Medway

Show detailed information about district and contract

DistrictMedway
Shared Contract District
Org Code1770000
Type of DistrictMunicipal K12
Union AffiliationAFT
Most Recent DocumentMOA
Expiring Year2012
Expired Status
Superintendency Union
Regional HS Members
Vocational HS MembersTri-County RVTSD
CountyNorfolk
ESE RegionGreater Boston
Urban
Kind of Communityresidential suburbs
Number of Schools5
Enrollment2693
Percent Low Income Students5
Grade StartPK or K
Grade End12
download pdf version of this document view accessible version of this document Medway

AGREEMENT

BETWEEN THE

MEDWAY SCHOOL COMMITTEE

AND THE

MEDWAY FEDERATION OF TEACHERS

LOCAL 3645, MFT, AFT, AFL-CIO

(UNIT A)

 

September 1, 2006 -August 31, 2009

(extended by MOA to August 31, 2012)

 

 

MEDWAY TEACHERS CONTRACT

SECTION 1

 

ARTICLE I

RECOGNITION

 

The Medway School Committee recognizes the Medway Federation of Teachers for the purpose of collective bargaining as the exclusive representative of a unit consisting of all teachers (teachers are regular full-time and regular part-time day school teaching personnel employed by the Medway School Committee who hold certificates under Chapter 74 of the Massachusetts General Laws and all other regular full-time school personnel who hold such certificates and who perform a school related function; i.e.: librarian, reading specialist, speech therapists, department heads, Elementary Assistant (Teaching) Principal, Guidance Counselors, and extra salary and co-curricular personnel, provided that such personnel are also teachers). An employee who serves as a teacher and in another capacity also covered by this contact, shall, as a teacher, have all rights and responsibilities devolving upon a teacher; and shall, in the other capacity, be governed by the rights and responsibilities devolving upon that job.

 

Unless otherwise indicated, the individuals in the above unit will be hereinafter referred to as "employee(s)". Excluded from this unit are principals, assistant principals, and director of student services.

 

The Committee is a public body established under and with powers provided by the statutes of the Commonwealth of Massachusetts, and nothing in this Agreement shall be deemed to derogate from or impair any power, right or duty conferred upon the Committee by statue or any rule or regulation of agencies of the Commonwealth. Except as specifically mentioned or provided in the Agreement, the Committee retains all the powers, rights and duties that it has by law and may exercise the same at its discretion without any such exercise being made the subject of a grievance or arbitration proceeding hereunder.

 

The School Committee will be responsible for typing, collating and putting together copies of the teachers' contract (Agreement) annually and will distribute these to each teacher prior to the beginning of the school year. The Medway Federation of Teachers-Unit A will share the cost of preparing and printing these Agreements.

 

The contract must be reviewed, agreed to with changes, and printed or placed on a disc within sixty (60) days of ratification.

 

SECTION 2

 

ARTICLE II

SALARIES

 

A.            The salaries and wages of all employees covered by this Agreement are set forth in Appendix A(1), A(2), and A(3) which are attached hereto and made a part hereof.

 

B.            All employees on the Teachers' Salary Schedule will be paid in twenty-six (26) equal installments during the calendar year with the option that all summer pay can be received on June 30th.

 

C.            A regular teacher may voluntarily agree to serve as a substitute teacher during his or her non-teaching time, and said teacher will be paid an added fourteen dollars ($14.00) for each period taught or supervised, subject to supervision and assistance of department heads. Assignments will be made on a rotating basis subject to competency and seniority wherever practicable. A teacher will qualify for pay unless notified by the Superintendent in writing prior to such voluntary service. Teachers who volunteer to take class(es) as hereinafter provided will be paid every two pay periods for their services.

 

D.            When a payday falls during a scheduled vacation or holiday, paychecks will be made available to teachers prior to dismissal on the last day before that vacation or holiday, whenever possible.

 

E.            A regular teacher who voluntarily agrees to serve as a substitute teacher on a long term basis during his or her non-teaching time will be paid at the rate of twenty-two dollars ($22.00) per class.

 

ARTICLE III

PROFESSIONAL DEVELOPMENT AND EDUCATION IMPROVEMENT

 

A.            The Committee will pay seventy percent (70%) of the cost of tuition for in-service courses at accredited colleges, universities or professional training schools for study related to the employee's field of employment, limited to two (2) courses but not in excess of eight (8) credits from September 1st to August 31st of each school year. Each course shall have the advance written approval of the Superintendent of Schools. Such approval will not be withheld without reason. Reimbursement is contingent upon the attainment of a grade "B" or better or "Pass" in a "Pass-Fail" system.

 

B.            (1)           The Committee will pay the reasonable expenses (including fees, meals, lodging and/or transportation) incurred by employees who attend workshops, seminars, conferences, or other professional improvement sessions. The request may be initiated by the employees or administrators and must have the advance approval of their principal or immediate supervisor and Superintendent.

(2) The Committee further agrees to release, at no loss of compensation, two (2) members of the Medway Federation of Teachers (one elementary and one secondary) for the Annual Massachusetts Federation of Teachers Convention and the Annual American Federation of Teachers Convention. Such expenses are to be borne by the Federation.

 

C.            (1)           The Committee will recognize credit courses within a Masters, C.A.G.S. and/or Doctoral program either in education or in a subject matter related to a teacher's field of employment as being sufficient for the accumulation of credits beyond Degrees.

 

(2)           Credit courses sponsored by the Medway Federation of Teachers, as well as other courses from recognized organizations, may be included in hours beyond the Masters degree, subject to the approval of the Superintendent. His decision on this topic is not subject to the grievance and arbitration procedure.

 

D.            Teachers may be required by the School Committee to take additional training. If so required, the School Committee will pay one hundred percent (100%) of the course(s). The School Committee must use Article XIV, Employee Evaluation, to determine the need for additional training.

 

E.            PDP’s will be awarded in accordance with Department of Education regulations.

 

SECTION 3

 

ARTICLE IV

TEACHING HOURS AND TEACHING LOAD

 

A             (1)           Elementary

 

Memorial

a. Teachers report: 8:00 a.m.

b. Student instruction day: 8:30 a.m. to 2:30 p.m.

c. Teacher end of day: 2:45 p.m.

 

McGovern

a. Teachers report: 8:35 a.m.

b. Student instructional day: 9:00 a.m. to 3:00 p.m.

c. Teacher end of day: 3:20 p.m.

 

Burke School – Kindergarten

a. Teachers report: 8:35 a.m.

b. Student instruction day: 9:00 a.m. to 3:00 p.m.

c. Teacher end of day: 3:20 p.m.

 

Burke School – Pre Kindergarten

a. Teachers report: 8:20 a.m.

b. Student instruction day: 8:45 a.m. to 2:45 p.m.

c. Teacher end of day: 3:05 p.m.

 

(2)                           Middle School

a. Teachers report: 7:25 a.m.

b. Student instructional day: 7:40 a.m. to 1:58 p.m.

c. Teacher end of day: 2:10 p.m.

 

(3)                           High School

a. Teachers report: 7:49 a.m.

b. Student instruction day: 8:04 a.m. to 2:31 p.m.

c. Teacher end of day: 2:31 p.m.

 

Students will be released after three (3) hours from the start of the instructional day of the specific elementary school.

 

The Administration reserves the right to change the aforementioned times, subject to the following:

 

1.                   The student instructional day shall not exceed six hours at the elementary level, six hours and eighteen minutes at the Middle School, and six hours and twenty-one minutes at the High School.

 

2.                   The time before the beginning of the student instructional day at the elementary level shall not exceed thirty minutes. The time after the student instructional day ends at the elementary level shall not exceed fifteen minutes if thirty minutes is scheduled before school, and if thirty minutes is not so scheduled, twenty minutes.

 

3.                   Student supervision at the elementary level before the student instructional day shall not exceed fifteen minutes.

 

4.                   The time before the beginning of the student instructional day at the middle and high school level shall not exceed fifteen minutes and the time after the student instructional day ends at the middle and high school level shall not exceed fifteen minutes.

 

5.                   The schools will not open before 7:00 a.m. nor close their regular sessions later than 3:20 p.m. (see above).

 

6.                   The ending of the normal workday shall be as aforementioned and the completion of the individual teacher’s tasks.

 

7.                   Exception to dismissal time as set forth above may be made by the principal of each building on Fridays and on days of early dismissal before holidays.

 

B.            (1)           The work year of employees, except coaches (other than new personnel who may be required to attend additional orientation sessions) will begin no earlier than September 1st and terminate no later than June 30th, but will in no event be longer than one hundred eighty-two (182) days. The "work year" will include days when students are in attendance, orientation days at the beginning of the school year, and any other days on which teacher attendance is required. The School Committee agrees not to schedule a "closing out" day at the end of the school year after the students are dismissed. Another day when students will not be present will be placed in the calendar and the program on such day will be discussed by a committee of teachers and administrators prior to the Superintendent presenting the calendar to the Committee.

 

(2)           Effective September 1, 2007, the work year will be no longer than one hundred eighty-one (181) days.

 

C.            (1)           Teachers may be required to remain after the end of the regular workday, without additional compensation for up to one (1) hour to attend the following staff meetings:

 

a.             Two meetings each month authorized by the Superintendent of Schools, Principal or Department Head. In no case shall the duration of these meetings exceed the time it takes the group there present to accomplish the purpose of the meeting, as determined by the person calling the meeting or his designee.

 

b.             Other meetings may be called when determined necessary by the principal with the approval of the Federation.

 

c.             In addition to the meetings set forth in C (1) a, an additional two (2) meetings per year may be called by the Superintendent of Schools, Principal or Department Head but not more than three (3) per month.

 

(2)           High school and middle school teachers may be required to attend two (2) evening meetings each year. Elementary teachers may be required to attend one (1) evening meeting and one (1) release day for parental conferences. Programs for those evening sessions will not be for individual conferences but for an overview of classroom objectives unless otherwise arranged by a joint committee of teachers and administrators.

 

D.            (1)           All elementary teachers (grades 1-4) will, in addition to their regular thirty (30) minute lunch period, receive one preparation period per day, at least forty minutes in length, during which, except as hereinafter provided, they will not be assigned to any other duties. The teacher may be assigned to other duties during what would otherwise have been his/her preparation period in the following circumstances:

 

a.                    Inability of the administration to obtain a substitute for the person who was have responsibility for the students for that period, or

 

b.       Emergency type situation.

 

(2)           There will be a fifteen (15) minute recess period each morning in the elementary schools. Each elementary school teacher will be off duty for such recess period every other day (whenever possible).

 

(3)           Lunch for high school and middle school teachers shall be equal to the time provided for students. Teachers will have a duty free lunch, but this does not mean that they may not be assigned to cafeteria duty as a supervisory period.

 

(4)           The ratio of teachers to students during a student supervision period shall be no greater than thirty-five (35) students to one (1) teacher when assignments are made, except for lunchroom, library assignments, and recess.

 

(5)           Assignment of corridor patrol shall first be on a voluntary basis. In the event that there are not a sufficient number of volunteers, then the administration shall assign the duty.

 

E.            (1)           Every High School and Middle School teacher assigned to a directed study period shall require students to be engaged in "structured learning time" activities.

 

(2)           a.             The combination of supervisory periods, directed study periods, and teaching periods for High School teachers shall not exceed thirty (30) periods per week of which teaching periods shall not exceed five (5) per day or twenty-five (25) per week, and directed study periods and/or supervisory periods shall not exceed ten (10) per week. Preference of assignment will be given to teachers with greatest seniority when inequitable situations arise. Homeroom and corridor duty are not considered supervisory periods for the purpose of pay.

 

b.             Applicable to middle school teachers: the outer parameters of the teacher workday as set forth in Article IV A (2) (six (6) hours and forty-five (45) minutes) shall continue. Teachers shall receive one (1) individual preparation period per day, five (5) preps per five (5) day cycle, six (6) preps per six (6) day cycle, etc. Teachers may not be required to perform more than ten (10) supervisory periods and/or directed study periods per week. Team teachers shall receive, except as hereinafter provided, an average of one (1) team planning period per day (average of five (5) per five (5) day cycle). Supervisory periods and/or directed study periods, if required by the Administration, may be substituted by the Administration in place of the team planning period(s). The balance of the teacher workday (outer limits less individual prep period, less team planning and/or supervisory periods and/or directed study periods, less duty free lunch time) shall be teaching time. Preference of assignment will be given to teachers with greatest seniority when Inequitable situations arise. Homeroom and corridor duty are not considered supervisory periods for the purpose of pay.

 

c.             Nothing contained herein shall preclude a teacher from performing, on a voluntary basis, periods in excess of the aforementioned, except a teacher may not so volunteer under the following circumstances: A teacher may not voluntarily perform "excess" periods in a department in which there is a teacher in such department who is on recall status or who has been cut down to less than full-time status unless the volunteer period(s) are first offered to such recall teacher or less than full-time teacher.

 

(3)           a.             The amount of responsibility that Department Heads (Pre-K-12 or 9-12) are assigned will be determined by the Superintendent based upon the overall needs of the district.

 

b.             Department Heads will not be assigned more than three teaching periods per day (four for Department Heads with Grade 9-12 responsibilities) with no additional student supervision periods and no homeroom assignments.

                            c.

       The observation responsibilities of the Department Heads shall be as follows:

 

 

(1)      High School: May be assigned direct responsibility for evaluations.

 

 

(2)      Middle and Elementary Schools: Assist the Principal in the evaluation process.

 

d.             Work in excess of the teacher’s work year:  (1) The Superintendent will require the Department Heads (any or all) to work up to an additional twenty (20) days beyond the regular work year absent extenuating circumstances. They will be paid for any such days that they are so required to work at their per diem rate of pay. (2) Any days beyond the afore­mentioned twenty (20) days are subject to the mutual agreement of the Superintendent and the Department Head involved and shall also be paid at the Department Head's per diem rate of pay.

 

F.             The Committee agrees to have the Superintendent discuss the school calendar with the Federation prior to submitting his recommendation to the School Committee.

 

(1)           The school calendar will include the following parameters: It will not begin before September 1 nor end after June 30 unless by mutual agreement between the Committee and the Federation.

 

(2)           It will not be longer than one hundred eighty-five (185) working days.

 

(3)           All required or routine vacation and holiday periods will be included, such as: Labor Day, Columbus Day, Veterans' Day, Thanksgiving Recess, Christmas Holidays, Martin Luther King Day, Midwinter Recess, Good Friday, Spring Recess, Patriots' Day and Memorial Day.

 

Vacation or holiday periods that are not required may be removed by mutual agreement between the Committee and Federation. The length of vacation and recess periods shall be consistent with the current practice of the majority of public schools in Massachusetts. Anything contained herein to the contrary notwithstanding, the restrictions in this Section F (3) shall not be applicable provided the Committee or its designee gives notice to the Federation by April 1st of the school year preceding the school year in which any of said restrictions shall not apply.

 

(4)           School will not be scheduled on Saturdays and Sundays; however, in unusual situations where school time has been or will be lost, the School Committee and the Teachers Federation may, by mutual consent, agree to hold school on these days.

 

G.            Teachers who have both elementary and secondary assignments shall not be assigned more than one hundred percent (100%) of the school day, as defined in Article IV A (1) and (2).

 

H.            It is understood that Department Heads, Elementary Assistant Teaching Principals, Guidance Counselors and those with co-curricular assignments may have responsibilities that exist beyond the normal workday. No unreasonable demands shall be made by either party to this Agreement as to the time necessary to fulfill these responsibilities.

 

I.             Coaches and others holding extra-salary positions have duties which are primarily fulfilled beyond the normal workday. No unreasonable demands shall be made by either party to this Agreement as to the time necessary to fulfill these responsibilities.

 

J.             A joint committee will be formed to review Pre-K teacher’s hours and working conditions.

 

K.            A joint committee will be formed to review the block schedule at the high school.

 

L.            A part-time PreK-8 Curriculum Leader may be appointed by the Superintendent based upon the overall needs of the district.

