Bedford

Show detailed information about district and contract

DistrictBedford
Shared Contract District
Org Code230000
Type of DistrictMunicipal K12
Union AffiliationMTA
Most Recent DocumentContract
Expiring Year2017
Expired Status
Superintendency Union
Regional HS Members
Vocational HS MembersShawsheen Valley RTSD
CountyMiddlesex
ESE RegionGreater Boston
Urban
Kind of Communityeconomically developed suburbs
Number of Schools4
Enrollment2429
Percent Low Income Students8
Grade StartPK or K
Grade End12
download pdf version of this document view accessible version of this document AGREEMENT

AGREEMENT BETWEEN THE

 

BEDFORD SCHOOL COMMITTEE

 

AND THE

 

BEDFORD EDUCATION ASSOCIATION

 

2014 – 2017

 

AGREEMENT

 

THIS AGREEMENT made and entered is in effect the 1st day of July 2014 by the Bedford School Committee (hereinafter referred to as the Committee) and the Bedford Education Association (hereinafter referred to as the Association) and continues to and through June 30, 2017.

 

ARTICLE 1

 

Recognition

 

1-01 The Committee recognizes the Association as the exclusive bargaining agent for all regular professional employees employed half time or more (with the exception of executive officers and administrative personnel, including the Superintendent of Schools, Director of Finance, Assistant Superintendent of Schools, Director of Curriculum and Instruction, Principals, and the Director of Special Education) for the purpose of negotiations with respect to wages, hours and other conditions of employment under provisions of Massachusetts General Laws, Chapter 150 E.

 

ARTICLE 2

 

Committee Rights and Responsibilities

 

2-01 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. Except as specifically limited by this Agreement, the Committee retains all of the powers, rights and duties that it has by law and may exercise the same at its discretion without any such exercise being made the subject of the grievance and arbitration procedures.

 

ARTICLE 3

 

Association Rights and Responsibilities

 

3-01 The Association and the Committee agree that collective bargaining matters will be handled during non-school hours whenever possible.

 

3-02 If negotiation meetings between the Committee and the Association are, by mutual consent, scheduled during a school day, the representatives of the Association will be relieved from all regular duties without loss of pay as necessary to permit their participation in such meetings. If necessary, after reasonable efforts by the Association's representatives to secure their own substitutes, it will be the Administration's responsibility to provide substitutes, if such negotiation meetings are scheduled during the school day at the request of the Administration.

 

3-03 When it is necessary for a representative of the Association to investigate a grievance or attend a grievance meeting or hearing during a school day, he/she will, upon notice to his/her principal and to the Superintendent, be released without loss of pay as necessary in order to permit his/her participation in the foregoing activities. If necessary, the Administration will provide a substitute if such meeting or hearing is scheduled at its request.

 

3-04 Any teacher whose appearance in such investigations, meetings, or hearings, as a witness, is necessary will be accorded the same right as in 3-03.

 

3-05 The Association agrees that these rights will not be abused and that whenever possible, grievance committee investigations and proceedings should take place after normal school hours so as not to impair the right of the student to his/her regular teacher.

 

3-06 There will be no reprisals of any kind taken against any teacher by reason of his/her membership in the Association or participation in its lawful activities.

 

3-07 It shall be unlawful for any employee to engage in, induce, or encourage any strike, work stoppage, slowdown or withholding of services by such employees.

 

3-08 Effective September of 2000, the President of the Association shall be relieved of one period of teaching assignment. The Association will reimburse the School District $2,500 per year as compensation for the reduced teaching load. If the President is an elementary teacher, the load reduction will be negotiated with the Superintendent.

 

Effective September 2014, in addition to being relieved of the existing one (1) teaching period, the President of the Association shall be relieved of a second teaching period. In 2014-2015, the cost of the second teaching period shall be shared equally by the Association and the Committee: fifty percent (50%) of the cost will be paid by the Association and fifty percent (50%) will be paid by the Committee. In 2015-2016 and 2016-2017, twenty-five percent (25%) of the cost of the second teaching period will be paid by the Association and seventy-five percent (75%) of the cost of the second teaching period will be paid by the Committee. It is understood by the parties that this provision providing for the release from a second teaching period shall expire at 11:59 pm June 30, 3017.

 

3-09 Each individual School Council shall provide to the President of the Association all agendas and minutes, produced by school councils when said information is made available to council members.

 

3-10     The President of the Association shall also receive a copy of the School Improvement Plan

 

3-11 At the request of the Association, the District will provide lists of members covered by the BEA contract that include contact information, employment status, insurance premium deductions, dues deduction rates, seniority information, longevity information and other employment information that would be useful for negotiations preparations and membership information.

 

3-12 At the request of the Association, the Superintendent will allow the allotted number of teacher delegates to attend the Statewide Meeting of Delegates of the MTA provided that the BEA will cover the cost of substitute coverage and/or arrange for other teachers to cover the delegates’ work duties.

 

ARTICLE 4

 

Association Dues and Agency Fees

 

4-01 The Committee recognizes the right of the Association to collect an agency fee from all non-members for whom the Association bargains. As a condition of his/her continued employment while this Agreement shall continue in effect, every employee covered by this Agreement if and when not a member in good standing of the Association, shall pay to the Association a fee to be determined by the Executive Board of the Association but not to exceed an amount proportionately commensurate with the costs of collective bargaining and contract administration; provided, however, that in no case shall such condition arise before the 30th day next following the date of the beginning of the employee's employment or the effective date of this Agreement, whichever date shall be the later.

 

4-02      Authorized deductions may be taken out in equal monthly payments.

 

4-03 The Association will hold the Committee harmless and indemnify the Committee for any expenses incurred in the administration and enforcement of Article 4 including but not limited to attorney's fees and cost, but excluding incidental clerical cost, provided:

 

a.            the Committee expeditiously fulfills its obligations under this Article;

 

b.            the Association reserves the right to select or assign counsel of its own choice, the Committee cooperates with said counsel in the conduct of the case; and,

 

c.            the Association retains full control over the conduct of the case.

 

ARTICLE 5

 

Grievance Procedure

 

5-01      "Grievance" within the meaning of the grievance procedure and of the arbitration clause shall consist only of disputes about the interpretation or application of particular clauses of this Agreement and about alleged violation of the Agreement.

 

5-02 Level One: An employee with a grievance shall present it in writing to the building principal or appropriate administrator who shall respond to said grievance in writing within five (5) school days.

