Millis

Show detailed information about district and contract

DistrictMillis
Shared Contract District
Org Code1870000
Type of DistrictMunicipal K12
Union AffiliationMTA
Most Recent DocumentContract
Expiring Year2013
Expired Status
Superintendency Union
Regional HS Members
Vocational HS MembersTri-County RVTSD
CountyNorfolk
ESE RegionGreater Boston
Urban
Kind of Communityresidential suburbs
Number of Schools3
Enrollment1435
Percent Low Income Students16
Grade StartPK or K
Grade End12
download pdf version of this document view accessible version of this document Millis

COLLECTIVE BARGAINING AGREEMENT

between

MILLIS TEACHERS ASSOCIATION

and

MILLIS SCHOOL COMMITTEE

September 1, 2010 - August 31, 2013

AGREEMENT

between the

MILLIS SCHOOL COMMITTEE

and the

MILLIS TEACHERS ASSOCIATION

This Agreement is made and entered into this 1st day of September, 2010 in accordance with the provisions of Chapter 150E of the General Laws of Massachusetts by and between the SCHOOL COMMITTEE OF THE TOWN OF MILLIS (hereinafter sometimes referred to as the Committee) and the MILLIS TEACHERS ASSOCIATION (hereinafter sometimes referred to as the Association).

PREAMBLE

Recognizing that our prime purpose is to provide education of the highest possible quality for the children of Millis as economically and efficiently as is possible, and that good morale within the teaching staff of the Millis schools is essential to achievement of that purpose, we, the undersigned parties to this contract declare that:

A.            Under the law of Massachusetts, the Committee, elected by the citizens of Millis has final responsibility for establishing the educational policies of the public schools of Millis. The Committee is a public body established under and with powers provided by the statutes of the Commonwealth of Massachusetts and nothing in this Agreement shall be deemed to derogate from or impair any power, right or duty conferred upon the Committee by statute or any rule or regulation of any agency of the Commonwealth. As to every matter not specifically mentioned or provided for in this Agreement, the Committee retains all 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 thereunder;

B.            The Superintendent of Schools of Millis (hereinafter referred to as the Superintendent) has responsibility for carrying out the policies so established;

C.            The teaching staff of the public schools of Millis has responsibility for providing in the classrooms of the schools education of the highest possible quality and in conjunction with that responsibility to make recommendations and provide consultation on educational policies;

D.            Fulfillment of these respective responsibilities can be facilitated and supported by consultations and free exchanges of views and information between the Committee, the Superintendent, other administrative personnel, and the teaching staff in the formulation and application of policies relating to wages, hours, and other conditions of employment for the teaching staff; and so,

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

ARTICLE I

RECOGNITION

The School Committee of the Town of Millis recognizes the Millis Teachers Association, affiliated with the Massachusetts Teachers' Association and with the National Education Association, as the exclusive bargaining agent and representative of a bargaining unit comprised of all members of the professional staff, including nurses, excluding principals, assistant principals, PPS Director, Director of Student Affairs, Director of Curriculum, Assessment, and Professional Development, and the Superintendent. The term "teachers" shall be deemed to include nurses unless deemed otherwise.

ARTICLE II

 PROCEDURES

The School Committee named above and the Millis Teachers Association do hereby agree that the following procedures should be adhered to in regard to communication between the several groups:

A.            Meetings

The parties will meet upon the written request of either of them affected provided the request contains a specific reason for the meeting.

B.            Directing Requests

The local Association normally will make its request directly to the Superintendent or his/her Representative. The Superintendent for the School Committee or their respective representatives will make their requests known to the president of the local Association. The affected parties will agree to a mutually convenient meeting date within a reasonable period of time.

C.            Exchange of Facts and Views

Facts, opinions, proposals, and counterproposals will be freely exchanged in good faith during the meeting or meetings and between meetings, if advisable.

ARTICLE III

GRIEVANCE PROCEDURE

A. Definitions

1.     A "Grievance" is a claim based upon an event or condition which affects the welfare and/or conditions of employment of a teacher or group of teachers and/or the interpretation, meaning or application of any of the provisions of this Agreement or any subsequent Agreement entered into pursuant to this Agreement.

2.     An "aggrieved person" is the person or persons making the claim.

3.     A "party in interest" is the person or persons making the claim and any person who might be required to take action or against whom action might be taken in order to resolve the claim.

B.  Purpose

1.   The purpose of this procedure is to secure, at the lowest possible administrative level, equitable solution to the problems which may from time to time arise affecting the welfare or working conditions of teachers. Both parties agree that these proceedings will be kept as informal and confidential as may be appropriate at any level of the procedure.

2.  Nothing herein contained will be construed as limiting the right of any teacher having a grievance to discuss the matter informally with any appropriate member of the administration, and having the grievance adjusted without intervention of the Association, provided the adjustment is not inconsistent with the terms of this Agreement and that the Association has been given the opportunity to be present at such adjustment and to state its views.

C.  Procedure

Since it is important that grievances be processed as rapidly as possible, the number of days indicated at each level should be considered a maximum, and every effort should be made to expedite the process. The time limits specified may, however, be extended by mutual agreement.

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

A grievance shall be presented in writing spelling out the alleged violation by Article and Section and the relief being sought.

1.                   LEVEL ONE (1) - A teacher with a grievance will discuss it with his/her immediate superior, Department Head, or Supervisor; and if not resolved, with the Assistant Principal, with the objective of resolving the matter informally. A nurse with a grievance will discuss it with the Director of Pupil Personnel Services.

2.                   LEVEL TWO (2)

(a)   - If the aggrieved person is not satisfied with the disposition of his/her grievance at Level One, or if no decision has been rendered within ten (10) school days after presentation of the grievance, he/she may file his/her grievance in writing with the Chair of the Association's Committee on Professional Rights and Responsibilities (hereinafter referred to as the PR&R Committee) within five (5) school days after the decision at Level One or fifteen (15) school days after the grievance was presented, whichever is sooner. Within five (5) school days after receiving the written grievance, the Chair of the PR&R Committee will refer it to the Superintendent of Schools.

(b)   - The Superintendent will represent the administration at this level of the grievance procedure. Within ten (10) school days after receipt of the written grievance by the Superintendent, the Superintendent will meet with the aggrieved person and the principal of his/her building in an effort to resolve it.

(c)    - If a teacher does not file a grievance in writing with the Chair of the PR&R Committee and the written grievance is not forwarded to the Superintendent within twenty (20) school days after the teacher knew or should have known of the act or condition on which the grievance is based, then the grievance will be considered as waived.

3.                   LEVEL THREE (3) - If the aggrieved person is not satisfied with the disposition of his/her grievance at Level Two, or if no decision has been rendered within ten (10) school days after he/she has first met with the Superintendent, he/she may file the grievance in writing with the Chair of the PR&R Committee within five (5) school days after a decision by the Superintendent, whichever is sooner. Within five (5) school days after receiving the written grievance, the Chair of the PR&R Committee will refer it to the School Committee. Within twenty (20) school days after receiving the written grievance, the School Committee will meet with the aggrieved person for the purpose of resolving the grievance. The ultimate decision on the grievance at Level Three will, however, be rendered by the School Committee.

4.                   LEVEL FOUR (4)

(a)   - If the aggrieved person is not satisfied with the disposition of his/her grievance at Level Three, or if no decision has been rendered within ten (10) school days after he/she has first met with the Committee, he/she may, within ten (10) school days after a decision by the School Committee, request in writing the Chair of the PR&R Committee to submit his/her grievance to arbitration. If, after communication and meeting separately with the aggrieved person and the School Committee within ten (10) school days during the school year or twenty (20) working days during the non-school period, the PR&R Committee determines that the grievance is meritorious and that submitting it to arbitration is in the best interest of the Millis Teachers Association, it may submit the grievance to arbitration within fifteen (15) school days after receipt of a request by the aggrieved person.

(b)   - Within ten (10) school days after such written notice of submission to arbitration, the Committee and the PR&R Committee will agree upon a mutually acceptable arbitrator and will obtain a commitment from said arbitrator to serve.

If the parties are unable to agree upon an arbitrator or to obtain such a commitment within the specified period, a request for a list of arbitrators may be made to the American Arbitration Association by either party. They will be bound by the rules and procedures of the American Arbitration Association in the selection of an arbitrator.

(c)    - The arbitrator so selected will confer with the School Committee and the PR&R Committee and hold hearings promptly and will issue his/her decision not later than twenty (20) days from the date of the close of the hearings or, if oral hearings have been waived, then from the date the final statements and proofs are submitted to him/her. The arbitrator's decision will be in writing and will set forth his/her findings of fact, reasoning and conclusions on issues submitted. The arbitrator shall not add to, detract from, alter or modify the terms of the contract. The arbitrator will be without power or authority to make any decision which requires the commission of an act prohibited by law or which is in violation of the terms of this Agreement. The decision of the arbitrator will be final and binding on both the Committee and the Association.

(d)   - The costs for the services of the Arbitrator, including per diem expenses, if any, and actual and necessary travel and subsistence expenses, will be borne equally by the School Committee and the Association.

D.            Rights of Teachers to Representation

No reprisals of any kind will be taken by the School Committee or by any member of the administration against any party in interest, any School Representative, any member of the PR&R Committee or any participant in the grievance procedure by reason of such participation.

E.            Miscellaneous

1.     If, in the judgment of the PR&R Committee, a grievance affects a group or class of teachers at a single building, the PR&R Committee may submit such grievance as a class action to the building principal. If the issue being grieved is a result of a system-wide policy initiated at the Superintendent's level or if it affects teachers in more than one building, then a grievance may be submitted directly at Level 2.

2.     Decisions rendered at Level One, Two and Three of the grievance procedure will be in writing setting forth the decision and the reasons therefore and will be transmitted promptly to all parties in interest and to the Chairman of the PR&R Committee. Decisions rendered at Level Four will be in accordance with the procedures set forth in Section C, Paragraph 4(c).

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

4.     Forms for filing grievances, serving notices, making appeals, making reports and recommendations and other necessary documents will be jointly prepared by the Superintendent and the Association and given appropriate distribution so as to facilitate operation of the grievance procedure.