 

(1). The Curriculum Leader shall be a .50 FTE curriculum leader/.50 FTE teacher position.

 

(2). The Curriculum Leader shall receive additional compensation beyond his/her teacher’s salary in the same amount paid to the Department Heads.

 

(3). The Superintendent may require the Curriculum Leader to work up to an additional twenty (20) days beyond the regular teachers’ work year. He/she will be paid for any such days that he/she is so required to work at his/her per diem rate of pay.

 

(4). Any days beyond the aforementioned twenty (20) days are subject to the mutual agreement of the Superintendent and the Curriculum Leader and shall also be paid at the Curriculum Leader’s per diem rate of pay.

 

ARTICLE V

NON-TEACHING DUTIES

 

The Committee and the Federation acknowledge that an employee's primary responsibility is the total education of the children in his or her care. Therefore, they agree as follows:

 

A             (1) Assignment of employees for non-professional duties shall be on a reasonable basis.

 

(2) Although employees may be required to collect and transmit money to be used for educational purposes, they will not be held responsible for the loss of any money collected where such loss is not the fault of the employee.

(3) Non-teaching duties: assignment of teachers for other than classroom duty shall be done on a reasonable basis. The teacher's primary area of activity is in the classroom. It is also agreed that teaching involves elements of relationships beyond the classroom structure.

 

B.            Employees will not be required to drive students to activities which take place away from the school building. Employees may do so voluntarily, however, with the advance approval of their principal or immediate supervisor. The Town provides sufficient liability to protect employees when transporting students in their personal automobiles.

 

C.            Mileage reimbursement: Employees who are authorized to use their private automobiles for school-related matters will be reimbursed according to the IRS rate.

 

D.            Homerooms at the high school only shall be assigned to teachers who have least seniority.

 

E.            High school and middle school teachers will not be required to take office detention or detention of other teachers unless agreed to by the parties concerned.

 

F.             When dealing with a sick or injured child, a teacher will seek proper medical attention.

 

G.            There shall be a Faculty Advisory Committee established in each building. The recommendations of the Faculty Advisory Committee will be given consideration by the respective principal.

 

H.            Teachers have up to five (5) school days to turn in report cards. Teachers must communicate with parents/guardians if a student is having difficulty as soon as possible before or after grades are turned in.

 

ARTICLE VI

EMPLOYEE ASSIGNMENT

 

A.            Employees, except coaches, will be notified of their program for the coming year, including the schools to which they will be assigned, the grades and/or specific course that they will teach, as soon as practicable and, under normal circumstances, not later than the closing of schools for the summer recess. Teachers will be notified immediately of any change after the close of school but in no event beyond August 1st, except upon the occurrence of a resignation or similar emergency.

 

B.            In order to assure that students are taught by teachers working within their areas of competence, teachers will not be assigned, except temporarily, and/or for good cause, outside the scope of their teaching certificates and/or their major or minor fields of study and in accordance with state statutes and regulations.

 

D.            To the extent possible, changes in grade assignments in the elementary schools, change in grade and subject assignments in the middle school, and in subject assignments at the high school will be voluntary between the principal, or his designee, and the teacher. In arranging for teachers who are assigned to more than one school, an effort will be made to limit the amount of interschool travel. Such teachers will be notified of any changes in their schedules as soon as practicable. A teacher who must regularly travel between schools will be reimbursed according to the IRS rate.

 

D.            Employee assignments will be made without regard to race, creed, age, color, religion, nationality, marital status or sex.

 

E.            When changes in teacher assignments are necessary, a teacher's area of competence, major or minor field of study, quality of teaching performance and length of service in Medway school system will be considered. Teaching assignments will be made with a constant regard for limiting the number of preparation periods required by individual teachers.

 

F.             Virtual high school teachers and site supervisors will be assigned no supervisory periods.

 

G.            No teacher shall lose his/her job because of Medway’s participation in virtual classroom.

 

ARTICLE VII

CLASS SIZE

 

The School Committee and the Federation recognize that class size is an important factor in good education and will, whenever possible, subject to space availability and all other educational consideration, ensure that class size is of the most effective nature for both teacher and student. However, the final decision as to class size will be made by the School Committee, or its designee, in the best interest of all.

 

ARTICLE VIII

ELEMENTARY BUS DUTY

 

A.      Morning Bus Duty

 

Morning bus duty will be performed by the elementary teachers paid hereunder and, if deemed necessary by the administration, by one (1) additional elementary teacher also paid hereunder. In the event no teacher applies for the paid bus duty (either or both positions), teachers will be assigned such bus duty (either or both, as the case may be) on a rotating paid basis (pro-rata of the stipend). Such assignment may also be made during the appointment process.

 

B.            Afternoon Bus Duty

 

Afternoon bus duty will be performed by the elementary teachers paid hereunder and, if deemed necessary by the administration, by one (1) additional elementary teacher also paid hereunder. In the event no teacher applies for the paid bus duty (either or both positions) teachers will be assigned such bus duty (either or both, as the case may be) on a rotating paid basis (pro rata of the stipend). Such assignment may also be made during the appointment process.

 

C.            Payment

 

In the event the paid teacher is absent for five (5) days or less, the substitute teacher will be required to perform the bus duty as part of the substitute's duties. In the event the paid teacher is absent for five (5) consecutive days or more, another teacher may volunteer to take the duty. In such case, the volunteer shall be paid for such duty on a pro-rata basis and the stipend of the paid teacher will be decreased on the same pro-rata basis. In the event there are no volunteers, teachers may be assigned by the administration in the same manner as if no one applied, supra (pro-rata deduction and payment rules also apply).

 

E.            It is recognized that the provisions of this Article VIII shall be applicable to the new elementary school (Memorial School).

 

ARTICLE IX

VACANCIES AND PROMOTIONS

 

A.            Whenever any vacancy in a professional position occurs during the school year (September to June), it will be adequately publicized by the Superintendent of Schools by means of a notice placed on the Federation bulletin board in every school as far in advance of the appointment as possible. During the summer recess, all employees from a department or grade so affected, as well as those that have indicated their desire for such positions, shall be notified by mail and will have at least seven (7) days to apply for such position. Vacancies occurring after August 15th may be filled without regard to the seven (7) day period.

 

B.            All employee candidates for such positions shall be given the opportunity for an interview.

 

C.            Appointments will be made without regard to race, creed, color, religion, nationality, marital status or sex.

 

ARTICLE X

TRANSFERS

 

Although the Committee and the Federation recognize that some transfer of teachers from one school to another is unavoidable, they also recognize that frequent transfers of teachers is disruptive to the educational process and interferes with optimum teacher performance.

 

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

 

B.            When involuntary transfers are necessary, a teacher's area of competence, major and/or minor field of study, quality of teaching performance and length of service in the Medway school system will determine which teacher will be transferred. An involuntary transfer will be made only after a meeting between the teacher involved and the Superintendent, or his designee, at which time the teacher will be notified of the reasons for the transfer. The standard of review of the Superintendent's, or his designee, action hereunder shall be whether the administration was arbitrary and capricious.

 

C.            A list of open positions in other schools will be made available to all teachers being transferred, and all other factors being substantially equal, consideration will be given in filling such positions on the basis of professional background and length of service in the Medway school system.

 

D.            Notice of transfer will be given to teachers as soon as practicable and, under normal circumstances, not later than June 1st.

 

E.            Teachers desiring a transfer will submit a written request to the Superintendent stating the assignment preferred. Such requests must be submitted between September 1st and February 1st of each school year to be considered for the next school year. Requests must be renewed each year.

 

F.             Before a teacher is assigned or transferred to a particular school, the principal of the school in question will be consulted regarding said assignment or transfer.

 

ARTICLE XI

JOB SHARING

 

Teachers may apply to job share under the following terms and conditions:

 

A             Teachers shall not be required to apply for job sharing.

 

B.            They must be certified volunteers in the shared job.

 

C.            The job sharing request may not exceed one (1) school year.

 

D.            The job sharing application by the teachers involved is subject to the following procedure:

 

1.                   Federation to assist in the development of the proposal.

2.                   Principal -interview, explanation, recommendation.

3.                   Superintendent -interview, explanation, recommendation.

4.                   School Committee -explanation and decision.

 

E.            If the application by the teachers involved is denied at any level below the School Committee, the denial does not prevent the teachers involved from proceeding to the next level of review. The School Committee and the Superintendent have the final decision. Their decision is not subject to the grievance and arbitration procedure.

 

F.             If a teacher wishes to job share and is unable to find a teacher presently employed in the Medway Public Schools who desires to job share, then the following individuals shall be eligible to job share in the order of priority.

 

1.                   Teachers on leave of absence.

2.                   Teachers on the recall list.

3.                   Teachers on the recall list who refuse a job share opportunity shall not lose their recall rights as a result of such refusal.

 

G.            Teachers who job share shall receive full seniority credit. (Example: Teacher who job shares fifty percent (50%) for one (1) year gets one (1) full year's seniority credit for such year.)

 

H.            At the end of the job sharing school year, the participants shall return to their former status, subject to the terms and conditions of this Agreement and the law.

 

I.             Notification dates are as follows, under normal circumstances, January 1 (of the school year preceding the job share year): Application to share must be filed.

 

January 1 (of the job share year): Notification of intent to return to full-time service. February 1: The School Committee, under normal circumstances, will give its decision on the job share.

 

ARTICLE XII

REDUCTION IN FORCE

 

A.            Definitions

 

(1)           Seniority:  Seniority as used herein shall mean length of continuous service in the Medway Public Schools. The following rules shall be applicable in determining continuity of service for the purpose of this article:

 

a.             An authorized leave of absence shall not destroy continuity of service. Such time, however, shall not be credited as time served, except as hereinafter provided.

 

b.             A leave of absence granted for the following reasons shall be credited as time served:

 

1.                   Military leave (mandatory obligations).

2.                   Sabbatical leave.

3.                   Sick leave (paid status).

 

c.             Additional Seniority Rules

 

1                     Title I service shall be given credit as time served provided the service was continuous and there was no gap between such Title I service and regular teaching service.

 

2                     Service as a substitute teacher shall not be credited as time served unless:

 

a.             Such service was under contract; and

b.             Such service was continuous and there was no gap between such substitute service and regular teaching service.

 

(2)           Subject Area Classifications: The Subject Area Classifications for the purpose of applying the reduction in force rules, as hereinafter set forth, shall be as follows:

 

a.             K-6 Teachers Classification

 

b.             7-12 Teachers Classification

c.             Specialists (K-12)

1.                   Music

2.                   Physical Education

3.                   Art

4.                   Each separate special needs certification area.

5.                   Guidance: The reduction in force rules, as hereinafter set forth, shall not be applicable across the subject area classifications except as hereinafter specifically provided.

 

B.            Reduction in Force Rules

 

The following rules shall apply in the determination of which teachers are to be dismissed in the event a reduction in the number of teachers is deemed advisable by the Medway School District (including, without limitation, a dismissal under M.G.L. Chapter 43, whenever an actual decrease in the number of pupils in the schools of the Town renders such action advisable.

 

(1)           Teachers with professional teacher status shall not be dismissed if there is a teacher without professional teacher status whose position the teacher with professional teacher status is qualified to fill.

 

(2)           Volunteers will be first reviewed by the Administration.

 

(3)           The Medway School District shall determine which teachers with professional teacher status shall be dismissed in accordance with the following rules:

 

a.             K-6 Teachers’ Classification

 

1.             Seniority, subject to certification.

 

2.             In the event seniority is equal, the teacher with the greater length of continuous service in the elementary subject area classification in Medway shall prevail. In the event such length of continuous service is equal, the teacher with the higher degree status shall prevail. In the event degree status is equal, total graduate credits (excluding credits earned in obtaining degree) shall govern.

 

b.             Secondary Subject Area Classification (7-12)

 

1.             Step One:  Seniority shall first be applied in the particular subject area in which the Medway School District determines there are excess teachers. For example: if there are four (4) French teachers and the Medway School District determines it only needs three (3) French teachers, the French teacher with the last seniority shall be declared excess.

 

2.             Step Two:  In the event the teacher(s) declared excess in Step One is certified in another subject area at the secondary level, they shall be reviewed with such other teachers to determine which teacher(s) shall be declared excess. The standard shall be seniority. For example: if the least senior French teacher is certified to teach Spanish, he/she shall be reviewed with the Spanish teachers and the last senior Spanish teacher shall then be declared excess.

 

3.             In any case where seniority is equal, the teacher with the greater length of continuous service in the subject area discipline involved, i.e., foreign language, English, science, etc., shall prevail. In the event such length of continuous service is equal, the teacher with the higher degree status shall prevail. In the event degree status is equal, total graduate credits (excluding credits earned in obtaining degree) shall govern.

 

c.             Specialists

 

1.             Step One: Seniority shall first be applied within the specialist area in which the Medway School District determines there are excess in teachers. For example: if there are three (3) music teachers and the Medway School District determines it needs only two (2) music teachers, the music teacher with the least seniority shall be declared excess.

 

2.             Step Two:

(a)           Rules applicable in the event the excess teacher in Step One was a music, physical education, guidance or art teacher.

 

                        The excess teacher(s), if certified in another area at the level at which the teacher spends the majority of his or her time (K-6 or 7-12), shall be reviewed with teachers in such area and level to determine which teacher(s) shall be declared excess. The standard of review shall be seniority. For example: if the excess music teacher (Step 1) is certified as an elementary teacher and has spent the majority of his or her time as music teacher at the elementary level, he/she shall be reviewed with the other elementary teachers and the elementary teacher with the least seniority shall then be declared excess.

 

(b) Rules applicable in the event the excess teacher in Step One was a special needs teacher.

 

The excess teacher(s), if certified in another special needs area, shall be reviewed with teachers in such area to determine which teacher(s) shall be declared excess. The standard of review shall be seniority. In the event the Step (1) special needs teacher is not certified in another special needs area or, if certified, is not senior to any other teacher in such area, then if certified in another area at the level at which the teacher spends the majority of his/her time (K-6 or 7-12), the teacher shall be reviewed with teachers in such area and level to determine which teacher shall be declared excess. The standard of review shall be seniority.

 

3.             In any case where seniority is equal, the teacher with the greater length of continuous service in the subject area discipline involved or subject area classification involved, as the case may be, shall prevail. In the event such length of continuous service is equal, the teacher with the higher degree status shall prevail. In the event degree status is equal, total graduate credits (excluding credits earned in obtaining degree) shall govern.

C.            Special Rules

(1)           Secondary Subject Area Classifications (7-8) with K-8 Certification Only

 

A seventh or eighth grade teacher with only a K-8 certification will not, in the event of a reduction in force in the secondary subject area classification, be allowed to exercise his or her seniority rights in the secondary subject area classification so as to displace a junior teacher with a secondary subject area certification. In the event such K-8 certified teacher is declared excess in the secondary subject area classification as a result of the application of the R.I.F. rules, then such teacher shall be placed in the elementary subject area classification and reviewed with such teachers to determine which teacher shall be declared excess. The standard of review shall be seniority. In the event seniority is equal, the rules set forth in paragraph b 2 and a 2, supra, shall govern.

 

Examples:

 

1.             Assumptions: Medway School District decides to reduce a math teacher. There are three (3) math certified teachers teaching 7-12. There is also a K-8 certified teacher teaching math in the seventh and/or eighth grade. The K-8 teacher has greater seniority than either of the three (3) math certified teachers. The K-8 teacher also has greater seniority than various elementary teachers.

 

Result:  The K-8 is declared excess in the secondary subject area classification, placed in the elementary subject area classification and allowed to “bump” or displace a junior elementary teacher.

 

2.             Assumptions: Same as above except there are two (2) K-8 certified teachers teaching math in the seventh and/or eighth grade.

 

Result: The K-8 certified teacher will less seniority is declared excess and has the rights described above.

