         Personal Choice Goal for individuals with professional status during year of self-evaluation will follow the format below:

 

1.         Goal 3 – Personal Choice, chosen by the individual need not be related to school or district goals.  The personal choice goal will be presented by the individual teacher to the evaluator.  After mutual discussion, it will not be denied without reasonable explanation.

           

CLASSROOM OBSERVATION AND PROCEDURAL CHECKLIST

 

In addition to goal setting, the following procedures will be followed for the Individuals – Performance Evaluation during the years of administrative evaluation.

 

            1.         The evaluation cycle will be September 1 – April 1.

 

2.         All individuals with professional status will receive a minimum of one evaluation annually (excluding individuals in a “self evaluation” year).

 

3.         All individuals without professional status will receive a minimum of three evaluations annually.

 

            4.         All evaluations must be submitted by April 15 to the superintendent.

 

            5.         All self evaluations submitted by May 15.

APPENDIX E

 

GOAL SETTING

 

 

 

 

1.         Statement of Goal.

 

 

 

 

 

2.         State action(s) to be taken by administrator to support and assist the individual to achieve the desired result(s).

 

 

 

 

 

3.         State action(s) to be taken by the individual to achieve the desired result(s).

 

 

 

 

 

 

4.         Identify and list the critical resources needed to achieve the goal(s).

 

 

 

 

 

5.         Establish the method to be used to measure achievement of the goal.

 

 

 

 

 

(Use one form for each goal.)

EVALUATION CALENDAR

 

 

1.         Initial Conference – within the first 30 school days.

 

2.         Goal Setting Complete – November 15.

 

3.         Between November 16 and April 15, a minimum of one conference will be held to discuss goal attainment and/or changes.

 

4.         Pre/post conferences will occur within five work days of observation.

 

5.         Conferences for individuals will be held no later than April 15.

 

6.         Performance Evaluations will be forwarded in the following manner:

 

                        Area                            Evaluator(s)                            Reviewer

            a.  All permanently                Principal                                  Superintendent

                assigned staff ps-12                        Assistant Principal

                                                            Directors

            b.  Itinerant staff ps-12           Principal                                  Superintendent

                                                            Assistant Principal

                                                            Directors

 

7.         Self-Evaluation – Completed by May 15.

 

 

 

 

 

 

 

 

 

Note:  These are minimum observations and do not preclude evaluators from conducting additional visits.

 

MASHPEE HIGH SCHOOL COACH EVALUATION

 

	Outstanding	Satisfactory	Unsatisfactory
1.  Decides the  personnel of the team in an objective and consistent manner.