ARTICLE IV COMPENSATION

Salaries for Unit A as of September 1*, 2010

Step

B

B+15

B+30

M

M+15

M+30

M+45

M+60

DOC-TORATE

1

42,158

43,177

44,175

46,206

47,272

48,240

50,240

51,747

53,299

2

44,176

45,190

46,206

48,240

49,251

50,245

52,285

53,854

55,469

3

46,723

47,699

48,323

50,768

51,754

52,776

54,795

56,439

58,132

4

48,718

49,728

50,768

52,776

53,786

54,795

56,826

58,531

60,287

5

50,744

51,754

52,776

54,795

55,810

56,826

58,857

60,623

62,442

6

52,776

53,786

54,795

56,826

57,846

58,857

60,875

62,702

64,583

7

54,795

55,810

56,826

58,857

59,872

60,875

62,908

64,795

66,739

8

56,826

57,846

58,857

60,875

61,895

62,908

64,937

66,885

68,891

9

58,857

59,872

60,875

62,908

63,926

64,937

66,959

68,968

71,037

10

64,664

66,284

67,900

68,968

71,066

73,161

75,264

77,522

79,848

11

65,960

67,610

69,258

71,037

73,197

75,357

77,520

79,846

82,241

12

67,952

69,652

71,349

73,182

75,408

77,632

79,861

82,257

84,725

Salaries for Unit A as of September 1*, 2011

Step

B

B+15

B+30

M

M+15

M+30

M+45

M+60

DOC-TORATE

1

43,001

44,040

45,058

47,130

48,217

49,205

51,245

52,782

54,365

2

45,060

46,094

47,130

49,205

50,236

51,250

53,331

54,931

56,579

3

47,658

48,653

49,289

51,783

52,789

53,832

55,891

57,568

59,295

4

49,693

50,723

51,783

53,832

54,862

55,891

57,963

59,702

61,493

5

51,759

52,789

53,832

55,891

56,926

57,963

60,035

61,836

63,691

6

53,832

54,862

55,891

57,963

59,003

60,035

62,093

63,956

65,874

7

55,891

56,926

57,963

60,035

61,069

62,093

64,166

66,091

68,074

8

57,963

59,003

60,035

62,093

63,133

64,166

66,235

68,223

70,269

9

60,035

61,069

62,093

64,166

65,204

66,235

68,298

70,347

72,458

10

62,996

64,340

65,676

67,257

68,846

70,430

72,534

74,710

76,951

11

65,957

67,610

69,258

70,348

72,488

74,624

76,770

79,073

81,445

12

67,279

68,962

70,643

72,457

74,661

76,864

79,071

81,443

83,886

13

69,311

71,045

72,776

74,646

76,916

79,185

81,459

83,902

86,419

Salaries for Unit A as of September 1, 2012

Step

B

B+15

B+30

M

M+15

M+30

M+45

M+60

DOC  TORATE

1

43,431

44,481

45,509

47,601

48,700

49,697

51,757

53,310

54,909

2

45,510

46,555

47,601

49,697

50,738

51,763

53,864

55,480

57,145

3

48,134

49,140

49,782

52,301

53,317

54,370

56,450

58,143

59,888

4

50,189

51,230

52,301

54,370

55,411

56,450

58,542

60,299

62,108

5

52,276

53,317

54,370

56,450

57,495

58,542

60,635

62,454

64,328

6

54,370

55,411

56,450

58,542

59,593

60,635

62,714

64,595

66,533

7

56,450

57,495

58,542

60,635

61,680

62,714

64,808

66,752

68,754

8

58,542

59,593

60,635

62,714

63,765

64,808

66,898

68,905

70,972

9

60,635

61,680

62,714

64,808

65,856

66,898

68,981

71,051

73,182

10

63,626

64,983

66,332

67,929

69,534

71,134

73,259

75,457

77,721

11

66,617

68,286

69,951

71,051

73,213

75,370

77,537

79,864

82,260

12

67,952

69,652

71,349

73,182

75,408

77,632

79,861

82,257

84,725

13

70,004

71,755

73,504

75,392

77,685

79,977

82,273

84,741

87,284

Salaries for Unit A as of the mid-point of the 2012-2013

Step

B

B+15

B+30

M

M+15

M+30

M+45

M+60

DOC-TORATE

1

44,300

45,370

46,419

48,553

49,674

50,691

52,792

54,376

56,007

2

46,420

47,486

48,553

50,691

51,753

52,798

54,942

56,590

58,288

3

49,097

50,123

50,778

53,347

54,383

55,457

57,579

59,306

61,086

4

51,193

52,255

53,347

55,457

56,519

57,579

59,713

61,505

63,350

5

53,322

54,383

55,457

57,579

58,645

59,713

61,848

63,703

65,614

6

55,457

56,519

57,579

59,713

60,785

61,848

63,968

65,887

67,864

7

57,579

58,645

59,713

61,848

62,914

63,968

66,104

68,087

70,129

8

59,713

60,785

61,848

63,968

65,040

66,104

68,236

70,283

72,391

9

61,848

62,914

63,968

66,104

67,173

68,236

70,361

72,472

74,646

10

64,898

66,283

67,659

69,288

70,925

72,557

74,725

76,966

79,275

11

67,949

69,652

71,350

72,472

74,677

76,878

79,088

81,461

83,905

12

69,311

71,045

72,776

74,646

76,916

79,185

81,459

83,902

86,419

13

71,404

73,190

74,974

76,900

79,239

81,576

83,919

86,436

89,029

* Whenever the effective date of September 1 is set forth in the salary schedule, the salary provided shall be effective at the start of the work year.

EXTRA PAY FOR EXTRA SERVICES

Salaries as of September 1, 2010

Semi-administrative Responsibilities

Step1

Step 2

Step 3

Step 4

Step 5

Music Coordinator

3,108

3,108

3,108

3,108

3,108

Administrative Aide to Principal

10,586

11,009

11,432

11,855

12,279

Team Leader (Middle School)

2,119

2,119

2,119

2,119

2,119

Facilitator

2,119

2,119

2,119

2,119

2,119

Coaches

 

 

 

 

 

 

Step 1

Step 2

Step 3

Step 4

Step 5

Athletic Director

5,053

5,684

6,317

6,947

7,483

Baseball Varsity - Head Coach

3,114

3,473

3,832

4,189

4,548

Baseball Varsity - Assistant Coach

2,107

2,317

2,633

2,948

3,371

Baseball Freshmen

1,894

2,052

2,212

2,422

2,633

Basketball Varsity - Head Coach

4,091

4,433

4,669

5,230

5,545

Basketball Varsity - Assistant Coach

2,528

2,845

3,158

3,474

3,789

Basketball - Freshman Coach

1,894

2,052

2,212

2,422

2,633

Cheerleading - Football

2,606

2,820

3,044

3,331

3,625

Cheerleading - Basketball

2,606

2,820

3,044

3,331

3,625

Football Varsity - Head Coach

4,835

5,277

5,714

6,156

6,598

Football Varsity - Assistant Coach

3,157

3,371

3,581

3,789

4,423

Football - Freshman Coach

2,738

3,053

3,371

3,685

4,002

Soccer Varsity - Head Coach

3,114

3,473

3,832

4,189

4,548

Soccer Varsity - Assistant Coach

2,107

2,317

2,633

2,948

3,371

Soccer Freshmen

1,894

2,052

2,212

2,422

2,633

Softball Varsity - Head Coach

3,114

3,473

3,832

4,189

4,548

Softball Varsity - Assistant Coach

2,107

2,317

2,633

2,948

3,371

Softball Freshmen

1,894

2,052

2,212

2,422

2,633

Tennis Varsity - Head Coach

3,114

3,473

3,832

4,189

4,548

Tennis Varsity - Assistant Coach

2,107

2,317

2,633

2,948

3,371

Track Varsity - Head Coach (winter)

2,606

2,820

3,044

3,331

3,625

Track Varsity - Assistant Coach

1,991

2,156

2,327

2,548

2,772

Track Individual Coach

1,894

2,052

2,212

2,422

2,633

Track Varsity - Head Coach (Spring)

3,114

3,473

3,832

4,189

4,548

Track Varsity - Assistant Coach

2,107

2,317

2,633

2,948

3,371

Track Individual Coach

1,894

2,052

2,212

2,422

2,633

Volleyball Varsity - Head Coach

3,114

3,473

3,832

4,189

4,548

Volleyball Varsity - Asst. Coach

2,107

2,317

2,633

2,948

3,371

Volleyball Freshmen

1,894

2,052

2,212

2,422

2,633

Golf Varsity Head Coach

2,606

2,820

3,044

3,331

3,625

Golf Varsity Assistant Coach

1,991

2,156

2,327

2,548

2,772

1.       All coaches will be given credit for previous similar coaching experience in other systems.

2.       All years of experience in a particular sport within the Millis Schools System will be taken into consideration for proper step placement when such experience is not consecutive.

3.       Within the five-step schedule, each person now employed in a coaching position in the Millis School System will be placed on the next higher step on September 1, 2010 from the step he occupies provided he remains in the same coaching position in the same sport.

Middle School Intramural Coaches

- Two coaches shall be assigned per season (Fall, Winter, Spring) and shall be paid at the rate of $997 per coach per season.

- The Facilitator of Middle School Intramural shall be paid at the rate of $1,196 per year or $398 per season.

- High School Intramural Volleyball (2) - $549 each.

Miscellaneous Non-teaching Services as of September 1, 2010

 

Step1

Step 2

Step 3

Step 4

Step 5

Advisors

 

 

 

 

 

Freshman

714

784

862

951

1,046

Sophomore

857

942

1,036

1,140

1,257

Junior

1,140

1,257

1,378

1,509

1,659

Senior

1,247

1,373

1,488

1,637

1,798

Student Council

 

 

 

 

 

High School

714

785

862

951

1,046

Middle School

714

785

862

951

1,046

Honor Society

 

 

 

 

 

High School

714

785

862

951

1,046

Middle School

714

785

862

951

1,046

Peer Leadership Advisor

1,110

1,223

1,343

1,478

1,625

SADD Advisor

 

 

 

 

 

High School

1,131

1,245

1,368

1,505

1,655

Middle School

833

916

1,007

1,109

1,218

Music

 

 

 

 

 

Band Director

1,567

1,715

1,856

1,941

2,283

Band Assistant Director

714

857

999

1,140

1,426

Choral Director

714

857

999

1,140

1,426

Jazz Ensemble Director

2,283

2,565

2,851

3,136

3,420

Drama

 

 

 

 

 

Per Production

1,539

1,775

1,948

2,143

2,357

($100 extra when more than one person)

 

 

 

 

 

Talent Show

 

 

 

 

 

Per Production

1,134

1,249

1,371

1,511

1,661

Yearbook

 

 

 

 

 

One Person

2,851

3,138

3,451

3,797

4,174

Two People

1,423

1,567

1,728

1,903

2,088

Middle School

1,060

1,111

1,165

1,220

1,270

High School Newspaper Advisor

1,270

1,324

1,693

1,905

2,119

Homework Clinic

1,033

1,135

1,248

1,373

1,511

MCAS Sm Grp after school (per wkly ses)

705

705

705

705

705

Tutors (per hour) Individual

31.98

31.98

31.98

31.98

31.98

Detention Hall Monitor (per hour)

29.20

29.20

29.20

29.20

29.20

In-service Programs and

 

 

 

 

 

Summer Workshops (per hour)

33.67

33.67

33.67

33.67

33.67

Committees

 

 

 

 

 

Level 1 (15-25 hrs)

677

677

677

677

677

Level 2 (25-35 hrs)

1,019

1,019

1,019

1,019

1,019

Level 3 (35-45 hrs)

1,361

1,361

1,361

1,361

1,361

Student Activities Accountant

2,231

2,231

2,231

2,231

2,231

Middle School Club Advisor (per hour) (The number and type of middle school clubs shall be determined by the Administration.)

25.27

25.27

25.27

25.27

25.27

High School Club Advisor

 

 

 

 

 

Level 1 (Primarily within day)

705

705

705

705

705

Level 2 (Both during & outside day) (The number and type of clubs shall be determined by the Administration)

1,411

1,411

1,411

1,411

1,411

EXTRA PAY FOR EXTRA SERVICES

Salaries as of September 1, 2011

Semi-administrative Responsibilities

 

 

 

 

 

 

Step 1

Step 2

Step 3

Step 4

Step 5

Music Coordinator

3,170

3,170

3,170

3,170

3,170

Administrative Aide to Principal

10,797

11,229

11,660

12,092

12,524

Team Leader (Middle School)

2,161

2,161

2,161

2,161

2,161

Facilitator

2,161

2,161

2,161

2,161

2,161

Coaches

 

 

 

 

 

 

Step 1

Step 2

Step 3

Step 4

Step 5

Athletic Director

5,154

5,798

6,443

7,086

7,633

Baseball Varsity - Head Coach

3,176

3,542

3,909

4,273

4,639

Baseball Varsity - Assistant Coach

2,149

2,363

2,686

3,007

3,438

Baseball Freshmen

1,932

2,093

2,256

2,470

2,686

Basketball Varsity - Head Coach

4,173

4,522

4,762

5,335

5,656

Basketball Varsity - Assistant Coach

2,579

2,902

3,221

3,543

3,865

Basketball - Freshman Coach

1,932

2,093

2,256

2,470

2,686

Cheerleading - Football

2,658

2,876

3,105

3,398

3,698

Cheerleading - Basketball

2,658

2,876

3,105

3,398

3,698

Football Varsity - Head Coach

4,932

5,383

5,828

6,279

6,730

Football Varsity - Assistant Coach

3,220

3,438

3,653

3,865

4,511

Football - Freshman Coach

2,793

3,114

3,438

3,759

4,082

Soccer Varsity - Head Coach

3,176

3,542

3,909

4,273

4,639

Soccer Varsity - Assistant Coach

2,149

2,363

2,686

3,007

3,438

Soccer Freshmen

1,932

2,093

2,256

2,470

2,686

Softball Varsity - Head Coach

3,176

3,542

3,909

4,273

4,639

Softball Varsity - Assistant Coach

2,149

2,363

2,686

3,007

3,438

Softball Freshmen

1,932

2,093

2,256

2,470

2,686

Tennis Varsity - Head Coach

3,176

3,542

3,909

4,273

4,639

Tennis Varsity - Assistant Coach

2,149

2,363

2,686

3,007

3,438

Track Varsity - Head Coach (winter)

2,658

2,876

3,105

3,398

3,698

Track Varsity - Assistant Coach

2,031

2,199

2,374

2,599

2,827

Track Individual Coach

1,932

2,093

2,256

2,470

2,686

Track Varsity - Head Coach (Spring)

3,176

3,542

3,909

4,273

4,639

Track Varsity - Assistant Coach

2,149

2,363

2,686

3,007

3,438

Track Individual Coach

1,932

2,093

2,256

2,470

2,686

Volleyball Varsity - Head Coach

3,176

3,542

3,909

4,273

4,639

Volleyball Varsity - Asst. Coach

2,149

2,363

2,686

3,007

3,438

Volleyball Freshmen

1,932

2,093

2,256

2,470

2,686

Golf Varsity Head Coach

2,658

2,876

3,105

3,398

3,698

Golf Varsity Assistant Coach

2,031

2,199

2,374

2,599

2,827

1.       All coaches will be given credit for previous similar coaching experience in other systems.

2.       All years of experience in a particular sport within the Millis Schools System will be taken into consideration for proper step placement when such experience is not consecutive.

3.       Within the five-step schedule, each person now employed in a coaching position in the Millis School System will be placed on the next higher step on September 1, 2011 from the step he occupies provided he remains in the same coaching position in the same sport.

Middle School Intramural Coaches

- Two coaches shall be assigned per season (Fall, Winter, Spring) and shall be paid at the rate of $1,017 per coach per season.

- The Facilitator of Middle School Intramural shall be paid at the rate of $1,220 per year or $406 per season.

- High School Intramural Volleyball (2) - $560 each.