 

3.             Assumptions: Same as example 1 except there is also a K-8 certified teacher teaching seventh grade English. The K-8 math teacher has more seniority that the K-8 English teacher.

 

Result: The K-8 math teacher is declared excess and has the rights described above.

 

(2)           Secondary Subject Area Classification (7-8) With a K-8 and a Secondary Subject Area Classification in a Different Subject Area.

 

A seventh or eighth grade teacher with a K-8 certification and a secondary subject area classification in a different subject area will be:

 

a.             Subject to the special rules.

 

b.             Allowed to exercise seniority rights in his or her secondary subject area certification if declared excess as a result of the application of the special rules.

 

c.             Allowed to exercise seniority rights in the elementary subject area classification if still declared excess after review under 2 b.

 

Examples:

 

1.             Assumption: Same as Example 1, supra, except that the K-8 math teacher is also certified in French.

 

Result:  The K-8 math teacher is declared excess in math and then reviewed with other French teachers to determine which teacher shall be declared excess. The standard of review shall be seniority. In the event seniority is equal, the rules set forth in paragraphs B (2) and B (3) shall govern. In the event such teacher is still declared excess, he or she shall then be placed in the elementary subject area classification and reviewed with such teachers to determine which teacher shall be declared excess. The standard of review shall be seniority. In the event seniority is equal, the rules set forth in B (2) and A (2), supra, shall govern.

 

(3)           General

 

a. The special rules shall not be applicable to a seventh or eighth grade teacher with a K-8 certification who is also certified in the secondary subject area in which the teacher is teaching. In such case, the teacher’s seniority rights shall be governed by B (3) b.

 

Examples:

 

1.             Assumptions: Medway School District decides to reduce a math teacher. There are three (3) math certified teachers teaching 7-12. There is also a teacher teaching seventh or eighth grade math who is K-8 certified and certified in math.

 

Result:   The most junior teacher of the four is declared excess. Any further rights of review are governed by B (2) b. In no event, as provided above, shall such teacher be reviewed in another subject area classification.

 

2.                   The special rules shall not be applicable to any teacher currently (as of February 20, 1980) teaching in the seventh and/or eighth grade who is currently only K-8 certified. Rather, the following rules shall be applicable.

 

a. Such teacher shall be entitled to exercise full seniority rights in the subject area in which such teacher is teaching.

 

b. Such teacher shall be entitled to exercise full seniority rights in any secondary subject area in which the teacher becomes certified.

 

D.            Notification-Option-Standard of Review (Applicable Only to Teachers Receiving Reduction in Force Notices From and After May 1, 1982)

 

(1)           The Superintendent, in the event of a contemplated reduction in force, will meet with the Federation to discuss which teachers with professional teacher status he contemplates will be dismissed, hereinafter sometimes called “affected teacher(s).”

 

(2)           The Federation, within five (5) days of the meeting with the Superintendent, shall advise the Superintendent, in writing, as to whether they agree or disagree with the Superintendent’s contemplated “affected teachers.” In the event of disagreement, the specific reasons shall be set forth.

 

(3)           The affected teacher/s shall be granted the following options:

 

a.             To elect an unpaid leave of absence status, in lieu of the dismissal, without challenge of the Superintendent’s proposed actions and implementation thereof. The leave of absence shall be for the length of the teacher’s recall rights, infra. Upon expiration of the teacher’s recall rights, the teacher shall be considered to have resigned. A resignation, subject to the conditions outlined herein, and in the form attached hereto as Appendix A(4), shall be filed with the notice of this election.

 

b.             To elect an unpaid leave of absence status, in lieu of the dismissal, subject to challenge of the Superintendent’s proposed action and implementation thereof. The specific reasons for challenge must be filed with this notice of election. The leave of absence provided herein under shall be subject to the same terms and conditions set forth in Section D (3) above, except that this leave will be granted, subject to challenge as above outlined.

 

c.             The exercise of either option D (3) a or D (3) b shall be subject to the affected teacher waiving his or her M.G.L. Chapter 32 and Chapter 71 rights. The option must be exercised within ten (10) days following the aforesaid meeting with the Superintendent and must be on the form attached to this Agreement as Appendix A(4) or (5).

 

(4)           In the event the affected teacher elects option D(3) b, the following rules shall be applicable.

 

a.             the parties shall attempt to agree upon the selection of an arbitrator. Such arbitrator must be able to hold a hearing within twenty (20) days of his/her selection and render a decision within twenty (20) days of the hearing. If the parties cannot agree upon an arbitrator, the arbitrator shall be selected under the Voluntary Arbitration Rules of the American Arbitration Association. Such arbitrator must also be able to hold a hearing and render a decision within the time constraints set forth immediately above.

 

b.             In the event the Federation joins the affected teacher’s election to proceed under this Article, then the costs of the arbitration proceeding shall be shared equally between the Medway School District and the Federation with each party bearing the expenses of preparing and presenting its own case but, if the Federation does not join in the affected teacher’s election to proceed under this Article, then the costs of the arbitration proceeding shall be shared equally between the Medway School District and the affected teacher with such parties bearing the expense of preparing and presenting its own case. The fact that the Federation does not join in the affected teacher’s election to proceed under this Article shall not bar the affected teacher from proceeding to arbitration, anything contained in the Agreement to the contrary notwithstanding. The Federation shall not have the right to proceed to arbitration alone.

 

E.            Crossovers

 

In an Article XII R.I.F. situation (Reduction in Force of a teacher with professional teacher status), the Superintendent shall attempt to accommodate full-time teaching schedules through crossovers between the middle school and high school provided such crossovers are practical from a scheduling point of view, educationally sound, and avoid the R.I.F. Such attempted accommodation shall not compel, except as may otherwise be required by Article XII, “bumping” of another teacher or the splitting of another teacher’s schedule.

 

F.             Bargaining unit employees must submit credit or degree status changes to the Superintendent’s Office by the end of September of the present school year.

 

G.            Any credit or degree status change turned into the Superintendent’s Office after the September deadline will be credited on the following year’s seniority list.

 

H.            Seniority lists will be finalized by the Superintendent’s Office and printed by the end of October or as soon as possible thereafter as practicable.

 

ARTICLE XIII

RECALL RIGHTS

 

Teachers with professional teacher status who elect one of the options under Article XII, Section D (3), shall have recall rights to permanent vacancies which the Medway School District desires to fill, subject to the following terms and conditions:

 

A.            Recall rights shall be limited to the subject area classification from which the teacher was dismissed under Article XII and shall not apply across the subject area classification except to the extent that the reduction in force rules were applied across the subject area classifications.

 

B.            Anything contained herein to the contrary notwithstanding, a teacher shall not be recalled to any position for which he is not certified.

 

C.            Effective September 1, 1982, a teacher’s recall rights, as hereinbefore provided, shall continue for three (3) years from the teacher’s last day of teaching. Vacancies to which appointments are made within said three (3) year period but in which teaching actually commences after said three (3) year period shall not be considered within the teacher’s three year recall period.

 

D.            Recall notices shall be sent by certified or registered mail to the teacher’s last known address, with a copy of such notice being sent to the Federation. The recalled teacher shall have ten (10) working days, in the event notice is given during the school year, or twenty-one (21) calendar days, in the event notice is given during the summer, after receipt of notice, to accept the recall. In the event the recalled teacher does not accept the recall, all recall rights shall terminate.

 

E.            A teacher with professional teacher status recalled under this Article shall be credited, upon his return, with the amount of any unused accumulated sick leave standing in his name.

 

F.             A teacher with professional teacher status recalled under this Article shall be credited, upon his return, with the seniority which he achieved as of his last day of teaching for all non-economic purposes.

 

G.            A teacher with professional teacher status, upon recall, to the extent provided by law, shall have professional teacher status. Teachers with professional teacher status who elect one of the options under Article XII Section D (3) shall be entitled to retain their group membership in the Town of Medway group insurance plans, subject to the terms and conditions thereof, provided (a) they pay one hundred percent (100%) of the premium cost; (b) the applicable carrier(s) does (do) not prohibit such inclusion; and (c) said inclusion is not contrary to law. The right of continued participation, as provided in this paragraph shall continue for the duration of the teacher’s recall rights.

 

ARTICLE XIV

EMPLOYEE EVALUATION

 

A.            Teachers with Professional Teacher Status ("PTS Teachers") shall be formally evaluated at least every other year and shall be conducted by a principal, assistant principal, or whenever applicable, a director.

 

B.            Teachers without Professional Teacher Status ("Non PTS Teachers") shall be formally evaluated every year and shall be conducted by a principal, assistant principal, or whenever applicable, a director.

 

C.            All monitoring or observation of the work performance of an employee will be conducted openly and with full knowledge of the employee.

 

D.            Employees shall be given the opportunity to view a copy of any evaluation report prepared by their superiors and will have the right to discuss such reports with their superiors as soon as possible but in no event longer than one (1) week from the date of the evaluation.

 

E.            Employees will have the right, upon request, to have a representative of the Union accompany him/her during such a review.

 

F.             The teacher being evaluated shall be allowed to gather and provide additional information on his/her performance. The teacher may fill out and submit to the evaluator a "class characteristic" form if he/she so chooses. Any such information or form shall be provided by the teacher to the evaluator prior to the completion of the written evaluation report. A copy of the "class characteristic" form is attached hereto as "Appendix A(5)."

 

G.            A teacher being evaluated shall be given an opportunity to respond in writing to his/her written evaluation report soon as possible but in no event longer than one (1) week after his/her receipt of the written evaluation report.

 

H.            No material derogatory to an employee's conduct, service, character or personality will be placed in his or her personnel file unless the employee has had an opportunity to review the material. The employee will acknowledge that he/she has had the opportunity to review such material by affixing his/her signature to the copy to be filed with the expressed understanding that such signature in no way indicates agreement with the contents thereof. The employee will also have the right to submit a written answer to such material, and his answer shall be acknowledged by the Superintendent and attached to the file copy.

 

I.             Any complaints regarding an employee made to any member of the administration by any parent, student, or other person shall be directed to the employee under conditions suitable to all parties concerned and conducive to a prompt solution. If the person making the complaint receives no satisfaction from the employee, the complaint in succession will be taken to the next administrative level for its resolution.

 

J.             The Union recognizes the authority and responsibility of the principal for disciplining or reprimanding an employee for delinquency of professional performance. If an employee is to be disciplined or reprimanded by a member of the administration above the level of the principal, however, he/she will be entitled to have a representative of the Union present.

 

K.            No PTS teacher will be disciplined, reprimanded, reduced in rank or compensation, or deprived of any professional advantage without just cause.

 

L.            Performance evaluations will be based on the "Principles of Effective Teaching and Examples of Descriptors set forth in Appendix A(6) of this Agreement. It is recognized that not every "Principle" need be covered in an evaluation. It is further recognized that the "descriptors" are intended to be a resource and a guideline and that not every "descriptor" will necessarily apply to all teachers in all situations. The form of evaluation is attached hereto as Appendix A(7).

 

M.           Teachers shall not be required by their evaluators to fill out the evaluation form (Appendix A(7)). Teachers shall not be required to provide written portfolios of themselves as part of the evaluation process.

 

ARTICLE XV

PROTECTION-ASSAULT

 

A.            Employees will immediately report all cases of assault suffered by them in connection with their employment to the Superintendent of Schools in writing.

 

B.            This report will be forwarded to the Committee which will comply with any reasonable request from the employee for information in its possession relating to the incident or the persons involved and will act in appropriate ways as liaison between the employee, the police and the courts.

 

C.            If criminal or civil proceedings are brought against an employee alleging that he committed an assault in connection with his employment, the Committee may furnish legal counsel to defend him or her in such proceedings if he or she requests such assistance. If the Committee does not provide such counsel and the teacher prevails in the proceeding, then the Committee will reimburse the employee for reasonable counsel fees incurred by him or her.

 

SECTION 4

 

ARTICLE XVI

LEAVE

 

A.            (1)           Non-tenured teachers will receive fifteen (15) days a year non-cumulative at the rate of 1-3/10 days per month. Tenured teachers will receive fifteen (15) days a year cumulative to two hundred (200) days. Upon reaching tenure, teachers will be credited with any accumulative sick leave up to forty-five (45) days. Any non-tenured teacher who leaves the system prior to the regular closing date of school will have any sick days already granted over and above the number of full months of employment deducted from his or her pay. Up to four (4) days of the aforementioned fifteen (15) days may be utilized for illness in the teacher's immediate family (household) which necessitates the teacher's presence.

 

                        (2)           Sick Leave Buyback

                         

a. Teachers who retire, pursuant to the Massachusetts Retirement Law, from the Medway Public Schools shall receive ten dollars ($10.00) per day for all unused accumulated sick days at the time of retirement.

 

b. Teachers possessing two hundred (200) accumulated sick days may annually buy back any of their unused annual sick days over the two hundred (200) days at the rate of twelve dollars ($12.00) per day.

 

B.            A written notice of application for benefit under the cumulative sick leave rules may be required by the Superintendent of Schools in order to receive consideration for the cumulative sick leave allowance. The Superintendent may require a certificate from the teacher's physician be submitted for any absence in excess of five (5) consecutive school days provided, however, the Superintendent may require a certificate for any absence prior to five (5) consecutive school days when there is a reasonable basis to so require such certificate. In the event the Superintendent requires a certificate for any absence prior to five (5) consecutive days, the Federation shall receive a copy of any written notice given to the teacher so requiring such certificate. The teacher, in the event a meeting is held with the Superintendent to discuss the certificate, may upon his or her request, have a Federation representative present.

 

C.            The Superintendent may, upon request made in writing, grant leave with pay for the following reasons: Educational conferences, conventions, workshops and visitations.

 

D.            The Superintendent may, upon request made in writing, grant leave (to be deducted from sick leave) for the following reasons:

 

(1)           To attend funeral (other than immediate family).

(2)           To attend wedding of someone in family.

(3)           To attend college or high school graduation of son, daughter, sister, brother or spouse.

(4)           Illness or injury in family.

(5)           Teacher's own marriage.

(6) Any other reasons approved by the Superintendent.

 

E.            The Superintendent shall, upon request made in writing and upon two (2) weeks notice, grant leave, without pay, of up to five (5) school days, for the purpose of the teacher's own marriage.

 

F.             The Superintendent shall, upon request made in writing and upon two (2) weeks notice, except in cases of emergency, grant leave with pay (five (5) days maximum) for the following reasons: To attend legal proceedings requiring his or her attendance and over which he or she has no control provided the Committee, and/or the individual members thereof, are not parties to the litigation.

 

G.            Tenured teachers will be allowed to donate one (1) of their sick leave days to a pool of sick leave days for the use of any teacher whose illness exceeds the number of sick days allotted to him or her, and who is considered deserving by the Federation. The total number of days donated from the sick pool shall not exceed two hundred (200) days at one time.

 

There shall be a cap of one hundred twenty (120) days per teacher over six (6) school years. The six (6) years is a rolling six (6) years after the completion of a base period of six (6) years which commences the year the teacher is granted any days from the bank.

 

Examples:

 

Teacher A:  Teacher A first draws upon the bank in the 1987-1988 school year. Base period 1987-1993 (cap of 180 days). Upon completion of the base period, the six (6) years is then rolling. Cap is then measured against years 1988-1994 (87-88 school year no longer counts). The following year cap is measured against years 1989-1995 (88-89 school year no longer counts), etc.

 

Teacher B:  Teacher B first draws upon the bank in the 1988-1989 school year. Base period for Teacher B is 1988-1994 (cap of 180 days). Upon completion of this base period, six (6) years is then rolling. Cap is then measured against years 1989-1995 (88-89 school year no longer counts), etc.

 

F.             Teachers will receive two (2) personal days per year. Application for personal leave will be made at least forty-eight (48) hours before taking such leave (except in case of emergencies), and the applicant for such leave will not be required to state the reason for taking such leave except that if the request involves two (2) days before or two (2) days after a holiday, recess or vacation, the teacher in question must state the reason for such emergency absence to and receive approval of the Superintendent.

