Medford

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DistrictMedford
Shared Contract District
Org Code1760000
Type of DistrictMunicipal K12
Union AffiliationMTA
Most Recent DocumentContract
Expiring Year2015
Expired Status
Superintendency Union
Regional HS Members
Vocational HS Members
CountyMiddlesex
ESE RegionGreater Boston
Urban
Kind of Communityurbanized centers
Number of Schools9
Enrollment4854
Percent Low Income Students30
Grade StartPK or K
Grade End12
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CONTRACT

BETWEEN THE

MEDFORD TEACHERS ASSOCIATION

AND

THE SCHOOL COMMITTEE,

CITY OF MEDFORD

"Dedicated to the Education of  Medford Youth''

September 1, 2012 through August 31, 2015

MEDFORD SCHOOL COMMITTEE - 2012

Honorable Michael J. Glynn, Mayor, Chairperson

John Falco

Robert Emmett Skerry, Jr.

Paulette Van der Kloot

Annemarie Cugno

Erin DiBenedetto

George Scarpelli

MEDFORD TEACHERS ASSOCIATION

Executive Board

Angelo LiCausi, President

Charlene Douglas, Vice-President

Karen DiDomenico, Secretary

David DiMattia, Treasurer

Joanne McKay, Financial Secretary

Maryellen Trane, Immediate Past President

Ellie Brady O'Leary, Elementary

Sharon Baxter, Elementary

Ben Halpern-Meekin, M.S.

Ryan McCarthy, M.S.

Nancy DeCristofaro, Voc-Tech

Andy Milne, H.S.

Shawn Morris, H.S.

Lance Yodzio, Special Services Secondary Rep.

Katie Bradley, Special Services Elementary Rep

AGREEMENT

BETWEEN

CITY OF MEDFORD SCHOOL COMMITTEE

AND THE

MEDFORD TEACHERS ASSOCIATION

The following Agreement by and between the City of Medford School Committee, hereinafter referred to as the "Committee," and the Medford Teachers Association, hereinafter referred to as the "Association," is designed to maintain and promote a harmonious relationship between the Committee and such of its employees covered by this Agreement in order that a more efficient and progressive public service may be rendered.

ARTICLE 1

RECOGNITION

The Committee recognizes the Association for the purpose of collective bargaining as the exclusive bargaining representative for the employees in the following unit:

Regularly appointed classroom teachers, guidance counselors, adjustment counselors, librarians and coaches who are teachers in the Medford Public Schools, but not including the Evening Academic or Vocational School Programs, the Community Schools Program and the Adult Homemaking & Crafts Program.

ARTICLE 2

MANAGEMENT RIGHTS

Nothing in this Agreement shall be construed in any way to alter, modify, change or limit the authority and jurisdiction of the School Committee, as provided by the Massachusetts Constitution, the General Laws of Massachusetts, the Decisions of the Supreme Judicial Court of the Commonwealth of Massachusetts, or the laws of the United States, or any law or order pertinent thereto.

During the term of this Agreement, except as expressly provided otherwise therein, the determination and administration of educational policy, the operations of the schools and the direction of the staff are vested exclusively in the School Committee; provided, however, should the School Committee plan a substantial change of policy not covered by this Agreement which affects the wages, hours and other conditions of employment of the employees covered by this Agreement, then the School Committee shall notify the Association regarding said change and shall meet to negotiate change. Nothing herein shall be construed to require the School Committee to submit to arbitration, as provided by this Agreement, any matter so discussed.

ARTICLE 3

NO STRIKE CLAUSE

The Association, on its own behalf and on behalf of each of the employees that it represents, hereby agrees and covenants that it will not authorize, approve, participate or in any way encourage any strike, work stoppage, slowdown or withholding of services in whole or in part, and including paid extra hour services, from the employer, City of Medford School Committee and the City of Medford. In the event that the existing statute (General Laws, Chapter 150E, Section 9A (a)) changes, then the parties shall meet to renegotiate this article.

ARTICLE 4

GRIEVANCE PROCEDURES

A grievance is a complaint by one or more employees which may arise concerning wages, hours, and conditions of employment of any employee covered by this Agreement and shall be settled in the following manner:

Step 1.   An aggrieved employee shall discuss his/her grievance with the grievance committee of the Medford Teachers Association. If the teacher and the Association cannot resolve the grievance, it shall move to the next step.

Step 2.   Within forty-five (45) school days of the occurrence or first awareness of the alleged grievance, the employee with a grievance or the Association will officially file a grievance in writing on a form to be provided by the Superintendent of Schools with his/her principal or immediate supervisor. Within five (5) days of filing, the principal or immediate supervisor shall meet with the grievant with the objective of resolving the matter; a representative of the Association may be present. If the grievance is not resolved, the grievant may present the grievance on the form provided to the Superintendent of Schools.

Step 3.   The Superintendent, within ten (10) school days after receipt of the written grievance, shall meet with the aggrieved employee and representatives of the Association in an effort to resolve the matter. The Superintendent shall notify the employee and the Association in writing of his disposition of the matter within ten (10) school days of this meeting. If the grievance is still unresolved, the employee, within ten (10) school days of receipt of the Superintendent's answer, may present his grievance, which shall be in writing, to the School Committee.

Step 4.   The School Committee at the next Regular School Committee meeting scheduled at least three (3) school days after receipt of the written grievance, shall meet with the aggrieved employee and representatives of the Association in an effort to resolve the matter. The School Committee shall thereafter notify the aggrieved employee and the Association in writing within ten (10) school days, as to the result of their deliberations.

Step 5.   If the grievance still remains unresolved between the School Committee and the Association, then either party may submit the matter to arbitration within ten (10) school days of the School Committee's response in Step 4, pursuant to the Labor Arbitration Rules of the American Arbitration Association, provided, however, no grievance shall be submitted to arbitration that:

5.1        Involves a matter outside the scope of the express terms of this Agreement, notwithstanding the fact the matter may have been discussed as a grievance in Steps 1 through 4.

5.2       Involves a matter which has not been presented timely according to the time limitation is as set forth herein, unless modified in writing by the mutual consent of the parties

Grievances pending or grievances which may arise during the summer vacation period shall be held in abeyance until the opening of school in September and then shall be processed in accordance with the provisions of this Article.

Nothing in this Agreement shall be construed as to obligate the parties to arbitrate the unresolved matters in any future negotiation or opener thereof, to be entered into upon the termination, opening or reopening of this Agreement.

The arbitrator chosen shall have no power or authority to add to or subtract from, or modify any of the terms of this Agreement. The decision of the arbitrator shall be final and binding upon the parties, subject to the provision of General Laws, Chapter 150C. The costs of the arbitration shall be shared equally by the Committee and Association.

ARTICLE 5

SALARIES

A.  The salaries of all persons covered by this Agreement are set forth in Appendix "A" which is attached hereto and made a part hereof.

B.         Salaries shall be paid every second week in accordance with the present practice. All twenty-six paychecks shall reflect the blended annual rate of pay.

C.   All teachers will receive the remainder of their yearly salary on the last day of school.

D.  No teacher shall be denied an increment except for reasonable cause.

E.   A high school teacher who teaches a 7th period or an additional one (1) period course per week over a six-day cycle shall be paid an annual stipend of $1,000. The selection of teachers to teach extra classes beyond the contractual maximum shall be made on the basis of the following criteria: 1) teacher volunteers; 2) teacher available at the required time; 3) teacher is certified in the subject area and is competent to teach the specific subject (i.e. foreign language, instrument lessons or ensemble, etc), 4) the teacher is assigned a full workload of classes. A teacher shall not be offered a second extra class until all other eligible and interested teachers have had an opportunity of teaching at least one extra class. If all other criteria have been met and more than one teacher remains eligible, the decision shall be made at the discretion of the administration.

ARTICLE 6

TEACHING HOURS AND TEACHING LOAD

A.        Hours.

1.         Elementary

The workday of classroom teachers shall begin ten (10) minutes prior to the regular starting time in the particular school. Teachers will remain until 3:00 p.m. two (2) days per week, 2:45 p.m. two (2) days per week, and 2:35 p.m. on the day student dismissal is 1:30 p.m.

On one afternoon per week elementary school pupils in grades K through five shall be dismissed at 1:30 p.m. following a thirty (30) minute lunch period which shall be duty free for teachers. All teachers must remain until 2:35 p.m., using the remainder of the day for remedial help, special pupil projects, individual parent teacher conferences, and class preparation time. These afternoons may be set aside by the Superintendent of Schools for professional workshops and improvement. These afternoons shall be carried out so long as it does not conflict with regulations set by the Department of Education and the School Committee. The Association agrees that the scheduled instructional hours shall not fall below 905 instructional hours per year as provided in the elementary school schedule.

Teachers will be released at 12:00 noon on the following days:

the day before Thanksgiving

the day before the Christmas holiday break

the last day of school

Should the day before the Christmas holiday break fall on a day other than a Wednesday, schedules will be rearranged to flip flop the noon release day with the Wednesday schedule for that week.

2.         Middle Schools

The work day of classroom teachers will be from 7:50 a.m. (10 minutes prior to homeroom) to 2:30 p.m. three (3) days per week, and from 7:50 a.m. to 3:00 p.m. two (2) days per week.

On twelve (12) Early Release days, students will be dismissed at 12:00 noon.

3.         High School

The work day for classroom teachers will be from 7:40 am. (five minutes prior to homeroom) to 2:23 p.m. four (4) days per week, and from 7:40 a.m. to 3:00 p.m. one (1) day per week. All high school teachers shall teach a maximum of twenty-six (26) periods per six-day cycle except Physical Educational Health teachers who shall teach twenty-eight (28) periods per six-day cycle; however, physical education/health teachers shall not be required to substitute.

On twelve (12) Early Release days, students will be released at 12:00 noon.

The 1997-1998 school year will be a one-year transition for individual teachers not teaching a maximum teaching duty schedule.

Vocational High School

The workday for teachers will be from 7:40 a.m. (5 minutes before homeroom) to 3:00 p.m. Monday through Thursday, and from 7:40 a.m. to 2:30 p.m. on Friday.

Vocational teachers with less than a maximum teaching load may be assigned up to a maximum of five (5) duty periods per week

4.        Nothing herein shall be construed to prohibit the School Committee, Superintendent, principal and/or a supervisor from requiring teachers to work before or after said hours as the needs or legal obligations of the school shall require. Such requirement shall not be capricious, and shall be limited to reasonable and necessary situations.

B.   Work Year

The work year shall be between September 1 and June 30 as determined by the School Committee. Teachers shall be required to be in attendance a period not to exceed 182 days, plus an additional day for professional development effective July 1, 2001 except in the case of a new teacher wherein 186 days shall be required. Exceptions to the provision may be made in order to comply with the requirements of the State Board of Education or any other applicable provision of law, in which case the parties shall meet forthwith to negotiate the effect of said exception.

C.   Lunch Periods

All teachers shall be given a duty-free lunch period of thirty (30) minutes. Nothing in this provision shall be construed to cause the reduction of the lunch period of any teacher. Should the School Committee, in order to comply with this provision, determine that it is necessary to extend the school day for students and the teachers' workday, then it will notify the Association which may, at its option, determine whether to extend the school day in order to comply with this provision or to retain the present school day and have a shorter lunch period than the agreed upon thirty (30) minutes stated herein.

D.  Elementary School Recess

Teachers in the elementary schools shall be granted a duty free recess period, every other day, in the elementary schools whenever it is feasible to schedule same at the particular school involved.

E.         Teachers may be required to remain after the close of school without additional compensation for a total of two and one quarter hours per month for team evaluations or other professional staff meetings, provided written notice is given to the teacher four school days prior to the meeting with an explanation of the purpose of the meeting. However, the total time may not be divided into more than three meetings per month.

Teachers may be required to attend two (2) evening meetings, for a duration of not more than two (2) hours each, per year. In addition, High School teachers will be required to participate on a rotating basis, in one night of Graduation exercises. (Said participation shall be approximately once every four years.)

F.        Preparation Periods

1.         High School/Middle Schools

All High School teachers shall be guaranteed a minimum often (10) preparation periods per six-day cycle except Physical Education/Health teachers who shall be guaranteed eight (8) preparation periods per cycle. No teacher shall be expected to teach more than five (5) periods per day unless they volunteer to do so for which they will be compensated at the annual rate of $1,000 annually per period. Teachers shall not be caused to lose their preparation period to cover other school related situations, excepting an unforeseeable need to replace others or in the event of an unforeseeable emergency situation, including the unavailability of substitute teachers, in which case no pay shall be needed. Otherwise, for the loss of such periods, teachers shall be compensated at the rate of $25,00 per period. The parties agree that there will be no claim for partial loss of a preparation period on the secondary level, if such partial loss is six minutes or less, provided (1) the administration gives a week's notice in writing of any altering of the regular schedule; and (2) the administration consolidates the activities so there is a minimum of these activity periods. Any violation of the above stipulations will result in a reversion to the arbitrator's award.

2.          Secondary school teachers will not be required to teach more than two (2) subjects, no more than a total of three (3) teaching preparations within each of said subjects at any one time. Exceptions to this provision may be made for good cause, in which case the Superintendent shall notify the President of the Association and indicate the reason therefore.

3.         Community Service Learning is recognized as a valuable educational tool, mandatory for high school students. Teacher creation of Community Service Learning offerings, however, shall be voluntary and open to all Association members at all levels; teachers whose offerings are utilized and implemented shall be compensated an annual stipend of $1,000.

4.         Middle School Core Team Teachers shall receive nine (9) preparation periods per week. Six (6) shall be used for individual preparation periods. Two (2) preparation periods shall be used for Core Team meetings. The Core Team shall be defined as the teachers of English, Math, Social Studies, Science and Special Education. One (1) preparation period shall be used for a co-teaching preparation. All non-Core teachers shall receive six (6) individual preparation periods.