Miscellaneous Non-teaching Services

 

 

 

 

 

as of September 1, 2011

Step1

Step 2

Step 3

Step 4

Step 5

Advisors

 

 

 

 

 

Freshman

728

800

880

970

1,067

Sophomore

874

960

1,057

1,163

1,282

Junior

1,163

1,282

1,406

1,539

1,693

Senior

1,272

1,400

1,518

1,669

1,834

Student Council

 

 

 

 

 

High School

728

800

880

970

1,067

Middle School

728

800

880

970

1,067

Honor Society

 

 

 

 

 

High School

728

800

880

970

1,067

Middle School

728

800

880

970

1,067

Peer Leadership Advisor

1,132

1,247

1,370

1,507

1,657

SADD Advisor

 

 

 

 

 

High School

1,153

1,270

1,396

1,535

1,688

Middle School

849

934

1,028

1,131

1,243

Music

 

 

 

 

 

Band Director

1,598

1,749

1,893

1,980

2,329

Band Assistant Director

728

874

1,019

1,163

1,454

Choral Director

728

874

1,019

1,163

1,454

Jazz Ensemble Director

2,329

2,617

2,908

3,199

3,488

Drama

 

 

 

 

 

Per Production

1,570

1,810

1,987

2,186

2,404

($100 extra when more than one person)

 

 

 

 

 

Talent Show

 

 

 

 

 

 

Per Production

1,157

1,274

1,398

1,541

1,694

Yearbook

 

 

 

 

 

One Person

2,908

3,200

3,520

3,873

4,257

Two People

1,451

1,598

1,762

1,941

2,130

Middle School

1,081

1,133

1,189

1,244

1,295

High School Newspaper Advisor

1,295

1,350

1,727

1,943

2,161

Homework Clinic

1,054

1,158

1,273

1,401

1,541

MCAS Sm Grp after school (per wkly ses)

719

719

719

719

719

Tutors (per hour) Individual

32.62

32.62

32.62

32.62

32.62

Detention Hall Monitor (per hour)

29.79

29.79

29.79

29.79

29.79

In-service Programs and

 

 

 

 

 

Summer Workshops (per hour)

34.34

34.34

34.34

34.34

34.34

Committees

 

 

 

 

 

Level 1 (15-25 hrs)

690

690

690

690

690

Level 2 (25-35 hrs)

1,039

1,039

1,039

1,039

1,039

Level 3 (35-45 hrs)

1,388

1,388

1,388

1,388

1,388

Student Activities Accountant

2,276

2,276

2,276

2,276

2,276

Middle School Club Advisor (per hour)  (The number and type of middle school clubs shall be determined by the Administration.)

25.78

25.78

25.78

25.78

25.78

High School Club Advisor

 

 

 

 

 

Level 1 (Primarily within day)

720

720

720

720

720

Level 2 (Both during & outside day) (The number and type of clubs shall be determined by the Administration)

1,439

1,439

1,439

1,439

1,439

EXTRA PAY FOR EXTRA SERVICES

Salaries as of September 1, 2012

Semi-administrative Responsibilities

 

 

 

 

 

 

Step1

Step 2

Step 3

Step 4

Step 5

Music Coordinator

3,234

3,234

3,234

3,234

3,234

Administrative Aide to Principal

11,013

11,454

11,893

12,334

12,775

Team Leader (Middle School)

2,204

2,204

2,204

2,204

2,204

Facilitator

2,204

2,204

2,204

2,204

2,204

Coaches

 

 

 

 

 

 

Step 1

Step 2

Step 3

Step 4

Step 5

Athletic Director

5,257

5,914

6,572

7,228

7,785

Baseball Varsity - Head Coach

3,240

3,613

3,987

4,358

4,732

Baseball Varsity - Assistant Coach

2,192

2,411

2,739

3,067

3,507

Baseball Freshmen

1,971

2,135

2,301

2,520

2,739

Basketball Varsity - Head Coach

4,256

4,612

4,858

5,441

5,769

Basketball Varsity - Assistant Coach

2,630

2,960

3,286

3,614

3,942

Basketball - Freshman Coach

1,971

2,135

2,301

2,520

2,739

Cheerleading - Football

2,711

2,933

3,167

3,466

3,771

Cheerleading - Basketball

2,711

2,933

3,167

3,466

3,771

Football Varsity - Head Coach

5,030

5,490

5,945

6,405

6,865

Football Varsity - Assistant Coach

3,285

3,507

3,726

3,942

4,602

Football - Freshman Coach

2,849

3,176

3,507

3,834

4,164

Soccer Varsity - Head Coach

3,240

3,613

3,987

4,358

4,732

Soccer Varsity - Assistant Coach

2,192

2,411

2,739

3,067

3,507

Soccer Freshmen

1,971

2,135

2,301

2,520

2,739

Softball Varsity - Head Coach

3,240

3,613

3,987

4,358

4,732

Softball Varsity - Assistant Coach

2,192

2,411

2,739

3,067

3,507

Softball Freshmen

1,971

2,135

2,301

2,520

2,739

Tennis Varsity - Head Coach

3,240

3,613

3,987

4,358

4,732

Tennis Varsity - Assistant Coach

2,192

2,411

2,739

3,067

3,507

Track Varsity - Head Coach (winter)

2,711

2,933

3,167

3,466

3,771

Track Varsity - Assistant Coach

2,072

2,243

2,421

2,651

2,884

Track Individual Coach

1,971

2,135

2,301

2,520

2,739

Track Varsity - Head Coach (Spring)

3,240

3,613

3,987

4,358

4,732

Track Varsity - Assistant Coach

2,192

2,411

2,739

3,067

3,507

Track Individual Coach

1,971

2,135

2,301

2,520

2,739

Volleyball Varsity - Head Coach

3,240

3,613

3,987

4,358

4,732

Volleyball Varsity - Asst. Coach

2,192

2,411

2,739

3,067

3,507

Volleyball Freshmen

1,971

2,135

2,301

2,520

2,739

Golf Varsity Head Coach

2,711

2,933

3,167

3,466

3,771

Golf Varsity Assistant Coach

2,072

2,243

2,421

2,651

2,884

1.       All coaches will be given credit for previous similar coaching experience in other systems.

2.       All years of experience in a particular sport within the Millis Schools System will be taken into consideration for proper step placement when such experience is not consecutive.

3.       Within the five-step schedule, each person now employed in a coaching position in the Millis School System will be placed on the next higher step on September 1, 2010 from the step he occupies provided he remains in the same coaching position in the same sport.

Middle School Intramural Coaches

- Two coaches shall be assigned per season (Fall, Winter, Spring) and shall be paid at the rate of $1,037 per coach per season.

- The Facilitator of Middle School Intramural shall be paid at the rate of $1,244 per year or $414 per season.

- High School Intramural Volleyball (2) - $571 each.

Miscellaneous Non-teaching Services

 

 

 

 

 

as of September 1, 2012

Step 1

Step 2

Step 3

Step 4

Step 5

Advisors

 

 

 

 

 

Freshman

742

816

897

990

1,088

Sophomore

892

980

1,078

1,186

1,307

Junior

1,186

1,307

1,434

1,569

1,727

Senior

1,297

1,428

1,548

1,703

1,871

Student Council

 

 

 

 

 

High School

742

816

897

990

1,088

Middle School

742

816

897

990

1,088

Honor Society

 

 

 

 

 

High School

742

816

897

990

1,088

Middle School

742

816

897

990

1,088

Peer Leadership Advisor

1,155

1,272

1,397

1,537

1,690

SADD Advisor

 

 

 

 

 

High School

1,176

1,296

1,424

1,566

1,722

Middle School

866

953

1,048

1,153

1,268

Music

 

 

 

 

 

Band Director

1,630

1,784

1,931

2,019

2,375

Band Assistant Director

742

891

1,040

1,186

1,484

Choral Director

742

892

1,040

1,186

1,484

Jazz Ensemble Director

2,375

2,669

2,966

3,263

3,558

Drama

 

 

 

 

 

Per Production

1,602

1,847

2,026

2,229

2,452

($100 extra when more than one person)

 

 

 

 

 

Talent Show

 

 

 

 

 

Per Production

1,180

1,299

1,426

1,572

1,728

 

Yearbook

 

 

 

 

 

One Person

2,966

3,264

3,591

3,950

4,342

Two People

1,480

1,630

1,798

1,980

2,173

Middle School

1,103

1,156

1,212

1,269

1,321

High School Newspaper Advisor

1,321

1,377

1,762

1,982

2,204

Homework Clinic

1,075

1,181

1,299

1,429

1,572

MCAS Sm Grp after school (per wkly ses)

733

733

733

733

733

Tutors (per hour) Individual

33.27

33.27

33.27

33.27

33.27

Detention Hall Monitor (per hour)

30.38

30.38

30.38

30.38

30.38

In-service Programs and

 

 

 

 

 

Summer Workshops (per hour)

35.03

35.03

35.03

35.03

35.03

Committees

 

 

 

 

 

Level 1 (15-25 hrs)

704

704

704

704

704

Level 2 (25-35 hrs)

1,060

1,060

1,060

1,060

1,060

Level 3 (35-45 hrs)

1,416

1,416

1,416

1,416

1,416

Student Activities Accountant

2,321

2,321

2,321

2,321

2,321

Middle School Club Advisor (per hour) (The number and type of middle school clubs shall be determined by the Administration.)

26.29

26.29

26.29

26.29

26.29

High School Club Advisor

 

 

 

 

 

Level 1 (Primarily within day)

734

734

734

734

734

Level 2 (Both during & outside day)  (The number and type of clubs shall be determined by the Administration)

1,468

1,468

1,468

1,468

1,468

B.            SALARY PAYMENT:

B-1.        All teachers under annual contract will be paid their salary in: twenty-one (21) equal payments equal to twenty-one twenty-sixths (21/26) of their annual salary, payable bi-weekly, to the close of school in June. At the conclusion of school, the teacher shall receive a twenty-second (22) pay check in the form of a lump sum payment equal to five twenty-sixths (5/26) of the teacher’s annual contract. The lump sum payment will be taxed as if it were five individual paychecks.

B-2.        The first payment of the work year shall be due on or before the third Thursday of September, unless the law specifically requires otherwise, with all bargaining unit members being paid their annual salaries on alternate Thursdays throughout the work year, consistent with paragraph B-1 of this article.

B-3.        A teacher entering or leaving the school district during the school year shall receive as a total salary his/her annual salary divided by the number of scheduled workdays and multiplied by the number of days he/she has been employed, excluding all unauthorized absences.

B-4.                The salary provided teachers protected by this salary schedule is deemed by the

School Committee and teachers to be fully earned at the close of school of any given year and proportionately during the school year. In the event of termination of service for any cause at the end of or at any time during the school year, amounts of salary earned but withheld to date of termination shall be payable to the teacher, or in the event of death to his/her executor or administrator.

B-5.        The salary of part-time teachers shall be pro-rated according to the ratio between their regular schedule of employment and that of full-time teachers.

B-6.        The School Committee will vote to accept the provisions of G.L. c.180, Section 17I subject to the express understanding that the decision to implement deductions thereunder shall rest exclusively with the Town of Millis. Under this statute, teachers may authorize the School Committee to deduct from their salary a contribution to the Voice of Teachers for Education of an amount which the employee may specify in writing. The Committee will certify on the payroll the amount to be deducted by the Town Treasurer. Such amounts shall be transmitted to the Massachusetts Teachers Association along with a list of names and amounts of each deduction within thirty (30) days.

B-7.                Subject to the approval of the Town, the School Committee agrees to support the implementation of a Section 125 cafeteria plan to provide for the pre-tax deduction of health, dependent care and other eligible deductions.

B-8.                Effective September 1, 2010, paychecks for all new employees, as well as paychecks for all existing employees who currently use direct deposit, shall be made by direct deposit. A new employee for purposes of this section shall be any bargaining unit member who begins work at the start of the 2010-2011 school year. Existing employees who do not use direct deposit as of September 1, 2010 shall not be required to use direct deposit, however, existing employees who do use direct deposit cannot opt out of direct deposit

C.            STEP INCREMENTS:

C-1.                The schedule provides annual increments to teachers who show continued professional growth and contributions to the teaching profession as evidenced in the classroom, in professional study, in attendance at conferences, in travel, committee work, as well as other related ways. Increases are not automatic.

C-2.        If the Superintendent should recommend that the salary of any teacher should not be advanced according to the schedule, notice to that effect will be given to such teacher in writing not later than April 15th of each year, explaining the reasons for such decision. The teacher involved may request a meeting with the Superintendent with an Association representative present in the event that the teacher feels that the charges are not valid.

C-3.        The beginning salary of any new teacher shall be determined by the Superintendent, by appraising training, experience, and other qualifications at the time of original appointment. It shall not necessarily be entirely in accordance with the experience and training.

The beginning salary of a new nurse shall be determined by the Superintendent according to the nurse's experience in child health, community health or other relevant clinical nursing experience. However, no new nurse will be placed on a step higher than any nurse who was employed by the Committee as of September 1, 2001.

C-4.        When a teacher has qualified for placement upon an advanced scale, he/she shall, at the beginning of the next salary year, be placed upon the scale in the next step above that on which he/she is at the time of qualifications, provided he/she has met the stipulations as set forth in C-7.

C-5.        It shall be the responsibility of the teacher to notify the Superintendent of Schools, not later than October 1, that completion of eligibility of reclassification to the next higher scale is expected before the following September. Proof of satisfactory completion of the requisite courses for advancement must be submitted to the Superintendent of Schools by the first day of the next teacher work year. If such proof is submitted after the first day of the teacher work year, the teacher in question shall not be entitled to reclassification until the first day of the next teacher work year succeeding submission of the proof of completion of the courses.

C-6.        The Superintendent of Schools shall appraise the qualifications of teachers annually before April 15.

C-7.        To advance to horizontal steps on the salary scale, courses and courses of study approved in advance by the Superintendent of Schools, must be passed. Transcripts will be made available to the Superintendent's Office for reference purposes. To advance to the Master’s+60 column, credits beyond the Master’s+45 must have been earned since September 1, 2000.

C-7A.             The school district may offer programs, comparable in scope to a graduate level course, which may be used by staff members to advance to horizontal steps on the salary scale.