 

During the period from 5/1 to the end of each school year, not more than the following number of teachers in each building may be on personal leave on the same day, unless otherwise approved by the Superintendent:

 

(1) High School -Two teachers

(2) Middle School -Two teachers

(3) Burke and Memorial Schools -Total of two teachers

(4) McGovern School -One teacher

 

In the event a teacher does not utilize any of the personal days to which he/she is entitled in any school year, the day/s not so utilized shall then be added to the teachers' accumulated sick leave. In the event the teacher is at maximum accumulation, the unused personal days shall be bought back at the rate set forth in Article XVI A (2) a.

 

I.             Each September, employees shall receive a photocopy of their previous year's sick leave record.

 

J.             The President of the Federation shall be entitled to attend the following proceedings involving the Federation and Medway Public Schools without loss of pay or deduction from his personal sick leave account:

 

(1) Arbitration hearings.

(2) Proceedings at the Labor Relations Commission.

(3) Court proceedings relating to (1) and (2).

 

Where his presence is needed, the Chairman of the Grievance Committee, or other similar Federation, official, shall be entitled to attend the aforementioned without loss of pay or deduction from his personal sick leave account.

 

ARTICLE XVII

SABBATICAL LEAVE

 

Upon recommendation by the Superintendent of Schools, sabbatical leaves may be granted for study to employees, except coaches, by the Committee subject to the following conditions:

 

(1)           Requests for sabbatical leave must be received by the Superintendent of Schools in writing, such form as may be required by the Superintendent of Schools, no later than January 15th, and action must be taken on all such requests no later than April 15th of the school year preceding the school year for which the sabbatical leave is requested.

 

(2)           The employee has completed at least nine (9) full school years of service in the Medway School System.

 

(3)           Employees on sabbatical leave will be paid at one hundred percent (100%) of their regular salary rate.

 

(4)           The employee will agree to return to employment in the Medway School System for two (2) full years.

 

(5)           No more than two (2) employees may be on sabbatical leave at any one (1) time.

 

(6)           The sabbatical leave will not be denied without reason.

 

(7)           A form approved by both parties shall become an addendum to this Agreement.

 

(8)           In the event the Committee denies the request for sabbatical leave, the Committee, upon request made in writing by the applicant within ten (10) days of said denial, shall meet with the applicant to discuss its denial.

 

Anything contained in the Agreement to the contrary notwithstanding, the granting of sabbatical leaves shall be within the sole discretion of the Committee, and the Committee's denial thereof shall not be subject to the grievance and arbitration provisions of this Agreement.

 

ARTICLE XVIII

EXTENDED LEAVES OF ABSENCE

 

A.            Military leave will be granted to any employee who is inducted or enlists in any branch of the armed forces of the United States. Upon return from such leave, an employee 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. Such employee must apply for reappointment within ninety (90) days from date of discharge or separation.

 

B.            (1)           Maternity leave, for up to one (1) year, without pay, will be granted to a teacher upon request. Teachers shall notify their principal as soon as the pregnancy has been determined. Appropriate medical evidence of fitness will be required prior to return from such a leave.

 

(2) Employees will be allowed to utilize sick leave for the period of disability caused by pregnancy.

 

C.            Any employee may be granted a leave of absence without pay for one (1) full year or two (2) full school years for purposes of childrearing. Employees on childrearing leaves will return on September 1st with no increment in pay, but the arrangements for the date of return may be modified by the Superintendent. This provision shall apply to both natural and adoptive parents.

 

D.            A leave of absence without pay or increment of up to one year may be granted for the purpose of caring for a sick member of the employee's immediate family subject to the approval of the Superintendent. Additional leave may be granted at the discretion of the Superintendent.

 

E.            Any employee whose personal illness extends beyond the period compensated, may be granted a leave of absence without pay for such time as is necessary for complete recovery from such illness at the discretion of the Superintendent. Request for leave will be supported by medical evidence and will be limited to one (1) year.

 

F.             Other leaves of absence without pay may be granted by the Superintendent.

 

G.            All benefits to which an employee was entitled at the time his leave of absence commenced, including unused accumulated sick leave, will be restored to him/her upon his return, and he will be assigned to the same position which he held at the time said leave commenced, if available or, if not, to a substantially equivalent position.

 

H.            All requests for extensions or renewals of leaves will be applied for and, if granted or denied, shall be in writing.

I. Employees on leave of absence shall be allowed to remain in the group insurance plan but will be responsible for one hundred percent (100%) of the cost of such coverage.

 

J.             Leaves of absence up to two (2) years may be granted for employee exchange programs and for foreign teaching programs, subject to the approval of the Superintendent.

 

K.            All employees on extended leave of absence must advise the administration by April 1st of their intent to return the following September.

 

ARTICLE XIX

BEREAVEMENT LEAVE

 

A.            (1)           A teacher shall be entitled to be absent with pay for five (5) days in the event of the death of his or her mother, father, sister, brother, child, or spouse. The five (5) days shall be measured from the date of death (lost work time within said five (5) day period).

 

(2)           A teacher shall be entitled to be absent with pay for four (4) days in the event of the death of his or her mother-in-law or father-in-law. The four (4) days shall be measured from the date of death (lost work time within said four (4) day period).

 

(3)           A teacher shall be entitled to be absent with pay for three (3) days in the event of the death of a member of his or her immediate household. The three (3) days shall be measured from the date of death (lost work time within said three (3) day period).

 

(4)           A teacher must attend the funeral services if conducted a reasonable distance from the teacher's residence.

 

B.            A teacher shall be entitled to be absent with pay on the day of the funeral to attend the funeral of his or her aunt, uncle, niece, nephew, brother-in-law, sister-in-law, or grandparents.

 

C.            In the event the funeral or memorial service occurs after the aforementioned five (5) day period measured from the date of death, the teacher shall be entitled to be absent with pay to attend.

 

SECTION 5

 

ARTICLE XX

INSURANCE AND ANNUITY PLAN

 

A.            The Committee will pay the percentage paid by the Town of Medway for a term life insurance plan of the type presently available to town employees.

 

1.             A term life insurance plan of the type presently available to town employees.

 

B.            Employees will be eligible to participate in a "tax-sheltered" Annuity Plan established pursuant to United States Public Law No. 87-370.

 

C.            Health Insurance

 

(1).          Employee contribution rate for HMO will increase to 15.0% effective September 1, 2006;

 

(2).          Employee contribution rate for HMO will increase to 20.0% effective September 1, 2007;

 

(3).          Employee contribution rate for HMO will increase to 25.0% effective September 1, 2008;

 

(4).          Employee contribution rates for any new enrollees on or after the date of ratification of this Agreement will be 30.0% except that any employee employed in Unit A as of June 1, 2006, not currently enrolled in the HMO plan may enroll in the plan at the then existing employee contribution rate, if the employee has lost his/her existing health insurance plan through no fault of his/her own, i.e, death of spouse or spouse’s loss of job;

 

(5).          The maximum cap for the Flexible Spending Account Plan will be increased to $1,500 effective October 1, 2006;

 

(6).          The maximum cap for the Dependent Care Savings Account Plan will be increased to the maximum allowed by the IRS but not more than $5,500 effective October 1, 2006;

 

(7).          Either party may request a meeting during the term of this Agreement for the sole purpose of negotiating a financial incentive to offer employees currently enrolled in the health insurance plan should they choose to withdraw from enrolling in the plan.

 

ARTICLE XXI

EARLY RETIREMENT

 

The purpose of this Article is to provide a financial incentive for a teacher to retire early between the fiscal year in which his or her fifty-second (52nd) to sixty-third (63rd) birthday occurs. The terms and conditions of the early retirement program are as follows:

 

A.            The teacher must complete twenty (20) years of service in the Medway Public Schools to be eligible for participation in the program.

 

B.            The teacher must attain at least his forty-nine (49th) birthday during the fiscal year he declares his intent to participate.

 

C.            The teacher must retire between ages fifty-two (52) and sixty-three (63) and be eligible to retire pursuant to Massachusetts Teachers' Retirement Law at the end of the third, second or next fiscal year after the year in which the teacher's declaration of intent was made.

 

D.            The teacher must give notice of intent to participate in the program by March 15th of the school year preceding the school year in which the program commences.

 

E.            For each of the remaining school years (maximum of three (3) years) following the school year in which the notice of the intent to participate is given, the teacher shall be paid the following additional salary:

 

                        (1)           Retire between ages 52-60:

                         

            Three (3) years advance notice: $3,000 each year ($9,000 total).

            Two (2) years advance notice: $3,000 each year ($6,000 total).

            One (1) year advance notice: $3,000.00 each year ($3,000 total).

                         

(2) Retire between ages 61-63:

 

Three (3) years advance notice: $1,500 each year ($4,500 total).

Two (2) years advance notice: $1,500 each year ($3,000 total).

One (1) year advance notice: $1,500 each year ($1,500 total).

 

F.             The teacher's notice of intent to retire cannot be withdrawn or revoked. It shall be deemed a resignation accepted by the Committee.

 

SECTION 6

 

ARTICLE XXII

DUES DEDUCTIONS

 

A.            The Committee agrees to deduct from the salary of its employees, dues as designated by the Medway Federation of Teachers as said employees individually and voluntarily authorize the Committee to deduct, and direct the Treasurer of the Town of Medway to transmit the monies to the Medway Federation of Teachers.

 

B.            The Committee agrees to deduct from the salary of its employees, monies approved by the Medway Federation of Teachers as said employees individually and voluntarily authorize the Committee to deduct, and direct the Treasurer of the Town of Medway to transmit the monies as designated by the employees.

 

ARTICLE XXIII

AGENCY SERVICE FEE

 

All employees in the bargaining unit shall, as a condition of employment, pay to the Federation, the exclusive bargaining agent and representative, an amount of money equal to that paid by other employees in the bargaining unit who are members of the Federation, which shall be limited to an amount of money equal to the Federation's regular and usual membership dues. For existing employees, such payment shall commence thirty-one (31) days following the date of employment.

 

SECTION 7

 

ARTICLE XXIV

GRIEVANCE PROCEDURE

 

A.            A "grievance" is hereby defined to mean a dispute involving the meaning, interpretation or application of this contract.

 

B.            Failure at any step of this procedure to communicate the decision of a grievance within the specified time limits to the aggrieved employee and to the president of the Federation shall permit the aggrieved party or parties to proceed to the next step.

 

C.            Failure at any step of this procedure to appeal the grievance to the next step within the specified time limits shall be deemed to be acceptance of the decision at that step.

 

D.            No reprisals of any kind shall be taken by any party of this contract against any party in interest, any witness, any member of the Personnel Committee of the Federation, or any participant in the grievance procedure by reason of such participation.

 

E.            A grievance that affects a group or class of employees from a different building or department, or is of a general nature, may be submitted in writing by the Federation to the Superintendent directly and the processing of such grievance shall be commenced at Level Three.

 

F.             If any employee covered by this contract shall present any grievance without representation by the Federation, the disposition, if any, of the grievance shall be consistent with the provisions of this contract. The Federation shall be permitted to be heard at all levels of the grievance procedure.

 

When a grievance arises, the grievance must be filed within ten (10) school days or, when school is not in session, fourteen (14) calendar days from the day of the event upon which the grievance is based or from the date when the employee had or should have had knowledge of the event.

 

G.            Either party may use a recording device, such usage shall be with the full knowledge of the other party and the tapes or transcripts will be provided upon request.

 

H.            All meetings concerning Levels One, Two, Three and Four shall be held at a time mutually convenient to both parties.

 

I.             Witnesses may be called at all levels.

 

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

 

K.            In the event a grievance is filed which encompasses the summer months, the parties shall attempt to continue to process the grievance (various levels) during such months.

 

LEVEL ONE

 

An employee with a grievance shall, with or without a representative of the Federation, present it to his immediate supervisor first, or to the level which it can reasonably be resolved within ten (10) school days of the event on which the grievance is based. In no case shall a grievance begin beyond Level Three. If not resolved, the grievance shall be reduced in writing to the supervisor, briefly stating the elements of the grievance and the portions of the contract applicable before proceeding to Level Two, and the supervisor shall acknowledge receipt of the same within five (5) school days.

 

LEVEL TWO

 

In the event that the grievance shall not have been disposed of at Level One, or in the event that no decision has been reached within five (5) school days after presentation of the grievance at Level One, the grievance shall be reduced in writing and referred to the school principal within five (5) school days of the disposition under Level One.

 

LEVEL THREE

 

A.            In the event that the grievance shall not have been disposed of to the satisfaction of the aggrieved employee at Level Two, or in the event that no decision has been reached within ten (10) school days after presentation of the grievance to the principal, the grievance shall be reduced in writing and referred to the Superintendent of Schools, specifically stating the elements of the grievance and showing how his grievance relates to specific portions of the contract, within five (5) school days of the disposition under Level Two.

 

B.            The Superintendent shall represent the School Committee at this level of the grievance procedure. Within ten (10) school days after receipt of the written grievance by the Superintendent, he or his designee shall meet with the aggrieved employee and the said Chairman of the Grievance Committee or his designee, in an effort to settle the grievance.

 

LEVEL FOUR

 

In the event that the grievance shall not have been disposed of at Level Three, or in the event that no decision has been rendered within ten (10) school days after the Level Three meeting, the grievance shall be referred in writing to the School Committee.

 

LEVEL FIVE

 

A.            In the event that the grievance shall not have been satisfactorily disposed of at Level Four, or in the event that no decision has been rendered within ten (10) school days after the Level Four meeting, the Federation may refer in writing within ten (10) school days of the disposition under Level Four the unsettled grievance to arbitration. The arbitrator shall be selected by agreement between the parties. If the parties are unable to agree upon an arbitrator, the selection shall be made by the American Arbitration Association in accordance with its rules and regulations.

 

B.            The arbitrator shall be without power or authority to modify or alter the terms of this contract.

 

C.            The decision of the arbitrator shall be in writing and shall be rendered within thirty (30) days after the hearing is declared closed. This decision shall be final and binding on both parties.

 

D.            The costs for the services of the arbitration shall be borne equally by the School Committee and the Federation.

 

D.            No employee shall have the right to require arbitration, that right being reserved for the Federation.

 

SECTION 8

 

ARTICLE XXV

VALIDITY OF AGREEMENT

 

If any provision of this Agreement is held to be contrary to law, then such provision will be deemed valid only to the extent permitted by law, but all other provisions of this Agreement will continue in full force and effect. The parties will meet not later than ten (10) days after any such holding for the purpose of renegotiating the provision or provisions affected.

 

ARTICLE XXVI

FUNDING

 

In the event the Committee budget presented to the Town Meeting by the Committee for each fiscal year during the life of this Agreement is not fully funded, the settlement for that school year shall be of no force and effect at the discretion of the Committee. In the event the Committee so exercises its discretion, the parties shall meet to negotiate as if no agreement for that school year had been reached.

 

ARTICLE XXVII

ED REFORM

 

The parties agree to revise the language of this Agreement to conform to the provisions of the Ed Reform Act of 1993, and amendments thereto, effective as of June 12, 2000.

 

ARTICLE XXVIII

DURATION

 

This Agreement shall become effective September 1, 2004, except as otherwise provided herein, and shall continue in full force and effect until August 31, 2006. Negotiations for a successor Agreement shall begin no later than thirty (30) days, but in no event earlier than November 15, 2005, after written notice by either party of its desire to commence negotiations for a successor Agreement. The Committee and the Federation, upon receipt of said notice, shall make mutually satisfactory arrangements to engage in negotiations for a successor Agreement.

 

SECTION 9

 

ARTICLE XXIX

TITLE I TEACHERS

 

The Title I teachers will be included in Unit A, effective 9/1/97. The provisions of this Agreement shall not be applicable, however, except as hereinafter provided. Rather, the wages, hours, terms and conditions of employment of the position shall be as follows:

 

1.                   Article I -Recognition Delete language "and Federal and State funded teachers are excluded from the unit."