5.         Elementary Preparation Time

Regardless of teaching assignment there are only two categories of elementary teaching personnel: elementary teacher specialist and elementary teacher.

A.  All elementary teacher specialists, including but not limited to Special Education, ESL, Title 1, Remedial Reading and Bilingual shall receive three (3) hours of unassigned time during each week to be scheduled in three (3) one hour blocks or four (4) forty-five (45) minute blocks. The schedule is to be worked out with the principals of the respective schools.

B. Beginning with the 1998-1999 school year, all elementary classroom teachers shall receive a cumulative total of three hours and forty-five minutes of unassigned time during each week scheduled in minimum blocks of at least thirty (30) minutes. At each building, the principal with the advice and consent of that building's faculty can recommend that the three hours and forty-five minutes of unassigned time during each week be divided into either 1) five 45-minute periods; or 2) three 60-minute periods and one 45-minute block or 3) two 60-minute blocks and two 30 minute and one 45-minute block. This recommendation is then subject to approval by the Superintendent of Schools. Preparation time shall not include current time allowed to teachers for lunch and recess. Preparation time will include any time provided by specialists and/or other program staff during which an elementary teacher is not required to be in the room. Loss of any of this time during any school year by an elementary teacher or elementary teacher specialist will be compensated at the rate of $25.00 per period. (A period is to be considered not less than forty (40) minutes nor more than sixty (60) minutes). Any full period different from the period so defined will be compensated on a proportionate basis. The Association agrees to allow the Medford Public Schools to employ no more than nine (9) non-unit personnel for the specific purpose of providing forty-five minutes (45) additional preparation time for the elementary classroom teachers, K through grade five. These non-unit personnel are in addition to the nine (9) program aides referenced in Article 6, Section F., 5B, par. 2.

Preparation time will be provided by specialists in a wide range of curriculum areas including, but not limited to, Physical Education, Health Education, Computer Education, Science Education, Language Arts Education, Social Studies Education, Mathematics Education, and Art and Music Education. All such time provided will count toward the three hours and forty-five minutes of preparation time. It is agreed that the Medford School Committee will be allowed to use up to nine (9) Program aides for the duration of this agreement; it is further agreed that teachers with professional teacher status currently assigned in these specialist areas shall be grandfathered and shall not be displaced unless as a result of a voluntary transfer. Subsequent to that time, all elementary preparation time will be covered by certified teachers who are eligible for membership to the Medford Teachers Association. On days when a teacher is involved in a field trip there will be no compensation provided for the loss of such time. Scheduled time lost by virtue of classroom teacher absenteeism will not be made up.

The schedule for unassigned preparation time will be worked out cooperatively between teacher specialists, classroom teachers, and principals of the respective schools in conjunction with Central Administration and the various directors, department heads and/or supervisors. Teachers will work closely with the principal of their respective building to facilitate the work of specialists and other personnel used to relieve teachers in this process. Final determination shall be made by administration.

This program will begin each year on the first day of the academic year and conclude on the 180th academic day.

G. Extracurricular Activity.

Teacher participation in extracurricular activities after school shall, in general, be voluntary.

Teachers may be assigned an extracurricular activity during the school day in lieu of an instructional period or periods.

H. On early release days for in-service programs, administration may require teacher attendance. For the 1994-1995 school year, teachers may be required to attend two in-service trainings; for the 1995-1996 school year, teachers may be required to attend three in-service trainings; for the 1996-1997 school year, teachers may be required to attend four in-service trainings. The mandatory attendance of this section will expire at the end of the 1996-1997 school year.

ARTICLE 7

JOB SECURITY AND CLASS SIZE

A. The Committee and the Association agree that no teacher with professional status on staff at the date of the execution of this contract will be terminated from employment by the Committee for any reason other than dismissal pursuant to the procedure set out in Massachusetts General Laws, Chapter 71, Section 42, for so long as class sizes, as set out in Section B, are exceeded in the areas of education in which the particular teacher with professional status has established seniority.

In the event a teacher with professional status or teachers without professional status leave the system for any reason other than death or retirement, the positions will be filled by the same number of replacements, subject to the above limitations. The Committee and the Association agree that no teaching position held by a non professional status teacher on staff at the date of execution of this contract will be eliminated by the Committee for so long as class sizes as set out in Section B, are exceeded within the specific area and level of education within the school system in which the teaching position exists, except in cases of death or retirement.

It is understood, agreed, and recognized by both parties that as of the effective date of this contract, various class sizes throughout the school system may in fact exceed the class levels as set forth in Section B, but that this circumstance shall not constitute a contractual violation.

Further, it is agreed that if there is any change in the current number of specialist positions which diminishes the amount of available preparation time to the elementary teachers, the Committee will make immediate provisions to insure that preparation time for teachers shall not be diminished.

For the duration of this contract, the parties agree that positions vacated by death or retirement of members of the bargaining unit after September 1, 1978, may be eliminated or left vacant by the Committee even if such action results in the exceeding of the class size levels as set out in Section B.

B.        Class Size Levels:

MEDFORD HIGH SCHOOL / VOCATIONAL SCHOOL

Academic Subjects: English, Social Studies

Mathematics, Foreign Language            25 Max av. per teacher

Guidance (Counselors will only teach

the students who are assigned to a

class for which they are responsible) 25 Max av. per class

Science

24 Max per class

Art

25 Max per class

Vocational Shop Subjects

18 Max per class

Physical Education

30 Max av. per teacher

Driver Education

35 Max per class

Music: Band

150 Max per class

Chorus

100 Max per class

MIDDLE SCHOOLS

Academic Subjects: English, Social Studies,

Mathematics, Foreign Languages      25 Max av. per teacher

Science

25 Max av. per teacher

Art

25 Max av. per teacher

Physical Education

30 Max av. per teacher

Music: Band

90 Max per class

Chorus

75 Max per class

General Music Class

25 Max av. per teacher

ELEMENTARY SCHOOLS

K-l                                             25 Max av. per grade per teacher

2-5                                            27 Max av. per grade per teacher

When an individual elementary school class exceeds the following numbers, an Instructional Aide will be provided for that class:

K                                                   25

Grades 1&2                                    30

Grades 3-5                                    33

Once the class size levels as set out in this section have been attained in a particular subject area or category in a particular school building in either the elementary or secondary level, the following provisions shall take effect:

1.  The School Committee may reduce the number of teaching positions, provided that the class size figures listed herein shall not be exceeded as a direct result of said reductions.

2.  Increased enrollments causing the exceeding of the class size levels contained herein shall not be construed to be the direct result of a prior elimination of staff positions effectuated by the School Committee in accordance with the provisions of Section A.

3.  The interpretation of this provision shall be based upon succeeding academic years from October 15 to October 15, on a school-by-school basis for the elementary level.

C.   The administration shall have until October 15 of each school year in which to make necessary adjustments in class sizes. The Committee cannot be charged with a violation of this Article during this period of time.

D.   Seniority

The Association and the Committee recognize that under certain circumstances it may become necessary to lay off a member of the bargaining unit. In the event that this necessity arises, all bumping and layoff rights will be enforced according to seniority as described herein and in Massachusetts General Laws, Chapter 71, Section 42. To maintain seniority a staff member must maintain a valid teaching certificate in the field.

1.   For the purpose of this article, seniority is defined to be the length of continuous employment of a teacher with professional status within a particular department measured from the date on which the Committee voted employment in the unit. Should an individual resign from the school system, seniority shall be lost. In the event such an individual reenters the bargaining unit, seniority would be computed from the date of reentry into the unit.

Seniority is specifically to be computed as follows:

a.         All seniority shall be listed in terms of years and months of accrued service based upon 1.0 equaling 1 year and .1 equaling 1 month service (based on a 10-month school year).

b.         All seniority earned prior to June 30, 1986, shall be given full credit as computed under prior contracts. Individuals with equal seniority accrued prior to June 30; 1986, shall have their respective seniority determined by the original date of appointment.

c.          Seniority and recall lists are to be compiled by the administration and forwarded to the president of the Association by November 1st of each academic year.

d.         In the event of equal seniority, the member with the higher educational credits shall be declared more senior. In the event that two or more members have equal seniority and educational credits, the judgment of the Committee shall prevail.

e.          Seniority shall not accrue, but shall not be broken by leaves of absence including involuntary leaves of absence (RIF). Notwithstanding anything to the contrary, each teacher shall be entitled to one leave of absence for up to one full year for any reason. During such leave seniority shall accrue.

f.          Part-time teaching positions (for a full year) shall accrue partial yearly seniority as follows:

1) Teachers will be awarded credit on the seniority list based upon their budgetary compensation at all levels.

2)   A teacher assigned full compensation will receive 1.0 for seniority in the specific year.

3)   A teacher assigned a fraction of 1.0 will be assigned the very same fraction for seniority in the specific year.

4)   In no event shall an individual earn more than 1.0 in a specific year.

5)   Individuals teaching split schedules may choose to put their seniority in one department.

6)   Full-time teachers currently teaching split schedules after June 1986 shall continue to accrue full seniority in each department for as long as they continue with said schedule.

g.         Full time teachers hired for less than a full school year shall receive seniority at the rate of .1 year for each month or part thereof worked.

h.         Teachers who are hired after June 30, 1986, who teach fewer than five classes per week in any one department shall accrue no seniority in that department unless that department is the only one in which they teach.

i.         In the event that a teacher is assigned a teaching schedule involving assignments in more than one department, that teacher may, at his/her option, elect to have all of his/her seniority placed in one department.

E.   Layoff

1.      Reductions in force may be effected up to October 1st of any work year. Notwithstanding the October 1st deadline, the School Committee shall have the right to reduce vacant positions provided such reductions do not violate the class size provisions of the agreement.

2.      Any teacher with professional status who is a member of the bargaining unit and is to be laid off according to the provisions of this Article shall be considered to be on a leave of absence without pay for a period of one year from the effective date of that layoff

3.      No teacher with professional status who is a member of the bargaining unit shall be laid off if there is a less senior member within the same department in which the senior member has accrued seniority.

4.      Any member of the bargaining unit who is to be laid off according to the provisions of this Agreement will be notified in writing in accordance with the provisions of Massachusetts General Laws, Chapter 71, Section 42.

5.      In the event part-time positions become necessary, they shall first be offered to volunteers within the bargaining unit. If more than one person volunteers, the most senior staff member shall be given preference subject to approval by the administration. If there is no volunteer, the part-time position shall be assigned to the least senior member of the department.

F.   Recall

1.      Teachers with professional status who are members of the unit shall be recalled to positions for which they are qualified and certified. Qualified is to be determined by the Superintendent of Schools.

2.      During the recall period of one full calendar year, a member on recall will be placed, if he/she so desires, on a preferential list and individuals on that list will be given first refusal of substitute positions.

3.      If more than one assignment is available to a teacher with professional status who is on layoff, the teacher will be offered the assignment more closely related to the assignment held by the teacher at the time of his layoff.

4.      If a regular full-time appointment within the individual's area(s) of seniority is refused by a member on layoff, then all further recall rights by said member shall be deemed waived.

5.      If a member accepts any appointment to an assignment outside of the area from which that member was laid off, then no seniority shall accrue during the one-year layoff period. Conversely, should a member accept any position within the department from which he has been laid off, then seniority shall accrue in accordance with the provisions above. In the event, however, that at the end of the layoff period, the affected teacher shall be allowed to accrue seniority within that department as of the first day of assignment into that department.

G.        The provisions of this Article pertain only to members of the Association's bargaining unit.

ARTICLE 8

NON-TEACHING DUTIES

A.         The Committee and the Association acknowledge that a teacher's primary responsibility is to teach and that his/her energies should, to the extent possible, be utilized to this end.

Assignment of teachers for non-teaching duties will be made on a reasonable basis; however, there shall be no additional assignment of duties beyond the present practice.

Elementary, Middle School and Vocational teachers will keep daily attendance in registers which will be balanced for each reporting period by the office staff of the respective schools

The Committee will endeavor, when possible, to require contractors to assume the responsibility for collecting sums for various purposes in lieu of the teacher performing this task, provided the added cost of collection is not so prohibitive as to discourage the sale of the particular item involved.

B.         Teachers will not be required to drive pupils to activities which take place away from the school buildings.

C.         The President and Vice President of the Medford Teachers Association shall receive no non-teaching duties

ARTICLE 9

TEACHER RE-EMPLOYMENT

A.         Teachers who receive leave at the close of a school year will, upon returning to the system, receive full credit in the salary schedule for all accredited full time outside teaching experience, military experiences, and Peace Corps, not to exceed three (3) years, Teachers who have not been engaged in teaching on a full-time basis will, upon return to the system, be restored to the next position on the salary schedule above that which they left.

It is agreed that the intent, implementation and objective of this paragraph is not to grant professional status to any teacher during the taking of such leave, which professional status is governed by the statutory law of the Commonwealth of Massachusetts and vested exclusively in the School Committee.

B.         Previously accumulated unused sick leave days will be restored to said resuming teachers.

ARTICLE 10

TEACHER ASSIGNMENT

A.        Teachers will be notified in writing of their programs for the corning year, including the school to which they will be assigned, the grades and/or subjects that they will teach, and special or unusual classes that they will have, not later than (1) week before the close of school; provided, however, exceptions and revisions may be made as a result of unexpected resignations, death, other termination of employment, and sudden and substantial increase or decrease in pupil enrollment or delayed passage of the City budget.

Wednesday afternoon schedule for elementary school teachers will stay at 2:00 p.m. for student dismissal for the remainder the 1997-1998 school year. The 1:30 p.m. schedule will go into effect beginning school year 1998-1999.

The high school non-teaching duties will be discontinued beginning with the 1998-1999 school year.

The provision which sets the average class size and composition for all assignments for guidance counselors will go into effect school year 1998-1999.