If there is compensation available for participation in a program offered by the school district, the staff member will have the option of either accepting the compensation or using the program for advancement horizontally.

C-8.        Adjustments from the present to the new schedule will be made after review of each individual teacher situation prior to April 15.

C-9A.     In order to be eligible for Step 12, a teacher at Step 11 must successfully complete a three credit graduate level course related to his or her teaching assignment. The course and institution must be approved in advance by the Superintendent (provided that an NCTA course shall not be disapproved for lack of college credit, if it is equivalent in requirement to a college course). In lieu of the graduate level course, a teacher may qualify for advancement to Step 12 by completing a comparable professional development program approved in advance by the Superintendent.

B.     A teacher who completes a course shall be entitled to remain at Step 12 for a period of three years and must thereafter complete another course or return to Step 11 of the salary schedule. Teachers who are already at Step 12 and who give notice to the Superintendent that they are retiring within three (3) years will not be required to complete a three-credit graduate level course related to their teaching assignment in order to remain at Step 12, although this shall not prevent a teacher who is within three years of retirement from taking a course if he/she so chooses.

C.     Effective September 1, 2004, the language set forth in paragraph (b) shall be held in abeyance provided that the Department of Education continues to maintain its current certification requirements for professional staff. In the event that the Board of Education adopts less demanding standards than are currently in place (i.e. 2003-2004 school year), the existing language in paragraph (b) shall be automatically reinstituted and all bargaining members shall be subject to the requirements set forth therein.

D. LONGEVITY:

D-1.        Teachers who have completed 15 years of service in the field of education in the Town of Millis will receive an annual longevity stipend of $250.

D-2.        Teachers who have completed 20 years of service in the field of education in the Town of Millis will receive an annual longevity stipend of $750.

D-3.        Teachers who have completed 25 years of service in the field of education in the Town of Millis will receive an annual longevity stipend of $900.

D-4.        In any three consecutive years following the completion of 15 years of service in the field of education in the Town of Millis, a teacher has the option of augmenting his/her salary by 5% plus the applicable longevity benefit. After these three years in which the teacher's salary is augmented by 5%, the longevity shall revert to the benefits specified above.

Any eligible teacher who wishes to receive this benefit shall notify the Superintendent in writing by no later than October 1st preceding the first school year in which the raise is to become effective. The School Committee shall set aside 60% of one M+45 salary to fund the longevity augmentation on an annual basis.

In the event that the number of applicants would cause this limitation to be exceeded, persons eligible shall be determined first by seniority, then by date of hire, and finally by date of request. Those employees who apply for the augmented longevity but cannot be accommodated within the cap shall be placed on the waiting list. Such waiting list shall be frozen each year. The subsequent year's applicants shall be placed on the list following the last name of any individual remaining on the previous year's waiting list. The Superintendent shall make available the list of teachers who have successfully applied for the longevity augmentation by November 1.

Once an individual has been accepted for the longevity augmentation, that individual may not be bumped by any subsequent application of a more senior teacher.

E.    POSITIONS FUNDED THROUGH GRANTS:

The School Committee and the Association recognize that from time to time funds may be made available by organizations and/or foundations for specified educational initiatives and/or projects. The parties encourage members of the bargaining unit represented by the MTA to apply for such funds with the understanding on the part of the applicant that any and all such applications which will have a direct impact on any students enrolled in the Millis Public Schools and/or which would directly affect the duties and/or schedules of any bargaining unit employee must be approved by the Superintendent.

The School Committee agrees that the Superintendent will, within a reasonable time, inform the MTA President of such applications which he/she would intend to approve in order to determine and fulfill any collective bargaining obligations which might arise should the applied-for funds be granted.

The parties agree that where any such grants would create opportunities for income for bargaining unit members that such positions will be posted consistent with Article XII of the collective bargaining agreement. Where any time constraints could serve to make fulfillment of these posting requirements impracticable, the Superintendent will so inform the MTA President in order that alternate arrangements may be made by mutual agreement. It is in any event understood that such position will be awarded to a qualified internal applicant. The position may be posted and filled externally if there is no qualified internal applicant.

The parties further agree that the bargaining unit member who is the author of the grant application shall receive 10% of the grant or $5,000, whichever is less, if the grant is received.

F.    GENERAL:

F-1.         Effective September 1, 2007, additional work for Guidance personnel, including the Head Counselor, shall be at the rate of 1/185 for each additional day's work which must be approved by the Superintendent of Schools in advance.

F-2.         Teachers on maximum are entitled to a raise increase equal to the maximum raise any other teacher received on the Bachelor's schedule over and above the step increase.

F-3.                 Effective September 1, 2007, compensation for work beyond the work year described in Article IX, Section A, for all personnel not on a ratio will be at the rate of of 1/185 of the individual’s base annual salary. New teachers 1/188.

F-4.         Individuals who are tardy, depending on the cause of their tardiness, may have the amount paid to a substitute deducted from their subsequent salary payment.

F-5.         Effective September 1, 2007, additional work for Registered Nurses shall be at the rate of 1/185, of the individual’s base annual salary for each additional day's work which must be approved by the Superintendent of Schools in advance.

F-6.         Any teacher who attains, maintains, and/or renews a teaching certificate in addition to his/her primary certificate shall be paid an additional $25 per year for each such additional certificate in the first paycheck in January of each school year. In order to receive this payment in any particular school year, the teacher must notify the Superintendent of Schools in writing no later than October 1 of the previous school year of his/her eligibility or anticipated eligibility for this benefit. The teacher must present to the Superintendent a copy of the certificate(s) claimed prior to receiving such payment.

F-7.         Although nurses shall not be assigned any formal teaching responsibilities, nurses may be expected to participate in the instruction of health issues no more than once a week during the months of October through May. It is understood that at no time will any nurse be solely responsible for a class.

ARTICLE V

TEACHING HOURS AND TEACHING LOAD

A.            WORK DAY

A-1.        The work day for teachers shall be six (6) hours and fifty (50) minutes inclusive of 15 minutes before and 15 minutes after the student day. Starting and dismissal times for students are subject to modification by the Committee, provided, however, that no such modification will increase the length of the teacher's workday.

A-2.        Teachers will have a duty-free lunch period of at least the length of the pupil lunch period.

A-3.        Teachers teaching in more than one school will not have their workday extended beyond the normal work day of the school in which their work day began.

A-4.        Except in extraordinary circumstances, teachers, excluding department heads, coordinators, and directors, will be responsible only for meetings in the school in which they spend the majority of their time, provided that there is representation from a teacher's department at the building meetings where the teacher spends a minority of his/her time. Teachers may be required to attend one meeting per month, said meeting not to extend more than 45 minutes beyond the normal teacher workday .In addition, teachers may be required to attend eight meetings during the course of the school year as directed by the Superintendent. The eight additional meetings shall not extend more than one (1)hour beyond the normal teacher workday and shall be devoted exclusively to professional development. The agenda for the eight additional meetings shall be established collaboratively by the professional development committee referenced in Article XXIII, Section C. Said meetings shall be scheduled at the beginning of each school year and an agenda shall be provided a day in advance of each meeting.

A-5.        Classroom teachers in Pre-Kindergarten-Grade 4 will be responsible for scheduling parent-teacher portfolio conferences during two (2) early release days. If additional time is needed to schedule parent-teacher conferences beyond the two (2) early release days, the conferences shall be scheduled outside of the contractual day. Conferences will be scheduled within the time period encompassing the week before and the week after Thanksgiving, except in extraordinary circumstances. If classroom teachers in Pre-Kindergarten-Grade 4 need to schedule additional parent-teacher portfolio conferences outside of the contractual day, they shall receive one

(1)    compensatory day which may be taken during the school year. The classroom teacher must request and obtain the prior approval of the building principal at least forty-eight (48) hours in advance of the requested compensatory day. If the principal does not approve a classroom teacher's request for a compensatory day, the teacher will be paid the equivalent of the highest per diem rate (day 1-15 rate) for a substitute teacher in lieu of the compensatory day. (Currently, $80.00/day). A teacher may elect the per diem rate in lieu of the compensatory day. Payment will be made within two

(2)    payroll periods of the final denial of the request for the compensatory day. Compensatory days may not be taken in a school year other than the school year in which they were earned.

B.           Teachers may be required to attend up to three (3) evening meetings per year.

C.           In the event that Labor Day falls on September 1st, 2nd, 3rd, or 4th, it is agreed that the school year will start after Labor Day. In the event that Labor Day falls on September 5th, 6th, or 7th, it is agreed that the school year will start before Labor Day. In the event of extraordinary circumstances, the parties agree that the starting date may be changed by mutual agreement.

ARTICLE VI

CLASS SIZE

A.            In all cases where possible, class maximum size aim may be 30 pupils with the understanding that there may be exceptions. (This does not apply to physical education classes, band, chorus, or orchestra).

B.            That any exceptions of classes over 30 students be reviewed with the teacher prior to close of school in June.

C.            The School Committee has agreed to employ three (3) teacher aides to relieve classes over thirty (30) at K-1-2 levels.

D.            The parties recognize the importance of monitoring student / nurse ratios in the interest of maintaining an appropriate level of health services.

ARTICLE VII

SPECIALISTS AND SPECIAL PROGRAMS

The Committee and the Association recognize the fact that an adequate number of competent specialists is essential to the operation of an effective educational program.

ARTICLE VIII

NON-TEACHING DUTIES

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

B.            Provisions will be made to engage the services of teacher aides to relieve the teachers of school lunch duty in grades one through twelve inclusive as far as possible.

C.            Teachers will not be required to perform non-teaching duties to an extent greater than now in general performed.

D.            Non-Teaching duties shall be assigned to teachers in a fair and equitable manner.

ARTICLE IX

TEACHER EMPLOYMENT

A.            Effective September 1, 2007, the normal work year shall consist of 185 days. The 185 days shall include 181 days, with the students in attendance, one day prior to the first student day, one additional teacher preparation day to be scheduled by mutual agreement between the principal and the teacher prior to that first student day and two full in-service days that may be scheduled outside the student attendance period, provided the last student day shall be an early-release day for students and a full day for teachers.

B.            Full credit, not to exceed eleven (11) years, will be given for previous outside teaching experience upon initial employment.

1.    Teachers with previous teaching experience in the Millis School System will, upon returning to the System, receive full credit on the salary schedule for all teaching experience.

2.    Previously accumulated unused leave days will be restored to all returning teachers if they return within one (1) year.

C.    EARLY RETIREMENT INCENTIVE

In order to provide an incentive for early retirement for those who so desire, and in order to preserve job opportunities for others who might otherwise face a reduction in force, the parties have negotiated this article. A teacher may only apply for and receive the Early Retirement Incentive once during his/her tenure with the Millis Public Schools. In the event that a teacher must return his/her Early Retirement Incentive pay for any reason, said teacher shall not be eligible to reapply for the Early Retirement Incentive.

As described below, a teacher who leaves the Millis School System, and who at the time of leaving has twenty (20) or more years of certified teaching, at least fifteen of which have been in Millis, shall be eligible for a salary increase as follows:

1.         An eligible teacher who gives written notice to the Superintendent of his/her leaving the Millis School System three years in advance of the effective date shall be paid each year an additional 5% of the salary position that the teachers' salary schedule indicated he/she would earn for each of the three years preceding the effective date of his/her leaving.

2.         An eligible teacher who gives written notice to the Superintendent of his/her leaving the Millis School System two years in advance of the effective date shall be paid each year an additional 5% of the salary position that the teachers' salary schedule indicated he/she would earn for each of the two years preceding the effective date of his/her departure.

3.         An eligible teacher who gives written notice to the Superintendent of his/her leaving the Millis School System one year in advance of the effective date shall be paid an additional 5% of the salary position that the teachers' salary schedule indicates he/she would earn for the last year preceding his/her departure.

The notice under this provision must be given by October 1 preceding the first school year in which the raise is to be effective. The payment will be made to the teacher after the following July 1.

If a teacher fails to retire on the specified date, the teacher must repay the retirement stipend plus 10% thereof to the town of Millis.

The School Committee shall provide a pool of money for such benefit equal to 50% of one maximum M+45 salary figure applicable in the year for which the benefit is provided. In the event that the number of applicants would cause the above limitation to be exceeded, persons eligible shall be determined first by seniority, then by date of hire and finally by date of request.

D.            In order to leave the Millis Public Schools in good standing, a bargaining unit member shall notify the Superintendent of Schools of his/her intention to leave the district in writing no less than thirty (30) calendar days in advance of his/her date of departure. Any bargaining unit member who fails to notify the Superintendent in writing at least thirty (30) calendar days in advance of his/her date of departure shall have a letter placed into his/her personnel file documenting that he/she did not leave the school district in good standing. By mutual agreement, the parties may either reduce or waive the thirty-day requirement.

.E.           NEW TEACHERS

Purpose: The Association and the School Committee agree that having a mandatory structured induction program is important for the preparation of new teachers. The parties hereby agree that the following requirements and procedures will apply to the induction program:

1.         All newly hired teachers will be assigned a mentor upon hire. Mentor responsibilities are described in Appendix A of this contract. These responsibilities include working with the new teacher throughout the school year and during certain agreed-upon hours during the summer prior to the newly hired teacher commencing teaching in Millis.

2.         New teachers may be required to attend three (3) days of orientation prior to the start of their first school year in Millis.