 

2.                   Article II -Salaries

The wage schedule of the Title I teachers is set forth in Appendix A(3), which is attached hereto and made a part hereof.

B.            Applicable.

C.            Applicable.

D.            Applicable.

E.            Applicable.

 

3.             Article III -Professional Development and Educational Improvement

A.            Applicable.

B.            1. Applicable.

2.             Applicable.

C.            1. Not applicable.

2.             Not Applicable.

D.            Applicable.

 

4.           Article IV -Teaching Hours and Teaching Load

Not applicable.

The following shall be applicable to the Title I teachers:

 

(1)             This Article defines the normal hours of work and shall not be construed as a guarantee of hours of work per day, per week, or per year.

 

(2)             The normal work week shall be thirty (30) hours consisting of five (5) work days, Monday through Friday, six (6) hours per day. Full time teachers will have thirty (30) minutes of preparation time each day. Part-time teachers shall have fifteen (15) minutes preparation time each day.

 

The normal work year shall be one hundred eighty (180) days between the period September 1st and June 30th .

 

(3)             The Superintendent retains the right to change for each employee the number of hours in the work day, the starting and quitting times, the number of hours in the work week, and the length of the work year. The Superintendent, prior to making any such change, shall advise the Association, in writing, and upon request made by the Association within five (5) working days of receipt of such notice, shall meet with the Association to discuss the change. The final decision, however, shall be that of the Superintendent and shall not be subject to the grievance and arbitration provisions of this Agreement.

 

(5)             Employees required to work in excess of their regularly scheduled hours shall be paid therefore at their regular straight time hourly rate of pay.

 

5.             Article V -Non-Teaching Duties

Not applicable, except as follows:
Section B: Applicable
Section C: Applicable
Section E: Applicable, subject to federal and state regulations
Section G: Applicable

6.                   Article VI -Employee Assignment

Not applicable.

The following shall be applicable to the Title I teachers.

 

(1)           The Superintendent reserves the right to transfer and assign teachers.

 

(2)           The Superintendent, prior to making an involuntary transfer, shall meet with the teacher(s) involved and discuss the reasons for the transfer(s).

 

(3)           Any teacher who wishes to be transferred to another school and/or grade within the program effective the next school year shall make such request in writing to the Superintendent by June 1 of the preceding school year.

 

(4)           Title I teachers shall be given written notice of their assignment by August 1 except in the case of unforeseen circumstances.

 

7.                   Article VII -Class Size

Not applicable.

 

8.                   Article VIII -Elementary Bus Duty

Not applicable.

 

9.                   Article IX -Vacancies and Promotions

First sentence applicable.

Second sentence: not applicable.

Third sentence: not applicable.

 

10.                Article X -Transfers

Not applicable.

 

11.                Article XI -Job Sharing

Not applicable.

 

12.                Article XII -Reduction in Force

Not applicable. The following provisions shall govern regarding (a) the reduction in force of Title I teachers and (b) the rights of non-title I PTS teachers to Title I positions in the event of a reduction of force of Non-Title I PTS teachers.

 

A.            Reduction in Force of Title I Teachers:

1.                   The Title I teachers shall be a separate grouping for reduction in force purposes and shall not have the right to "bump" a non-title I teachers.

2.                   Rules Regarding Reduction in Force of Title I Teachers The following rules shall apply in determination of which Title I teachers are to be dismissed in the event a reduction in the number of Title I teachers is deemed advisable by the Superintendent:

 

(a) A Title I teacher with three or more full years of continuous service shall not be dismissed if there is a Title I teacher with less than three full years of continuous service whose position he/she is qualified to fill.

(b) The following standard shall be applicable in reference to a reduction in force amongst Title I teachers with more than three full years of continuous service.

Seniority, subject to certification. Seniority as used in this Section 12 shall mean length of continuous teaching service in Medway Public Schools. The rules set forth in Article XVII A(1) shall apply in determining continuity of service for the purpose of this Section 12.

 

(c)           Recall Rights (Applicable Only to Title I Teachers With Three Or More Years of Continuous Service) -Title I teachers with three or more years of continuous service who are reduced in force shall have recall rights to permanent vacancies in Title I positions which the Superintendent desires to fill, subject to the following terms and conditions:

 

(1).          The Title I teachers must be certified for the position.

 

(2).          The Title I teacher's recall rights, as herein provided, shall continue for two years from the Title I teacher's last day of teaching. Vacancies to which appointments are made within said two year period but in which teaching actually commences after said two year period shall not be considered within the Title I teachers' two year recall period.

 

(3).          Recall notices shall be sent by certified or registered mail to the Title I teacher's last known address, with a copy of such notice being sent to the Union. The recalled Title I teacher shall have ten (10) working days, in the event notice is given during the school year, of twenty-one (21) calendar days, in the event notice is given during the summer, after receipt of the notice, to accept the recall. In the event the recalled Title I teacher does not accept the recall, all recall rights shall terminate.

 

(4).          A Title I teacher recalled under this Section shall be credited, upon his/her return, with the amount of any unused accumulated sick leave standing in his/her name.

 

(5).          A Title I teacher recalled under this Section shall be credited, upon his/her return, with the seniority which he/she received as of his/her last day of teaching in Title I.

 

(6).          The Title I teacher does not contest his/her dismissal.

 

 

 

 

B. Rules Regarding Rights of Non-Title I PTS Teachers To Title I Positions in the Event of a Reduction in Force of Non-Title I PTS Teachers.

 

Article XII, Reduction in Force, shall not be applicable to Title I positions.

 

13.                Article XIII -Recall Rights

Not applicable (see No. 12 above).

 

14.                Article XIV -Employee Evaluations

Not applicable. The following shall be applicable to the Title I teachers.

 

A.            All formal monitoring or formal observation of the work performance of an employee will be conducted openly and with full knowledge of the employee. Employees shall be given the opportunity to view a copy of any evaluation report prepared by their superiors and will have the right to discuss such reports with their superiors, absent scheduling difficulties, within three (3) days following completion of the written report or ten (10) days following the evaluation, whichever is earlier.

 

B.            (1)           Employees will have the right, upon request, to review the contents of their personnel file except for any confidential information relating to initial employment or re­employment. An employee will be entitled to have a representative of the Association accompany him/her during such a review.

 

(2)            No material derogatory to an employee's conduct, service, character or personality will be placed in his/her personnel file unless the employee had an opportunity to review the material. The employee will acknowledge that he/she has had the opportunity to review such material by affixing his/her signature to the copy to be filed with the expressed understanding that such signature in no way indicates agreement with the contents thereof. The employee will also have the right to submit a written answer to such material and his/her answer shall be acknowledged by the Superintendent and attached to the file copy.

 

15.          Article XV -Protection-Assault

Applicable.

 

 

The Article references are references to the Articles in this Agreement.

 

 

16.          Article XVI -Leaves

A.                  1.       Utilize terminology of Title I Teachers with more or less than three full years of continuous service to differentiate status.

2.       Applicable.

B.                  Applicable.

C.                  Applicable.

D.                  Applicable.

E.                  Applicable.

F.                   Applicable.

G.                  Applicable.

H.                  Applicable.

I.                   Applicable.

J.                   Applicable.

 

17.          Article XVII -Sabbatical Leave

Not applicable.

 

18.          Article XVIII -Extended Leaves of Absence

Applicable.

 

19.          Article XIX -Bereavement Leave

Applicable.

 

20.          Article XX -Insurance and Annuity Plan

Applicable.

 

21.          Article XXI -Early Retirement

Not applicable.

 

22.          Article XXII -Dues Deduction

Applicable.

 

23.          Article XXIII -Agency Service Fee

Applicable

 

24.          Article XXIV -Grievance Procedure

Applicable.

 

25.          Article XXV -Validity of Agreement

Applicable.

 

26.          Article XXVI -Funding

Applicable.

 

27.          Article XXVII – Ed Reform

Applicable

28.          Article XXVIII – Duration

Applicable

 

29.          Appendix A (1)

Not applicable.

 

30.          Appendix A (2)

Applicable

 

31.          Appendix A (4)

Not applicable.

 

32.          Appendix A (5)

Not applicable.

 

33.          Appendix A (6)

Not applicable

 

34.          Appendix A (7)

Not applicable

 

35.          Wages

See Appendix A (3) attached hereto.

 

36.          General

 

A.            The above shall be applicable to the "Title I" teachers irrespective of the source of funding for the Title I teachers i.e.: whether paid from federal funds, federal and local funds, or all local funds.

 

B.            Basic Concepts: Three full years of continuous service is three full years of continuous service measured from the September of their most recent date of hire.

 

SECTION 10

 

ARTICLE XXX

NURSES AND NURSE ASSISANTS

 

The nurses and nurse assistant will be included in Unit A, effective June 28, 2001. The provisions of the Unit A Agreement shall not be applicable to the nurses and nurses assistant, however, except as hereinafter provided. Rather, the wages, hours, terms and conditions of employment of the nurses and nurse assistant shall be as follows:

 

1.             Article I -Recognition:

Applicable. Amend to reflect inclusion of (1) nurses who are R.N.’s and who also meet the requirements of M.G.L. Chapter 71; and (2) nurse assistants.

 

2.             Article II -Salaries:

A.            Not applicable. The wage schedules of the nurses and nurse assistant are set forth in Appendix A (10), which is attached hereto and made a part hereof.

B.            Pay Day:2                     Applicable.

C.            Substitutes:           Not applicable.

D.            Pay Day:               (Holidays):            Applicable.

E.            Substituting:         Not applicable.

F.             Nurses shall be paid at their per diem rate for one (1) day before the school work year and one (1) day after the school work year; and effective September 1, 2007, nurses will be paid at their per diem rate for two (2) days before the school work year and two (2) days after the school work year; and effective September 1, 2008, nurses will be paid for four (4) days before the school work year and four (4) days after the school work year.

 

3.             Article III -Professional Development:

A.            Applicable.

B.            (1) Applicable.

(2) Applicable (to the extent nurse or nurse assistant may be 1 of the 2 delegates).

C.            (1) Not applicable.

(               2) Not applicable.

D.            Applicable.

4.             Article IV -Teaching Hours and Teaching Load:

Not applicable.

The following shall be applicable to the nurses and/or nurses assistant, as indicated:

 

1The Article references are references to the Articles in the Unit A Agreement.

2The Section headings, for example, “Pay Day”, “Substitutes”, are set forth for convenience only and are not intended as a complete description of the section of the Unit A contract involved.

 

(1)            This Article defines the normal hours of work and shall not be construed as a guarantee of hours of work per day, per week, or per year.

 

(2)            (a)           Nurses

The normal work week for the full time school nurses, other than the nurse coordinator, shall be thirty five (35) hours consisting of five (5) work days, Monday through Friday. The normal work week of the full time nurse coordinator shall be thirty seven and one-half (37 1/2) hours consisting of five (5) work days, Monday through Friday. The normal work day for the full time school nurses, other than the nurse coordinator, shall be seven (7) hours per day exclusive of lunch periods, subject to fulfillment of their professional responsibilities, and the normal work day of the full time nurse coordinator shall be 7.5 hours per day exclusive of lunch periods, subject to fulfillment of his/her professional responsibilities.

 

(2)            (b)           Nurses Assistant

The normal work week of the nurses assistant shall be thirty-five (35) hours consisting of five (5) work days, Monday through Friday. The normal work day shall be seven (7) hours per day, exclusive of lunch periods.

 

(3)           The normal work year shall be one hundred ninety (190) days.

 

(4)           (a)           Nurses

The Administration retains the right to change a nurses hours up to one hour in either direction (no change in the overall length of the regular work day). The Administration, prior to making any such change, shall advise the Union, in writing, and upon request made by the Union within five (5) working days of receipt of such notice, shall meet with the Union to discuss the change. The final decision, however, shall be that of the Administration and shall not be subject to the grievance and arbitration provisions of this Agreement.

 

(b)           Nurses Assistant

Nurse Assistants who are required to work in excess of seven (7) hours per day and thirty-five (35) hours per week shall be paid straight time to forty (40) hours, except as hereinafter provided in Section (5), and overtime for all time beyond (40) hours, except as hereinafter provided. Overtime shall be paid at the rate of one and one-half (1 1/2) of the employees regular straight time hourly rate of pay or compensatory time, at the rate of one and one-half hours for each overtime hour worked, will be granted. Compensatory time shall be scheduled by the administration at a time mutually convenient to the employee and the administrator. The employee shall indicate his/her preference for how overtime is compensated (comp. time vs. compensation). Compensatory time or overtime must be authorized, in advance, by the Superintendent, or his/her designee, except in emergency situations.

 

(5)           Subject to the fulfillment of their professional responsibilities, the nurses and nurses assistant will have an unpaid duty free lunch period of thirty (30) minutes during the regular work day. In the event that the fulfillment of their professional responsibilities prevent the nurse and nurses assistant from receiving such unpaid duty free lunch period, compensatory time shall be given for the deficiency.

 

(6)           Nurses may be required by the administration to attend, after their normal work day, teacher meetings and/or I.E.P. meetings.

 

5.             Article V -Non Teaching Duties:

A.            Reasonable basis                                Not applicable.

B.            Driving students                                   Applicable.

C.            Mileage                                                  Applicable.

D.            Homeroom assignment                      Not applicable.

E.            Detention                                             Applicable.

F.             Attend sick student                             Not applicable.

G.            Faculty Advisory Committee            Applicable.

 

6.             Article VI -Employee Assignment:

Not applicable. The following shall be applicable to the nurses:

(a)           The Administration reserves the right to transfer and assign the school nurses.

(b)           The Superintendent, prior to making any involuntary transfer, shall meet with the nurse(s) involved and discuss the reasons for the transfer(s).

(c)           Any nurse who wishes to be transferred to another school within the program effective the next school year shall make such request in writing to the Superintendent by June 1 of the preceding school year.

(d)           School nurses shall be given written notice of their assignment by August 1 except in the case of unforeseen circumstances (subject to Section 6 (a)).

 

7.             Article VII -Class Size:

Not applicable

 

8.             Article VIII -Elementary Bus Duty:

Not applicable.

 

9.             Article IX -Vacation and Promotions:

A. Posting:                             Applicable.

B. Interview:                         Applicable.

C. Non Discrimination:       Applicable.

 

10.          Article X -Transfers:

Not applicable (see Article VI).

 

11.          Article XI -Job Sharing:

Not applicable.

 

12.          Article XII -R.I.F.:

Not applicable. The following shall be applicable to the nurses:

In the event of a reduction in force of nurse positions the following rules shall be applicable:

1.       A “just cause” nurse shall not be dismissed as the result of a reduction in force if there is a non “just cause” nurse whose position he/she is qualified to fill.

2.       The following standard shall be applicable in reference to reduction(s) in force amongst “just cause” nurses: Seniority, so long as qualified.

 

Seniority, as used in this section, shall mean the length of continuous service in the Medway Public Schools. The following rules shall be applicable in determining continuity of service for purpose of this section:

a.                   An authorized leave of absence shall not destroy continuity of service. Such time, however, shall not be credited as time served, except as hereinafter provided.

b.                   A leave of absence granted for the following reasons shall be credited as time served:

(1) Military leave (mandatory obligations).

(2) Sabbatical leave.

(3) Sick leave (paid status).

 

13.          Article XIII -Recall:

Not applicable. The following shall be applicable to the “just cause” nurses:

“Just cause” nurses who are dismissed as the result of a reduction in force shall have recall rights to permanent vacancies in nurse positions which the Medway School District desires the fill, subject to the following terms and conditions:

 

1.    The just cause nurse must be qualified for the position.

 

2.    The just cause nurse recall rights, as herein provided, shall continue for two (2) years from the just cause nurse’s last day of service. Vacancies to which appointments are made within said two (2) year period but in which service actually commences after said two year period shall not be considered within the just cause nurses two (2) year recall period.