B.         In order to assure that pupils are taught by teachers working within their areas of competence, teachers will not be assigned outside the scope of their teaching certificate or their major or minor fields of study. Exceptions to this provision may be made for good cause, in which case the Superintendent shall notify the President of the Association and indicate the reason, therefore.

C.         To the extent possible, changes in grade assignment in the elementary schools and in subject assignment in the secondary schools will be voluntary. Changes in assignments in the following departments do not constitute transfers as intended in Article 10 D.2 and 10 D.3: K-8 Art; K-5 Physical Education; AV; Media; Bilingual/ESL/Multicultural; Counseling; K-8 Librarian; and Music.

D.        Although the Committee and the Association recognize that the transfer of teachers may be necessary, they also recognize that frequent transfer can be disruptive to the educational process. Therefore, the parties agree to the following procedures

1.        All teachers shall have the right to volunteer for open positions within their certifications. All volunteers may be interviewed by the appropriate administrator(s) prior to an appointment to the position. All volunteers must apply in writing by the closing date for the position or within five days of posting for positions described as "immediate opening" without a deadline for application. Volunteers are not guaranteed open positions.

2.        When involuntary transfers of teachers with professional status from their current assignments to a new assignment is necessary, a teacher's area of certification, major or minor field of study, teaching experience and seniority shall be considered in determining which teacher is transferred. When all these criteria are equal, seniority shall prevail.

3.        An involuntary transfer shall be made only after a meeting between the teacher involved and the Superintendent (or his designee), at which time the teacher shall he notified of the reasons for the transfer. In the event the teacher objects to the transfer, the teacher may notify the Association of the disagreement. The Association, after review of the transfer, may request a meeting with the Superintendent (or his designee), who will meet with the Association's representative to discuss the transfer.

4.        Notice of transfer will be given to teachers as soon as practicable, and under normal circumstances not later than June 30.

5.        A change in status file will be established so that teachers who wish to voluntarily transfer from the close of school one year to the opening of school the next year may have their preference on file. When vacancies occur, this file will be consulted and applicants will be considered volunteers according to Section 1. Change of status applications must be filed no later than June 30 and will automatically expire on the first day of the school year the next year.

E.   In arranging schedules for classroom teachers who are assigned to more than one school, an effort will be made to limit the amount of inter school travel. Such teachers will be notified of any changes in their schedules at once.

Compensation for travel expenses shall he at the rate of 27.5 cents per mile

F.   Teacher assignments will be made without regard to race, age, creed, color, religion, nationality, gender, marital status, or sexual orientation.

ARTICLE 11

FILLING OF POSITIONS

1.         A.        All vacancies in positions and newly created positions in the Collective Bargaining Agreement shall be posted within ten (10) working days at each school building and with a COPY sent to the president of the union. Positions may be filled on a temporary basis until the hiring process is completed. From the end of the school year to the opening of school in the next year, any positions which become vacant, or newly created positions, will be posted on the Medford Public Schools' website.

B.        With regard to all promotional vacancies to be filled (i.e., other than a classroom teaching position) occurring on or after June 1st for the next school year, the Superintendent shall post notice of the promotional vacancy in his office and a copy sent to the President of the Medford Teachers Association and to those teachers who have left self-addressed envelopes with the Superintendent for this purpose.

2.         Any teacher interested in said position should notify the Superintendent of Schools within two (2) weeks after the notice is posted, indicating his/her interest, availability and any special qualifications which the teacher may possess.

3.         After the expiration of the posting period, the Superintendent shall fill said vacancy. The decision of the Superintendent shall be final and shall not be subject to the grievance and arbitration provision of this Agreement.

4.          This article shall not apply to filling of vacancies occurring during the school year.

5.         Notice of transfers or changes in assignments shall be given by the Superintendent to the teachers involved as soon as reasonably possible.

ARTICLE 12

TEACHER EVALUATION

"The major purpose of teacher evaluations is to improve the professional performance of the teacher being evaluated, thereby enhancing the quality of teaching in the City of Medford. Other Department of Education requirements as to purpose are incorporated by reference."

A.  All observation of the work performance of a teacher will be conducted openly. The use of public address or audio systems without the knowledge of the teacher involved, shall be prohibited. The School Committee will observe the provisions of General Laws, Chapter 71, Section 42C regarding personnel folders.

B.   Any complaint regarding a teacher made to any member of the administration by any parent, student, or other person will be promptly called to the attention of the teacher before any disciplinary action is taken, if necessary.

C.   The Association recognizes the authority and responsibility of the principal for disciplining or reprimanding a teacher for delinquency of professional performance. If a teacher is to be disciplined or reprimanded by a member of the administration, he/she will be entitled to have a representative of the Association present.

D.  No teacher with professional status will be disciplined, reprimanded, reduced in rank or compensation without just cause; provided, however, the provisions of Massachusetts teachers tenure law shall be the only remedy available to said teacher alleged to be disciplined, etc., in cases when said statutes are applicable.

E.   There shall be one official personnel file for each teacher. Teachers shall have access to their personnel files within one (1) business day of requesting access. Such files may be copied but may not be removed from the superintendent's office without mutual consent, except for utilization in an appropriate legal hearing. Any individual who accesses a personnel file must sign the sign out sheet which is to be attached to each file.

F.   Should any material derogatory to a currently employed teacher's conduct, service or personality be posted in the teacher's personnel file, then the teacher involved will be given a copy of such material no later than fifteen (15) days from placement of such material in the file. If the teacher chooses to do so, he or she may submit any statement concerning the same if he or she so desires and said statement shall be filed with the alleged derogatory material in the teacher's personnel file.

G. Material kept in grievance and/or working files may not be used to evaluate and/or discipline a teacher unless it has been placed in the official personnel file.

H   The Superintendent or his/her designee shall initial all material placed in the official personnel file. The Association will be notified who the official designee is for this purpose

I.   Teacher and Caseload (SISP) Educator Evaluation Contract Language

1)         Purpose of Educator Evaluation

A)        This contract language is locally negotiated and based on M.G.L., c.71, § 38; M.G.L. c. 150E; the Educator Evaluation regulations, 603 CMR 35.00 et seq.; and the Model System for Educator Evaluation developed and which may be updated from time to time by the Department of Elementary and Secondary Education. See 603 CMR 35.02 (definition of model system). In the event of a conflict between this collective bargaining agreement and the governing laws and regulations, the laws and regulations will prevail.

B)        The regulatory purposes of evaluation are:

i)         To promote student learning, growth, and achievement by providing Educators with feedback for improvement, enhanced opportunities for professional growth, and clear structures for accountability, 603 CMR 35.01(2)(a);

ii)        To provide a record of facts and assessments for personnel decisions, 35.01(2)(b);

iii)       To ensure that every school committee has a system to enhance the professionalism and accountability of teachers and administrators that will enable them to assist all students to perform at high levels, 35.01(3); and

iv)       To assure effective teaching and administrative leadership, 35.01(3).

2)         Definitions

A)        Artifacts of Professional Practice: Products of an Educator's work and student work samples that demonstrate the Educator's knowledge and skills with respect to specific performance standards.

B)        Caseload Educator/Specialized Instructional Support Personnel (SISP): Educators who teach or counsel individual or small groups of students through consultation with the regular classroom teacher, for example, school nurses, guidance counselors, speech and language pathologists, and some reading specialists and special education teachers.

C)        Classroom teacher: Educators who teach preK-12 whole classes, and teachers of special subjects as such as art, music, library, and physical education. May also include special education teachers, ELL teachers, and reading specialists who teach whole classes.

D)        Categories of Evidence: Multiple measures of student learning, growth, and achievement, judgments based on observations and artifacts of professional practice but not less than 10 minutes, including unannounced observations of practice of any duration; and additional evidence relevant to one or more Standards of Effective Teaching Practice (603 CMR 35.03).

E)        District-determined Measures: Measures of student learning, growth and achievement related to the Massachusetts Curriculum Frameworks, Massachusetts Vocational Technical Education Frameworks, or other relevant frameworks, that are comparable across grade or subject level district-wide. These measures may include, but shall not be limited to: portfolios, standardized tests, and district-developed pre and post unit and course assessments, and capstone projects.

F)         Educator(s): Inclusive term that applies to all classroom teachers and caseload educators, unless otherwise noted.

G)        Educator Plan: The growth or improvement actions identified as part of each Educator's evaluation. The type of plan is determined by the Educator's career stage, overall performance rating, and the rating of impact on student learning, growth and achievement. There shall be four types of Educator Plans:

i)         Developing Educator Plan shall mean a plan developed by the Educator and the Evaluator for one school year or less for an Educator without Professional Teacher Status (PTS); or, at the discretion of an Evaluator/Building Administrator, for an Educator with PTS in a new assignment.

ii)        Self-Directed Growth Plan shall mean a plan developed by the Educator for one or two school years for Educators with PTS who are rated proficient or exemplary.

iii)       Directed Growth Plan shall mean a plan developed by the Educator and the Evaluator of one school year or less for Educators with PTS who are rated needs improvement.

iv)       Improvement Plan shall mean a plan developed by the Evaluator for a realistic time period sufficient to achieve the goals outlined in the Improvement Plan but at least 30 school days and no more than one school year for Educators with PTS who are rated unsatisfactory with goals specific to improving the Educator's unsatisfactory performance. In those cases where an Educator is rated unsatisfactory near the close of a school year, the plan may include activities during the summer preceding the next school year.

H)       ESE: The Massachusetts Department of Elementary and Secondary Education.

I)         Evaluation: The ongoing process of defining goals and identifying, gathering, and using information as part of a process to improve professional performance (the "formative evaluation" and "formative assessment") and to assess total job effectiveness and make personnel decisions (the "summative evaluation").

J)         Evaluator: Any person designated by a superintendent who has primary or supervisory responsibility for observation and evaluation. The superintendent is responsible for ensuring that all Evaluators have training in the principles of supervision and evaluation. Each Educator will have one primary Evaluator at any one time responsible for determining performance ratings. Evaluators shall have training in supervision and evaluation, including the regulations and standards and indicators of effective teaching practice promulgated by the DESE (35.03), and the evaluation standards and procedures established in this agreement. The evaluator must be an employee of the Medford Public Schools district and be licensed and be in a direct supervisory capacity to the educator being evaluated. An evaluator who is rated by their respected supervisor as "Unsatisfactory" will not be allowed to evaluate an educator.

i)         Primary Evaluator shall be the person who determines the Educator's performance ratings and evaluation.

ii)        Supervising Evaluator shall be the person responsible for developing the Educator Plan, supervising the Educator's progress through formative assessments, evaluating the Educator's progress toward attaining the Educator Plan goals, and making recommendations about the evaluation ratings to the primary Evaluator at the end of the Educator Plan. The Supervising Evaluator may be the primary Evaluator or his/her designee.

iii)       Teaching Staff Assigned to More Than One Building: Each Educator who is assigned to more than one building will be evaluated by the appropriate administrator where the individual is assigned most of the time. The principal of each building in which the Educator serves must review and sign the evaluation, and may add written comments. In cases where there is no predominate assignment, the superintendent will determine who the primary evaluator will be.

iv)       Notification: The Educator shall be notified in writing of his/her primary Evaluator and supervising Evaluator, if any, at the outset of each new evaluation cycle. The Evaluator(s) may be changed upon notification in writing to the Educator.

K)       Evaluation Cycle: A five-component process that all Educators follow consisting of 1) Self-Assessment; 2) Goal-setting and Educator Plan development; 3) Implementation of the Plan; 4) Formative Assessment/Evaluation; and 5) Summative Evaluation.

L)        Experienced Educator: An educator with Professional Teacher Status (PTS).

M)       Family: Includes students' parents, legal guardians, foster parents, or primary caregivers.

N) Formative Assessment: The process used to assess progress towards attaining goals set forth in Educator plans, performance on standards, or both. This process may take place at any time(s) during the cycle of evaluation, but typically takes place at mid-cycle.

O)       Formative Evaluation: An evaluation conducted at the end of Year 1 for an Educator on a 2-year Self-Directed Growth plan which is used to arrive at a rating on progress towards attaining the goals set forth in the Educator Plan, performance on Standards and Indicators of Effective Teaching Practice, or both.

P)        Goal: A specific, actionable, and measurable area of improvement as set forth in an Educator's plan. A goal may pertain to any or all of the following: Educator practice in relation to Performance Standards, Educator practice in relation to indicators, or specified improvement in student learning, growth and achievement. Goals may be developed by individual Educators, by the Evaluator, or by teams, departments, or groups of Educators who have the same role.

Q)       Measurable: That which can be classified or estimated in relation to a scale, rubric, or standards.

R)        Multiple Measures of Student Learning: Measures must include a combination of classroom, school and district assessments, student growth percentiles on state assessments, if state assessments are available, and student MEPA gain scores. This definition may be revised as required by regulations or agreement of the parties upon issuance of ESE guidance expected by July 2012.

S)        New Assignment: An educator with PTS shall be considered in a new primary assignment more than 50% when teaching under a different license.

T)        Observation: A data gathering process that includes notes and judgments made during one or more classroom or worksite visits(s) of any duration but not less than 10 minutes, by the Evaluator and may include examination of artifacts of practice including student work. Classroom or worksite observations conducted pursuant to this article must result in feedback to the Educator.  Normal supervisory responsibilities of department, building and district administrators will also cause administrators to drop in on classes and other activities in the worksite at various times as deemed necessary by the administrator. Carrying out these supervisory responsibilities, when they do not result in targeted and constructive feedback to the Educator, are not observations as defined in this Article.

U)       Parties: The parties to this agreement are the local school committee and the employee organization that represents the Educators covered by this agreement for purposes of collective bargaining ("Employee Organization/Association").