3.         Prior to the completion of their third year, all newly hired teachers are required to take or have taken The Skillful Teacher and a second course developed by a course creation committee. A course creation committee, comprised of the Superintendent of Schools, the Director of Curriculum, the Director of Technology, the Pupil Personnel Director and three (3) Association members selected by the Association will determine the components of the second course. If comparable to a graduate-level course, increment credit shall be earned. The course shall be a thirty-six (36) hour program. Teachers may apply to develop portions of the course and to teach the portion they develop, for which they will be compensated at the contractual hourly rate. The courses will be schedule at a location determined by the school district. Upon successful completion of each course, teachers will receive three (3) increment credits that can be applied toward movement on the salary schedule. Both courses and the graduate credits, if desired, will be offered without cost to teachers in their first three years of service in the school district as part of the Millis Public Schools Professional Development Program. In addition, professional status teachers who wish to take the above-referenced courses for college credit can apply their course reimbursement monies toward the cost of the college credit. The courses referenced in this section may be taken at anytime during teachers’ first three years of teaching in the district.

ARTICLE X

 TEACHER ASSIGNMENT

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

B.            Changes in grade assignment in the elementary schools and in subject matter field assignment in the secondary schools will be made for the best interests of the school system.

C.            In arranging schedules for teachers who are assigned to more than one school, an effort will be made to limit the amount of inter-school travel. Teachers who are assigned to more than one school in any one school day will receive twelve cents per mile for all inter-school driving done by them.

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

E.            Each teacher be provided with a daily preparation period in grades pre-K-12. This provision shall not apply to nurses.

ARTICLE XI

TRANSFERS

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

ARTICLE XII

VACANCIES AND PROMOTIONS

A.            Whenever any vacancy in a professional position occurs, said position shall be posted for ten (10) days during the school year and fifteen (15) days during the summer vacation provided, however, this process may be expedited in the event of an urgent need to fill a position.

B.            All qualified teachers will be given adequate opportunity to make application for such positions, and the Superintendent agrees to give due weight to the professional background and attainments of all applicants, the length of time each has been in the Millis School System and other relevant factors.

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

D.            Promotions and/or vacancies should be made from personnel within the school system if at all possible.

E.            New positions that occur shall be discussed with the Association in regards to wages, hours, and working conditions prior to their being posted.

F.             If in the event of a vacancy which occurs during the summer, the Association President shall receive such notice. Any member of the professional staff may leave with the Office of the Superintendent a self-addressed envelope in June. In the event of new positions opened, this information will be sent to individuals who leave such envelope.

G.            Vacancies within the bargaining unit will be posted, and will be awarded by seniority unless other applicants are demonstrably superior to the senior nurse in performance or qualifications.

The Committee agrees to give due weight to the applications of nurses for extracurricular positions, subject to the qualifications of the nurse applicant and subject to first priority being given to teachers.

ARTICLE XIII

TEACHER EVALUATION

A-1.        All monitoring or observation of the work performance of a teacher will be conducted openly and with full knowledge of the teacher. The use of eavesdropping, public address or audio systems, and similar surveillance devices shall be strictly prohibited. Teachers will be given a copy of any evaluation report prepared by their superiors and will have the right to discuss and sign each report with their superiors.

A-2.        In the event the criteria upon which a teacher is to be evaluated by the supervisors who will be evaluating him/her is different from the criteria of the previous year, the parties agree a copy of the criteria shall be forwarded to the teacher prior to October 15.

A-3.        Where a teacher is assigned to teach in more than one school the Superintendent will designate one of the supervising administrators to complete the teacher evaluation. The Superintendent will notify the teacher in writing of such designation prior to October 1st of each year. The teacher shall have the option of an additional evaluation by a second supervising administrator.

B-1.        Teachers will have the right, upon request to review and make copies of the contents of their personal file, with the exception of pre-employment references. A teacher will be entitled to have a representative of the Association accompany him/her during such review.

B-2.        No material derogatory to a teacher's conduct, service, character, or personality will be placed in his/her personal file unless the teacher has had an opportunity to review such material by affixing his/her signature to the copy to be filed with the express understanding that such signature in no way indicates agreement with the contents thereof. The teacher will also have the right to submit a written answer to such material and his/her answer shall be reviewed by the Superintendent and attached to the file copy.

C.            Any complaints regarding a teacher made to any member of the administration by any parent, student, or other person will be called to the attention of the teacher, within a reasonable period of time.

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

E.            No teacher will be dismissed, disciplined, reprimanded, reduced in rank or compensation, or not reappointed, or deprived of any professional advantage without good cause.

Notwithstanding any other provision of this Agreement, no action of the School Committee with respect to the retention or non-retention of a teacher not employed at discretion and no action of any official of the School Department based upon such School Committee action shall be made the subject of a grievance under this Agreement by any teacher who initially began to work in the Millis School System on or after September 1, 1976.

ARTICLE XIV

TEACHER FACILITIES

Proper teacher facilities shall be provided all teachers.

1.   In each building teachers will be provided access to a suitable computer.

2.   At the Middle/Senior High School, a full use telephone will be placed in a suitable room for staff use.

3.   An extension phone will be placed in a suitable room in the Clyde Brown School for staff use.

ARTICLE XV

USE OF SCHOOL FACILITIES

The Association will have the right to the use of school buildings without cost at reasonable times, for meetings. The Association shall receive approval from the Office of the Superintendent for clearance of meeting site.

ARTICLE XVI

SICK LEAVE

A-1.        All teachers shall be granted an annual sick leave of fifteen (15) days on the first day of each school year.

A-2.        Part-time teachers shall have sick leave benefits prorated to correspond with the provisions of Section A.

A-3.        Teachers shall be entitled to use up to five (5) sick leave days per year in the event of illness or injury to a member of the teacher's immediate family or household, including the parents of the teacher or the teacher's spouse. The Superintendent may allow the use of sick leave beyond the five (5) days in the case of extraordinary circumstances.

B.    The number of sick days to be accumulated shall be unlimited.

C.            SICK LEAVE BANK

C-1.         The Committee agrees to continue a voluntary sick leave bank for the use of professional personnel who have exhausted their accumulated and annual sick leave days and require additional leave to make full recovery from illness and would otherwise lose pay through such continued illness.

C-2.        The bank shall be maintained by contributions from members of the professional staff covered by this agreement. Those who wish to participate in the bank shall contribute one (1) of their annual fifteen (15) days of sick leave in order to fund the Sick Leave Bank.

C-3.        These days deposited in the Bank will be used to provide members of the Bank extended sick leave at full pay upon exhaustion of their own individual sick leave both annual and accumulated. Employees may draw from the Bank as many additional sick leave days with full pay as may be necessary to make full recovery from extended illness.

C-4.        Members may receive benefits of the Sick Leave Bank subject to the following rules:

a.      Application for benefits shall be in writing to the Superintendent of Schools accompanied by a doctor's certificate as to the need for extended recovery time for the illness.

b.      Application for benefits may be made prior to the employee's exhaustion of his/her own personal sick leave to expedite benefits, but drawings upon the bank will not actually commence until the employee's own sick leave benefits are exhausted and adequate medical certification has been provided.

c.      Sick days drawn from the bank shall be actual workdays in which school was in session excluding weekends, holidays, school closings, and vacation periods.

C-5.        Days placed in the bank and unused at the end of the school year shall remain in the bank and shall accumulate from year to year for use by employees in subsequent years.

C-6.        A four (4) member committee composed of two members of the Association and two School Committee members or their designees shall administer the Sick Leave Bank. The Sick Leave Bank committee shall determine the eligibility for the use of the bank and the number of days to be granted. Additional allotments may be requested, if needed, by following the procedure outlined in C-4. The decision of the Sick Leave Bank committee with respect to eligibility and allotment shall be final and binding and not subject to grievance and arbitration.

C-7.        The total accumulated sick leave in the Sick Leave Bank shall not exceed two (2) days per member of the professional staff. When the accumulated sick leave in the Sick Leave Bank falls below one (1) day per member of the professional staff it shall be replenished by a contribution of one (1) day per member of the professional staff to be taken from their annual and accumulated sick leave. In the event of a new contract and/or an extension of the existing one, the balance of days in the Sick Leave Bank are to be carried over to succeeding contracts.

C-8.        The Superintendent's Office shall issue a report at the beginning of each school year to the Association indicating the number of sick days in the Sick Leave Bank and the number of days used during the preceding year. This accounting of Sick Leave Bank days shall be examined annually by the Association.

ARTICLE XVII

SEVERANCE PAY

After completion of six (6) consecutive years, a teacher, or in the case of the death of a teacher the teacher's estate, shall be entitled to terminal pay based on remaining unused accumulated sick leave. The number of unused sick leave days shall be multiplied by $5.00 per day, but the total sum shall not exceed $900.00.

ARTICLE XVIII TEMPORARY LEAVES OF ABSENCE

A.            Teachers will be entitled to the following temporary leaves of absence with pay each school year.

A-1.        Two days leave of absence for personal matters which require absence during school hours. Application for personal leave will be made at least twenty-four (24) hours before taking such leave, and the applicant for such leave will not be required to state the reason for taking such leave other than he is taking it under this Section. Personal days are not allowed before or after vacations, holidays, or when it may impair the educational process, except in extraordinary circumstances, a personal day may be used provided the teacher obtains the express written consent of the Superintendent in advance. Teachers may accumulate personal days from one year to the next up to a total of no more than four (4) days. No more than two (2) consecutive personal days shall be taken at any one time except in extraordinary circumstances with the advance approval of the Superintendent of Schools. In the event of extraordinary circumstances, teachers must provide the Superintendent with the reason for seeking more than two (2) consecutive personal days.

A-2.        At least one (1) day for the purpose of visiting other schools or attending meetings or conferences of an educational nature subject to the approval of the Superintendent.

A-3.        Time necessary for Association representative to attend Massachusetts Teachers Association and/or National Education Association conferences and conventions, subject to the approval of the Superintendent.

A-4.        Time necessary for appearance in any legal proceeding connected with the teacher's employment except in case of suspension.

A-5.        A maximum of ten (10) days per school year for persons called into temporary active duty of any unit of the U.S. Reserves or the State National Guard, provided such obligations cannot be fulfilled on days when school is not in session. Teachers will be paid the difference between their regular pay and the pay which they receive from the State or Federal Government.

B-1.        Within the School Year, a teacher shall be entitled to a leave, without loss of pay of five (5) calendar days following the day of death of the teacher's spouse, child, parent, sibling or member of teacher's immediate household.

B-2.        A teacher shall be entitled to a leave without loss of pay of three (3) calendar days following the day of death of the teacher's grandparent, mother-in-law, brother-in-law, sister-in-law, or father-in-law.

B-3.        A teacher shall be entitled to a one-day leave without loss of pay for the purpose of attending the funeral of the teacher's aunt, uncle, niece, or nephew.

B-4.        The Superintendent may grant additional days if the teacher's responsibilities require additional time.

C.            A teacher will be granted up to three (3) days for the observance of religious holy days, where such observance is required by the tenets of the teacher's religion.

D.            Leaves taken pursuant to Sections A and B will be in addition to any sick leave to which the teacher is entitled.

ARTICLE XIX

EXTENDED LEAVES OF ABSENCE

A.            Military leave will be granted to any teacher who is required to serve in any branch of the armed forces of the United States. Upon return from such leave, a teacher will be placed on the salary schedule at the next level above that level he/she was on when granted the leave.

B.            Any teacher whose personal illness extends beyond the period compensated may be granted a leave of absence without pay not to exceed six (6) months.

C.            A leave of absence without pay, not to exceed one year, will be granted to any teacher for the purpose of caring for a sick member of the teacher's immediate family.

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

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

F.            All requests for extensions or renewals of leaves will be applied for in writing to the Superintendent and will be granted or refused in writing.

ARTICLE XX

SABBATICAL LEAVES

A.            At the discretion of the Superintendent of Schools, sabbatical leaves will be granted for study and travel to a member of the teaching staff subject to the following conditions:

A-1.        No more than two percent of the teaching staff will be absent on sabbatical leave at any one time.

A-2.        Requests for sabbatical leave must be received by the Superintendent of Schools in writing in such form as may be required by the Superintendent of Schools no later than November 1, and action must be taken on all such requests no later than May 15 of the school year preceding the school year for which the sabbatical leave is requested.

A-3.        The teacher has completed at least seven (7) consecutive school years of service in the Millis School System.

A-4.        Teachers on sabbatical leave will be paid at 50% of their regular salary rate, provided that such pay when added to any program grant will not exceed the regular salary rate.

A-5.        The teacher will agree to return to employment in the Millis School System for one (1) full year in event of a semester's leave, or two (2) full years in event of a full year's leave.

A-6.        In the event the above condition is not adhered to, the teacher shall repay to the town all monies paid him/her unless prevented by illness, discharge or death. Incapacitating illness to be determined by adequate medical authority.

B.            Upon his/her return from sabbatical leave, a teacher will be placed on the salary schedule at the next level above that level he/she was when granted the leave and all benefits to which he/she was entitled including but not limited to accumulated unused sick leave shall be restored to him/her and he/she will be assigned to the same position which he/she held at the time said leave commenced.

C.            One (1) member of the Association to be appointed by the President, shall serve with the Superintendent to assist in the following areas:

C-1.        Decisions concerning the awarding of sabbatical leaves.

C-2.        If necessary, revisions of the sabbatical leave criteria.

C-3.        As they arise, various other sabbatical leave problems.