 

3.    Recall notices shall be sent by certified or registered mail to the just cause nurses last known address, with a copy of such notice being sent to the Union. The just cause nurse shall have ten (10) working days, in the event notice is given during the school year, or twenty-one (21) calendar days, in the event notice is given during the summer, after receipt of the notice, to accept the recall. In the event the recalled just cause nurse does not accept the recall, all recall rights shall terminate.

 

4.    A just cause nurse recalled under this Section shall be credited, upon his/her return, with the amount of any unused accumulated sick leave standing in his/her name.

 

5.    A just cause nurse recalled under this Section shall be credited, upon his/her return, with the seniority which he/she received as of his/her last day of service as a nurse.

 

6.    The just cause nurse does not contest his/her dismissal.

 

14. Article XIV -Evaluation:

Not applicable. The following shall be applicable to the nurses and nurses assistant:

 

A.            The employee shall be evaluated at least once annually and the evaluation shall be conducted openly and with the full knowledge of the employee. Employees shall be given the opportunity to view a copy of any evaluation report prepared by their supervisor and will have the right to discuss such reports with their supervisors as soon as possible but in no event longer than one (1) week from the date of evaluation.

 

B.            1.             Employees will have the right, upon request, to review the contents of their personnel file.

B.            2.             No material derogatory to any employee’s conduct, service, character or personality will be placed in his/her personnel file unless the person has had an opportunity to review the material. The employee will acknowledge that he/she has had the opportunity to review such material by affixing his/her signature to the copy to be filed with the expressed understanding that such signature in no way indicates agreement with the contents thereof. The employee will also have the right to submit a written answer to such material and his/her answer shall be acknowledged by the Superintendent and attached to the file copy.

 

15.          Article XV -Protection -Assault:

A.            Applicable.

B.            Applicable.

C.            Not applicable.

 

16.          Article XVI -Leave:

A.            (1)          Sick leave: Utilize terminology of nurses with more or less than three full years of continuous service to differentiate status.

(2)           Sick leave buy back:                                          Applicable.

 

B.            Doctor Certification -Five (5) day provision.

Exception: “reasonable basis to do so.”         Applicable.

 

C.            Supt: Disc Leave Educational conference,

conv., workshops:                                               Applicable.

 

D.            Misc. Listed Leaves: Superintendent’s

approval (deduction from sick leave):            Applicable.

 

E.            Leave without pay (Marriage) (Mand.)          Applicable

 

F.             Legal proceedings (Mand.)                                Applicable

 

G.            Sick leave pool Applicable

 

H.            Personal days (2)                                                                 Applicable

In addition, unused personal days may be converted to sick leave up to the allowable limit.

 

I.                    Photocopy of record                                           Applicable

 

J.             Presence at arbitration, etc.                               Applicable

(President)

 

17.          Article XVII -Sabbatical Leave:

Not applicable.

 

18.          Article XVIII -Extended Leave of Absence:

 

A. Military leave (mand.)                   Applicable

B. Maternity leave (mand.)               Applicable

C. Childrearing (disc.)                         Applicable

D. Care for sick member (disc)         Applicable

E. Medical (disc.)                                 Applicable

F. Other (Superintendent)                   Applicable

G. Restoration of benefits                  Applicable

H. Group Insurance                            Applicable

I. Exchange programs                        Applicable

J. Notify by 4/1                                    Applicable

 

19.          Article XIX -Bereavement Leave:

Applicable.

 

20.          Article XX -Insurance and Annuity Plan:

Applicable.

 

21.          Article XXI -Early Retirement:

Not applicable.

 

22.          Article XXII -Dues Deduction:

Applicable.

 

23.          Article XXIII -Agency Service Fee:

Applicable.

 

24.          Article XXIV -Grievance Procedure:

Applicable.

 

25.          Article XXV -Validity of Agreement:

Applicable.

 

26.          Article XXVI -Funding:

Applicable.

 

27.          Article XXVII -Ed Reform:

Applicable.

 

28.          Article XXVIII – Duration:

Applicable.

 

29.          Article XXIX -Title I Teachers:

Not applicable.

 

30.          General

 

A.            Discipline; Non-Reappointment (Applicable only to Nurses and Nurses Assistant)

 

1.             Nurses

 

(a)          Discipline, Dismissal -Non-Reappointment

 

A nurse who has been employed in the school system for at least ninety calendar days shall not be dismissed unless he/she has been furnished with written notice of intent to dismiss and with an explanation of the grounds for dismissal in sufficient detail to permit the nurse to respond and documents relating to the grounds for dismissal; and, if he/she so requests, has been given a reasonable opportunity within ten school days after receiving such written notice to review the decision with the Principal or the Superintendent, as the case may be, and to present information pertaining to the basis for the decision and the nurses’ status. The nurse receiving such notice may be represented by an attorney or other representative at such a meeting with the Principal or Superintendent.

The dismissal of a nurse who has been employed for less than the three previous consecutive school years shall not be subject to challenge.

A nurse who has been employed for the three previous consecutive school years shall not be disciplined except for inefficiency, incompetence, incapacity, conduct unbecoming a school nurse, insubordination, or other just cause.

The non-reappointment of a school nurse after completion of his/her first, second, or third school year of his/her “three previous consecutive school years” is not a dismissal and the aforementioned requirements of the first paragraph of this Article shall not be applicable in such case.

 

(b)           Suspension

Suspensions shall be subject to and in accordance with M.G.L. Chapter 41, Section 42D.

 

2.             Nurse Assistant

(a) Each new nurse assistant and each nurse assistant hired after a break in service shall be considered as a probationary employee until he/she shall have actually worked seventy-five (75) full days. Probationary employees may be disciplined, discharged, or otherwise terminated by the Superintendent and/or Principal, as the case may be, and such action shall not be subject to challenge.

 

(b) The present practice of annual appointments and annual reappointments shall continue.

 

(c) Disciplinary action taken against any nurse assistant upon expiration of his/her probationary period and prior to the expiration of his/her yearly appointment (first year and subsequent years) shall be subject to a just cause standard.

 

B.            Dues (Additional Article applicable only to Nurses and Nurses Assistant)

 

The District agrees to reimburse each school nurse, up to a limit of one hundred twenty-five dollars ($125.00), his/her membership dues in the Massachusetts School Nurses Association.

 

C.            Mileage: (Additional Article applicable only to Nurses and Nurses Assistant)

 

Mileage reimbursement: Employees who are authorized to use their private automobiles for school-related matters will be reimbursed according to the IRS rate.

 

D.            Clothing: (Additional Article applicable only to Nurses and Nurses Assistant)

 

Upon proper verification, the District agrees to reimburse each school nurse, in an amount not to exceed one hundred fifty dollars ($150.00) per contract year, for clothing directly related to school nurse duties.

 

 

MEDWAY FEDERATION OF TEACHERS                  MEDWAY SCHOOL COMMITTEE

By: _______________________________                                                By: _______________________________

Dated: __________________________                                      Dated: _____________________________

 

 

 

 

APPENDIX A (1)

TEACHER COMPENSATION

 

Effective September 1, 2006:                                                           1.75%      increase

 

Step

B

B+15

B+30

M

M+15

M+30

M+45

M+60

1

35,999

37,583

38,774

39,563

40,754

41,542

42,734

43,929

2

37,976

39,563

40,754

41,151

42,342

43,531

44,717

45,903

3

39,955

41,545

42,735

43,133

44,320

45,508

46,696

47,880

4

41,545

43,133

44,320

44,717

45,905

47,091

48,278

49,472

5

43,928

45,508

46,695

47,487

48,679

49,864

51,059

52,242

6

45,905

47,487

48,679

49,472

50,659

51,848

53,035

54,224

7

48,278

49,864

51,059

51,848

53,430

54,621

55,806

57,002

8

50,659

52,242

53,430

54,224

55,806

57,002

58,185

59,372

9

53,035

54,621

55,806

56,604

58,185

59,372

60,561

61,749

10

55,410

57,002

58,584

59,372

60,561

61,749

62,938

64,127

11

 

 

 

60,561

61,749

62,938

64,127

65,311

12

 

 

 

63,334

64,524

64,918

66,109

67,296

13

 

 

 

 

 

67,694

68,882

70,070

 

 

Effective September 1, 2007:                                                           2.25%      increase

 

Step

B

B+15

B+30

M

M+15

M+30

M+45

M+60

1

36,809

38,429

39,646

40,454

41,671

42,477

43,695

44,917

2

38,831

40,454

41,671

42,077

43,295

44,510

45,723

46,936

3

40,854

42,479

43,697

44,103

45,317

46,532

47,747

48,958

4

42,479

44,103

45,317

45,723

46,937

48,150

49,365

50,585

5

44,916

46,532

47,746

48,555

49,775

50,986

52,208

53,417

6

46,937

48,555

49,775

50,585

51,799

53,014

54,228

55,444

7

49,365

50,986

52,208

53,014

54,632

55,850

57,061

58,285

8

51,799

53,417

54,632

55,444

57,061

58,285

59,494

60,708

9

54,228

55,850

57,061

57,877

59,494

60,708

61,923

63,138

10

56,657

58,285

59,902

60,708

61,923

63,138

64,355

65,570

11

 

 

 

61,923

63,138

64,355

65,570

66,781

12

 

 

 

64,759

65,976

66,378

67,596

68,811

13

 

 

 

 

 

69,217

70,432

71,647

 

 

Effective September 1, 2008                                                            2.50%     increase

 

Step

B

B+15

B+30

M

M+15

M+30

M+45

M+60

1

37,729

39,390

40,637

41,465

42,713

43,539

44,788

46,040

2

39,801

41,465

42,713

43,129

44,377

45,623

46,866

48,110

3

41,876

43,541

44,789

45,206

46,450

47,695

48,940

50,182

4

43,541

45,206

46,450

46,866

48,111

49,354

50,599

51,850

5

46,039

47,695

48,939

49,769

51,019

52,260

53,513

54,752

6

48,111

49,769

51,019

51,850

53,094

54,340

55,584

56,830

7

50,599

52,260

53,513

54,340

55,998

57,247

58,488

59,742

8

53,094

54,752

55,998

56,830

58,488

59,742

60,981

62,226

9

55,584

57,247

58,488

59,324

60,981

62,226

63,471

64,717

10

58,073

59,742

61,399

62,226

63,471

64,717

65,963

67,209

11

 

 

 

63,471

64,717

65,963

67,209

68,450

12

 

 

 

66,378

67,625

68,038

69,286

70,531

13

 

 

 

 

 

70,948

72,192

73,438

 

 

 

 

 

(2)           Pay rates applicable to all teachers who received the 3/4% specific increase in the 1980-81 school year.

 

The rate of pay of teachers who received the 3/4 % specific increase in the 1980-1981 school year shall be determined as follows:

 

The rate of pay of teachers who received the 3/4% specific increase in the 1980-81 school year shall be determined as follows:

 

a.

Effective 9/1/00: Multiply their base rate in effect on 9/1/99 by 2% to determine their new personal rate as a teacher, times 3/4%.

b.

Effective Mid-year pay (2000-2001): Multiply their base rate in effect on 9/2/00 by 2% to determiner their new personal rate as a teacher, times 3/4%.

c.

Effective 9/1/2001: Multiply their base rate in effect on 9/1/00 by 3% to determine their new personal rate as a teacher, times 3/4%.

d.

Effective Mid-year pay (2001-2002): Multiply their base rate in effect on 9/2/01 by 1% to determine their new personal rate as a teachers, times 3/4%.

e.

Effective 9/1/2002: Multiply their base rate in effect on 6/30/02 by 3% to determine their new personal rate as a teacher, times 3/4%.

f..          Effective Mid-year pay (2002-2003):  Multiply their base rate in effect on 9/2/02 by 1% to determine their new personal rate as a teacher, times 3/4%.

 

(3)         Any additional funds specifically earmarked for teachers’ salaries from any source will be so applied provided, however, that such application shall continue only so long as the funding continues.

 

B.          General

 

(1)         The Athletic Director position shall be a .80 FTE athletic director/.20 teacher position. The Athletic Director will continue to receive the stipend set forth in Appendix A(2). The superintendent will require the Athletic Director to work up to an additional twenty (20) days beyond the regular teachers’ work year absent extenuating circumstances. He/she shall be paid for any such days that he/she is so required to work at his/her per diem rate of pay. Any days beyond the aforementioned twenty (2) days are subject to the mutual agreement of the Superintendent and the Athletic Director and shall be paid at the Athletic Director’s per diem rate of pay. The Athletic Director will not have any responsibility for Student Activities.

 

(2)         Approved for B+15 and B+30 differentials granted only if courses taken are in any way related to field of employment or are an approved part of a Masters program.

 

(3)         Assistant (Teaching) Principal in Elementary School – additional ten percent (10%) of the Masters column, Step 6, rate of pay, provided the Assistant Teaching Principal has a Masters Degree. In the event the Assistant Teaching Principal does not have a Masters Degree, the salary shall be ten percent (10%) of the Bachelors column, Step 6, rate of pay. In addition to his or her other duties, the duties of the Assistant (Teaching) Principal shall include the duties of the bus monitor after the bus monitor completes his or her regular period of duty.

 

(4)         Reading Specialists and Speech Therapists who commenced teaching as such prior to the end of the 2002-2003 school year shall receive an additional six percent (6%) of Bachelors base.

 

No such additional compensation shall be paid to Reading Specialists and Speech Therapists who commenced teaching as such from or after the beginning of the 2003 school year.

 

(5)           Department Heads shall receive the following additional compensation:

 

a. Effective 9/1/200 (No change): $4000

b. Effective 9/1/2001 (3%): $4120

c. Effective Mid-pay year (1%): $4161

d. Effective 9/1/2002 (3%): $4286

e. Effective Mid-pay year (1%): $4329

 

(6)           The regular annual increment for teachers shall not be considered automatic; it will be granted with the recommendation of the Superintendent with the approval of the School Committee.

 

(7)           Credit for experience either outside or in Medway will be evaluated by the Superintendent for the purpose of determining the Step upon which a prospective teacher will be placed.

 

(8)           Teachers who expect to receive a Masters degree or additional credits (15-30-45­60) beyond the Masters degree by August 31 of a given year shall notify the Superintendent by December 1 of the prior year for budgetary purposes. This will also apply to teachers who expect to receive 15 or 30 credits beyond the Bachelors degree.

 

(9)           Guidance Counselors who commenced work as such prior to the end of the 2002­2003 school year shall receive the following additional compensation: $702.00

 

No such additional compensation shall be paid to Guidance Counselors who commenced work as such from or after the beginning of the 2003 school year.

 

Guidance counselors (any or all) may be required by the Superintendent to work up to an additional ten (10) days beyond the regular teachers’ work year. If so required, the extra days shall be paid at the guidance counselor’s per diem rate of pay. Any days beyond the aforementioned ten (10) days are subject to the mutual agreement of the Superintendent and the guidance counselor and shall also be paid at the guidance counselor’s per diem rate of pay.

 

The ten (10) additional days will include five (5) days after the end of the current school year and five (5) days prior to the start of the new school year, unless otherwise mutually agreed upon between the guidance counselors and the Superintendent.

 

(10)         Grade 6 Environmental Trip – Teachers participating in the Grade 6 Environmental Trip will receive a full day off with pay.

 

If the Middle School cannot fill all chaperone positions internally for the Environmental Trip, then the remaining chaperone positions will be posted system-wide.

 

(11)         The rates of pay shall be pro rata for regular part-time teachers.

 

(12)         Administrative Assistant:

 

a. Effective 9/1/2000 ( No change): $3785

b. Effective 9/1/2001 (3%): $3899

c. Effective Mid-pay year (1%): $3938

d. Effective 9/1/2002 (3%): $4056

e. Effective Mid-pay year (1%): $4096

 

The Administrative Assistant shall work an additional six (6) days beyond the teachers’ work year (one hundred eighty-eight (188) total, three (3) days before the work year begins and three (3) days after the work year concludes and shall be paid on a per diem basis for additional days authorized by the Superintendent.