V)       Performance Rating: Describes the Educator's performance on each performance standard and overall. There shall be four performance ratings:

•           Exemplary: the Educator's performance consistently and significantly exceeds the requirements of a standard or overall. The rating of exemplary on a standard indicates that practice significantly exceeds proficient and could serve as a model of practice on that standard district-wide.

 •           Proficient: the Educator's performance fully and consistently meets the requirements of a standard or overall. Proficient practice is understood to be fully satisfactory.

•           Needs Improvement: the Educator's performance on a standard or overall is below the requirements of a standard or overall, but is not considered to be unsatisfactory at this time. Improvement is necessary and expected.

•           Unsatisfactory: the Educator's performance on a standard or overall has not significantly improved following a rating of needs improvement, or the Educator's performance is consistently below the requirements of a standard or overall and is considered inadequate, or both.

W)      Performance Standards: Locally developed standards and indicators pursuant to M.G.L. c. 71, § 38 and consistent with, and supplemental to 603 CMR 35.00. The parties agreed to limit standards and indicators to those set forth in 603 CMR 35.03.

X)       Professional Teacher Status: PTS is the status granted to an Educator pursuant to M.G.L. c. 71, §41.

Y)       Rating of Educator Impact on Student Learning: A rating of high, moderate or low based on trends and patterns on state assessments district-determined measures. The parties will negotiate the process for using state and district-determined measures to arrive at an Educator's rating of impact on student learning, growth and achievement, using guidance and model contract language from ESE, expected by July 2012.

Z)        Rating of Overall Educator Performance: The Educator's overall performance rating is based on the Evaluator's professional judgment and examination of evidence of the Educator's performance against the four Performance Standards and the Educator's attainment of goals set forth in the Educator Plan, as follows:

i)         Standard 1: Curriculum, Planning and Assessment

ii)        Standard 2: Teaching All Students

iii)       Standard 3: Family and Community Engagement

iv)       Standard 4: Professional Culture

v)        Attainment of Professional Practice Goal(s)

vi)       Attainment of Student Learning Goal(s)

AA)     Rubric: A scoring tool that describes characteristics of practice or artifacts at different levels of performance. The rubrics for Standards and Indicators of Effective Teaching Practice are used to rate Educators on Performance Standards, these rubrics consists of:

i)         Standards: Describes broad categories of professional practice, including those required in 603 CMR 35.03

ii)        Indicators: Describes aspects of each standard, including those required in 603 CMR 35.03

iii)       Elements: Defines the individual components under each indicator

iv)       Descriptors: Describes practice at four levels of performance for each element

BB)     Summative Evaluation: An evaluation used to arrive at a rating on each standard, an overall rating, and as a basis to make personnel decisions. The summative evaluation includes the Evaluator's judgments of the Educator's performance against Performance Standards and the Educator's attainment of goals set forth in the Educator's Plan.

CC)     Superintendent: The person employed by the school committee pursuant to M.G.L. c. 71 §59 and §59A. The superintendent is responsible for the implementation of 603 CMR 35.00.

DD)    Teacher: An Educator employed in a position requiring a certificate or license as described in 603 CMR 7.04(3)(a, b, and d) and in the area of vocational education as provided in 603 CMR 4.00. Teachers may include, for example, classroom teachers, librarians, guidance counselors, or school nurses.

EE)     Trends in student learning: At least two (2) years of data from the district-determined measures and state assessments used in determining the Educator's rating on impact on student learning as high, moderate or low.

3)        Evidence Used In Evaluation

The following categories of evidence shall be used in evaluating each Educator:

A)       Multiple measures of student learning, growth, and achievement, which shall include:

i)         Measures of student progress on classroom assessments that are aligned with the Massachusetts Curriculum Frameworks or other relevant frameworks and are comparable within grades or subjects in a school;

ii)        At least two district-determined measures of student learning related to the Massachusetts Curriculum Frameworks or the Massachusetts Vocational Technical Education Frameworks or other relevant frameworks that are comparable across grades and/or subjects district-wide. These measures may include: portfolios, standardized tests, commercially approved assessments, and district-developed pre and post unit and course assessments, and capstone projects. One such measure shall be the MCAS Student Growth Percentile (SGP) or Massachusetts English Proficiency Assessment gain scores, if applicable, in which case at least two years of data is required.

iii)       Measures of student progress and/or achievement toward student learning goals set between the Educator and Evaluator for the school year or some other period of time established in the Educator Plan.

iv)       For Educators whose primary role is not as a classroom teacher, the appropriate measures of the Educator's contribution to student learning, growth, and achievement set by the district. The measures set by the district should be based on the Educator's role and responsibility.

B)        Judgments based on observations and artifacts of practice including:

i)         Unannounced observations of practice of any duration but not less than 10 minutes.

ii)        Announced observation(s) for non-PTS Educators in their first year of practice in a school, Educators on Improvement Plans, and as determined by the Evaluator.

iii)       Examination of Educator work products,

iv)       Examination of student work samples.

C)        Evidence relevant to one or more Performance Standards, including but not limited to:

 i)         Evidence compiled and presented by the Educator, including :

(a)        Evidence of fulfillment of professional responsibilities and growth such as self-assessments, peer collaboration, professional development linked to goals in the Educator plans, contributions to the school community and professional culture;

(b)        Evidence of active outreach to and engagement with families;

ii)        Evidence of progress towards professional practice goal(s);

iii)       Evidence of progress toward student learning outcomes goal(s).

iv)       Any other relevant evidence from any source that the Evaluator shares with the Educator.   Other relevant evidence could include information provided by other administrators such as the superintendent.

4)         Rubric

The rubrics are a scoring tool used for the Educator's self-assessment, the formative assessment, the formative evaluation and the summative evaluation.   The districts may use either the rubrics provided by ESE or comparably rigorous and comprehensive rubrics developed or adopted by the district and reviewed by ESE.

5)         Evaluation Cycle: Training

A)        Prior to the implementation of the new evaluation process contained in this article, districts shall arrange training for all Educators, principals, and other evaluators that outlines the components of the new evaluation process and provides an explanation of the evaluation cycle. The district through the superintendent shall determine the type and quality of training based on guidance provided by ESE.

B)        By November 1st of the first year of this agreement, all Educators shall complete a professional learning activity about self-assessment and goal-setting satisfactory to the superintendent or principal. Any Educator hired after the November 1st date, and who has not previously completed such an activity, shall complete such a professional learning activity about self-assessment and goal-setting within three months of the date of hire. The district through the superintendent shall determine the type and quality of the learning activity based on guidance provided by ESE. The date is a placeholder. The parties may decide alternatives.

The superintendent will work with Association and the joint labor-management committee (see Section 26, D) to determine the most programmatic and cost effective means of providing this training. The parties agree to use DESE approved vendors for all training.

In place of a formal agreement, the administration may use allowable contractual time set aside for meetings and professional development.

C)        At the start of each school year, the superintendent, principal or designee shall conduct a meeting for Educators and Evaluators focused substantially on educator evaluation. The superintendent, principal or designee shall:

i)         Provide an overview of the evaluation process, including goal setting and the

educator plans.

ii)        Provide all Educators with directions for obtaining a copy of the forms used by the district. These may be electronically provided.

iii)       The faculty meeting may be digitally recorded to facilitate orientation of Educators hired after the beginning of the school year.

iv)       The participants will evaluate the effectiveness of this process as a means of providing the joint labor-management committee with actionable feedback after implementation of the new educator evaluation model.

6)        Evaluation Cycle: Self-Assessment

A)        Completing the Self-Assessment

i)         The evaluation cycle begins with the Educator completing and submitting to thePrimary or Supervising Evaluator a self-assessment by October 1st or within four weeks of the start of their employment at the school. The date is a placeholder. The parties may decide alternatives.

ii)        The self-assessment includes:

(a)        An analysis of evidence of student learning, growth and achievement for students under the Educator's responsibility.

(b)       An assessment of practice against each of the four Performance Standards of effective practice using the district's rubric.

(c)        Proposed goals to pursue:

(1st)    At least one goal directly related to improving the Educator's own professional practice.

(2nd)   At least one goal directed related to improving student learning.

B)        Proposing the goals

i)         Educators must consider goals for grade-level, subject-area, department teams, or other groups of Educators who share responsibility for student learning and results, except as provided in (ii) below. Educators may meet with teams to consider establishing team goals. Evaluators may participate in such meetings.

ii)        For Educators in their first year of practice, the Evaluator or his/her designee will meet with each Educator by October 1st (or within four weeks of the Educator's first day of employment if the Educator begins employment after September 15th) to assist the Educator in completing the self-assessment and drafting the professional practice and student learning goals which must include induction and mentoring activities. The dates are placeholders. The parties may decide alternatives.

iii)       Unless the Evaluator indicates that an Educator in his/her second or third years of practice should continue to address induction and mentoring goals pursuant to 603 CMR 7.12, the Educator may address shared grade level or subject area team goals.

iv)       For Educators with PTS and ratings of proficient or exemplary, the goals may be team goals. In addition, these Educators may include individual professional practice goals that address enhancing skills that enable the Educator to share proficient practices with colleagues or develop leadership skills.

v)        For Educators with PTS and ratings of needs improvement or unsatisfactory, the professional practice goal(s) must address specific standards and indicators identified for improvement. In addition, the goals may address shared grade level or subject area team goals.

7)        Evaluation Cycle: Goal Setting and Development of the Educator Plan

A)        Every Educator has an Educator Plan that includes, but is not limited to, one goal related to the improvement of practice; one goal for the improvement of student learning. The Plan also outlines actions the Educator must take to attain the goals established in the Plan and benchmarks to assess progress. Goals may be developed by individual Educators, by the Evaluator, or by teams, departments, or groups of Educators who have the similar roles and/or responsibilities. See Sections 15-19 for more on Educator Plans.

B)        To determine the goals to be included in the Educator Plan, the Evaluator reviews the goals the Educator has proposed in the Self-Assessment, using evidence of Educator performance and impact on student learning, growth and achievement based on the Educator's self-assessment and other sources that Evaluator shares with the Educator. The process for determining the Educator's impact on student learning, growth and achievement will be determined after ESE issues guidance on this matter. See #21, below.

C)        Educator Plan Development Meetings shall be conducted as follows:

i)         Educators in the same school may meet with the Evaluator in teams or individually .at the end of the previous evaluation cycle or by October 15th of the next academic year to develop their Educator Plan. The date and time frame are placeholders. The parties may decide alternatives. Educators shall not be expected to meet during summer hiatus.

ii)        For those Educators new to the school, the meeting with the Evaluator to establish the Educator Plan must occur by October 15th or within six weeks of the start of their assignment in that school. The date and time frame are placeholders. The parties may decide alternatives.

iii)       The Evaluator shall meet individually with Educators with PTS and ratings of needs improvement or unsatisfactory to develop professional practice goal(s) that must address specific standards and indicators identified for improvement. In addition, the goals may address shared grade level or subject matter goals.

D)       The Evaluator completes the Educator Plan by November 1st. The Educator shall sign the Educator Plan within 5 school days of its receipt and may include a written response. The date and time frame are placeholders. The parties may decide alternatives. The Educator's signature indicates that the Educator received the plan in a timely fashion. The signature does not indicate agreement or disagreement with its contents. The Evaluator retains final authority over the content of the Educator's Plan.

8)         Evaluation Cycle: Observation of Practice and Examination of Artifacts - Educators without PTS

A)        In the first year of practice or first year assigned to a school:

i)         The Educator shall have at least one this number may be higher announced observation during the school year using the protocol described in section 11B, below.

ii)        The Educator shall have at least four unannounced during the school year.

B)        In their second and third years of practice or second and third years as a non-PTS Educator in the school:

i)         The Educator shall have at least three unannounced observations equal to a substantially full period during the school year.

9)         Evaluation Cycle: Observation of Practice and Examination of Artifacts - Educators with PTS

A)        The Educator whose overall rating is proficient or exemplary must have at least one unannounced observation during the evaluation cycle.

B)        The Educator whose overall rating is needs improvement must be observed according to the Directed Growth Plan during the period of Plan, which must include at least two, unannounced observations.

C)        The Educator whose overall rating is unsatisfactory must be observed according to the Improvement Plan, which must include both unannounced and announced observation. The number and frequency of the observations shall be determined by the Evaluator, but in no case, for improvement plans of one year, shall there be fewer than one announced and four unannounced observations. For Improvement Plans of six months or fewer, there must be no fewer than one announced and two unannounced observations.

10)      Observations

The Evaluator's first observation of the Educator should take place by November 15. Observations required by the Educator Plan should be substantially completed by May 30th. The Evaluator may conduct additional observations after this date. The date and time frame are placeholders. The parties may decide alternatives.

The Evaluator is not required nor expected to review all the indicators in a rubric during an observation.

A)        Unannounced Observations

i)         Unannounced observations may be in the form of partial or full-period classroom visitations, but not less than 10 minutes, Instructional Rounds, Walkthroughs, Learning Walks, or any other means deemed useful by the Evaluator, principal, superintendent or other administrator.

Unannounced observations must be at least 10 minutes long. Instructional rounds, walkthroughs and learning walks are non-evaluative collaborative observations protocols designed to assess overall school culture.

Unannounced observations may be in the form of partial or full-period classroom visitations.

ii)        The Educator will be provided with at least brief written feedback from the Evaluator within 3-5 school days of the observation. The written feedback shall be delivered to the Educator in person, by email, placed in the Educator's mailbox or mailed to the Educator's home.

iii)       Any observation or series of observations resulting in one or more standards judged to be unsatisfactory or needs improvement for the first time must be followed by at least one observation equal to a substantially full period that does not exceed 60 minutes within 30 school days.

B)        Announced Observations

i)         All non-PTS Educators in their first year in the school, PTS Educators on

Improvement Plans and other educators at the discretion of the evaluator shall have at least one Announced Observation equal to a substantially full period that does not exceed 60 minutes.