ARTICLE XXI

MATERNITY LEAVE

A.            Any teacher who becomes pregnant or adopts a child shall be entitled to a maternity leave of absence without pay. The teacher shall notify the Superintendent as soon as said pregnancy has been confirmed or adoption proceedings have begun, and make a request for maternity leave indicating the anticipated date of departure and make an election to take either a short-term (approximately twelve (12) weeks) or long-term leave.

B.            The Maternity Leave of absence shall begin when the pregnant teacher is no longer physically able to work as determined by a physician. A pregnant teacher may request a leave of absence to commence earlier if she so desires. In case of adoption, the Maternity Leave of absence shall begin when the adoption is consummated.

C.            A teacher shall be entitled to a long-term leave of absence as follows: A teacher must return from leave on either the start of the school year following the school year in which the leave commenced or the start of the following school year. In either case, notice of intent to return must be given by the preceding June 1. Failure to provide notice or failure to return pursuant to a notice shall result in forfeiture of the right to return.

D.            A returning teacher shall be offered a position substantially equivalent to her previous position unless a non-permanent teacher is holding her previous position. In which case, the teacher will be offered her previous position. The Superintendent may require that a teacher produce medical certification that she is physically able to resume work before returning to the job.

E.            Upon returning from a maternity leave of more than twelve (12) weeks, a teacher will be placed on the salary schedule as follows:

E-1.         If the teacher taught more than two full marking periods in the year of departure, she will advance to the next level above the level on the date of departure.

E-2.         If the teacher taught less than two full marking periods in the year of departure, she will return to the same level. On return, a teacher will be granted all benefits to which she is entitled, including, but not limited to, accumulated unused sick leave.

F.             The Committee and the Association agree to abide by the provisions of Chapter 149, Section 105D, of the General Laws of the Commonwealth of Massachusetts and the Federal Family and Medical Leave Act.

G.            Any teacher will be granted a leave of absence without pay for up to two school years for the purpose of childrearing leave at the beginning of the school year. A teacher must return from leave on either the beginning of the school year following the school year in which the leave commenced or the beginning of the following school year. In either case notice of intent to return must be given by the preceding June 1. Failure to provide notice or failure to return pursuant to a notice shall result in forfeiture of the right to return. This provision shall apply to both natural and adoptive parents. Upon returning from childrearing leave, a teacher will be placed on the salary schedule at the next level above that level she was at when granted the leave and all benefits to which she is entitled, including, but not limited to, accumulated unused sick leave shall be restored to her. A teacher shall not be granted a childrearing leave within two (2) school years after terminating a maternity leave.

H.            A teacher shall be entitled to take paid sick leave pursuant to the provisions of Article XVI of this Agreement to cover the period of her actual physical disability due to pregnancy or the termination thereof, as determined by a physician.

ARTICLE XXII

SUBSTITUTE TEACHERS AND NURSES

A.            In those cases where regular substitutes are not available and a regular teacher voluntarily agrees to serve as a substitute during his/her non-teaching time, said teacher will be paid an additional salary.

A-1.        The amount of compensation for teachers taking over grades 6-12 classrooms will be fifteen ($15.00) dollars per period and an amount of seventy-five ($75.00) dollars per day will be proportionally shared by those teachers receiving grades K-5 students.

B.            In cases when a school nurse will be absent from work due to illness or having been granted leave for professional/personal days or other leaves of absence, a substitute may be hired to assume the usual duties performed by the employee in order to assure safety and continued service for the school population.

B-1.        If the expected absence is less than three working days, the Director of Pupil Personnel Services will determine whether or not a substitute is necessary.

B-2.        In cases when an expected absence is longer than three consecutive working days efforts will be made to obtain a substitute to assume the usual duties of the absent employee.

B-3.        Substitutes for the school nurse must hold a current license to practice as a registered nurse in the Commonwealth of Massachusetts.

C.            During state mandated screening programs such as vision and hearing testing, temporary help may be hired as deemed necessary by the Director of Pupil Personnel Services.

ARTICLE XXIII

PROFESSIONAL DEVELOPMENT AND EDUCATIONAL IMPROVEMENTS

A.            The Committee will pay reasonable expenses (including fees, meals, and/or transportation) incurred by teachers who attend workshops, seminars, conferences, or other professional improvement sessions at the request and with the advance approval of the Superintendent.

B.            Effective September 1, 2007, the School Committee will reimburse the cost of tuition up to seven hundred dollars ($700) per teacher per school year contingent upon the prior approval of the Superintendent of Schools for courses taken and passed at accredited colleges and universities, or an approved equivalent. Notwithstanding the foregoing language in this section, the maximum amount to be expended by the School Committee during the 2007-2008 school year for tuition reimbursement shall be capped at twelve thousand dollars ($12,000). For each school year thereafter, the cap shall be recalculated based on the following formula: the total dollar amount that was reimbursed to bargaining unit members in the previous year shall be multiplied by 1.5 to arrive at the maximum tuition reimbursement amount for that year. The tuition reimbursement cap may increase or decrease from year to year, however, the cap shall not go lower than twelve thousand dollars ($12,000). A transcript indicating a grade of B – or better, or an approved equivalent, and a receipt for the tuition shall be presented to the Superintendent, and reimbursement to the teacher will be made not later than one year after the course has been completed and sooner, if possible. Teachers on sabbatical or leave of absence will not be eligible.

C.            All possible use will be made of the talents and services of the professional staff in the school system to provide for a Professional Development program. Toward this end, a professional development committee will be established. The Professional Development (PD) Committee will be composed of at least one teacher designated by the Association from each school, the Curriculum Coordinator, a principal, a representative of each school council, and the Superintendent. The PD Committee will be co-chaired by the Curriculum Coordinator and an Association Representative. The PD Committee shall develop an annual professional development program. The professional development program shall be approved by the principals and reviewed by the School Committee.

D.            The Superintendent may set up Committees from the staff to work on curriculum and planning during the summer. The rate of pay for this work is set forth in Article IV Compensation – Miscellaneous Non-teaching Services.

ARTICLE XXIV

PROTECTION AND INDEMNIFICATION

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

B.            If criminal or civil proceedings are brought against a teacher alleging that he/she committed an assault in connection with his/her employment, the Committee will furnish legal counsel to defend him/her in such proceedings if he/she requests such assistance. If a teacher desires to bring criminal or civil proceedings in connection with an alleged assault suffered by him/her, such teacher may request the Committee to furnish legal counsel to represent him/her in such proceedings. If the Committee does not provide such counsel and the teacher prevails in the proceedings, then the Committee will reimburse the teacher for reasonable counsel fees incurred by him/her. This section shall not apply to nurses.

C.            The Committee shall grant any teacher who is absent because of a personal injury received by him/her as the result of an assault or battery incurred during the course of his/her employment, sick leave in addition to whatever sick leave, including any accrued sick leave, the teacher is entitled to under the terms of this Agreement at the time of his/her injury. The additional sick leave shall be equal in duration to the period of his/her absence as a result of such injury. The teacher may use such of this additional sick leave allowance as, when added to the amount of any weekly Worker's Compensation disability allowance actually received will result in the payment to him/her of his/her full salary.

D.            The School Committee shall provide to teachers the protections of Massachusetts General Laws Chapter 258, with the understanding that this provision provides no more requirements, nor less requirements, than the statute and that the Committee retains such discretion as the statute grants to committees.

ARTICLE XXV

DEDUCTIONS

A.            Association Dues - the system which exists for deducting dues shall be continued.

B.            Agency Fee - The Millis School Committee agrees to inform, through the Office of the Superintendent, that professional employees are subject to an Agency Fee as conditions of employment. The fee shall be credited to the Millis Teachers Association. The amount of the Agency Fee and the procedures for collecting and rebating monies shall comply with all applicable federal and state laws and regulations.

ARTICLE XXVI

INSURANCE AND ANNUITY PLAN

A.            The following fully insured health insurance plans will be available to members of the bargaining units with the premium shared between the Committee and the employees as indicated:

HARVARD PILGRIM PPO:

COMMITTEE 50% AND EMPLOYEE 50% for both family and individual plans.

HARVARD PILGRIM HMO:

COMMITTEE 60% AND EMPLOYEE 40% for both family and individual plans.

Notwithstanding the effective dates of this collective bargaining agreement, it is agreed that each of the parties will have the opportunity to propose other insurance packages and that any changes will occur solely by mutual agreement. It is also agreed that the Harvard Pilgrim Plans shall include a chiropractic benefit of up to $500.00 per member per calendar year, covered in full "In-Network", with the deductible and 20% co-insurance to apply "Out-of-Network". The premium for individual and family coverage shall be added to the total premium for each of the Harvard Pilgrim Plans then shared between the Committee and employees as specified above.

B.            The Committee will pay the percentage permitted by the Town of Millis of the cost of a term life insurance plan of the type presently available to teachers.

C.            Teachers will be eligible to participate in a "Tax Sheltered Annuity Plan" established pursuant to United States Public Law No. 87-370.

ARTICLE XXVII

PROFESSIONAL CONSULTATIONS

In recognition of the professional standing of teachers and the fact that teachers' ideas and opinions systematically and periodically collated and expressed are of significant value in improving the quality of education in, as well as the efficient and economical operation of, the Millis School System, and in recognition of the Association's knowledge of the ideas and opinions of teachers, the Committee agrees that not more frequently than once every three months for a duration of no longer than two (2) hours, it will, upon request of the Association, or the School Committee meet at a reasonable time and place with the Association to consult about any matters of concern or interest to the Association. The Association agrees that prior to two (2) weeks before the date scheduled for said consultation, the Association will submit a written agenda of subjects about which it desires to consult at the meeting to the Superintendent of Schools and that the consultation will be confined to subjects on that agenda. Typical, although by no means exclusive of the items which are expected to be discussed in such period, are subjects of curriculum and text books, and pupil-teacher ratios. Unless otherwise agreed to in advance, the Association shall be represented by no more than six (6) representatives. It is further agreed that the provisions of this Section will in no way be construed as broadening the scope of other Sections of this Agreement or broadening the application of this Agreement as a whole, nor will these provisions make any matter a grievance that would not be a grievance in the absence of these provisions, nor make any matter a mandatory subject of discussion at any time other than at the consultations described in this section that would not be a mandatory subject of discussion in the absence of the provisions of this section.

Any Agreement reached with the Committee, will be reduced to writing, will be signed by the Committee and the Association.

ARTICLE XXVIII

DURATION

This Agreement will be effective for the school year beginning September 1, 2010. This Agreement shall remain in force until August 31, 2013 at midnight. It will be renewed automatically for a period of one year from the expiration date each year as to the School Committee and as to the Association unless the Committee or the Association shall have notified the other at least sixty (60) days before the expiration date that it will not accept renewal.

ARTICLE XXIX

REDUCTION IN FORCE

A.            Attrition shall be used to achieve staff reductions that the Committee has determined are necessary provided that available teachers being terminated are certified to teach and have prior teaching experience for a minimum of one (1) year within a given discipline.

B.            In the event of reduction-in-staff, teachers without professional teacher status shall be terminated before teachers with professional teacher status.

C.            In the event a reduction-in-staff affects only teachers with professional teacher status, said teachers shall be terminated according to the criteria listed in the following order:

C-1.        Certification (for purposes of this Article, elementary certification shall be considered grades K-6, and secondary certification, grades 7-12).

C-2.        The total length of service in the Millis Public Schools. Any teacher who voluntarily resigns his/her teaching position and who is subsequently rehired shall not be credited on the seniority list with years of service in the Millis Public Schools prior to said resignation unless he/she returns within 2 years of the date of resignation. For

any person who resigned prior to September 1, 1984, his/her prior service will not be credited unless he/she returns within 2 years of September 1, 1984.

C-3.        The number of years of teaching experience in a particular discipline in the Millis Public Schools.

C-4.        (to be conducted among two (2) or more teachers if criteria 1, 2 and 3 above are equal among said teachers). Names will be drawn at random, and such drawing will be conducted by a Committee consisting of one (1) representative of the Committee and one (1) representative of the Association.

C-5.        Coordinators, Department Heads and Elementary Chairpersons shall be exempt from four (4) above.

D-1.        Teachers with professional teacher status who have been reduced shall for the first 26 months after the effective date of reduction retain the right to be recalled to vacancies or new positions which they are certified to teach and have prior teaching experience for a minimum of one year within the given discipline. If the prior experience in the discipline has not occurred within the last five years prior to the beginning of the school year, the teacher shall take a three credit course or a comparable professional development plan approved in advance by the Superintendent of Schools.

D-2.        Recall will be in the reverse order of reduction. The School Committee must vote on each RIF individually and the order of RIF shall be established by the sequence in which the votes were taken and consistent with Section C above. An up to date seniority list shall be maintained by the Superintendent who shall forward six (6) copies of such list to the President of the Association.

D-3.        If subsequent to a RIF notice, a vacancy or new position becomes available, a recall notice shall be sent via certified mail to the teacher most recently reduced and qualified in accordance with one above. A copy of such notice shall also be sent to the President of the Association.

D-4.        If a teacher fails to notify the Superintendent within 14 calendar days of the certified mailing of a recall notice of his/her intention to accept recall, said teacher shall forfeit all rights and benefits to this specific recall notice. If the position is offered before July 31 of the ensuing school year, and the teacher refused, then all recall rights are forfeited.

D-5.        A teacher who declines recall to less than a position equivalent to the one he/she had will remain on the recall list. A teacher who declines recall to a full year position equivalent to the one he/she had shall forfeit all rights and benefits if the position was offered before July 31 of the ensuing school year.

D-6.        Teachers with recall benefits are required to keep the Central Office informed of their current mailing address.