 

(13)         Middle School Team Leaders Stipend:

 

Two-Person Team:

 

a. Effective 9/1/2000 (No change): $1081

b. Effective 9/1/2001 (3%): $1113

c. Effective Mid-pay year (1%): $1125

d. Effective 9/1/2002 (3%): $1158

e. Effective Mid-pay year (1%): $1170

 

More Than Two-Person Team

 

a. Effective 9/1/2000 (No change): $2163

b. Effective 9/1/2001 (3%): $2228

c. Effective Mid-pay year (1%): $2250

d. Effective 9/1/2002 (3%): $2318

e. Effective Mid-pay year (1%): $2341

 

The number of teams and the number of teachers on a team shall be determined by the Superintendent.

 

C.            Longevity Schedule (Applicable Only to Teachers Who Commenced Teaching in Medway Prior to the 1978-1979 School Year)

 

Years of Service in Medway                             Amount

After 15 years of service in Medway               $700

After 20 years of service in Medway               $1000

After 25 years of service in Medway               $1300

 

Anything contained in this Agreement to the contrary notwithstanding, teachers who commenced teaching in Medway in the 1978-1979 school year and thereafter (or return after a break in service) shall not be entitled to any longevity compensation.

In the event a teacher employed as of June 30, 1978, accepts a job in the Medway Public Schools which is not covered by this Agreement and thereafter returns to a job covered by this Agreement, such time spend “outside” the unit hall not be considered a break in service for the purpose of determining the teacher’s eligibility for longevity compensation provided such service is continuous. Such time, however, hall not be credited to the teacher in determining the teacher’s years of teaching experience.

 

In determining “years of service in Medway” under this paragraph C, teachers who had received credit for teaching service outside of Medway in determining longevity compensation, under the proper collective bargaining Agreement, shall continue to receive such credit.

 

 

 

 

Appendix A (2)

A.            Schedules

(1)           Coaching Stipends for Medway Staff: Effective September 1, 2006:

Position

Step 1

Step 2

Step 3

Step 4

Step 5

Athletic Director

4,653

4,884

5,113

5,344

5,573

Baseball, Assistant

2,118

2,349

2,579

2,809

3,040

Baseball, Head

3,085

3,316

3,547

3,777

4,007

Basketball, Assistant

2,579

2,809

3,040

3,271

3,500

Basketball, Freshman

2,349

2,579

2,809

3,040

3,271

Basketball, Head

3,639

3,870

4,100

4,330

4,561

Cheerleading, Assistant

1,576

1,743

1,912

2,080

2,248

Cheerleading, Head

2,142

2,371

2,602

2,833

3,063

Cross-Country

2,579

2,809

3,040

3,271

3,500

Field Hockey, Assistant

2,349

2,579

2,809

3,040

3,271

Field Hockey, Head

3,316

3,547

3,777

4,007

4,238

Football, Assistant

3,316

3,547

3,777

4,007

4,238

Football, Head

4,377

4,606

4,837

5,068

5,297

Golf

2,303

2,533

2,764

2,994

3,224

Ice Hockey, Assistant

2,857

3,086

3,317

3,548

3,779

Ice Hockey, Head

3,824

4,055

4,285

4,515

4,746

Lacrosse, Assistant

2,118

2,349

2,579

2,809

3,040

Lacrosse, Head

3,085

3,316

3,547

3,777

4,007

Soccer, Assistant

2,349

2,579

2,809

3,040

3,271

Soccer, Head

3,316

3,547

3,777

4,007

4,238

Softball, Assistant

2,118

2,349

2,579

2,809

3,040

Softball, Head

3,085

3,316

3,547

3,777

4,007

Tennis, Assistant

2,027

2,257

2,487

2,718

2,948

Tennis, Head

2,257

2,487

2,718

2,948

3,178

Track, Assistant

1,980

2,211

2,442

2,672

2,902

Track, Head

2,948

3,178

3,409

3,639

3,870

Volleyball, Assistant

2,349

2,579

2,809

3,040

3,271

Volleyball, Freshman

2,118

2,349

2,579

2,809

3,040

Volleyball, Head

3,316

3,547

3,777

4,007

4,238

 

 

 

 

 

 

(2)           Advisors Stipend for Medway Staff: Effective September 1, 2006:

Position

Step 1

Step 2

Step 3

Step 4

Step 5

 

AM Bus Duty Monitor, Elementary

1,200     (in total)

 

AM Bus Duty Monitor, High School

1,200     (in total)

 

AM Bus Duty Monitor, Middle School

1,200     (in total)

 

Book Club Advisor, High School

                          1,909     2,027      2,142      2,257

2,371

Discipline Monitor, High School

2,000 (in total)

 

Discipline Monitor, Middle School

2,000 (in total)

 

Drama Club

2,233

2,349

2,465

2,579

 

2,695

Driver Education

1,324

1,439

1,554

1,670

 

1,785

Elementary Books & Beyond

2,093

2,211

2,326

2,442

 

2,557

Freshman Class

1,221

1,337

1,452

1,566

 

1,681

Government Interns

2,568

2,672

2,786

2,902

 

3,017

High School Band Director

2,509

2,625

2,741

2,856

 

2,972

Homework Club, Elementary

Intramural      Activity      Rate

 

Homework Club, Middle School

Intramural      Activity      Rate

 

Intramural Coordinator, Middle School (per session)

2,142

2,371

2,602

2,833

 

3,063

Intramural Supervisor, Middle School

hourly rate as determined by the superintendent

 

IPEC Coordinator

3,615

3,731

3,847

3,962

 

4,078

IPEC Leaders Club

1,221

1,337

1,452

1,566

 

1,681

Jazz Band Director

1,048

1,152

1,267

1,382

 

1,498

Junior Class

2,740

2,856

2,972

3,085

 

3,201

Math Club, Elementary

Intramural      Activity      Rate

 

Math Counts, High School

1,864

1,980

2,096

2,212

 

2,328

 

Math Counts, Middle School

1,864

1,980

2,096

2,212

 

2,328

 

Math League, Middle School

1,864

1,980

2,096

2,212

 

2,328

 

Musical Director

2,186

2,303

2,419

2,533

 

2,649

 

Musical Director, Assistant

1,817

1,934

2,050

2,165

 

2,279

 

National Honor Society

1,554

1,665

1,774

1,888

 

2,004

 

Newspaper, High School

2,071

2,187

2,303

2,419

 

2,534

 

Newspaper, Middle School

2,071

2,187

2,303

2,419

 

2,534

 

Peer Counselor, High School

2,233

2,349

2,465

2,579

 

2,695

 

Peer Mediator, Middle School

2,002

2,118

2,234

2,350

 

2,465

 

PM Bus Duty Monitor, Elementary

            1,500      (in total)

 

 

 

 

 

PM Bus Duty Monitor, High School

            1,500      (in total)

 

 

 

 

 

PM Bus Duty Monitor, Middle School

            1,500     (in total)

 

 

 

 

 

 

 (2)          Advisors Stipend for Medway Staff: Effective September 1, 2006 (cont’d.):

 

Position

Step 1

Step 2

Step 3

Step 4

Step 5

SADD

2,002

2,118

2,234

2,349

2,465

Safe & Drug Free Schools Coordinator

3,570

3,685

3,801

3,915

4,031

Scholastic Awards Advisor (undergrad and Middle School)

1,172

1,290

1,405

1,521

1,636

Scholastic Awards Chairperson (graduation)

1,909

2,027

2,142

2,257

2,371

School Store

1,864

1,980

2,096

2,212

2,328

Science Olympiad

2,002

2,118

2,234

2,349

2,465

Senior Awards Chairperson (graduation)

1,681

1,797

1,911

2,027

2,142

Senior Class

3,570

3,685

3,801

3,915

4,031

Sophomore Class

1,772

1,888

2,004

2,118

2,234

Student Activities Coordinator, High School

2,000

(in total)

 

 

 

Student Activities Coordinator, Middle School

2,000

(in total)

 

 

 

Student Council

2,557

2,672

2,786

2,902

3,017

Student Government Day

1,104

1,220

1,336

1,452

1,566

Subject Liaison -Grade 5 Language Arts

1,500

 

 

 

 

Subject Liaison -Grade 5 Mathematics

1,500

 

 

 

 

Subject Liaison -Grade 5 Social Studies

1,500

 

 

 

 

Subject Liaison -Grade 5 Science

1,500

 

 

 

 

Summer Curriculum Development

$25.00

per hour

 

 

 

Summer Session School Coordinator

$35.00

per hour

 

 

 

Summer Session School Instructor

$25.00

per hour

 

 

 

Summer Teacher Mentor Program Instructor

per diem rate

 

 

 

Summer Teacher Mentor Program Planning

$25.00

per hour

 

 

 

TADA Advisor, High School

2,002

2,118

2,234

2,349

2,465

Title I Coordinator

determined by grant funding

 

 

Tutor, Before and After School

hourly rate as determined by the superintendent

 

Yearbook

2,232

2,349

2,465

2,579

2,695

 

 

 

 

 

 

 

 

 

 (3)          Coaching Stipends for Non-Medway Staff: Effective September 1, 2006:

Position

Step 1

Step 2

Step 3

Step 4

Step 5

Athletic Director

4,422

4,653

4,884

5,113

5,344

Baseball, Assistant

1,888

2,118

2,349

2,579

2,809

Baseball, Head

2,856

3,085

3,316

3,547

3,777

Basketball, Assistant

2,349

2,579

2,809

3,040

3,271

Basketball, Freshman

2,118

2,349

2,579

2,809

3,040

Basketball, Head

3,409

3,639

3,870

4,100

4,330

Cheerleading, Assistant

1,407

1,576

1,743

1,912

2,080

Cheerleading, Head

1,911

2,142

2,371

2,602

2,833

Cross-Country

2,349

2,579

2,809

3,040

3,271

Field Hockey, Assistant

2,118

2,349

2,579

2,809

3,040

Field Hockey, Head

3,085

3,316

3,547

3,777

4,007

Football, Assistant

3,085

3,316

3,547

3,777

4,007

Football, Head

4,146

4,377

4,606

4,837

5,068

Golf

2,072

2,303

2,533

2,764

2,994

Ice Hockey, Assistant

2,626

2,857

3,086

3,317

3,548

Ice Hockey, Head

3,593

3,824

4,055

4,285

4,515

Lacrosse, Assistant

1,888

2,118

2,349

2,579

2,809

Lacrosse, Head

2,856

3,085

3,316

3,547

3,777

Soccer, Assistant

2,118

2,349

2,579

2,809

3,040

Soccer, Head

3,085

3,316

3,547

3,777

4,007

Softball, Assistant

1,888

2,118

2,349

2,579

2,809

Softball, Head

2,856

3,085

3,316

3,547

3,777

Tennis, Assistant

1,796

2,027

2,257

2,487

2,718

Tennis, Head

2,027

2,257

2,487

2,718

2,948

Track, Assistant

1,752

1,980

2,211

2,442

2,672

Track, Head

2,718

2,948

3,178

3,409

3,639

Volleyball, Assistant

2,118

2,349

2,579

2,809

3,040

Volleyball, Freshman

1,888

2,118

2,349

2,579

2,809

Volleyball, Head

3,085

3,316

3,547

3,777

4,007

 

 

 

 

 

 

(4)           Advisors Stipend for Non-Medway Staff: Effective September 1, 2006:

Position

Step 1

Step 2

Step 3

Step 4

Step 5

AM Bus Duty Monitor, Elementary

rate determined by the superintendent

AM Bus Duty Monitor, High School

rate determined by the superintendent

AM Bus Duty Monitor, Middle School

rate determined by the superintendent

Book Club Advisor, High School

1,678            1,797           1,911           2,027         2,142

Discipline Monitor, High School

rate determined by the superintendent

Discipline Monitor, Middle School

rate determined by the superintendent

Drama Club

2,002

2,118

2,234

2,349

2,465

Driver Education

1,094

1,210

1,324

1,439

1,554

Elementary Books & Beyond

1,862

1,980

2,095

2,211

2,326

Freshman Class

990

1,106

1,221

1,337

1,452

Government Interns

2,337

2,442

2,557

2,672

2,786

High School Band Director

2,278

2,394

2,510

2,625

2,741

Homework Club, Elementary

Intramural Activity rate

Homework Club, Middle School

Intramural Activity rate

Intramural Coordinator, Middle School (per session)

1,911

2,142

2,371

2,602

2,833

Intramural Supervisor, Middle School

hourly rate as determined by the superintendent

IPEC Coordinator

3,384

3,500

3,616

3,731

3,847

IPEC Leaders Club

990

1,106

1,221

1,337

1,452

Jazz Band Director

817

922

1,038

1,152

1,267

Junior Class

2,509

2,625

2,741

2,856

2,972

Math Club, Elementary

Intramural Activity rate

 

 

Math Counts, High School

1,636

1,752

1,868

1,983

2,098

Math Counts, Middle School

1,636

1,752

1,868

1,983

2,098

Math League, Middle School

1,636

1,752

1,868

1,983

2,098

Musical Director

1,956

2,072

2,188

2,303

2,419

Musical Director, Assistant

1,586

1,704

1,820

1,934

2,050

National Honor Society

1,324

1,428

1,544

1,659

1,774

Newspaper, High School

1,841

1,957

2,072

2,188

2,304

Newspaper, Middle School

1,841

1,957

2,072

2,188

2,304

Peer Counselor, High School

2,002

2,118

2,234

2,349

2,465

Peer Mediator, Middle School

1,772

1,887

2,003

2,118

2,234

PM Bus Duty Monitor, Elementary

rate determined by the superintendent

 

PM Bus Duty Monitor, High School

rate determined by the superintendent

 

PM Bus Duty Monitor, Middle School

rate determined by the superintendent

 

 

 

 (4) Advisors Stipend for Non-Medway Staff: Effective September 1, 2006 (cont’d.):

Position

Step 1

Step 2

Step 3

Step 4

Step 5

SADD

1,772

1,888

2,004

2,118

2,234

Safe & Drug Free Schools Coordinator

3,339

3,455

3,571

3,685

3,801

Scholastic Awards Advisor (undergrad and Middle School)

943

1,061

1,175

1,290

1,405

Scholastic Awards Chairperson (graduation)

1,678

1,797

1,911

2,027

2,142

School Store

1,636

1,752

1,868

1,983

2,098

Science Olympiad

1,772

1,888

2,004

2,118

2,234

Senior Awards Chairperson (graduation)

1,452

1,566

1,681

1,797

1,911

Senior Class

3,339

3,455

3,571

3,685

3,801

Sophomore Class

1,543

1,659

1,774

1,888

2,004

Student Activities Coordinator, High School

$1600 (in total)

 

 

Student Activities Coordinator, Middle School

$1600 (in total)

 

 

Student Council

2,326

2,442

2,557

2,672

2,786

Student Government Day

873

989

1,105

1,221

1,337

Subject Liaison -Grade 5 Language Arts

1,500

 

 

 

 

Subject Liaison -Grade 5 Mathematics

1,500

 

 

 

 

Subject Liaison -Grade 5 Social Studies

1,500

 

 

 

 

Subject Liaison -Grade 5 Science

1,500

 

 

 

 

Summer Curriculum Development

daily rate as determined by the superintendent

Summer Session School Coordinator

daily rate as determined by the superintendent

Summer Session School Instructor

hourly rate as determined by the superintendent

Summer Teacher Mentor Program Instructor

per diem rate

 

 

 

Summer Teacher Mentor Program Planning

hourly rate as determined by the superintendent

TADA Advisor, High School

1,772

1,888

2,004

2,118

2,234

Title I Coordinator

determined by grant funding

 

 

Tutor, Before and After School

hourly rate as determined by the superintendent

Yearbook

2,001

2,118

2,234

2,349

2,465

 

 

 

B.            General

 

1.             All extra-curricular positions will be posted and reappointed annually provided, however, that in the event of reappointment, the position need not be posted. Anything contained in this Agreement to the contrary notwithstanding, appointments and reappointment to extracurricular positions shall be at the discretion of the Superintendent and his/her decision in this regard shall not be subject to the grievance and arbitration provisions of this Agreement.