(a)        The Evaluator shall select the date and time of the lesson or activity to be observed and discuss with the Educator any specific goal(s) for the observation.

(b)        Within 5 school days of the scheduled observation, upon request of either the Evaluator or Educator, the Evaluator and Educator shall meet for a pre-observation conference. In lieu of a meeting, the Educator may inform the Evaluator in writing of the nature of the lesson, the student population served, and any other information that will assist the Evaluator to assess performance

(1st)    The Educator shall provide the Evaluator a draft of the lesson, student conference, IEP plan or activity. If the actual plan is different, the Educator will provide the Evaluator with a copy prior to the observation.

(2nd)   The Educator will be notified as soon as possible if the Evaluator will not be able to attend the scheduled observation. The observation will be rescheduled with the Educator as soon as reasonably practical.

(c)        Within 5 school days of the observation, the Evaluator and Educator shall meet for a post-observation conference. This timeframe may be extended due to unavailability on the part of either the Evaluator or the Educator, but shall be rescheduled within 24 hours if possible.

(d)        The Evaluator shall provide the Educator with written feedback within 5 school days of the post-observation conference. For any standard where the Educator's practice was found to be unsatisfactory or needs improvement, the feedback must:

(1st)    Describe the basis for the Evaluator's judgment.

(2nd)   Describe actions the Educator should take to improve his/her performance.

(3rd)    Identify support and/or resources the Educator may use in his/her improvement.

(4th)    State that the Educator is responsible for addressing the need for improvement.

11)      Evaluation Cycle: Formative Assessment

A)       A specific purpose for evaluation is to promote student learning, growth and achievement by providing Educators with feedback for improvement. Evaluators are expected to make frequent unannounced visits to classrooms. Evaluators are expected to give targeted constructive feedback to Educators based on their observations of practice, examination of artifacts, and analysis of multiple measures of student learning, growth and achievement in relation to the Standards and Indicators of Effective Teaching Practice.

B)        Formative Assessment may be ongoing throughout the evaluation cycle but typically takes places mid-cycle when a Formative Assessment report is completed. For an Educator on a two-year Self-Directed Growth Plan, the mid-cycle Formative Assessment report is replaced by the Formative Evaluation report at the end of year one. See section 13, below.

C)        The Formative Assessment report provides written feedback and ratings to the Educator about his/her progress towards attaining the goals set forth in the Educator Plan, performance on Performance Standards and overall, or both

D)        No less than two weeks before the due date for the Formative Assessment report, which due date shall be established by the Evaluator with written notice to the Educator, the Educator shall provide to the Evaluator evidence of family outreach and engagement, fulfillment of professional responsibility and growth, and progress on attaining professional practice and student learning goals. The educator may provide to the evaluator additional evidence of the educator's performances against the four Performance Standards.

E)        Upon the request of either the Evaluator or the Educator, the Evaluator and the Educator will meet either before or after completion of the Formative Assessment Report.

F)         The Evaluator shall complete the Formative Assessment report and provide a copy to the Educator. All Formative Assessment reports must be signed by the Evaluator and delivered face-to-face, by email or to the Educator's school mailbox or home.

G)        The Educator may reply in writing to the Formative Assessment report within 5 school days of receiving the report.

H)       The Educator shall sign the Formative Assessment report by within 5 school days of receiving the report. The signature indicates that the Educator received the Formative Assessment report. The signature does not indicate agreement or disagreement with its contents.

I)        As a result of the Formative Assessment Report, the Evaluator may change the activities in the Educator Plan.

J)        If the rating in the Formative Assessment report differs from the last summative rating the Educator received, the Evaluator may place the Educator on a different Educator Plan, appropriate to the new rating.

12)       Evaluation Cycle: Formative Evaluation for Two Year Self-Directed Plans Only

A)        Educators on two year Self-Directed Growth Educator Plans receive a Formative Evaluation report near the end of the first year of the two year cycle. The Educator's performance rating for that year shall be assumed to be the same as the previous summative rating unless evidence demonstrates a significant change in performance in which case the rating on the performance standards may change, and the Evaluator may place the Educator on a different Educator plan, appropriate to the new rating.

B)        The Formative Evaluation report provides written feedback and ratings to the Educator about his/her progress towards attaining the goals set forth in the Educator Plan, performance on each performance standard and overall, or both.

C)        No less than two weeks before the due date for the Formative Evaluation report, which due date shall be established by the Evaluator with written notice provided to the Educator, the Educator shall provide to the Evaluator evidence of family outreach and engagement, fulfillment of professional responsibility and growth, and progress on attaining professional practice and student learning goals. The educator may also provide to the evaluator additional evidence of the educator's performance against the four Performance Standards.

D)        The Evaluator shall complete the Formative Evaluation report and provide a copy to the Educator. All Formative Evaluation reports must be signed by the Evaluator and delivered face-to-face, by email or to the Educator's school mailbox or home.

E)        Upon the request of either the Evaluator or the Educator, the Evaluator and the Educator will meet either before or after completion of the Formative Evaluation Report.

F)         The Educator may reply in writing to the Formative Evaluation report within 5 school days of receiving the report.

G)        The Educator shall sign the Formative Evaluation report by within 5 school days of receiving the report. The signature indicates that the Educator received the Formative Evaluation report. The signature does not indicate agreement or disagreement with its contents.

H)       As a result of the Formative Evaluation report, the Evaluator may change the activities in the Educator Plan.

I)         If the rating in the Formative Evaluation report differs from the last summative rating the Educator received, the Evaluator may place the Educator on a different Educator Plan, appropriate to the new rating.

13)       Evaluation Cycle: Summative Evaluation

A)        The evaluation cycle concludes with a summative evaluation report. For Educators on a one or two year Educator Plan, the summative report must be written and provided to the educator by May 15th. The date is a placeholder. The parties may decide alternatives.

B)         The Evaluator determines a rating on each standard and an overall rating based on the Evaluator's professional judgment, an examination of evidence against the Performance Standards and evidence of the attainment of the Educator Plan goals.

C)         The professional judgment of the primary evaluator shall determine the overall summative rating that the Educator receives.

D)        For an educator whose overall performance rating is exemplary or proficient and whose impact on student learning is low, the evaluator's supervisor shall discuss and review the rating with the evaluator and the supervisor shall confirm or revise the educator's rating. In cases where the superintendent serves as the primary evaluator, the superintendent's decision on the rating shall not be subject to review.

E)         The summative evaluation rating must be based on evidence from multiple categories of evidence. MCAS Growth scores shall not be the sole basis for a summative evaluation rating.

F)         To be rated proficient overall, the Educator shall, at a minimum, have been rated proficient on the Curriculum, Planning and Assessment and the Teaching All Students Standards of Effective Teaching Practice.

G)        No less than four weeks before the due date for the Summative Evaluation report, which due date shall be established by the Evaluator with written notice provided to the Educator, the Educator will provide to the Evaluator evidence of family outreach and engagement, fulfillment of professional responsibility and growth, and progress on attaining professional practice and student learning goals. The educator may also provide to the evaluator additional evidence of the educator's performance against the four Performance Standards.

H)       The Summative Evaluation report should recognize areas of strength as well as identify recommendations for professional growth.

I)         The Evaluator shall deliver a signed copy of the Summative Evaluation report to the Educator face-to-face, by email or to the Educator's school mailbox or home no later than May 15th . The date is a placeholder. The parties may decide alternatives.

J)         The Evaluator shall meet with the Educator rated needs improvement or unsatisfactory to discuss the summative evaluation. The meeting shall occur by June 1st. The date is a placeholder. The parties may decide alternatives.

K)       The Evaluator may meet with the Educator rated proficient or exemplary to discuss the summative evaluation, if either the Educator or the Evaluator requests such a meeting. The meeting shall occur by June 10th. The date is a placeholder. The parties may decide alternatives.

L)        Upon mutual agreement, the Educator and the Evaluator may develop the Self-Directed Growth Plan for the following two years during the meeting on the Summative Evaluation report.

M)       The Educator shall sign the final Summative Evaluation report by June 15th. The date is a placeholder. The parties may decide alternatives. The signature indicates that the Educator received the Summative Evaluation report. The signature does not indicate agreement or disagreement with its contents.

N)       The Educator shall have the right to respond in writing to the summative evaluation which shall become part of the final Summative Evaluation report.

O)       A copy of the signed final Summative Evaluation report shall be filed in the Educator's personnel file.

14)      Educator Plans - General

A)        Educator Plans shall be designed to provide Educators with feedback for improvement, professional growth, and leadership; and to ensure Educator effectiveness and overall system accountability. The Plan must be aligned to the standards and indicators and be consistent with district and school goals.

B)        The Educator Plan shall include, but is not limited to:

i)         At least one goal related to improvement of practice tied to one or more Performance Standards;

ii)        At least one goal for the improvement the learning, growth and achievement of the students under the Educator's responsibility;

iii)       An outline of actions the Educator must take to attain the goals and benchmarks to assess progress. Actions must include specified professional development and learning activities that the Educator will participate in as a means of obtaining the goals, as well as other support that may be suggested by the Evaluator or provided by the school or district. Examples may include but are not limited to coursework, self-study, action research, curriculum development, study groups with peers, and implementing new programs.

C)        It is the Educator's responsibility to attain the goals in the Plan and to participate in any trainings and professional development provided through the state, district, or other providers in accordance with the Educator Plan.

15)       Educator Plans: Developing Educator Plan

A)        The Developing Educator Plan is for all Educators without PTS, and, at the discretion of the Evaluator, Educators with PTS in new assignments.

B)        The Educator shall be evaluated at least annually.

16)       Educator Plans: Self-Directed Growth Plan

A)        A Two-year Self-Directed Growth Plan is for those Educators with PTS who have an overall rating of proficient or exemplary, and after 2013-2014 whose impact on student learning is moderate or high. A formative evaluation report is completed at the end of year 1 and a summative evaluation report at the end of year 2.

B)        A One-year Self-Directed Growth Plan is for those Educators with PTS who have an overall rating of proficient or exemplary, and after 2013-2014 whose impact on student learning is low. In this case, the Evaluator and Educator shall analyze the discrepancy between the summative evaluation rating and the rating for impact on student learning to seek to determine the cause(s) of the discrepancy.

17)       Educator Plans: Directed Growth Plan

A)        A Directed Growth Plan is for those Educators with PTS whose overall rating is needs improvement.

B)        The goals in the Plan must address areas identified as needing improvement as determined by the Evaluator.

C)        The Evaluator shall complete a summative evaluation for the Educator at the end of the period determined by the Plan, but at least annually, and in no case later than June 10th.

D)        For an Educator on a Directed Growth Plan whose overall performance rating is at least proficient, the Evaluator will place the Educator on a Self-Directed Growth Plan for the next Evaluation Cycle.

E)         For an Educator on a Directed Growth Plan whose overall performance rating is not at least proficient, the Evaluator will rate the Educator as unsatisfactory and will place the Educator on an Improvement Plan for the next Evaluation Cycle.

18)       Educator Plans: Improvement Plan

A)        An Improvement Plan is for those Educators with PTS whose overall rating is unsatisfactory.

B)        The parties agree that in order to provide students with the best instruction, it may be necessary from time to time to place an Educator whose practice has been rated as unsatisfactory on an Improvement Plan for a realistic time period sufficient to achieve the goals outline in the improvement plan but of no fewer than 30 school days and no more than one school year. In the case of an Educator receiving a rating of unsatisfactory near the close of one school year, the Improvement Plan may include activities that occur during the summer before the next school year begins.

C)        The Evaluator must complete a summative evaluation for the Educator at the end of the period determined by the Evaluator for the Plan.

D)        An Educator on an Improvement Plan shall be assigned a Supervising Evaluator (see definitions). The Supervising Evaluator is responsible for providing the Educator with guidance and assistance in accessing the resources and professional development outlined in the Improvement Plan. The primary evaluator may be the Supervising Evaluator.

E)        The Improvement Plan shall define the problem(s) of practice identified through the observations and evaluation and detail the improvement goals to be met, the activities the Educator must take to improve and the assistance to be provided to the Educator by the district.

F)         The Improvement Plan process shall include:

i)         Within ten school days of notification to the Educator that the Educator is being placed on an Improvement Plan, the Evaluator shall schedule a meeting with the Educator to discuss the Improvement Plan. The Evaluator will develop the Improvement Plan, which will include the provision of specific assistance to the Educator.

ii)        Upon the educators request a representative of the Association may attend the meeting consistent of Article 12C of the Medford Teacher's Contract.

iii)       If the Educator consents, the Medford Education Association will be informed that an Educator has been placed on an Improvement Plan.

G)        The Improvement Plan shall:

i)         Define the improvement goals directly related to the performance standard(s) and/or student learning outcomes that must be improved;

ii)        Describe the activities and work products the Educator must complete as a means of improving performance;

iii)       Describe the assistance that the district will make available to the Educator;

iv)       Articulate the measurable outcomes that will be accepted as evidence of improvement;

v)        Detail the timeline for completion of each component of the Plan, including at a minimum a mid-cycle formative assessment report of the relevant standard(s) and indicator(s);

vi)       Identify the individuals assigned to assist the Educator which must include minimally the Supervising Evaluator; and,

vii)      Include the signatures of the Educator and Supervising Evaluator.

H)       A copy of the signed Plan shall be provided to the Educator. The Educator's signature indicates that the Educator received the Improvement Plan in a timely fashion. The signature does not indicate agreement or disagreement with its contents.

I)         Decision on the Educator's status at the conclusion of the Improvement Plan.

i)         All determinations below must be made no later than June 1. One of three decisions must be made at the conclusion of the Improvement Plan:

(a)        If the Evaluator determines that the Educator has improved his/her practice to the level of proficiency, the Educator will be placed on a Self-Directed Growth Plan.