D-7.        Teachers who have been RIF'ed shall be given preference on the substitute list should they so desire. If a teacher who has been RIF'ed is assigned to a long term substitute position, he/she will go on the appropriate salary step. A long term substitute position is one which a teacher is employed in one assignment for a period of more than thirty-one (31) continuous teaching days.

E.            Transfers shall be utilized before a reduction-in-staff takes place providing there is an opening(s) for which the teacher(s) being terminated is certified to teach and has prior teaching experience for a minimum of one (1) year within the given discipline.

ARTICLE XXX

HEALTH AND SAFETY

A Health and Safety Committee shall be established composed of three representatives designated by the Association and three representatives designated by the School Committee. Any concerns of members of the bargaining unit regarding unsafe or hazardous conditions in the workplace shall be referred to the Health and Safety Committee, which shall review such concerns, determine their validity, and, where necessary, develop recommendations for resolution of the concerns. Such recommendations will be presented to the School Committee.

ARTICLE XXXI

SAVINGS CLAUSE

A.            If any provision of this Agreement is held to be contrary to law, then such provisions 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.

B.            The cost of printing this Agreement shall be shared equally by the Committee and the Association.

ARTICLE XXXII

NON-DISCRIMINATION

The Committee agrees that with regard to its decisions on hiring, salary placement, job security, professional advancement and working conditions every teacher shall be free from discriminatory treatment or impact on the basis of gender, sexual preference, race, ethnicity, religion, age, salary, and political or Association affiliation or activity.

ARTICLE XXXIII

TECHNOLOGY

A.            A teacher shall use his/her professional judgment as to whether it is appropriate to respond to an e-mail from outside the system. If a teacher does not respond to an e­mail from outside the system, he/she will provide the reason or reasons or failing to respond, if requested by the administration.

B.            Teachers have the right to access student data electronically to the extent permitted by law and/or DOE regulations.

C.            The parties agree to establish a joint labor management committee to address technological developments as they impact or potentially impact teachers' performance of their professional duties. Such a committee shall also address the ongoing training needs required to maximize the district's technological capabilities.

D.            Should the Committee wish to offer any courses through long-distance learning, it shall present its plan to the Association prior to finalizing such plan.

ARTICLE XXXIV

SCOPE

This Agreement constitutes the entire agreement between the parties and shall not be modified or added to except by a written instrument signed by the parties after the initial effective date of this Agreement.

APPENDIX A –

EVALUATION PART I. INTRODUCTION

A.             Purpose

The process of evaluation has three purposes: (1) to provide assistance and support to improve the quality of services offered; (2) to recognize and document the quality of instruction and services rendered during the evaluation period, and (3) to provide assessments which may be used as a basis for action regarding personnel without professional teacher status such as reappointment, professional teacher status appointment, promotions, and/or assignments.

B.             Principles

B-1.        Positive, and or negative remarks or input must be relayed to teacher.

B-2.        Openness must be maintained during any and all data gathering.

B-3.        Frequency of observation

(a)    Personnel without professional teacher status will be observed and evaluated 3 times per year.

(b)    Personnel with professional teacher status will be observed and evaluated at least every other year.

C.             Evaluators

The evaluation process is the responsibility of the building Principal, Assistant Principal, Director of Pupil Personnel, Director of Student Affairs and the Director of Curriculum. The Principal of each building will conduct at least one observation of all non-professional staff. The Director of Curriculum will observe only when requested by the teacher or requested by the principal and with the approval of the teacher.

The parties agree that at such time as the position of Coordinator of Foreign Languages becomes a non-bargaining unit position (i.e., non-teaching position), said position will be inserted into Section C of the parties’ contract and the individual holding the position will be able to evaluate staff on the same terms as other evaluators.

PART II. PROCEDURE

A.             Data-Gathering

A-1.        While classroom observation is the primary source of information regarding the performance of a teacher, evaluators are expected to gather first hand information on assigned duties to produce the most complete and accurate picture of the teacher's overall performance. No hearsay information of any kind will be included in any written evaluation.

A-2.         Evaluators must familiarize the teachers involved with the particular instrument which will be used in advance of its use.

A-3.         All evaluators are expected to communicate in writing with the teachers whom they are responsible for supervising regarding any data-gathering procedures they will be utilizing. A copy of these procedures will be given to the President of the Millis Teachers Association. Teachers are encouraged to provide evaluators with any information they would like their evaluators to consider.

A-4.         In all instances, the data-gathering procedures used must comply with all provisions of the Agreement between the Millis School Committee and the Millis Teachers Association as most recently amended.

B.             Observation / Evaluation Cycle:

A formal observation cycle shall be defined as consisting of these components: A pre-observation meeting, an observation, a post-observation conference within five school days; and a written post –observation report.

The following number of formal observations will be conducted:

a.  Non-profession status staff:

Observation #1 by December 1st;

Observation #2 by March 1st;

Observation #3 by May 1ast.

b.  Professional status staff:

One formal observation cycle for all professional status staff to occur on or before May 1st on an every other year basis.

c.  Summative Evaluation :

Non-professional status staff shall receive a formal summative evaluation annually. The Principal will complete the Summative Conference no later than May 15th.

Professional status staff shall receive a formal summative evaluation biannually. The principal will complete the Summative Conference no later than June 1st.

TEACHER PERFORMANCE STANDARDS

The following Performance Standards apply to all professional personnel. The statements under each standard are examples which demonstrate evidence of the specific standard, not all of which may be observed during any one evaluation cycle.

I.             Currency in the Curriculum

1.             The teacher is up to date regarding curriculum content

       Teacher has worked on a curriculum committee within the evaluation cycle.

       Teacher has developed or expanded interdisciplinary unit(s) and/or student-centered, teacher facilitated lessons or activities integrating subject areas within the cycle.

       Teacher has taken course work within the cycle.

       Teacher has taken part in at least one curriculum area workshop in the cycle.

II.            Effective Planning and Assessment of Curriculum and Instruction

1.  The teacher plans instruction effectively

       Teacher keeps plan book up to date.

       Teacher's plan book is consistent with the stated curriculum for the course.

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

       Teacher 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.

2.   The teacher plans assessment of student learning effective

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

       Teacher communicates student progress to students and parents consistent with the school/district policy.

       Teacher maintains accurate records of student progress.

       Teacher uses assessment instruments that reflect course goals and objectives.

III.  Effective Management of Classroom Environment

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

       Teacher demonstrates attitudes of fairness, courtesy and respect.

       Teacher provides opportunities for students to take increasing responsibility for their own learning.

       Teacher demonstrates an openness to student challenges about information and ideas.

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

       Teacher demonstrates knowledge of child growth and development and uses this knowledge in working with students.

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

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

       Teacher manages routines effectively.

       Teacher maintains appropriate professional boundaries with students.

IV.          Effective Instruction

1.             The teacher makes learning goals clear to students

       Teacher sites connection between current lesson and previously covered materials.

       Teacher regularly checks for students' understanding of content and concepts.

       Teacher regularly checks for students' progress on skills.

       Teacher identifies students' confusion/misconceptions and takes appropriate action to meet individual or group needs.

       Teacher communicates clearly and correctly in writing and speaking.

       Teacher demonstrates application of material being taught to daily lives.

2.  The teacher uses appropriate instructional techniques

       Teacher provides curriculum experiences which require students to take increasing responsibility for their own learning.

       Teacher utilizes a variety of teaching strategies such as the following: cooperative learning, project-based learning, audio-visual presentations, lecture presentation, discussion based learning, inquiry based learning, student oral presentations and integration of technology.

       Teacher uses instructional techniques consistent with modifications specified in IEPs.

3.  The teacher uses appropriate questioning techniques

       Teacher uses a variety of questioning techniques including those which encourage and guide critical and independent thinking and the development of ideas.

       Teacher encourages students to assess the accuracy of material presented.

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

       Teacher tries innovative strategies and then evaluates those strategies to determine their effectiveness.

       Teacher utilizes available technology as appropriate to enhance the curriculum.

V.            Promotion of High Standards and Expectations for Student Achievement

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

       Teacher communicates course objectives to students.

       Teacher grades student work in a timely manner.

       Teacher communicates to students and parents expectations and guidelines regarding quality and quantity of work.

       Teacher communicates to students and parents expectations and guidelines regarding student behavior.

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

       Teacher uses written and oral feedback to increase student confidence, responsibility and perseverance.

       Teacher models and teaches strategies for promoting student self-evaluation.

       Teacher demonstrates strategies for developing analytical skills.

       Teacher uses verbal reinforcement and partial credit to encourage students to persevere with challenging tasks.

       Teacher recommends extra help for students identified as being in need of it.

       Teacher 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

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

       Teacher has taken courses/workshops during the cycle which address social and emotional as well as other issues related to student development.

       Teacher encourages students to treat each other with courtesy and respect.

       Teacher intervenes to remedy instances of student insensitivity to the feelings of others.

       Within the scope of the teacher's responsibility, teacher selects materials which present a balanced view to issues.

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

       Teacher shows fairness, impartiality, and patience when working with students.

       Teacher models respect for individual differences.

       Teacher uses language free of bias.

       Teacher capitalizes upon "teachable moments" to promote awareness and respect for diversity.

VII.         Fulfillment of Professional Responsibilities

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

       Teacher is able to communicate the curriculum to the parents.

       Teacher attends regularly scheduled school evening meetings.

       Teacher submits student comments and grades in a timely manner.

       Teacher responds to parent concerns in a timely manner.

       Teacher initiates parental contact as needed.

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

       Teacher fulfills assigned supervisory duties.

       Teacher follows all school policies.

       Teacher works collaboratively with other staff in planning and implementing curriculum, instruction, and other school issues and shares expertise and new ideas with colleagues.

       Teacher demonstrates professional courtesy toward his / her colleagues.

       Teacher attends scheduled faculty meetings.

       Professional staff members communicate with colleagues to share pertinent knowledge regarding student learning.

       Teacher gives input into the re-evaluation and review process for each special needs student assigned to him/her.

       Teacher modifies assignments/tests to the special needs of a student when appropriate.

3.  The teacher is a reflective and continuous learner

       Teacher demonstrates professional growth by pursuing courses/workshops/conferences in his/her discipline.

       Teacher demonstrates professional growth by pursuing courses/workshops/conferences in current educational issues.

       Teacher maintains membership in a professional education organization.

       Teacher serves on a non-subject area committee during each evaluation cycle.

Millis Public Schools

Classroom Observation Form

Teacher: ____________________________________          School: __________________

Assignment: ____________________________________    School Year: __________________

Observation # ____________________________________________________

Pre-Observation Conference Date:

Objectives for the Lesson:

1. _______________________________________________________________________________

2. _______________________________________________________________________________

3. _______________________________________________________________________________

Make-up of the Class: (Heterogeneous, Leveled, Inclusion, etc.)

Teacher Concerns:

Observation Narrative: (Written summary of the lesson using Claims, Evidence, Interpretation & Judgment)

Commendations:

1. _______________________________________________________________________________

2. _______________________________________________________________________________

3. _______________________________________________________________________________

4. _______________________________________________________________________________

5. _______________________________________________________________________________

Recommendations:

1. _______________________________________________________________________________

2. _______________________________________________________________________________

Summary:

___________________________________________            _________________________

Teacher’s Signature                                                                          Date

___________________________________________            _________________________

Evaluator’s Signature                                                                      Date

Cc: Personnel File                                Teacher                                 Evaluator

Millis Public Schools Professional Performance Summative Evaluation

Teacher: ____________________________________           Assignment: __________________

School: ____________________________________             School Year: __________________

Directions:

This form will be completed after the last observation in the evaluation cycle. It will summarize overall performance for this school year only. Criteria are based upon the Commonwealth of Massachusetts Evaluation Regulations.

In the parenthetical space to the left of the criteria the evaluator will write (type) the first letter of the rating (see explanation below).

Meeting performance standards is defined as the regular exhibition of the criterion during the course of the contract year.

E = Effective An “effective” rating shall be given if the teacher meets performance standards on the specific criterion on a regular basis.

I = Ineffective An “ineffective” rating shall be given if the teacher fails to meet performance standards on the specific criterion. In an ineffective rating is given, the evaluator must provide documentation supporting this conclusion in the space provided below each general category.

N/A = Not Applicable A “not applicable” rating shall be given if the particular criterion does not apply to this situation.

PERFORMANCE STANDARDS

The following Performance Standards apply to all professional personnel.

I.             Currency in the Curriculum

1. The teacher is up to date regarding curriculum content

(    ) Teacher has worked on a curriculum committee within the evaluation cycle.

 (    ) Teacher has developed or expanded interdisciplinary unit(s) and/or student-centered, teacher facilitated lessons or activities integrating subject areas within the cycle.

(    ) Teacher has taken course work within the cycle.

(    ) Teacher has taken part in at least one curriculum area workshop in the cycle.

II.            Effective Planning and Assessment of Curriculum and Instruction 1. The teacher plans instruction effectively

(       ) Teacher keeps plan book up to date.

(    ) Teacher's plan book is consistent with the stated curriculum for the course.

(    ) Teacher uses materials and resources, including technologies, that are appropriately matched to curricular goals and to students' needs and learning styles.

(     ) Teacher 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.

2.   The teacher plans assessment of student learning effective ( )

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

(     ) Teacher communicates student progress to students and parents consistent with the school/district policy.

(     ) Teacher maintains accurate records of student progress.

(    ) Teacher uses assessment instruments that reflect course goals and objectives.