 

2              Coaches for Fall and Winter sports will be appointed as soon as possible and no later than the close of the school year.

 

3              Coaches for Spring sports shall be appointed by the end of November of the preceding year.

 

4              Anything contained in this agreement to the contrary notwithstanding, employees currently in the following positions who were employed in such positions as of August 28, 1978:

 

a. Assistant (Teaching) Principal

b. Department Heads

c. Band Director

 

shall not be terminated from said positions without just cause.

 

5              No coach shall be disciplinary discharged from his position during the course of his annual appointment except for just cause. It is expressly understood and agreed that this paragraph shall not be applicable to the non-reappointment of a coach; rather, reappointment shall be governed by paragraph E2, supra.

 

6.             Effective 9/1/2006

 

Intramural Coordinator                                                                     $2,000

Intramural Instructors                                                                                        $12per hour

 

7.                   The Superintendent reserves the right to place employees newly appointed to a position (individual was not the immediate preceding appointee in the position) at any step on the applicable rate range.

 

 

APPENDIX A (3)

 

1.             Wage Schedule – Title I Teachers – Hourly Wages

 

a. Effective 9/1/2006: $20.74

 

b. Effective 9/1/2007: $21.21

 

c. Effective 9/1/2008: $21.74

 

 

 

 

APPENDIX A (4) NURSES AND NURSE ASSISTANT SALARY SCHEDULE

 

A.            Nurses

 

(1)           Effective September 1, 2006:

Step

RN/Bachelors

RN/Masters

RN/Masters + 15

1

36,792

37,527

38,467

2

38,607

39,379

40,364

3

40,897

41,714

42,758

4

42,960

43,820

44,916

5

45,110

46,012

47,163

6

46,770

47,698

48,891

7

49,146

50,619

51,883

8

51,526

52,551

53,863

9

53,901

54,971

56,345

10

56,276

57,393

58,827

 

 

 

 

 

 

 

 

 

 

 

 

 

 

(2)           Effective September 1, 2007:

Step

RN/Bachelors

RN/Masters

RN/Masters + 15

1

37,620

38,372

39,332

2

39,476

40,265

41,272

3

41,818

42,653

43,720

4

43,926

44,806

45,926

5

46,125

47,048

48,224

6

47,823

48,772

49,991

7

50,252

51,758

53,051

8

52,686

53,733

55,075

9

55,114

56,208

57,613

10

57,542

58,684

60,150

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

(3)           Effective September 1, 2008:

 

Step

RN/Bachelors

RN/Masters

RN/Masters + 15

1

38,560

39,331

40,315

2

40,463

41,272

42,304

3

42,863

43,719

44,813

4

45,025

45,926

47,074

5

47,278

48,224

49,430

6

49,018

49,991

51,241

7

51,508

53,051

54,377

8

54,003

55,077

56,452

9

56,492

57,614

59,053

10

58,981

60,152

61,654

 

 

 

B.            Nurse Assistants

 

(1)           Effective September 1, 2006:

Step

Salary

1

21,010

2

23,206

3

26,223

4

29,750

5

31,242

 

 

 

 

 

 

 

 

 

(2)           Effective September 1, 2007:

Step

Salary

1

21,483

2

23,728

3

26,813

4

30,419

5

31,945

 

 

 

 

 

 

 

 

 

 

(4)           Effective September 1, 2008:

 

Step

Salary

1

22,020

2

24,321

3

27,483

4

31,179

5

32,744

 

 

 

APPENDIX A (5)

 

Medway Public Schools

Medway, Massachusetts

 

AGREEMENT

AND

APPLICATION

FOR

SABBATICAL LEAVE

 

 

I, ________________________________, a full-time teacher in the Medway Public Schools, having served in that capacity in the above named school system for nine (9) consecutive years, hereby make application to the Medway School Committee for a SABBATICAL LEAVE for the school year ___________ and ______________, in accordance with the Medway Teachers’ contract agreement relative to such leave of absence.

 

If granted such leave, I agree to return to teach in the Medway school system in a full-time teaching position similar to that which I now hold and to remain in the system for two (2) full years of service and that, in default of completing such service upon my return, I will agree to abide by the dictates of Chapter 71, Section 41-A, of the General Laws as most recently amended.

 

 

APPENDIX A (5) -continued

MEDWAY PUBLIC SCHOOLS

Medway, Massachusetts

APPLICATION FOR SABBATICAL LEAVE

 

Name: _________________________________________ Date: ________________________

 

Position: _______________________________ Service in Medway by Years: _____________

 

Present Salary: ____________________________________

 

Degree(s): _____________________________ Date Received: _________________________

 

(State number of graduate credits beyond Masters degree, if any): _______________________

Will you attend a college or university for study during the Sabbatical leave?: _____________

If yes, state where:

 

Will you travel?: _________________ State itinerary: _________________________________

 

Will you do research? ___________ Explain: ________________________________________

 

How will your leave influence the education of your students upon your return to Medway?

Explain: (use additional sheets if necessary)

 

Length of actual leave: ______________________________

 

Amount of grant, or other funds, you will receive (if any): $________________________

 

Approvals:

 

Date                                                                       Principal

 

Date                                                                       Superintendent

 

Date School                                                          Committee Chairperson

 

 

 

APPENDIX A (6)

Medway Public Schools

 

Class Characteristics Form

 

 

Teacher: ___________________________ Observation Date/s: __________________________

 

School: ____________________________ Grade/Subject: _____________________________

 

 

1.                   Number of students usually in the class/es to be observed: ___________

 

2.                   Time of Day: ____________________________

 

3.                   Nature of class, e.g., Advance Placement Biology (seniors), heterogeneous sixth grade social studies; pull out group of all third graders in the school in need of reinforcement in basic computational skills:

 

 

 

 

 

4.                   Number of students in the class under I.E.P.'s: ____________________

 

5.                   Any situations or circumstances which the teacher feels may be potentially (or were) distracting from the typical nature of the class, e.g.., day after Halloween:

 

 

 

 

 

6.                   Any other information the teacher would like to bring the attention of the observer:

 

 

 

 

(Name of Teacher)

 

 

 

 

 

APPENDIX A (7)

MISCELLANEOUS

 

Regular part-time position vacancies which are posted as % F.T.E. (.20 F.T.E., for example), and which are contemplated for the full school year (September – June) shall be paid at the applicable F.T.E. % of the appropriate teacher salary schedule rate. In the case of an employee hired from outside of the bargaining unit, or a Title I teacher, Appendix A 1 B 6 shall govern in determining the appropriate rate. In the case of a non-Title I teacher appointed from within the bargaining unit, step and column placement shall be in accordance with the teachers then current placement.

 

Appendix A (8)

 

Principles of Effective Teaching

And Examples of Descriptors

 

I.             Currency In The Curriculum

 

Principle

A.            The teacher is up to date regarding curriculum content

 

Examples of Descriptors

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

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

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

4.                   Contributes to the ongoing evaluation of the curriculum.

 

II.           Effective Planning and Assessment of Curriculum and Instruction

 

Principle

A.            The teacher plans instruction effectively.

 

Examples of Descriptors

 

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

2.                   Sets short-term and year-long goals for curricular units which derive from unifying themes of fundamental importance to students' present or future lives.

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

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

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

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

7.                   Plans engaging ways to introduce each unit of study.

8.                   Plans frequent instructional opportunities where students are interacting with ideas, materials, teachers and one another.

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

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

 

Principle

B.            The teacher plans assessment of student learning effectively.

 

Examples of Descriptors

1.                   Determines specific and challenging standards for student learning.

2.                   Develops and uses authentic assessment which describes a student's learning process as well as his/her learning achievements.

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

 

Principle

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

 

Examples of Descriptors

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

2                     Implements evaluation procedures which appropriately assess the objectives taught.

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

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

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

 

III.          Effective Management of Classroom Environment

 

Principle

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

 

Examples of Descriptors

1                     Implements instructional opportunities where students are interacting with ideas, materials, teachers and one another.

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

3                     Demonstrates an openness to student challenges about information and ideas.

4                     Uses classroom time and classroom space to promote optimal learning.

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

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

 

Principle

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

 

Examples of Descriptors

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

2.                   Manages routines effectively.

3.                   Maintains appropriate professional boundaries with students.

4.                   Serves as a positive role model for students.

 

IV.          Effective Instruction

 

Principle

A.            The teacher makes learning goals clear to students.

 

Examples of Descriptors

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

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

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

4.                   Communicates clearly in writing and speaking, using precise language.

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

 

Principle

B.            The teacher uses appropriate instructional techniques.

 

Examples of Descriptors

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

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

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

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

5.                Demonstrates working knowledge of current research on optimum means for learning a particular discipline.

 

Principle

C.            The teacher uses appropriate questioning techniques.

 

Examples of Descriptors

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

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

 

Principle

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

 

Examples of Descriptors

1.                   Regularly tries innovative approaches to improve instructional practices.

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

3.                   Assesses instructional strategies in authentic ways by comparing intended and actual learning outcomes.

 

V.            Promotion of High Standards and Expectations for Student Achievement

 

Principle

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

 

Examples of Descriptors

1.       Regularly communicates objectives or learning outcomes to students.

2.       Regularly provides feedback to students on their progress on goals and objectives.

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

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

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

 

Principle

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

 

 

Examples of Descriptors

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

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

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

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

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

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

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

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

9.       Builds positive relationships with students and parents to enhance students' abilities to learn effectively.

10.    Recognizes and responds appropriately when an individual student is having social and/or emotional difficulties which interfere with learning and/or participation in class.

 

VI.          Promotion of Equity and Appreciation of Diversity

 

Principle

A.            The teacher strives to ensure equitable opportunities for student learning.

 

Examples of Descriptors

1.       Provides opportunities to include all students in the full range of academic programs and activities and extra-curricular activities.

2.       Addresses the needs of diverse student populations by applying and adapting constitutional and statutory laws, state regulations and Board of Education policies and guidelines.

 

Principle

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

 

Examples of Descriptors

1.       Demonstrates sensitivity to differences in abilities, modes of contribution, and social and cultural backgrounds.

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

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

 

VII.        Fulfillment of Professional Responsibilities

 

Principle

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

 

Examples of Descriptors

1.       Keeps parents informed of student's progress and works with them, in culturally appropriate ways, to aid in the total development of the student.

2.       Maintains professional boundaries with parents.

 

Principle

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

 

Examples of Descriptors

1.       Maintains professional boundaries with colleagues.

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

3.       Works collaboratively with other staff in planning and implementing interdisciplinary curriculum, instruction and other school programs and shares expertise and new ideas with colleagues.

4.       Participates in student or school activities.

5.       Cooperates with other teachers about students' overall work load.

 

Principle

C.            The teacher is a reflective and continuous learner.

 

Examples of Descriptors

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

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

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

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

5.       Is receptive to suggestions for growth and improvement.

 

 

 

Principles of Effective Administrative Leadership

And Examples Of Descriptors

 

I.             Effective Instructional Leadership

 

The effective administrator works with others to create learning environments that address the needs of students.

 

Principle

A.            The administrator facilitates the development of a shared mission and vision.

 

Examples of Descriptors

1.                   Demonstrates an understanding of the importance of mission and vision, based on a well developed philosophy and develops a collaborative vision that provides direction for the school or district.

2.                   Recognizes that student learning must be the focus of all school programs and activities.

 

Principle

B.            The administrator encourages and uses a variety of strategies to assess student performance accurately.

 

Examples of Descriptors

1.                   Encourages teachers to view authentic learning and authentic assessment as linked.

2.                   Uses a variety of valid, reliable, and unbiased instruments to assess the achievement of learner goals.

3.                   Uses a cyclical, ongoing process to review and evaluate the goals, methods, and resources of programs and makes modifications as needed.

 

Principle

C.            The administrator applies current principles, practices, and research to foster effective teaching.

 

Examples of Descriptors

1.                   Demonstrates knowledge of the instructional process and teaching methodologies.

2.                   Assists teachers to develop inquiry-based teaching practices.

3.                   Assists and inspires teachers to make significant changes in practice as changes are dictated in the field.

 

Principle

D.            The administrator leads the renewal of curriculum and instructional programs.

 

Examples of Descriptors

1.                   Assures that the school's/district's curriculum and its implementation reflect the principles of the state's Common Core of Learning and Curriculum Frameworks.

2.                   Encourages and assists staff to be knowledgeable in subject areas and also to identify connections between disciplines.

3.                   Assists staff to distinguish between what is central and what is peripheral in the subject area when analyzing, planning, and supervising units, courses, and programs so that instruction time on central concepts, skills, and understanding are protected.

4.                   Uses a broad and current knowledge of instructional trends to involve staff in curriculum planning and program improvement, based on the vision, goals, and needs of school, district, and community.

 

Principle

E.            The administrator promotes and models the effective use of appropriate instructional technologies.

 

Examples of Descriptors

1.                   Integrates the appropriate use of video, computers, telecommunications, and other technologies into the curriculum.

2.                   Allocates fiscal and human resources for incorporating technology in the instructional process, accessing information and resources through electronic networks, e.g., Internet, and improving communication (e.g., e-mail, homework hotlines).

 

Principle

F.             The administrator holds teachers accountable for having high standards and positive expectations that all students can perform at high levels.

 

Examples of Descriptors

1.                   Enlists teachers in creating and communicating to students positive dispositions toward learning

2.                   Works with teachers to establish high standards and expectations for student work.

3.                   Assists teachers to make their expectations and how to meet them very clear to students.

4.                   Promotes activities that honor academic excellence.

 

Principle

G.            The administrator works with teachers and other staff to supervise and evaluate their performance, using performance standards, and to identify areas for growth.

 

Examples of Descriptors

1.                   Understands and communicates performance standards for teachers, using the state's baseline standards as a foundation.

2.                   Communicates consistent expectations that all teachers can meet standards and perform at high levels.

3.                   Employs current supervision and evaluation models and practices to assess the performance of teachers and encourage growth.

4.                   Encourages staff to improve practice through collegial activities such as modeling and peer mentoring.

5.                   Evaluates classroom instruction in terms of teacher objectives and student performance; follows effective practices for improving teacher performance.

6.                   Supports individuality of teacher approaches to classroom organization, management, and teaching styles.

7.                   Monitors the assessment of performance to ensure that staff reach the levels set by the system.

 

Principle

H.            The administrator supports ongoing professional development.

 

Examples of Descriptors

1.                   Provides opportunities for all staff to engage in professional development that enhances curriculum renewal, staff performance, and student learning.

2.                   Applies research on adult learning and development to design and provide for effective professional development.

3.                   Fosters effective professional development based on research and models of desired practice including time for reflection, planning, problem solving and collaboration; repeated practice and feedback; and respect for individual adaptations.

4.                   Encourages collegial approaches to professional development including mentoring, peer coaching, study groups, and group planning and problem-solving.

5.                   Involves staff in identifying professional development needs.

6.                   Monitors, documents, and assesses staff professional development activities.

7.                   Supports staff sense of self-worth; recognizes and encourages teacher initiatives; celebrates individual and collective achievements.

8.                   Ensures that growth of staff results in student learning and development.

 

II.           Effective Organizational Leadership

 

The effective administrator creates a self-renewing organizational environment that consistently focuses on enabling all students to achieve at high levels.

 

Principle

A.            The administrator applies research and organizational leadership skills.

 

Examples of Descriptors

1.                   Applies concepts of organizational behavior and organizational development in daily work.

2.                   Analyzes the environment in which decisions are made and predicts the impact of those decisions on organizations accurately.

3.                   Stimulates the development of new programs in areas where changing conditions or new professional insights encourage new approaches.

4.                   Identifies opportunities to improve the organization's performance.