(b)       In those cases where the Educator was placed on an Improvement Plan as a result of his/her summative rating at the end of his/her Directed Growth Plan, if the Evaluator determines that the Educator is making substantial progress toward proficiency, the Evaluator shall place the Educator on a Directed Growth Plan.

(c)        In those cases where the Educator was placed on an Improvement Plan as a result of his/her Summative rating at the end of his/her Directed Growth Plan, if the Evaluator determines that the Educator is not making substantial progress toward proficiency, the Evaluator shall recommend to the superintendent that the Educator be dismissed.

(d)       If the Evaluator determines that the Educator's practice remains at the level of unsatisfactory, the Evaluator shall recommend to the superintendent that the Educator be dismissed.

19.       Timelines (Dates in italics are provided as guidance) All dates are placeholders. The parties may decide alternatives.

Activity:

Completed By:

Superintendent, principal or designee meets with evaluators and educators to explain evaluation process

September 15

Evaluator meets with first-year educators to assist in self-assessment and goal setting process Educator submits self-assessment and proposed goals

October 1

Evaluator meets with Educators in teams or individually to establish Educator Plans (Educator Plan may be established at Summative Evaluation Report meeting in prior school year)

October 15

Evaluator completes Educator Plans

November 1

Evaluator should complete first observation of each Educator

November 15

Educator submits evidence on parent outreach, professional growth, progress on goals (and other standards, if desired)

* or four weeks before Formative Assessment Report date established by Evaluator

January 5 *

Evaluator should complete mid-cycle Formative Assessment Reports for Educators on one-year Educator Plans

February 1

Evaluator holds Formative Assessment Meetings if requested by either Evaluator or Educator

February 15

Educator submits evidence on parent outreach, professional growth, progress on goals (and other standards, if desired)

*or 4 weeks prior to Summative Evaluation Report date established by evaluator

April 20*

Evaluator completes Summative Evaluation Report and meets with the NPTS Educator

May 1

Evaluator completes Summative Evaluation Report for the PTS Educator

May 15

Evaluator meets with all Educators

June 1

Educator signs Summative Evaluation Report and adds response, if any within 5 school days of receipt

within five days of receipt

A)       Educators with PTS on Two Year Plans. All dates are placeholders. The parties may decide alternatives.

Activity:

Completed By:

Evaluator completes unannounced observation(s)

Any time during the 2-year evaluation cycle

Evaluator completes Formative Evaluation Report

June 1 of Year 1

Evaluator conducts Formative Evaluation Meeting, if any

June 1 of Year 1

Evaluator completes Summative Evaluation Report

May 15 of Year 2

Evaluator conducts Summative Evaluation Meeting, if any

June 1 of Year 2

Educator signs Summative Evaluation Report

within five days of receipt

B)       Educators on Plans of Less than One Year

i)         The timeline for educators on Plans of less than one year will be established in the Educator Plan.

20.       Career Advancement

A)        In order to attain Professional Teacher Status, the Educator should achieve ratings of proficient or exemplary on each Performance Standard and overall. A principal considering making an employment decision that would lead to PTS for any educator who has not been rated proficient or exemplary on each performance standard and overall on the most recent evaluation shall confer with the superintendent by May 1.A11 dates are placeholders. The parties may decide alternatives.

B)        In order to qualify to apply for a teacher leader the Educator must have had a Summative Evaluation performance rating of proficient or exemplary for at least the previous two years.

C)        Educators with PTS whose summative performance rating is exemplary and, after 2013-14 whose impact on student learning is rated moderate or high, may be recognized and rewarded as determined by the district through collective bargaining where applicable.

21.       Rating Impact on Student Learning Growth

ESE will provide model contract language and guidance on rating educator impact on student learning growth based on state and district-determined measures of student learning by July 15,

2012. Upon receiving this model contract language and guidance, the parties agree to bargain with respect to this matter.

22.       Using Student feedback in Educator Evaluation

ESE will provide model contract language, direction and guidance on using student feedback in Educator Evaluation by June 30, 2013. Upon receiving this model contract language, direction and guidance, the parties agree to bargain with respect to this matter.

23.       Using Staff feedback in Administrator Evaluation

ESE will provide model contract language, direction and guidance on using staff feedback in Administrator Evaluation by June 30, 2013. Upon receiving this model contract language, direction and guidance, the parties agree to bargain with respect to this matter.

24.       Transition from Existing Evaluation System

A)        The parties may agree that 50% of more of Educators in the district will be evaluated under the new procedures at the outset of this Agreement, and 50% or fewer will be evaluated under the former evaluation procedures for the first year of implementation of the new procedures in this Agreement.

B)        The parties shall agree on a process for identifying the Educator Plan that each Educator will be placed on during the Educator's first year being evaluated under the new procedures, providing that Educators who have received ratings of unsatisfactory or its equivalent in the prior year will be placed on Self-Directed Growth or Improvement Plans at the sole discretion of the Superintendent.

C)        The parties agree that to address the workload issues of Evaluators, during the first evaluation cycle under this Agreement in every school department, the names of the Educators who are being placed on a Self-directed Growth Plans shall be literally or figuratively "put into a hat." The first fifty (50) percent drawn shall be on a 1-year Self-directed Growth Plan and the second fifty (50) percent shall be on a 2-year Plan.

D)        The existing evaluation system will remain in effect until the provisions set forth in this Article are implemented. The relevant timeframe for adopting and implementing new systems is set forth in 603 CMR 35.11(1).

25.       General Provisions

A)       Only Administrators who are licensed may serve as primary evaluators of Educators.

B)        Evaluators shall not make negative comments about the Educator's performance, or comments of a negative evaluative nature, in the presence of students, parents or other staff, except in the unusual circumstance where the Evaluator concludes that s/he must immediately and directly intervene. Nothing in this paragraph is intended to limit an administrator's ability to investigate a complaint, or secure assistance to support an Educator.

C)        The superintendent shall insure that Evaluators have training in supervision and evaluation, including the regulations and standards and indicators of effective teaching practice promulgated by ESE (35.03), and the evaluation Standards and Procedures established in this Agreement.

D)        Should there be a serious disagreement between the Educator and the Evaluator regarding an overall summative performance rating of unsatisfactory, the Educator may meet with the Evaluator's supervisor to discuss the disagreement. Should the Educator request such a meeting, the Evaluator's supervisor must meet with the Educator. The Evaluator may attend any such meeting at the discretion of the superintendent.

E)        The parties agree to establish a joint labor-management evaluation team, which shall review the evaluation processes and procedures annually through the first three years of implementation and recommend adjustments to the parties.

F)         Violations of this article are subject to the provisions of the collective bargaining agreement including Article 12 D and the grievance and arbitration procedures.

The parties recognize that the time-lines and dates associated with the newly negotiated Educator Evaluation system, while agreed-upon in good faith, are, to some extent, placeholders and untested. Thus for the 2012-2013 school year, the Medford Teachers Association agrees that a missed timeline alone of less than ten (10) school days shall not be the subject of a grievance alleging a violation of the new Educator Evaluation System. The parties agree to monitor the implementation of the new Educator Evaluation System during the 2012-2013 school year, including the actual implementation of the timelines, and agree to negotiate any proposed revisions to the timelines in June 2013.

ARTICLE 13

TEACHER FACILITIES

A.        Each school shall have the following facilities wherever feasible, in the judgment of the Committee. However, the number and quality of existing facilities shall not be diminished.

1.   Space in each classroom in which teachers may safely store instructional materials and supplies.

2.   A teacher work area containing adequate equipment and supplies to aid in the preparation of instructional materials. Among this equipment will be the following: mimeograph machines; duplicating masters; typewriters; thermo-fax machines, adequate chairs and desks

3.   An appropriately furnished room to be reserved for the exclusive use of teachers as a faculty lounge. Said room shall be in addition to the aforementioned teacher work area. Said room shall contain the following items: a pay telephone for exclusive use of teachers; bulletin board; studio couch and screen; sofa; comfortable chairs; stove or hot plate; refrigerator, large table; end tables; comfortable couch; clock; mirror; towel dispenser; eating utensils and dishes.

4.   A serviceable desk and chair for each teacher in the Medford School system.

5.   A communication system so that teachers can communicate with main office from their classrooms.

6.   A well-lighted, clean restroom for women and a well-lighted, clean restroom for men.

7.   A separate private dining area for the use of teachers.

8.   The School Department will provide shop coats for shop teachers.

B.         A reasonable portion of an existing designated parking lot at a school will be reserved for teacher parking.

ARTICLE 14

USES OF SCHOOL FACILITIES

A.        The Association will have the right to use school buildings at reasonable times for meetings. The principal of the building in question and the Superintendent will be notified in advance of the time and place of all such meetings. The Association shall forfeit this right during any period of violation of General Laws, Chapter 150E, Section 9 A (a), as determined by the State Labor Relations Commission.

Any expenses incurred by the School Department as a result of such meetings, outside regular operating expenses, shall be borne by the Association.

B.         There will be one (1) bulletin board in each school building, for the purpose of displaying notices, circulars, and other Association material. The principal of each school shall review said material prior to posting, and should a dispute arise regarding the propriety thereof, he/she shall meet with the Association representatives in order to resolve the matter.

C.         Teachers will be permitted to wear pins or other identification of membership in the Association or any other teacher organization, providing said pin is not disruptive of orderly school procedure.

D.   The Committee and the Association recognize the importance of the Elementary and Middle School buildings being made available for the optional use by teachers for teacher preparation, in support of this common goal, the administration shall make every reasonable effort to keep the Elementary and Middle Schools open two (2) days per week until 6:00 p.m.

The principal may authorize elementary and middle school buildings to be available to teachers to the extent that principals are present.

ARTICLE 15

SICK LEAVE

A. Any regular employee of the public schools, absent on account of personal illness or other like disability or any quarantine regulations of the Board of Health, shall receive full pay for the first eighteen days of absence in any school year for which he/she is on the payroll for the full year. For any year that said employee is granted a leave, the sick days earned shall be prorated at the rate of 1 per 10 days on the payroll. Such leave may be cumulative without limit. In addition to the eighteen days sick leave, such employee may, upon recommendation of the Superintendent and the vote of the School Committee and in conformity with the regulations stated herein, obtain full pay under the cumulative sick leave plan as outlined herein.

Any regular employee of the public schools hired on or after July 1, 2001 and absent on account of Personal illness or other like disability or any quarantine regulations of the Board of Health, shall receive full pay for the first fifteen days of absence in any school year for which he/she is on the payroll for the full year. For any year that said employee is granted a leave, the sick days earned shall be pro rated at the rate of 1 per 12 days on the payroll. Such leave may be cumulative without limit. In addition to the fifteen days sick leave, such employee may, upon recommendation of the Superintendent and the vote of the School Committee and in conformity with the regulations stated herein, obtain full pay under the cumulative sick leave plan as outlined herein.

Cumulative sick leave is the sum of all the unused portions of an employee's annual sick leave allowance accumulated during the consecutive and uninterrupted years of service which the employee has rendered the City, prior to his receiving cumulative sick leave.

A written application for payment of salary under the cumulative sick leave plan should be made to the Superintendent within ten days after the expiration of the yearly sick leave allowance. The application should be accompanied by a statement of the employee's physician. Thereafter, every two weeks of continued absence, the employee shall file with the Superintendent of Schools an absentee certificate signed by his or her physician.

The School Committee reserves the right to require the certificate of the school physician in addition to the above certificate. Failure to comply with these regulations governing the cumulative sick leave plan will deprive the applicant of participation therein. According to the provisions of this article, coaches absent from coaching duties shall receive full pay. The aforementioned coaching duties are understood to occur during the coaching season as defined by the Massachusetts Association of Secondary School Principals.

B. Upon death while in the service of the Medford Public School System or upon retirement, a teacher or his or her estate if applicable, shall receive reimbursement for each unused sick leave day in excess of one hundred (100) days at the rate of 30% of the teacher's then current daily basic salary of any sick leave balance so accrued up to a maximum of $4,000.

ARTICLE 16

TEMPORARY LEAVES OF ABSENCE

A.  Bereavement Leave. A total of three days each year will be granted to each teacher without loss of pay in the case of each death and at the time of death in the immediate family defined as: husband, wife, parent, grandparent, son, daughter, grandchild, brother, sister, parents-in-law or foster parents or in instances to be determined by the Superintendent of Schools. An employee shall be granted a one-day leave of absence to attend the funeral of an aunt, uncle, sister-in-law, brother-in-law, spouses' grandparents, niece or nephew.

B.   Personal Leave. Each teacher may use up to three (3) days each school year for business purposes or on account of serious illness in the teacher's family without loss of pay.  This leave is not cumulative and must have the approval of the Superintendent of Schools. While not expressly prohibited, it is the understanding of the Association that Personal Days are not meant to extend vacation time or long weekends. It is up to the professionalism of the teaching staff to use these days for their purposes. A teacher cannot change a sick leave day to a personal leave day after the day has been taken.

Each teacher hired on or after July 1, 2001 may use up to two (2) days each school year for business purposes or on account of serious illness in the teacher's family without loss of pay. This leave is not cumulative and must have the approval of the Superintendent of Schools. While not expressly prohibited, it is the understanding of the Association that Personal Days are not meant to extend vacation time or long weekends. It is up to the professionalism of the teaching staff to use these days for their purposes. A teacher cannot change a sick leave day to a personal leave day after the day has been taken.

C.  School Legal Proceedings. Any teacher required to attend a court or other legal proceedings during the school day for school related activities shall do so without loss of pay.

D-Military Leave. A maximum often (10) school days per school year for persons called into temporary active duty of any unit of the U. S. Reserves or the State National Guard shall be permitted without loss of pay as a result of said leave, provided the teacher produces a written statement from his commanding officer which indicates that said military leave was necessary and could not be scheduled at any other time.