 

5-03 Level Two: If the grievance has not been resolved to the satisfaction of the employee and the Association, the employee or the Association may within five (5) school days of receipt of the Level One decision present the grievance in writing to the Superintendent or his/her designee. Within five (5) school days after receiving a grievance, the Superintendent or his/her designee shall meet with the employee and the Association representative in an attempt to resolve the grievance. The Superintendent or his/her designee shall respond to the grievance in writing within five (5) school days of said meeting.

 

5-04 Level Three: If the grievance is not resolved to the satisfaction of the employee and the Association, the employee or the Association may within five (5) school days of receipt of the Level Two decision submit the grievance in writing to the School Committee. Within ten (10) school days or at the next scheduled meeting of the School Committee, whichever is later, the School Committee shall meet with the employee and representatives of the Association for the purpose of hearing the arguments of the parties involved and attempt to resolve the grievance. Within ten (10) school days following said meeting the School Committee shall respond to the grievance and provide rationale for its decision in writing.

 

5-05 Level Four: If the grievance is not resolved to the satisfaction of the Association it may within ten (10) school days following receipt of the Level Three decision, submit the grievance to the American Arbitration Association for disposition in accordance with the applicable rules of the American Arbitration Association unless the parties have agreed to submit the grievance for arbitration to some other neutral arbitrator. The fees of the American Arbitration Association and of the Arbitrator and the expenses of any required hearings shall be shared equally by the School Committee and the Association, but each shall bear the expenses of its representatives, participants, witnesses, and for the preparation and representation of its own case.

 

5-06 The Arbitrator's award shall be in writing and shall set forth his/her findings of fact with reasoning and conclusions. He/she shall arrive at his/her decision solely upon the facts, evidence, and contentions presented by the parties through the arbitration proceeding. The jurisdiction of the Arbitrator shall be limited to the interpretation and application of the terms of the Agreement. The Arbitrator shall not have the authority to alter, modify or amend this Agreement. The decision of the Arbitrator within the scope of his/her jurisdiction shall be final and binding upon the parties thereto.

 

5-07 If at the end of fifteen school days next following the event or occurrence which occasioned the grievance or the date of first knowledge of the event or occurrence by an employee affected by it the grievance shall not have been presented at Level One of the grievance procedure, the grievance shall be deemed to have been waived; and any grievance in course under such procedure shall also be deemed to have been waived if it is not presented within the time specified, the employee and/or the Association may proceed to the next level. The parties may mutually extend the specified times.

 

5-08 No written communication, other document, or record relating to any grievance shall be filed in the personnel file maintained by the Bedford Public Schools for any employee involved in such grievance.

 

5-09 If any employee covered by this Agreement shall present his/her own grievance in writing without representation by the Association, the disposition, if any, of the grievance shall be consistent with the provisions of this Agreement; and if the Association shall so desire, it shall be permitted to be heard at each level of the procedure under which the grievance shall be considered.

 

5-10 If a grievance affects a group or classification of employee, the Association has the right to process the grievance.

 

5-11 Should a grievance be settled at any level below the School Committee, it is understood that the specific grievance is settled without prejudice and without precedent. Since the School Committee by law is responsible for making of policy, only the School Committee can settle a grievance in which both precedent and prejudice are involved.

 

ARTICLE 6

 

Professional Employment Policy

 

6-01 The Committee and the Association agree that it is a beneficial educational policy to maintain a high percentage of experienced personnel on the staff of every school.

 

6-02 It shall be stated policy of the School Committee to employ whenever possible in the best interest of the public schools such teachers and such other professional personnel serving the schools in a supervisory capacity who are certified under the requirements of the Massachusetts Board of Education. Uncertified teachers and supervisory personnel may be appointed provided application for certification in Massachusetts has been submitted to the Board and is still pending, or provided such application will be made within three months after the start of employment in the local school system. Professional personnel for whom certification is required must obtain said certification within a period not to exceed three school years from the date of commencement of local employment. Professional personnel requiring certification and not having achieved certification within the three-year period shall not be placed on professional teacher status. The School Committee reserves the right to appoint uncertified professional personnel through the waiver request process when it is deemed to be in the best educational interests of the pupils and school system to do so or when it would constitute a great hardship in securing teachers for the schools of the town.

 

6-03 Although full-time teachers are preferred, the Committee may, at its sole discretion, employ part-time teachers subject to the following conditions:

 

a.     A part-time teacher shall be placed on the salary schedule in accordance with Article 7 and shall be compensated at a prorated salary equal to the same proportion as the teacher's teaching load compares to that of a full-time teacher.

 

b.    A part-time teacher shall be scheduled for a prorated share of duties, preparation time, and other responsibilities if the principal determines that it can be scheduled so as to provide for an uninterrupted workday. Part-time teachers shall be available outside of their assignments for student help.

 

c.    Part-time teachers shall be given consideration for any full-time vacancy for which they apply provided they meet the minimum qualifications as established by the Committee for the position.

 

ARTICLE 7

 

Teacher Employment

 

7-01 Teachers entering the Bedford system shall receive credit for previous public and approved private school teaching experience as evaluated by the Superintendent. Normally one step on the teacher's salary schedule will be granted for each year of such experience. The Superintendent may grant fewer steps if he/she believes that the time and nature of the experience warrants such action.

 

7-02 The Superintendent of Schools will grant 1/4 to 3/4 years’ experience in Industrial Arts for each year of work in related fields depending on how relevant the experience is.

 

7-03 Teachers entering the Bedford system may be granted up to three year's credit for Peace Corps, Vista, and similar educationally related experience.

 

7-04      In employing a teacher the Bedford schools will not give credit for military experience on the teacher's salary schedule unless same had been granted to the teacher by a previous school system.

 

ARTICLE 8

 

Substitute Teachers

 

8-01      No employee covered by this Agreement shall be required to procure substitutes for any absent employee.

 

ARTICLE 9

 

Teacher Year, Day, Load

 

9-01      Teacher Year

 

a.     Ten-month teachers shall be required to attend school for four days more than the students attend (184 days). Two of the additional days shall be scheduled by the Superintendent. Teachers shall earn one (1) in-service credit per year for the two (2) additional in-service days and a minimum of eight (8) early release days. On an individual basis due to unavoidable circumstances, in the event a teacher is absent for one (1) of two (2) of the days, the teacher will be awarded the one (1) in-service credit for that year at the discretion of the Superintendent.

 

b.    The remaining two (2) additional days will be scheduled as follows:

 

     Two days before the first student day

 

     Teachers will have a minimum of two (2) hours of preparation time during one of these two (2) days.

 

c.     The work year for teachers may, at the discretion of the Committee, start before Labor Day. Students will start after Labor Day. In any event, there will be no work scheduled on the Friday prior to Labor Day.

 

d.    The Association shall be consulted concerning the school calendar prior to its publication and/or adoption; however, the final decision on the school calendar shall be made by the Committee.