III.  Effective Management of Classroom Environment

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

(    ) Teacher demonstrates attitudes of fairness, courtesy and respect.

(     ) Teacher provides opportunities for students to take increasing responsibility for their own learning.

(    ) Teacher demonstrates an openness to student challenges about information and ideas.

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

(    ) Teacher demonstrates knowledge of child growth and development and uses this knowledge in working with students.

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

(     ) Teacher maintains systematic approach to discipline by establishing and administering a consistent and fair set of rules supporting appropriate expectations.

(     ) Teacher manages routines effectively.

(     ) Teacher maintains appropriate professional boundaries with students.

IV.          Effective Instruction

1.  The teacher makes learning goals clear to students

(    ) Teacher sites connection between current lesson and previously covered materials.

(    ) Teacher regularly checks for students' understanding of content and concepts.

(    ) Teacher regularly checks for students' progress on skills.

(     ) Teacher identifies students' confusion/misconceptions and takes appropriate action to meet individual or group needs.

(     ) Teacher communicates clearly and correctly in writing and speaking.

(    ) Teacher demonstrates application of material being taught to daily lives.

2.  The teacher uses appropriate instructional techniques

(     ) Teacher provides curriculum experiences which require students to take increasing responsibility for their own learning.

(     ) Teacher utilizes a variety of teaching strategies such as the following: cooperative learning, project-based learning, audio-visual presentations, lecture presentation, discussion based learning, inquiry based learning, student oral presentations and integration of technology.

( ) Teacher uses instructional techniques consistent with modifications specified in IEP's

3. The teacher uses appropriate questioning techniques

(     ) Teacher uses a variety of questioning techniques including those which encourage and guide critical and independent thinking and the development of ideas.

(    ) Teacher encourages students to assess the accuracy of material presented.

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

(     ) Teacher tries innovative strategies and then evaluates those strategies to determine their effectiveness.

(     ) Teacher utilizes available technology as appropriate to enhance the curriculum.

VI.          Promotion of High Standards and Expectations for Student Achievement

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

(    ) Teacher communicates course objectives to students.

(     ) Teacher grades student work in a timely manner.

(    ) Teacher communicates to students and parents expectations and guidelines regarding quality and quantity of work.

(     ) Teacher communicates to students and parents expectations and guidelines regarding student behavior.

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

(     ) Teacher uses written and oral feedback to increase student confidence, responsibility and perseverance.

(    ) Teacher models and teaches strategies for promoting student self-evaluation.

(     ) Teacher demonstrates strategies for developing analytical skills.

(    ) Teacher uses verbal reinforcement and partial credit to encourage students to persevere with challenging tasks.

(    ) Teacher recommends extra help for students identified as being in need of it.

(     ) Teacher 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

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

(    ) Teacher has taken courses/workshops during the cycle which address social and emotional as well as other issues related to student development.

(    ) Teacher encourages students to treat each other with courtesy and respect.

(    ) Teacher intervenes to remedy instances of student insensitivity to the feelings of others.

(    ) Within the scope of the teacher's responsibility, teacher selects materials which present a balanced view to issues

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

(    ) Teacher shows fairness, impartiality, and patience when working with students.

(    ) Teacher models respect for individual differences.

(    ) Teacher uses language free of bias.

(    ) Teacher capitalizes upon "teachable moments" to promote awareness and respect for diversity.

VII.         Fulfillment of Professional Responsibilities

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

(    ) Teacher is able to communicate the curriculum to the parents.

(     ) Teacher attends regularly scheduled school evening meetings.

(     ) Teacher submits student comments and grades in a timely manner.

(     ) Teacher responds to parent concerns in a timely manner.

(     ) Teacher initiates parental contact as needed.

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

(     ) Teacher fulfills assigned supervisory duties.

(     ) Teacher follows all school policies.

(     ) Teacher works collaboratively with other staff in planning and implementing curriculum, instruction, and other school issues and shares expertise and new ideas with colleagues.

(     ) Teacher demonstrates professional courtesy toward his / her colleagues.

(     ) Teacher attends scheduled faculty meetings.

(     ) Professional staff members communicate with colleagues to share pertinent knowledge regarding student learning.

(     ) Teacher gives input into the re-evaluation and review process for each special needs student assigned to him/her.

(    ) Teacher modifies assignments/tests to the special needs of a student when appropriate.

3.  The teacher is a reflective and continuous learner

(     ) Teacher demonstrates professional growth by pursuing courses/workshops/conferences in his/her discipline.

(     ) Teacher demonstrates professional growth by pursuing courses/workshops/conferences in current educational issues.

(     ) Teacher maintains membership in a professional education organization.

(     ) Teacher serves on a non-subject area committee during each evaluation cycle.

Additional Comments:

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Teacher Comments/Response:

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Teacher Signature                               Date                                       Evaluator Signature

Cc: Personnel File Teacher                                  Evaluator

NURSE PERFORMANCE STANDARDS

I.             Currency in the subject matter and clinical knowledge.

1. The effective school nurse demonstrates contemporary knowledge and decision-making skills in the application of the nursing practice.

·         The nurse shall have knowledge and understanding of national / state laws, and district policy / procedures governing immunizations, mandated screenings, special education students.

·         The nurse shall have knowledge and understanding of the professional nursing regulations established by the Board of Registration in Nursing.

·         The nurse is able to assess the health needs of the school-age child and refer the child to appropriate resources for further diagnosis or treatment as needed.

·         The nurse identifies the health-related problems that impact the learning process.

·         The nurse systematically observes and documents student responses and utilizes this information to facilitate academic learning.

·         The nurse establishes a plan of intervention to maximize student wellness.

II.            Effective Planning and Assessment of Clinical Practice

1.             The nurse plans and implements programs effectively.

·         The nurse assesses individual student health needs and addresses the health service, education, and environmental needs of the total school population.

·         The nurse acts as a resource for issues of environmental safety.

·         The nurse uses materials and resources, including technologies, to research health issues for students, parents, and staff.

·         The nurse understands and uses the nursing process in making assessments and nursing diagnoses.

·         The nurse uses these diagnoses to plan, implement, and evaluate the care of students and staff.

III.          Effective Management of Clinic Environment

1.  The nurse creates a positive environment that enhances a child’s ability to function in school.

·         The nurse maintains a comfortable, clean, and safe clinic.

·         The nurse stores medication and medical supplies appropriately.

·         The nurse supervises the administration of medication in compliance with school policy and state regulations.

·         The nurse practices principles of universal precautions.

·         The nurse demonstrates and practices a strict code of confidentiality and provides privacy in the clinic.

·         The nurse keeps all medical records up to date in confidential files. It is understood that, to the extent practical, files will be kept in electronic format.

·         The nurse serves as a health advocate for the students.

·         The nurse provides opportunities for students to take increasing responsibility for their own health.

·         The nurse demonstrates knowledge of child growth and development and uses this knowledge in working with students.

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

·         The nurse maintains systematic approach to discipline by establishing and administering a consistent and fair set of rules supporting appropriate expectations.

·         The nurse manages routines effectively.

·         The nurse maintains appropriate professional boundaries with students.

·         The nurse demonstrates attitudes of fairness, courtesy and respect and acts as a role model for students.

3.             The nurse serves as a resource person and communicates effectively with students, parents, staff, and administration.

·         The nurse communicates with students and parents to facilitate utilization of school based and community resources.

·         The nurse serves as a resource person for staff regarding health issues.

·         The nurse consults with administrators to establish and maintain a comprehensive school health program.

IV.          Promotion of Equity and Appreciation of Diversity

1.  The nurse strives to ensure equitable opportunities for students to promote positive health practices.

·         The nurse has taken courses / workshops during the cycle which address social and emotional as well as other issues related to student development.

·         The nurse encourages students to treat each other with courtesy and respect.

·         The nurse intervenes to remedy instances of student insensitivity to the feelings of others.

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

·         The nurse shows fairness, impartiality, and patience when working with students.

·         The nurse models respect for individual differences.

·         The nurse uses language free of bias.

·         The nurse capitalizes upon "teachable moments" to promote awareness and respect for diversity.

V.            Fulfillment of Professional Responsibilities

1.  The nurse shares in the responsibility for accomplishing the goals and operations of the department, school, and district.

·         The nurse follows all school policies.

·         The nurse is responsible for updating health procedures as needed.

·         The nurse maintains confidentiality as described in Part III above.

·         The nurse demonstrates knowledge of the legal and ethical aspects of the nursing practice.

·         The nurse works collaboratively with other staff in planning and implementing health / wellness programs and shares expertise and new ideas with colleagues.

·         The nurse demonstrates professional courtesy toward his / her colleagues.

·         The nurse attends scheduled faculty meetings.

·         The nurse communicates with colleagues to share pertinent knowledge regarding student health and / or learning, with the specific consent from parent or guardian to share this information.

·         The nurse gives input into the re-evaluation and review process for each special needs student when appropriate.

·         The nurse fulfills assigned supervisory duties.

2.  The effective school nurse is constructive and cooperative in interactions with parents and receptive to their contributions.

·         The nurse keeps parents informed of a student’s health needs and works with them to aid in the total development of the student.

·         The nurse responds to parent concerns in a timely manner.

·         The nurse initiates parental contact as needed.

3.             The nurse is a reflective and continuous learner.

·         The nurse demonstrates professional growth by pursuing courses / workshops / conferences.

·         The nurse maintains membership in a professional organization.

·         The nurse serves on appropriate school and / or district committees.

MILLIS PUBLIC SCHOOLS NURSE EVALUATION FORM

Name _____________________________________School ___________________________

Evaluator _____________________________________ Date ___________________________

Pre-observation conference date _____________________________________

OBSERVATION(S) (Narrative detailing, techniques, methods, clinic management on at least one particular occasion).

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COMMENDATIONS AND RECOMMENDATIONS - Based on data-gathering throughout the year.

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Performance Standards:

I.                    Currency in the Subject Matter and Clinical Knowledge

II.                  Effective Planning and Assessment of Clinical Practice

III.               Effective Management of Clinic Environment

IV.                Promotion of Equity and Appreciation of Diversity

V.                  Fulfillment of Professional Responsibilities

OTHER COMMENDATIONS: Any additional contributions which either the evaluator or evaluatee believes should be included in the evaluation in order to more fully describe the participation and/or achievement of the one being evaluated.

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Millis Public Schools

Millis Public Schools Mentoring Program

Role and Expectations for Mentors (for newly hired teachers without a DESE professional license):

Year One:

[    ]      Meet with new hire during summer to develop first 10 lessons of the year to provide a solid beginning

[    ]      Help new teachers to develop effective routines and procedures

[    ]      Help new teachers develop an effective classroom management routine

[    ]      Meet at least ½ hour weekly with new hire during school year for curriculum and instructional coaching

[    ]      Attend 4 mentor/advisor training and program development sessions outside of the regular school day per year

[    ]      Serve as a liaison, resource and non-evaluative coach for the new teacher

[    ]      Willingness to observe and be observed by new teachers

[    ]      Provide confidential support and encourage reflection

Year Two:

·         Provide opportunities for deeper reflection and encourage continuous improvement

Role and Expectations for Advisors (for newly hired teachers with a DESE professional license):

[    ]      Meet with new hire during summer to develop first 10 lessons of the year to provide a solid beginning

[    ]      Help new teachers to develop effective routines and procedures

[    ]      Meet as needed with new hire during school year for curriculum and instructional coaching

[    ]      Attend 4 mentor/advisor training and program development sessions outside of the regular school day per year

[    ]      Serve as a liaison, resource and non-evaluative coach for the new teacher

[    ]      Willingness to observe and be observed by new teachers

[    ]      Provide confidential support and encourage reflection

Role and Expectations for Mentoring Site Coordinators:

[    ]      Assist Director of Curriculum in planning and providing training for new hires and mentors / advisors

[    ]      Plan with Principal to provide informal monthly or bi-monthly support sessions on topics of need for new staff

[    ]      Provide on-going consultation to new hires and mentors / advisors as needed to monitor success of mentoring program

Qualifications for Mentors / Advisors / Mentor Site Coordinators:

[    ]      Professional Status and at least 5 years teaching experience, at least 3 within Millis

[    ]      Exemplary professionalism and role model

[    ]      Highly skilled and knowledgeable educator

[    ]      Good communication and interpersonal skills

[    ]      Non-judgmental and nurturing personality

[    ]      Desire and willingness to help new staff and share expertise

[    ]      Able to respect confidentiality of new hire

[    ]      Able to guide and encourage new teacher to be a reflective practitioner

[    ]      Mentor Site Coordinators shall have previous experience as either a mentor or advisor in the Millis Public Schools

Qualifications: The above requirements can be waived because of need or at the discretion of the principal.

Compensation: Mentors and Mentor Site Coordinators will receive a $1,000 stipend Advisors will receive a $500 stipend.

FOR THE ASSOCIATION                                                               FOR THE COMMITTEE

(Signed)                                                                                                (Signed)

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Dorothy O’Donnell Verdy                                                                David Baker, Chairperson

Chairperson                                                                                         School Committee MTA Contract Committee

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Dorothy O'Donnell Verdy, President                                               Diane McBride, Secretary

Millis Teachers Association                                                              School Committee

MTACC Members                                                                             School Committee Members

Gayle Kendall                                                                                     Mark Conroy

Camille Merusi                                                                                   Chris Gove

Glen Panciocco                                                                                   Maria Melchionda

Kelly Rao

Maryann Ziemba