E.   Other Leave. Leave for reasons other than as herein stated may be granted with or without pay upon request in writing to the Superintendent of Schools and approved by the School Committee who shall be the sole judge of whether to permit said leave.

F.   Leaves taken pursuant to this Article will be in addition to sick leave as otherwise provided in this Agreement.

G.   Leaves not authorized by the provisions of this Agreement shall result in a deduction of 1/182nd of the teacher's annual salary for each day's absence.

H. Employees on leave for a period of eight weeks or longer shall notify the Office of the Superintendent two (2) weeks prior to their return during the school year and by July 1st if the leave concludes the school year.

I.   Adoption and Paternity Leave. The School Committee shall comply with the revisions of the Family and Medical Leave Act of 1993. This leave shall be unpaid.

ARTICLE 17

EXTENDED LEAVES OF ABSENCE

A.  A teacher desiring to take an extended leave of absence without pay for reasons such as, but not limited to, Peace Corps, Vista, Public Service or personal reasons, shall make a request in writing to the Superintendent and approved by the School Committee who shall be the sole judge, of whether to permit said leave.

B.   Military leave will be granted to any teacher who is inducted or enlists in any branch of the Armed Forces of the United States. Upon return from such leave, a teacher will be placed on the salary schedule at the level which he would have achieved had he remained actively employed in the system during the period of his absence, up to a maximum of two (2) years.

C.   Any teacher granted extended leave of absence without pay, upon return to the Medford School System, shall have all unused accumulated sick leave reinstated and will be assigned to the same position which he/she held or a substantially equivalent position.

D.  Maternity Leave. A teacher who is pregnant may remain in her position until the termination of her pregnancy; however, such teacher may be required to commence her leave at an earlier time if she is not satisfactorily performing her duties. Teachers will be entitled to up to eight weeks paid leave for the purpose of childbearing. Said leave is to be deducted from the teacher's accumulated sick leave. Additional sick leave may be granted consistent with the sick leave practices in the Medford Public Schools. Teachers shall notify Central Office of anticipated return at least 10 days before return. A physician's certificate of fitness may be required before a teacher is reinstated. The teacher will be reinstated immediately upon giving sufficient written notice to the Superintendent of Schools so as to provide for an orderly transition. If a teacher so chooses she may take unpaid childrearing leave beyond that described above provided that such leave will terminate the September following the birth of the child.

E.   Employees on leave for a period of eight weeks or longer shall notify the office of the Superintendent two (2) weeks prior to their return during the school year and by July 1st if the leave concludes the school year.

An additional one-year child rearing leave may be granted at the discretion of the Superintendent.

Said teacher shall retain all rights held prior to such leave. The term granted for child rearing leave will not be credited as experience on the salary schedule and other service benefits.

ARTICLE 18

SABBATICAL LEAVES OF ABSENCE

The policy of granting sabbatical leaves of absence should be for the purpose of promoting the more efficient conduct of the public schools. In no case, therefore, should an application for such leave be recommended by the Superintendent or approved by the School Committee unless, in their considered judgment, the professional competence of the staff member and the general efficiency of the school system will thereby be benefited.

One year's leave of absence for professional improvement through study and/or travel may be granted to members of the instructional staff of the Medford Public Schools, subject to the approval of the Superintendent and subject to the conditions set forth in the following paragraphs:

1.         Staff members shall receive one half of the salary which they would have received if they had remained on active duty, and their professional status, regular salary increments and salary status shall not be thereby impaired.

2.         Such leaves shall be granted only to members of the instructional staff who have served for seven years or longer in the Public Schools of Medford.

3.         Any staff member who received a leave of absence for one half year or more for reasons other than illness, shall not receive a sabbatical leave until seven years have elapsed since the granting of his latest leave.

4.         Each eligible staff member desiring sabbatical leave must submit an application for approval of activities for professional improvement, specifying the reasons for which the leave is requested. Before beginning the sabbatical leave, he/she shall enter into a contract to return to active service in the Medford Public Schools for a period of at least two years after the expiration of the leave of absence.

5.         In the event that a staff member fails or refuses to return to regular service in the Medford Public Schools, all salary paid to him/her for sabbatical leave shall be immediately due and payable to the City of Medford. Any staff member will be relieved from such payment if his/her failure to return to complete the two years is due to illness or disability, unless he is discharged from his position by the City for incompetency, inefficiency, or conduct unbecoming a teacher.

6.         An application for a sabbatical leave of absence must be endorsed by the principal of the school to which the applicant is assigned, approved by the Superintendent and must be filed on or before the first of January if it is to become effective in September. No leave can become effective at any other time of the year.

7.         The Superintendent, at his discretion, may at any time require that a teacher on sabbatical leave file reports concerning the manner in which his leave is being used.

8         There shall be no more than three sabbatical leaves granted in any one school year.

9.        Employees on leave for a period of eight weeks or longer shall notify the office of the

Superintendent two (2) weeks prior to their return during the school year and by July 1st if the leave concludes the school year.

Note:   The term "Instructional staff as, herein used includes classroom teachers. Applications must be filed with the Superintendent of Schools.

ARTICLE 19

PROFESSIONAL DEVELOPMENT AND EDUCATIONAL

DEVELOPMENT

The Committee will reimburse those reasonable and necessary expenses incurred by the teachers attending educational conferences or seminars, which have been recommended in advance by the Superintendent, approved in advance by the School Committee. All such conferences and seminars shall be reported in writing, by the teacher attending same to the Superintendent.

The administration shall provide the President of the Association with a semiannual list of all the vouchers which the system has on file, if the President so requests, in the distribution of said vouchers the following shall apply:

1.         The cooperating teacher shall be given first preference in using a voucher regardless of length of service in the system.

2.         Members of the unit will be given preference in the use of vouchers not expended by the cooperating teachers.

ARTICLE 20

PROTECTION

The Committee will observe the provisions of the General Laws, Chapter 41, Section 100C:

In addition to the indemnification provided in Section 100A, a city, town or regional school district, acting by its school committee or local trustees for vocational education, shall, out of any funds appropriated for the purpose of this section which appropriation shall be made in the same manner as appropriations for general school department in a capacity requiring certification under the provisions of section thirty eight G of chapter seventy one, instructional and administrative aides as referred to in section thirty-eight of chapter seventy one, its civil service employees and all other employees of the school committee or local trustees for vocational education for expenses or damages sustained by him by reason of an action or claim arising out of his negligence or other act of his resulting in accidental bodily injury to or the death of any person or in accidental damage to or destruction of property, while acting in such capacity, and may indemnify such person in its employ for expenses or damages sustained by him by reason of an action or claim against him arising out of any other acts done by him while acting in such capacity; provided, in either case, that such person was at the time the cause of action or claim arose acting within the scope of his employment; and provided, further, that the defense or settlement of any action or claim for which indemnification is sought under this section shall have been made by the city solicitor, town counsel or legal counsel for the district upon request of the school committee or local trustees for vocational education or, if the town has no town counsel or legal counsel or the district has no legal counsel, by an attorney employed for the purpose by the school committee, local trustees for vocational education, or, if such solicitor or counsel upon such request or such attorney upon such employment fails or refuses to defend such action or claim, by an attorney employed by such person. For the purposes of this section, any volunteer worker engaged by the superintendent of schools or the principal of a school, and any student teacher shall be deemed to be an employee of the school committee or local trustees for vocational education.

ARTICLE 21

INJURIES ON JOB

Any teacher absent from school as a result of a compensable industrial accident, may make up the difference between the weekly benefit received from workers' compensation insurance and his or her average weekly earnings by the use of sick leave which shall be counted as depleting any accumulated sick leave of the teacher involved.

ARTICLE 22

INSURANCE AND ANNUITY PLAN

A.   The School Committee agrees that the present insurance benefits now in effect for the employees of the City of Medford will remain in effect for the duration of this Agreement.

B.         The School Committee agrees to comply with the provisions of General. Laws, Chapter 71, Section 37B concerning Annuity Plans.

C.   The City of Medford shall pay a minimum of 60% of the unit employee's health insurance premiums during the term of the agreement. In the event the issue of health insurance benefits is deemed negotiable by the courts, the Association reserves the right to reopen this section, D. Pursuant to the provisions of Chapter 697 of the Acts of 1987 (the Public Employee Pension Reform Act), the School Committee will make the necessary changes in its payroll procedures to allow employee contributions health insurance, group term-life insurance, and any other forms of insurance, to be paid with pretax earnings.

The parties agree that there shall be no increase in the existing number of insurance companies over and above the number of companies dealt with as of September 1975 relative to payroll deduction annuity programs.

The parties agree that there shall be established a joint study committee, including representatives of City Hall, to review changes to the Annuity plans offered by the employer and to explore the possibility of establishing 403B plans.

ARTICLE 23

DUES DEDUCTION

The Committee hereby accepts the provisions of Section 17C of Chapter 180 of the General Laws of Massachusetts, and, in accordance therewith, shall certify to the Auditor of the City of Medford all payroll deductions for the payment of dues to the Association if duly authorized in writing by individual employees covered by this contract.

ARTICLE 24

AGENCY FEE

It shall be a condition of employment that any employee in the bargaining unit who is not a member of the Association shall, on or after the thirtieth day following the beginning of his employment or on the effective date of this Agreement, whichever is later, pay a service fee to the Association which shall be equal to the amount required to become a member in good standing of the Association and its affiliates to or from which membership dues or per capita fees are paid or received, subject to General Laws, Chapter 150E, Section 12, and the rebate procedure therein. The agency service fee shall be deducted from the wages of any employee who signs an authorization to that effect and such fees shall be transmitted to the Treasurer of the Association as provided in Section 17G of Chapter 180 of the General Laws.

ARTICLE 25

GENERAL PROVISION

A.   The Committee and the Association agree to comply with the provisions of General laws, Chapter 150E, Section 2, which states as follows:

Employees shall have the right of self organization and the right to form, join, or assist any employee organization for the purpose of bargaining collectively through representatives of their own choosing on questions of wages, hours, and other terms and conditions of employment, and to engage in lawful concerted activities for the purpose of collective bargaining or other mutual aid or protection, free from interference, restraint, or coercion. An employee shall have the right to refrain from any or all of such activities, except to the extent of making such payment of service fees to an exclusive representative as provided in section twelve.

B.   Teachers will be entitled to full rights of citizenship; and the religious or political activities of any teacher, or lack thereof, will not be grounds for any discipline or discrimination with respect to the professional employment of such teacher.

C.   The Committee will, upon written request, provide the Association with any public documents in its control which will assist the Association in developing educational programs to suggest to the Committee or to process grievances. The Association shall assume the cost of reproducing any such public documents.

D.   Copies of minutes of the Committee meetings and agendas will be made available to the Association at the same time said copies are made public information.

E.   This Agreement shall be printed in booklet form by the Committee within sixty (60) days of ratification and a copy thereof shall be distributed to each member of the bargaining unit during its effective term, provided that a mutual agreement on the revised document exists between the Association and the Committee, and it is expected that a revised document reflecting the mutual agreement of the parties will be completed within a thirty (30) day period after ratification. The finalized contract will then be printed and delivered to the Association within thirty (30) days (total 60 days). In addition, two hundred (200) copies shall be supplied to the Association President and two hundred (200) copies shall be retained by the Committee for administrative use. The expenses of printing the Agreement shall be shared equally by the Committee and the Association.

F.   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.

G.  This Agreement shall supersede any rules, regulations or practices by the Committee, which shall be contrary to or inconsistent with terms contained within this Agreement.

H. No reprisals will be taken against the Medford Teacher's Association or any member of the bargaining unit as a result of a job action.

I.   It is the understanding of the Association that teachers should use their professional discretion in the writing of student recommendations.

ARTICLE 26

ASSOCIATION BUSINESS

All general teacher organization meetings shall be conducted after regular working hours and in no way shall conflict with meetings conducted for school business or with parental conferences. The principal of the building and the Superintendent shall be notified in advance to assure the availability of the facilities.

The Association agrees to reimburse the administration for substitute teachers hired to cover the classes of those Association members who attend the Massachusetts Teachers Association Annual Meeting. The Committee agrees to allow the President of the Association to attend the MTA Annual Meeting without requiring reimbursement for substitute coverage.

ARTICLE 27

PARENTAL CONFERENCES

All parental conferences shall be conducted after school hours but in the discretion of the principal involved, daytime conferences may be held and shall in no way conflict with the help ordinarily given to groups of pupils who remain after school for specific help.

All teachers shall be expected to participate and to be involved in parental conferences regarding the pupils within their immediate supervision or in the case of any pupil who is involved in a school related incident

ARTICLE 28

TERMINATION OF EMPLOYMENT

Teachers who wish to resign shall give thirty (30) calendar days' notice in writing to the office of the Superintendent.

ARTICLE 29

DURATION

A.   This agreement shall be in full force and effect until August 31, 2015 the exception noted in Paragraph B below.

B.   Negotiations for the period subsequent to August 31, 2015 shall commence after October 15, 2014, providing either party requests same in writing to the other party. The parties acknowledge a good faith attempt will be made to commence negotiations within a reasonable time of receiving notice, in order to provide the parties ample time to negotiate in advance of the expiration of the contract.

APPENDIX "A"

1. Increment:

Any teacher who was hired and began his/her service prior to February first shall be granted his/her increment the following September. Any teacher who was hired and began service after February first shall be granted his/her increment the second following September.

2. Longevity:

10 years: $975

 20 years: $1,125

 30 years: $2,300

35 years: $2,500

Sick Leave accumulation shall be calculated on July 1 of each year.

3. Mileage:

The amount of 27.5 cents per mile shall be paid to any employee covered by this contract for expenses covered by this contract incurred while traveling in his/her personal motor vehicle on school business; provided that a monthly voucher is submitted to the Superintendent's office attesting to this expense.