 

9-02 a. Except as otherwise provided for in this Article, it shall not be the intent of the school administration to require Kindergarten through Grade 5 teachers to be present in school more than a combined total of fifteen (15) minutes before and after the student day or to require Grade 6-12 teachers to be present in school more than a combined total of thirty (30) minutes before and after the student day. The student day is defined as follows:

 

High     7:45 a.m. – 2:24 p.m.                  Wednesday 12:54 p.m. student dismissal

 

Middle 7:40 a.m. – 2:16 p.m.       Wednesday 12:43 p.m. student dismissal

 

 Lane     8:17 a.m. – 2:46 p.m.          Wednesday 1:17 p.m. student dismissal

 

Davis    8:53 a.m. – 3:20 p.m.         Wednesday 1:55 p.m. student dismissal

 

Integrated Preschool Program-Five (5) Day Program (Monday-Friday)

 

8:30 am-12:00 pm

 

Integrated Preschool Program-Three (3) Day Program (Monday, Wednesday, Friday)

 

8:45 am-12:15 pm

 

The time remaining on Wednesdays, after students are dismissed early, will be Teacher in-service time.

 

1. Staff and Department meetings will be held on Wednesdays after school. Consistent with Article 9-03, teachers may be required to remain in school for one hour beyond the end of the workday for the purpose of attending staff meetings.

 

2.    One half (1/2) of the Wednesday early dismissal days will be teacher led to work toward meeting district goals. Teachers in their instructional groupings, i.e. grade level, department, term, will meet at the beginning of each marking period to plan how the individual members or groups will use their Teacher Wednesdays for the subsequent marking period. Written individual and/or group plans for the marking period will be provided to Principals and Program Administrators/Directors. Teachers will provide individual or group work products or individual or group documentation summaries to their Principal and Program Administrator/Director at the conclusion of the marking period.

 

Plans may be amended by individual teachers or teacher groups as long as notice is given to their Principal and Program Administrator/Director.

 

Time for planning sessions will be provided by the District at the beginning of the first and third marking periods. Time for planning for the second trimester at the elementary schools and the second and fourth quarters at the secondary schools will be scheduled during the first Teacher Wednesday of said marking period.

 

3.    The Professional Development calendar for the teacher-led Wednesday early dismissal days will be set up by the reconstituted Professional Development Committee. A representative from each building, as well as the BEA President and the Assistant Superintendent will be on the Committee.

 

b.           The Administration may vary the beginning and ending times for high school teachers set forth at sub-section a. above, in the manner, and to the extent, that may be necessary to accommodate the students' course selections. Volunteers from within the department shall be solicited before any involuntary changes are made in the normal work day (alternative schedule). Teachers affected by a change in the normal work day shall be notified by August 1 preceding the new school year. No teacher shall be required to accept a change in the normal work day more than once every three school years, or for more than one period per day. If a teacher shall be affected by a change in the normal work day, the availability of such teacher for student extra help, after-school duties, and after-school meetings shall be adjusted in accordance with the change in his/her normal work day.

 

c.     The normal work day for those teachers who individually deliver service to middle school and elementary school students may be varied by no more than one hour from the provisions of Section 9-02 a.

 

d.    The teacher workday shall be as follows:

 

Integrated Preschool Program: Teachers are expected to be at school from 8:00 am until 2:30 pm.

 

Davis: Teachers are expected in the classroom from 8:53 a.m. to 3:20 p.m. The announcement and dismissal process on non-early-release days starts at 3:15 pm (Wednesdays: 1:50 pm).

 

Lane: Teachers are expected to be in their classrooms from 8:17 a.m. to 2:46 p.m. The announcement and dismissal process on non-early-release days starts at 2:36 p.m. (Wednesdays: 1:07 pm).

 

Elementary teachers’ non-teaching duties will not exceed thirty (30) minutes weekly.

 

High: Teachers’ 6-day cycle is currently: No more than twenty (20) teaching periods, and one (1) “X” block per cycle and one (1) unassigned preparation period per day.

 

9-03      The Middle School schedule will be defined as:

 

A six (6) day rotating schedule consisting of six (6) periods per day, each 54 minutes in length and one block of advisor-advisee time. Within the six (6) day cycle, all teachers will have no more than 25 teaching periods, six (6) advisor-advisee blocks of 14 minutes in length and no less than nine (9) unassigned preparation periods each 54 minutes in length.

 

9-04 Teachers may be required to remain after the regular workday without additional compensation for up to one (1) hour twice a month to attend staff meetings. These meetings will conclude one hour after the end of the student day.

 

a.     High School teachers shall remain after school for 50 minutes on one (1) day per week (Monday -Thursday) and 25 minutes either before or after the student day on three (3) days per week. The exact days for each teacher or department shall be determined by the principal following consultation with the teacher, department head and/or program director.

 

b.    Research committees appointment by the principal, with the approval of the superintendent, shall be eligible for in-service credit.

 

c.     Normally, meetings will not be scheduled for Friday.

 

9-05 Attendance at night functions other than three (3) open houses yearly scheduled by building principal will be voluntary for teachers. A subcommittee of teacher and administrators from the elementary level will review the form and timing of Back-To-School Night and parent-teacher conferences at the elementary level.

 

9.06 a. The elementary teachers will have a thirty (30) minute uninterrupted lunch period between the hours of 11:00 a.m. and l:00 p.m. every day and shall not be required to perform any duties during this period.

 

 b. Full-time Integrated Preschool Teachers will have a thirty (30) minute uninterrupted lunch period between the time the students leave school and l:00 pm every day. Part-time Integrated Preschool Teachers on Wednesdays will have a thirty (30) minute uninterrupted lunch period between the time the students leave school and 1:00 pm.

 

9-07      Preparation time shall be free of all other activities or assignments.

 

a.     Integrated Preschool Teachers are entitled to preparation time between 8:00 am and when students arrive and between when students leave and 2:30 pm each day, not counting their thirty (3) minutes for lunch. During this time, teachers are expected to participate in team meetings, IEP meetings, parent meetings, and individual or collaborative preparation. Full-time teachers will have no less than 200 minutes per week of uninterrupted preparation time. Part-time teachers’ preparation time shall be prorated.

 

b.    Each elementary teacher is entitled to 200 minutes of preparation time each week, and no less than 30 consecutive minutes each day when achievable in a teacher’s daily schedule.

 

c.     Middle School teachers will be granted no fewer than nine (9) preparation periods of 54 consecutive minutes each per six (6) day cycle and at least one (1) preparation period per day of 54 consecutive minutes.

 

d.    High School teachers will be granted at least one (1) preparation period per day of 69/70 consecutive minutes.

 

9-08      Every effort shall be made to eliminate the non-teaching duties and lighten the load of first year personnel.

 

9-09 The School Committee will attempt to reduce the frequency of the teachers’ rotations in the various cafeterias by having one cafeteria aide at each of the elementary schools and the Middle School, and two aides for the high school cafeteria.

 

9-10 a. The Special Education Team Chairperson/Program Administrator shall be responsible for educational assessments. Educational Assessments as used in this section shall mean initial evaluations and/or triennial reevaluations.

 

b.    Special Educators (with the exception of Bridge program teachers) will complete no more than two (2) triennial student evaluations per year. Bridge Program Special Educators will complete no more than one (1) triennial student evaluation per year.

 

c.     One (1) full professional day will be allotted per teacher per year for the purposes of completing student evaluations and associated paperwork. If the administration of evaluations requires additional time outside of the given Professional Day, the District will provide in-house coverage for Special Educators.

 

d.    The District will provide professional development to ensure all Special Educators are properly trained in educational assessment procedures.

 

e. If the evaluating Special Educator evaluates a student not on his/her caseload, the Special Education Team Chairperson/Program Administrator will interpret and present the evaluation results at the team eligibility meeting.

 

9-11      a.   To the extent consistent with Article 6-03, teacher assignments in more than one building shall be kept to a minimum.

 

b.    When a teacher is assigned to more than one school building, then, in addition to normal lunch and preparation time, said teacher will be provided with adequate travel time in order to reach his/her assignment on time. When a teacher is assigned to more than one building, the principals will collaborate prior to assigning the teacher.

 

c.     An uninterrupted lunch period between 11:00 am and 1:00 pm each day will be scheduled, following the lunch schedule of the school that the teacher is assigned to during that time.

 

d.    Itinerant teachers’ travel time will be counted toward duty minutes and total duty time will be configured between the teacher and building administrators at the beginning of the school year when feasible.

 

9-12      High School Guidance counselors who hold evening office hours at the request of the Principal will have one compensatory day for each three evenings of work.

 

9-13      a.   When the high school is on the extended block, teachers may be assigned the equivalent of fifty (50) minutes of duty assignments in a six (6) day cycle.

 

b.    When the middle school is on a schedule of 55-minute periods, duties for teachers with 25 teaching periods will be limited to advisor-advisee blocks, one enrichment period per six (6) day cycle, corridor supervision and detention duty. Teachers may be assigned cafeteria duty one (1) time in a six (6) day cycle or afternoon bus duty one (1) time per week and not on a day that they have five (5) academic classes. Morning bus duty will be on a voluntary basis.

 

c.     Integrated Preschool Teachers are Teaching Assistants shall not be assigned duty outside of the preschool program.

 

9-14      A subcommittee of teachers and administrators from the elementary level will review the parent conference schedules at the elementary level.

 

9-15      a.   Electronic grade book: high school and middle school teachers will post grades at report card time and mid-cycle. Elementary school teachers shall post grades at report card times.

 

b.    The Parties acknowledge regulations promulgated by the Department of Elementary and Secondary Education (DESE) require districts to report student achievement through the use of “District Determined Measures” or DDMs to the DESE. The Parties agree to the general principle that the use of an electronic grade book to record DDM data will promote efficiency in both the review and analysis of student achievement data as well as reporting to DESE. The Parties further agree, however, that the details relative to the use of the electronic grade book for the purpose of recording DDMs is subject to further negotiations, i.e. frequency and timelines for reporting DDMs.

 

c.     The Parties agree to collaborate on and submit DDMs for the 2014-2015 school year to DESE by May 15, 2014.

 

While the Parties agree that the identification and creation of DDMs is to be a collaborative process between teachers and administrators subject to the approval of the Superintendent and the Association, the parties agree that there continues to be a bargaining obligation with respect to the implementation of District Determined Measures.

 

ARTICLE 10

 

Non-Teaching Duties

 

10-01    Teachers will not be required to collect money for non-educational purposes except for school insurance.

 

10-02    Although teachers may be required to collect and transmit money to be used for educational purposes, they will not be required to tabulate or account for such money.

 

10-03    Teachers will not be required to drive pupils to activities which take place away from the school building.

 

10-04 It is recognized that the primary duty and responsibility of the teacher is to teach and that the organization of the school and the school day should be directed at insuring that the energy of the teacher is utilized primarily toward this end.

 

10-05 Specifically where teachers are required to perform detention duty, this duty shall be assigned on a rotating basis among all unit members whose assignment has them in the building at the end of the student day provided, however, this language shall not be construed to prevent the principal from altering the rotation so long as all unit members within the building share equitably in the performance of detention duty during the course of the school year. Other non-teaching duties shall be equitably distributed among the unit members in each building.

 

ARTICLE 11

 

Teacher Assignment/Grades

 

11-01 Each teacher will be notified in writing of any change in his/her teaching assignment for a subsequent year not later than June 15th and insofar as possible by June 1st. Subsequent to such notice, the teacher's assignment shall not be changed without agreement of the teacher unless some unexpected circumstance necessitates a change.

 

11-02 The notice-provisions of Article 11-01 of the Agreement apply to changes in levels at the Middle School, provided that the Superintendent's right under said Article to make post-notification changes in a teacher's assignment also applies to post-notification changes in Middle School levels.

 

11-03 If a teacher believes that he/she has been assigned an inequitable proportion of duties (such as number of classes taught, study halls, curriculum committee and general departmental work) the teacher may grieve and the grievance may be taken as far as the Committee but may not be arbitrated.

 

11-04 If a teacher believes that a change in the nature of the classes he/she is to teach 1) will require the teacher to teach outside his/her area of certification, or 2) has been made for reasons other than the best interests of the educational program, the teacher may grieve and the grievance may be taken as far as the Committee but may not be arbitrated.

 

11-05 Grades will not be due until the end of the fifth workday following the close of grades. However K-2 specialists’ grades are due as determined by the principal, but no more than five (5) school days prior to when grades are due for the academic teachers.

 

ARTICLE 12

 

Class Size

 

12-01 The Association shall have the right to discuss with the Committee an appropriate class size for any particular case in question.

 

ARTICLE 13

 

Student Teachers

 

13-01 Teacher interns shall be assigned only with the consent of the classroom teacher. Student teachers will not be required to substitute.

 

ARTICLE 14

 

Vacancies and Promotions

 

14-01 Whenever any vacancy in a professional position occurs, it will be publicized by the Superintendent in writing to the President of the Association, and published to the entire professional staff via internal electronic mail by use of the First Class Folder. Duties and rates of compensation will be set forth.