4. Differential:

A.   Teachers at the Vocational Technical High School shall receive a salary differential of $750 per year.

B.   Effective July 1, 1978, Guidance and Adjustment Counselors will be paid according to their proper placement on the teachers' salary scale. Such counselors employed prior to that date will receive a differential of $400 per year above the teachers' salary schedule.

5. Coaches:

GROUP A

Head Football                       $6,800

GROUPB

Head Basketball                    $4,800

Head Baseball

Head Softball

 Head Hockey

Head X-Country

Head In-Track

Head Out-Track

Head Lacrosse

Head Soccer

Head Volleyball

GROUP C

Head Swimming                     $4,200

Head Gymnastics

Head Golf

Head Tennis

Asst. Football

GROUP D

Asst. Basketball                            $2,900

Asst. Baseball

Asst. Softball

Asst. Hockey

Asst. Soccer

Asst. Lacrosse

Asst. In-Track

Asst. Out-Track

Asst. Volleyball

 

GROUP E

Asst. Swimming                                   $2,500

Asst. Gymnastics

Asst. X-Country

MEDFORD PUBLIC SCHOOLS, MEDFORD, MA.

(Vocational School Occupational Education Teachers)

(Effective September 1991)

Effective September 1991, for the Vocational School, Occupational Educational teachers will be placed on the following Scales:

15 Credits beyond Vocational Certification - B+15

30 Credits beyond Vocational Certification - B+30

 45 Credits beyond Vocational Certification - M

70 Credits beyond Vocational Certification - M+15

 90 Credits beyond Vocational Certification - M+30

 BS. Credits beyond Vocational Certification - M+45

Extracurricular Activities

Math Teams (2)

$1,300 ea.

Science Team

$1,000

SADD

$   600

Senior Class Advisors (2)

$1,000 ea.

Junior Class Advisors (2)

$   850 ea.

Sophomore Class Advisors (2)

$   630 ea.

Freshman Class Advisor (1)

$   630

National Honor Society

$1,000

Drama Club

$2,300

Drama Club Advisor

$   600

Musical Comedy Director

$3,000

Musical Comedy Choreographer

$   540

Musical Comedy Music Director

$1,500

Competition Play Director

$   600

Costume Director

$   300

"M" Club

$1,300

Student Council

$1,300

Ski Club

$   600

Computer Club

$   600

Peer Leader Advisor

$1,000

Cheerleaders & Poms

$4,400

Cheerleaders & Poms Asst.

$   600

Odyssey of the Mind

$2,000

Pre-Med Club

$   600

Yearbook Advisor

$3,500

Band Director

$3,400

Band Color Guard

$1,600

Band Drill Instructor

$1,600

African American Club

$   600

Hispanic Club

$   600

Asian Club

$   600

Gay/Straight Alliance Advisor

$   600

Mustang News Advisor

$3,500

Media Club Advisor

$   600

Key Club

$1,000

Chess Club

$1,000

Pep Band Director

$   500

Jazz Band Director

$1,000

Orchestra Director

$1,000

Chorus Advisor

$1,000

Assistant to Principal

$1,500

Mentor

$   500

Lunch Duty

$1,800

Head Teacher

$2,500

Vocational School Cooperative

 

Education Coordinator

$600

Vocational School Class Advisor

$1,500

Fall Play Director

$1,500

Literary Magazine Advisor

$   600

Mock Trial Advisor

$   600

Project EPIIC Advisor

$   300

Recreational Lunch Supervisors (3)

$2,600

Lunch Room Monitor (4)

$3,600 ea.

Voc School Cooperative Ed Coord

$4,000

Drivers Ed Coordinator

$5,000

Middle School Extracurricular Activities

Yearbook

$1,000

Student Council

$1,500

Drama Club

$1,000

School Newspaper

$1,000

Chess Club

$   500

Sewing Club

$   500

Math Tutorial

$1,000

Junior National Honor Society

$   750

Homework Club

$1,000

Choir Club

$   500

Seasonal Intramural Sports

$   500

Concert Chorus

$1,000

Art Club

$1,000

Tech Club

$1,000

Middle School Team Leader

$675

Middle School Early Start Supervision

 

& Intervention Program

$2,500

Middle School Science Club

$500

Middle School Technology Club

$500

SCHOOL YEAR 2012-2013

 0% Increase

Step

BA

B+15

B+30

B+45

MA

M+15

M+30

M+45 or CAGS

M+60

DOC

1

44,585

46,115

47,652

49,181

48,658

50,198

51,728

53,265

54,281

55,296

2

46,314

47,851

49,384

0,917

50,399

51,923

53,464

54,992

56,013

57,033

3

48,048

49,584

51,118

52,643

52,125

53,661

55,191

56,726

57,744

58,761

4

49,777

51,313

52,843

54,376

53,855

55,387

56,926

58,456

59,473

60,490

5

51,507

53,041

54,581

56,110

55,588

57,129

58,653

60,192

61,210

62,226

6

53,244

54,776

56,308

57,839

57,322

58,853

60,389

61,920

62,939

63,957

7

55,254

56,792

58,319

59,855

59,335

60,867

62,401

63,932

64,951

65,972

8

57,272

58,801

60,333

61,872

61,344

62,881

64,413

65,941

66,960

67,979

9

59,577

61,110

62,644

64,178

63,658

65,194

66,725

68,261

69,274

70,287

10

70,523

72,109

73,695

75,331

75,801

77,386

78,972

80,558

81,608

82,659

SEPTEMBER 1,2013

2% Increase

Step

BA

B+15

B+30

B+45

MA

M+15

M+30

M+45 or CAGS

M+60

DOC

1

45,477

47,037

48,605

50,165

49,631

51,202

52,763

54,330

55,367

56,402

2

47,240

48,808

50,372

51,935

51,407

52,961

54,533

56,092

57,133

58,174

3

49,009

50,576

52,140

53,696

53,168

54,734

56,295

57,861

58,899

59,936

4

50,773

52,339

53,900

55,464

54,932

56,495

58,065

59,625

60,662

61,700

5

52,537

54,102

55,673

57,232

56,700

58,272

59,826

61,396

62,434

63,471

6

54,309

55,872

57,434

58,996

58,468

60,030

61,597

63,158

64,198

65,236

7

56,359

57,928

59,485

61,052

60,522

62,084

63,649

65,211

66,250

67,291

8

58,417

59,977

61,540

63,109

62,571

64,139

65,701

67,260

68,299

69,339

9

60,769

62,332

63,897

65,462

64,931

66,498

68,060

69,626

70,659

71,693

10

71,933

73,551

75,169

76,838

77,317

78,934

80,551

82,169

83,240

84,312

SEPTEMBER 1, 2014

2% Increase

Step

BA

B+15

B+30

B+45

MA

M+15

M+30

M+45 or CAGS

M+60

DOC

1

46,386

47,978

49,577

51,168

50,624

52,226

53,818

55,417

56,474

57,530

2

48,185

49,784

51,379

52,974

52,435

54,021

55,624

57,214

58,276

59,337

3

49,989

51,587

53,183

54,770

54,231

55,829

57,421

59,018

60,077

61,135

4

51,788

53,386

54,978

56,573

56,031

57,625

59,226

60,818

61,876

62,934

5

53,588

55,184

56,786

58,377

57,834

59,437

61,023

62,624

63,683

64,740

6

55,395

56,989

58,583

60,176

59,638

61,231

62,829

64,422

65,482

66,541

7

57,486

59,086

60,675

62,273

61,732

63,326

64,922

66,515

67,575

68,637

8

59,586

61,177

62,770

64,372

63,822

65,421

67,015

68,605

69,665

70,725

9

61,984

63,579

65,175

66,771

66,230

67,828

69,421

71,019

72,073

73,127

10

73,372

75,022

76,672

78,374

78,863

80,512

82,162

83,813

84,905

85,998

91st DAY of 2014-2015

1.25%

Step

BA

B+15

B+30

B+45

MA

M+15

M+30

M+45 or CAGS

M+60

DOC

1

46,966

48,578

50,197

51,808

51,257

52,879

54,491

56,110

57,180

58,249

2

48,787

50,406

52,021

53,636

53,091

54,696

56,319

57,929

59,004

60,079

3

50,614

52,232

53,848

55,454

54,909

56,527

58,138

59,755

60,828

61,899

4

52,435

54,053

55,665

57,280

56,731

58,345

59,966

61,578

62,649

63,720

5

54,258

55,874

57,496

59,107

58,557

60,180

61,785

63,407

64,479

65,549

6

56,087

57,701

59,315

60,928

60,383

61,996

63,614

65,227

66,300

67,373

7

58,205

59,825

61,434

63,052

62,504

64,118

65,734

67,346

68,420

69,495

8

60,331

61,941

63,555

65,176

64,620

66,239

67,853

69,463

70,536

71,609

9

62,759

64,374

65,990

67,605

67,058

68,676

70,288

71,906

72,974

74,041

10

74,289

75,960

77,631

79,354

79,849

81,519

83,189

84,860

85,966

87,073

JUNE 30, 2015

Reduce increase from step 9 to 10 by 50%

Add new step 11 at $700 more than previous step 10

Step

BA

B+15

B+30

B+45

MA

M+15

M+30

M+45 or CAGS

M+60

DOC

1

46,966

48,578

50,197

51,808

51,257

52,879

54,491

56,110

57,180

58,249

2

48,787

50,406

52,021

53,636

53,091

54,696

56,319

57,929

59,004

60,079

3

50,614

52,232

53,848

55,454

54,909

56,527

58,138

59,755

60,828

61,899

4

52,435

54,053

55,665

57,280

56,731

58,345

59,966

61,578

62,649

63,720

5

54,258

55,874

57,496

59,107

58,557

60,180

61,785

63,407

64,479

65,549

6

56,087

57,701

59,315

60,928

60,383

61,996

63,614

65,227

66,300

67,373

7

58,205

59,825

61,434

63,052

62,504

64,118

65,734

67,346

68,420

69,495

8

60,331

61,941

63,555

65,176

64,620

66,239

67,853

69,463

70,536

71,609

9

62,759

64,374

65,990

67,605

67,058

68,676

70,288

71,906

72,974

74,041

10

68,524

70,167

71,810

73,480

73,453

75,097

76,739

78,383

79,470

80,557

11

74,989

76,660

78,331

80,054

80,549

82,219

83,889

85,560

86,666

87,773

APPENDIX "B"

SIDE LETTER OF AGREEMENT

BETWEEN

THE MEDFORD SCHOOL COMMITTEE

AND

THE MEDFORD TEACHERS ASSOCIATION

This SIDE LETTER OF AGREEMENT is entered into by and between the Medford School Committee (hereinafter the "Committee") and the Medford Teachers Association (hereinafter the "Association") (collectively hereinafter the "Parties").

Whereas, the Committee and the Association are parties to a collective bargaining agreement for the period September 1, 2004 through June 30, 2007.

Now, therefore, in consideration of mutual covenants, the parties agree as follows:

The terms and conditions set forth in the Collective Bargaining Agreement for the period September 1, 2004 through June 30, 2007 shall remain in full force and effect for the period September 1, 2004 through June 30, 2007 except as amended herein.

1. Article VI, Section B Work Year - amend to read as follows:

"The work year shall be between September 1 and June 30 as determined by the School Committee. Effective September 1, 2005, teachers shall be required to be in attendance a period not to exceed 182 days, except in the case of a new teacher wherein 185 days shall be required. Exceptions to the provision may be made in order to comply with the requirements of the State Board of Education or any other applicable provision of law, in which case the parties shall meet forthwith to negotiate the effect of said exception."

2.   Article XXII, Insurance and Annuity Plan - Add the following paragraph at the end of this Article to read as follows:

"Effective July 1, 2005, the School Committee agrees to pay no less than seventy-five percent (75%) of the bargaining unit employee's health insurance premium. Effective July 1, 2006, the School Committee agrees to pay no less than eighty percent (80%) of the bargaining unit employee's health insurance premium. Effective at 11:59p.m. on June 30, 2007, the School Committee agrees to pay no less than eighty-one percent (81%) of the bargaining unit employee's health insurance premium."

3.   Article XXIX - Duration - Amend Section B to read as follows:

"Negotiations for the period subsequent to June 30, 2007 shall commence after October 15, 2006, providing either party requests same in writing to the other party. The parties acknowledge a good faith attempt will be made to commence negotiations within a reasonable period of time of receiving notice, in order to provide the parties ample time to negotiate in advance of the expiration of the contract. The parties further

acknowledge that during the negotiation period defined above all provisions of the contract may be subject to negotiation except the provisions addressed in Article XXII - Insurance and Annuity Plan and the provisions addressed in Article VI, Section B - Work Year. The aforementioned exceptions shall not be subject to negotiations prior to June 30, 2009."

4.   This SIDE LETTER OF AGREEMENT is subject to ratification by the parties. It is understood by the parties that the Association will not hold its ratification vote prior to the 2005-2006 school year.

APPENDIX "C"

SIDE LETTER OF UNDERSTANDING

BETWEEN THE

MEDFORD SCHOOL COMMITTEE

AND THE

MEDFORD TEACHERS ASSOCIATION

This side letter of understanding is to confirm that both the Medford School Committee and the Medford Teachers Association have each reserved their respective rights to contest whether the district determined measures referred to in the new Educator Evaluation System negotiated by the parties are subject to negotiations under General Laws Chapter 150E. Nothing set forth in the Educator Evaluation System or the collective bargaining agreement between the parties shall be construed to limit or waive these reserved rights.

IN WITNESS WHEREOF, the parties hereunto set then hands and seals this___________day of________________.

_______________________________                          _______________________________

Mayor Michael McGlynn                                                                   Angelo LiCausi

Chairman                                                                                               President

School Committee                                                                               Medford Teachers Association