 

If a promotional vacancy arises which the Administration intends to fill and which is known to be permanent or of at least two months' duration, the position will be posted as soon as the Administration decides to fill the position, provided that the Administration will have the right to fill the vacancy as it sees fit during the pendency of the posting period. The Administration will provide a general notice to the staff of all curriculum work opportunities referred to in Appendix A-10 hereof, provided that none of the provisions of Section 14-02 hereof shall apply to applications for such opportunities or to the processing of such applications.

 

14-02 Whenever any vacancy occurs or new position is created, all teachers will be given adequate opportunity to make application for such positions, namely ten (10) days, exclusive of Saturdays, Sundays, legal holidays and vacation days during the school year, after written notification is given the Association, and the Superintendent agrees to give due weight to the professional background and attainments of all applicants. Each teacher applicant not selected will, upon request, receive a written explanation from the Superintendent or his/her designee. If the Superintendent recommends a non-employee, the employee applicant, if on professional teacher status, may request and shall be provided with a written list of specific reasons for the Superintendent's recommendation. The reasons provided shall in no event be grievable beyond the Superintendent.

 

14-03 Should a vacancy in a teaching position or fall season coaching position occur less than fifteen (15) days prior to the opening of school, the required 10-day posting may be waived or reasonably abbreviated, provided, however, that no rights, especially under Article 18 are abridged by such action. There shall be established and maintained a central file of transfer requests so that such requests are readily available to any and all administrators involved in the process of filling vacancies which occur in the above situation. A similar file shall be established and maintained relating to fall coaching positions in the above situation.

 

14-04 Any teacher who wishes to be notified of any vacancies over the summer shall so notify the Superintendent's Office and shall be sent all postings provided that he/she supplies the Superintendent's Office with five (5) stamped self-addressed envelopes. This section in no way entitles a teacher to anything other than announcements of vacancies and may not be relied upon as a basis for a grievance regarding the filling of a vacancy.

 

14-05 All stipends for Team Leaders, Grade Level Leaders, Elementary and Middle School Curriculum Coordinators and Intra/Inter School Compensatory Activities must be posted each spring for the following school year. All stipends for high school and middle school athletics must be posted before each season.

 

ARTICLE 15

 

Teacher Transfer

 

15-01 There are two types of transfers: voluntary and involuntary. Subject to the terms of this Agreement, the Superintendent and his/her designee retains the sole right to decide whether transfers shall be made. Before any teacher is involuntarily transferred, transfer volunteers shall be solicited by means of an internal posting.

 

15-02 To the extent possible, requests for voluntary transfer shall be honored, provided that the volunteer meets the posted requirements of the position.

 

Any teacher who has transferred voluntarily may after one school year in the new position, be transferred back to his/her original position by his/her own choice or that of the administration.

 

15-03 A teacher seeking voluntary transfer will have a personal conference with the appropriate administrator(s) and will be advised in writing as soon as a decision has been made.

 

15-04 In considering whether one or more teachers shall be transferred voluntarily or involuntarily consideration will be given, but not limited to: 1) Length of service in the Bedford system, 2) Education, 3) Quality of teaching performance, 4) Total experience, 5) Suitability for new assignment. The above listing does not reflect order or priority. Teachers who were previously transferred involuntarily are exempt for five years from the day of transfer.

 

15-05 In transferring teachers involuntarily, every reasonable effort will be made to transfer teachers to comparable positions or levels of responsibilities.

 

15-06 a. A teacher being transferred involuntarily will be given as much prior notification as possible. Unless unforeseen circumstances arise, notification will occur by June 1st of the year preceding the year in which the transfer is to take effect. A grievance over an involuntary transfer shall be processed expeditiously with a view to securing an arbitrator's award, if necessary, by the August 15th following the notice of involuntary transfer. If the grievance is upheld, the Committee shall have the right to fill the position at issue by another transfer.

 

b. If the Committee shall make an involuntary transfer pursuant to the last sentence of sub-section a., above, the time of notification of the transfer shall not be subject to the grievance and arbitration provisions of this Agreement. If the transfer is found invalid in arbitration, the following provisions shall apply: 1) the arbitrator shall not have power to order the transferee's retransfer to his/her prior position before the beginning of the next school year, and 2) by May 1 of the period of service in the new position, the transferee shall decide whether such period of service shall be considered under criteria 4 and 5 of Article 15-04 hereof in any future transfer considerations, provided that the transferee's failure to notify the Superintendent's office of such decision by said May 1 shall be taken to mean that the transferee does not wish such period of service to be so considered.

 

15-07    Except for emergency situations, transfers will not occur during the school year.

 

15-08 The Staff will be made aware of all open teaching positions by written notice to the President of the Association.

 

15-09 It is recognized by both parties that transfers should be minimized and made only in the best interests of the educational system.

 

ARTICLE 16

 

Supervision and Evaluation

 

16-01    General Principles:

 

This contract language is locally negotiated and based on M.G.L., c71, § 38; M.G.L. c.150E; and the Educator Evaluation regulations, 603 CMR 35.00 et seq.

 

a.     The regulatory purposes of evaluation are:

 

1.      To promote student learning, growth, and achievement by providing Educators with feedback for improvement enhanced opportunities for professional growth, and clear structures for accountability.

 

2.      To provide a record of facts and assessments for personnel decisions.

 

b.    The Bedford Public School purposes of evaluation are to support and promote teacher excellence and improvement through collaboration, mentoring, and professional development.

 

c.     All monitoring or observation of the work performance will be conducted openly.

 

d.    Supervisory assignments are defined as follows:

 

SUPERVISORY ASSIGNMENTS

 

Supervisor

Evaluator

Grade K-5 Classroom teachers, Gifted and Talented teachers, Computer teachers, Librarians, Study Skills teachers

B Principal/Assist. Principal

B Principal

Art, Music

Director/Assist. Principal

B Principal

Special Education/Reading

Assistant Sped Director Assistant Principal

B Principal

Guidance

Assistant Principal PD Guidance

B Principal

ELL

PD/Assist. Principal

B. Principal

Physical Education/Health

Assist. Principal

B Principal

Grades 6-12 Faculty

PA/Assist. Principal

B Principal

Assistant Principals

Principal

B Principal/ Supt. Approval

Program Director/Administrator

Principal(s)

B Principal

Assistant Director of Special Education

Director of Sped

Director of Sped

e. Members of the bargaining unit will be informed in writing by October 1 of a school year of the identity of their supervisor(s) and evaluator(s) for that year, provided that the Committee or its designees shall have the right to change said supervisor(s) and/or evaluator(s) with prior notice. If only one supervision cycle is deemed necessary, then the designated Supervisor will evaluate the professional status faculty member. Program Administrators, Program Director, and Teaching Assistant principals will be supervised and/or evaluated for teaching by the B1 personnel or Principal assigned to their respective departments. The Superintendent/designee may participate in the supervision and/or evaluation of any member of the bargaining unit.

 

16-02 Definitions

 

a.     Artifacts of Professional Practice: Educator developed work, products which may include photography, videotaping or audio taping and student work samples that demonstrate the Educator’s knowledge and skills with respect to specific performance standards.

 

b.    Caseload Educator: Educators who teach or counsel individual or small groups of students through consultation with the regular classroom teacher, for example, school nurses, guidance counselors, speech and language pathologists, and some reading specialists and special education teachers.

 

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

 

d.    Categories of Evidence: Multiple measures of student learning, growth, and achievement, judgments based on observations and artifacts of professional practice, and additional evidence relevant to one or more Standards of Effective Teaching Practice.

 

e.     District-Determined Measures: Measures of student learning, growth and achievement related to the Massachusetts Curriculum Frameworks, Massachusetts Vocational Technical Education Frameworks, or other relevant frameworks, that are comparable across grade or subject level district-wide. These measures may include, but shall not be limited to: portfolios approved commercial assessments and district-developed pre and post unit and course assessments, and capstone projects. Administrators and teachers by department and grade level teams will collaboratively generate measure of student growth. The parties agree to collaborate on and submit DDMs for the 2014-2015 school year to DESE by May 15, 2014. While the parties agree that the identification and creation of DDMs is to be a collaborative process between teachers and administrators subject to the approval of the Superintendent and the Association, the parties agree that there continues to be a bargaining obligation with respect to the implementation of District Determined Measures.

 

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

 

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

 

h. Developing Educator Plan shall mean a plan developed by the Educator and the Evaluator for one school year or less for an Educator without Professional Teacher Status (PTS) or for an Educator with Professional Teacher Status who has been assigned a position which requires the use of a different educator license and in a different school building. The educator shall be evaluated at least annually.

 

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

 

(1)  For educators whose impact on student learning is either moderate or high, the Educator Plan may be for up to two years.

 

(2)  For Educators whose impact on student learning is low, the Educator plan shall be for one year. The Plan shall include a goal related to examining elements of practice that may be contributing to low impact.

 

j. Directed Growth Plan shall mean a plan developed by the Educator and the Evaluator of one school year or less for Educators with PTS who are rated needs improvement. There shall be a summative evaluation at the end of the period determined by the plan and if the educator does not receive a proficient rating he or she shall be rated unsatisfactory and shall be placed on an improvement plan.

 

k. Improvement Plan shall mean a plan developed by the Evaluator of for a realistic time period sufficient to achieve the goals outlined in the Improvement Plan, but not less than 30 school days and no more than one school year for Educators with PTS who are rated unsatisfactory with goals specific to improving the Educator’s unsatisfactory performance.

 

l.    DESE: The Massachusetts Department of Elementary and Secondary Education.

 

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

 

n. Evaluator: Any non-Unit A building administrator who is appropriately licensed and designated by the superintendent who has responsibility for observation and evaluation. The superintendent is responsible for ensuring that all Evaluators have training in the principles of supervision and evaluation. Each Educator will have one Evaluator at any one time responsible for determining performance ratings. A list of evaluators and the educators to whom they are assigned to evaluate each school year will be included in the opening day material.

 

o. Primary Evaluator shall be the Building Principal who determines the Educator’s performance ratings and evaluation.

 

p. Supervising Evaluator may be the Program Administrator, Assistant Principal, Assistant Special Education Director, or Special Education Director. The Supervising Evaluator shall be the person responsible for supervising the Educator’s progress through formative assessments, evaluating the Educator’s progress toward attaining the Educator Plan goals, and making recommendation about the evaluation ratings to the primary Evaluator at the end of the Educator Plan. The Supervising Evaluator may be the primary Evaluator or his/her designee.

 

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

 

r. Notification: The Educator shall be notified in writing of his/her Evaluator at the outset of each new evaluation cycle. The Evaluator(s) may be changed upon notification in writing to the Educator.

 

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

 

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

 

u.   Family: Includes students’ parents, legal guardians, foster parents, or primary caregivers.

 

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

 

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

 

x. Goal: A specific, actionable, and measurable area of improvement as set forth in an Educator’s plan. A goal may pertain to any or all of the following: Educator practice in relation to Performance Standards, Educator practice in relation to indicators, or specified improvement in student learning, growth and achievement. Goals may be developed by individual Educators, by the Evaluator, or by a team of educators, departments, or other groups of Educators who have the same role. Team goals can be developed by grade level or subject area teams.

 

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

 

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

 

aa. Observation: A data gathering process specifically undertaken pursuant to this agreement that includes notes and judgments made during one or more classroom or worksite visits(s) of at least five (5) minutes in duration by the Evaluator and may include examination of artifacts of practice including student work. An observation shall occur in person. All observations will be done openly and with knowledge of the Educator. Classroom or worksite observations conducted pursuant to this article must result in feedback to the Educator using the agreed upon protocols.

 

bb. Parties: The Association and the Committee are the parties to this agreement

 

cc. Performance Rating: Describes the Educator’s performance on each performance standard, and the overall evaluation. There shall be four performance ratings:

 

     Exemplary: the Educator’s performance consistently and significantly exceeds the requirements of a standard, or the overall evaluation.

 

     Proficient: the Educator’s performance fully and consistently meets the requirements of a standard, or the overall evaluation.

 

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

 

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

 

dd. Performance Standards: Locally developed standards and indicators pursuant to M.G.L. c. 71, § 38 and consistent with, and supplemental to 603 CMR 35.00.

 

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

 

ff.  Rating of Educator Impact on Student Learning: A rating of high, moderate or low based on trends and patterns of student learning, growth and achievement.

 

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

 

     Standard 1: Curriculum, Planning and Assessment

 

     Standard 2: Teaching All Students

 

     Standard 3: Family and Community Engagement

 

     Standard 4: Professional Culture

 

     Attainment of Professional Practice Goal(s)

 

     Attainment of Student Learning Goal(s)

 

hh. Rubric: In rating educators on Performance Standards for the purpose of formative assessments, formative evaluations, or summative evaluations, a rubric must be used. The rubric is a scoring tool used to judge the educator’s practice at the four levels of performance. The rubric consists of:

 

     Standards and Indicators of Effective Teaching Practice: Defined in 603.CMR 35.03. These standards and indicators are used in the rubrics incorporated into this evaluation system.

 

     Descriptors: define the individual elements of each of the indicators under the standards.

 

     Benchmarks: describe the acceptable demonstration of knowledge, skill or behavior necessary to achieve that performance rating. For each indicator, there are four benchmarks – one describing performance at each performance rating – Exemplary, Proficient, Needs Improvement and Unsatisfactory.

 

ii. Self Assessment: The evaluation cycle shall include self-assessment addressing Performance Standards. The educator shall provide such information before October 15th in the form of self-assessment, to the evaluator at the point of goal setting and plan development. Evaluators shall use evidence of educator performance and impact on student learning, growth and achievement to set the goal with the educator, based on the educator’s self-assessment and other sources that the evaluator shares with the educator.

 

jj. Summative Evaluation: An evaluation used to arrive at a rating on each standard, an overall rating, and as a basis to make personnel decisions. The summative evaluation includes the Evaluator’s judgments of the Educator’s performance against Performance Standards and the Educator’s attainment of goals set forth in the Educator’s Plan. The summative evaluation rating must be based on evidence from multiple categories of evidence. MCAS growth scores cannot be the sole basis for a summative evaluation rating. To be rated Proficient overall, an educator shall, at a minimum, have been rated Proficient on the Curriculum, Planning and Assessment and the Teaching all Students standards for teachers. Evaluations used to determine the educator’s overall performance rating and the rating on each of the four standards may inform personnel decisions such as reassignments, transfers, PTS or dismissal pursuant to Massachusetts general laws.

 

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

 

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

 

mm. Trends in student learning: At least three (3) years of data from the locally bargained measures and state assessments used in determining the Educator’s rating on impact on student learning as high, moderate or low.

 

16-03     Evidence Used In Evaluation

 

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

 

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

 

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

 

      Statewide growth measure(s) where available, including the MCAS Student Growth Percentile and the Massachusetts English Proficiency Assessment (MEPA) and locally bargained measures of student learning comparable across grade or subject district-wide.

 

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

 

      For Educators whose primary role is not as a classroom teacher, the appropriate measures of the Educator’s contribution to student learning, growth, and achievement shall be locally bargained. The measures shall be based on the Educator’s role and responsibility.

 

(2) Observations and artifacts of practice including:

 

      Unannounced observations of practice

 

      Announced observations of practice

 

      Examination of Educator work products

 

      Examination of student work products

 

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

 

      Evidence compiled and presented by the Educator, including :

 

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

 

o Evidence of active outreach to and engagement with families;

 

o Student feedback collected by the district, starting in the 2013-14 school year. On or before July 1, 2013, DESE shall identify one or more instruments for collecting student feedback and shall publish protocols for administering the instrument(s), protecting student confidentiality m and analyzing student feedback. The parties agree to bargain the protocols for collecting and analyzing student feedback.

 

16-04    Rubric

 

The rubrics are a scoring tool used for the Educator’s self-assessment, the formative assessment, the formative evaluation and the summative evaluation. Those rubrics are attached to this agreement as Appendix G.

 

16-05    Evaluation Cycle: Training

 

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

 

b.  Before October 15, all Educators shall complete a professional learning activity about self-assessment and goal-setting satisfactory to the superintendent or principal. Any Educator hired after the October 15 date, and who has not previously completed such an activity, shall complete such a professional learning activity about self-assessment and goal-setting within three (3) months of the date of hire. The superintendent shall work with the Association and the joint labor management committee to determine the most effective means to provide this training.

 

16-06    Evaluation Cycle: Annual Orientation

 

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

 

(1)   Provide an overview of the evaluation process, including goal setting and the educator plans.

 

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

 

(3)   The faculty meeting may be digitally recorded to facilitate orientation of Educators hired after the beginning of the school year, provided that an announcement is made at the beginning of the meeting that it is being recorded and no one objects.

 

(4)   Provide District and School goals and priorities, as well as professional development opportunities related to those goals and priorities.

 

16-07    Evaluation Cycle: Self-Assessment

 

a. Completing the Self-Assessment

 

(1)   The evaluation cycle begins with the Educator completing and submitting to the Primary or Supervising Evaluator a self-assessment before October 15 or within four (4) weeks of the start of his/her employment at the school.

 

(2)   The self-assessment includes:

 

     An analysis of evidence of student learning, growth and achievement for students under the Educator’s responsibility.

 

     An assessment of practice against each of the four Performance Standards of effective practice using the district’s rubric.

 

     Proposed goals to pursue:

 

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

 

o At least one (1) goal directed related to improving student learning.

 

b. Proposing the goals

 

(1)    Educators must consider goals for grade-level, subject-area, department teams, or other groups of Educators who share responsibility for student learning and results, except as provided in (2) below. Educators may meet with teams to consider establishing team goals. Evaluators may participate in such meetings.

 

(2)   For Educators in their first year of practice, the Evaluator or his/her designee will meet with each Educator by October 15th (or within four (4) weeks of the Educator’s first day of employment if the Educator begins employment after September 15th to assist the Educator in completing the self-assessment and drafting the professional practice and student learning goals which must include induction and mentoring activities.

 

(3)   Unless the Evaluator indicates that an Educator in his/her second or third years of practice should continue to address induction and mentoring goals pursuant to 603 CMR 7.12, the Educator may propose team goals.

 

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

 

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

 

16-08    Evaluation Cycle: Goal Setting and Development of the Educator Plan

 

a.   Every Educator has an Educator Plan that includes, but is not limited to, one goal related to the improvement of practice; one goal for the improvement of student learning. The Plan also outlines actions the Educator must take to attain the goals established in the Plan and benchmarks to assess progress.

 

b.  To determine the goals to be included in the Educator Plan, the Evaluator reviews the goals the Educator has proposed in the Self-Assessment, using evidence of Educator performance and impact on student learning, growth and achievement based on the Educator’s self-assessment and other sources that Evaluator shares with the Educator. The process for determining the Educator’s impact on student learning, growth and achievement will be determined after DESE issues guidance on this matter. See 16-20, below.

 

c.   Evaluators and Educators shall consider team goals. The evaluator retains authority over goals to be included in an educator’s plan.

 

d.  Educator Plan Development Meetings shall be conducted as follows:

 

(1)    Educators in the same school may meet with the Evaluator in teams and/or individually at the end of the previous evaluation cycle or by October 15th of the next academic year to develop their Educator Plan. Educators shall not be expected to meet during the summer hiatus.

 

(2)    For those Educators new to the school, the meeting with the Evaluator to establish the Educator Plan must occur by October 15th or within six (6) weeks of the start of their assignment in that school

 

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

 

(4)    For educators with PTS with ratings of Proficient and Exemplary, the professional practice goal may be team goals. In addition, these educators may include professional practice goals that address enhancing skills that enable the educator to share proficient practices with colleagues or develop leadership skills.

 

e.   The Evaluator completes the Educator Plan by October 15th. The Educator shall sign the Educator Plan within five (5) school days of its receipt and may include a written response. The Educator’s signature indicates that the Educator received the plan in a timely fashion. The signature does not indicate agreement or disagreement with its contents. The Evaluator retains final authority over the content of the Educator’s Plan.

 

16-09    Evaluation Cycle: Observation of Practice and Examination of Artifacts – Educators without PTS

 

a.     In the first two years of practice:

 

(1)    The Educator shall have at least two (2) announced observations during the school year, one before January 1st and one after January 1st, using the protocol described in section 16-11e, below.

 

(2)    The Educator shall have a minimum of three (3) total unannounced observations at least one per the first three terms, during the school year.

 

b.  In the third year of practice:

 

(1)    The Educator shall have at least one (1) announced observation during the school year using the protocol described in section 16-11e, below.

 

(2)    The Educator shall have a minimum of three (3) total unannounced observations at least one per the first three terms, during the school year.

 

16-10    Evaluation Cycle: Observation of Practice and Examination of Artifacts – Educators with PTS

 

a.   The Educator whose overall rating is proficient or exemplary will have at least one (1) unannounced observation during the evaluation cycle.

 

b.  The Educator whose overall rating is needs improvement must be observed according to the Directed Growth Plan which will be developed by the Evaluator with input from the Educator during the period of Plan which will include at least two (2) announced observations and one (1) announced observation in the first half of the year. The Educator shall have at least four (4) unannounced observations, at least one (1) per marking period.

 

c.   The Educator whose overall rating is unsatisfactory must be observed according to the Improvement Plan which will be developed by the Evaluator and which must include both unannounced and announced observations. Though the specifics of the plan will be included within the plan, the Educator should expect at least one (1) announced and two (2) unannounced observations per month.

 

16-11    Observations

 

a.   Observations required by the Educator Plan should be completed by the dates indicated in the chart in section 16-20.

 

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

 

c.     Walkthroughs, Learning Walks, Instructional Rounds and other like procedures by another name (herein called “walkthroughs”) are intended to gauge the overall climate, culture and instruction within a school, program or department, and entail walking into multiple classrooms, usually for less than five (5) minutes each. Observations from walkthroughs summarize the aggregate climate, culture and instruction and are used to talk about observed patterns and trends across classrooms. The Educator will expect to get feedback from the Evaluator if the Evaluator observed anything issue of concern.

 

d.    Unannounced Observations: All unannounced observations shall be conducted according to the following:

 

(1)    The evaluator shall observe the educator typically between five (5) and fifteen (15) minutes.

 

(2)    The Educator will be provided with written feedback from the Evaluator within five (5) school days of the observation. The written targeted and specific feedback shall be delivered to the Educator in person, placed in the Educator’s mailbox or sent via email. If either the Educator or the Evaluator requests a meeting to discuss the observation, such a meeting will take place within five (5) school days. The Educator will always have the opportunity to write a response to an observation.

 

(3)    Any observation or series of observations resulting in one or more standards judged to be unsatisfactory or needs improvement must be followed by at least one announced observation of at least thirty (30) minutes in duration within twenty (20) school days. The educator shall be given a written document that summarizes the issues, the action(s) to be taken to correct it, and a time frame for the subsequent observation to demonstrate the completion of such action(s).

 

e.     Announced Observations

 

(1)   All non PTS on Developing Educator Plans will have announced observations.

 

(2)   The Evaluator and Educator shall select the date and time of the lesson or activity to be observed and discuss with the Educator any specific goal(s) for the observation. The observation shall be at least thirty minutes in duration.

 

(3)   Within five (5) school days of the scheduled observation, the Evaluator and Educator shall meet for a pre-observation conference. The Educator shall inform the Evaluator as to the content of the lesson, student conference, IEP plan or activity.

 

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

 

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

 

(6)   The Evaluator shall provide the Educator with written feedback within ten (10) school days of the post conference. For any standard where the Educator’s practice was found to be unsatisfactory or needs improvement, the feedback must:

 

     Describe the basis for the Evaluator’s judgment.

 

     Describe actions the Educator should take to improve his/her performance.

 

     Identify support and/or resources the Educator may use in his/her improvement.

 

     State that the Educator is responsible for addressing the need for improvement.

 

(7)   The Educator may request a meeting to discuss the written feedback or may opt to just sign the observation feedback.

 

(8)   The Educator may request an additional observation or observer.

 

16-12    Evaluation Cycle: Formative Assessment

 

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

 

b.    Formative Assessment may be ongoing throughout the evaluation cycle but typically takes places mid-cycle when a Formative Assessment report is completed. For an Educator on a two-year Self-Directed Growth Plan, the mid-cycle Formative Assessment report is replaced by the Formative Evaluation report at the end of year one. See section 16-17, below.

 

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

 

d.    Before the due date for the Formative Assessment report, which due date shall be collaboratively agreed upon by the Educator and the Evaluator, the Educator shall provide to the Evaluator evidence of family outreach and engagement, fulfillment of professional responsibility and growth, and progress on attaining professional practice and student learning goals. The educator may provide to the evaluator additional evidence of the educator’s performances against the four Performance Standards.

 

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

 

f.     The Evaluator shall complete the Formative Assessment report and provide an electronic or hard copy to the Educator. All Formative Assessment reports must be signed by the Evaluator and delivered face-to-face, delivered to the Educator’s school mailbox, or delivered electronically.

 

g.    The Educator shall sign the Formative Assessment report by within five (5) school days of receiving the report. The signature indicates that the Educator received the Formative Assessment report in a timely fashion. The signature does not indicate agreement or disagreement with its contents.

 

h. The Educator may reply in writing to the Formative Assessment report within ten (10) school days of receiving the report. The Educator’s reply shall be attached to the report.

 

16-13    Evaluation Cycle: Formative Evaluation for Two Year Self-Directed Plans Only

 

a.     Educators on two (2) year Self-Directed Growth Educator Plans receive a Formative Evaluation report no later than June 1 of the two (2) year cycle. The Educator’s performance rating for that year shall be assumed to be the same as the previous summative rating unless evidence demonstrates a significant change in performance in which case the rating on the performance standards may change, and the Evaluator may place the Educator on a different Educator plan, appropriate to the new rating.

 

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

 

c.     No later than May 15th, the Educator shall provide to the Evaluator evidence of family outreach and engagement, fulfillment of professional responsibility and growth, and progress on attaining professional practice and student learning goals. The educator may also provide to the evaluator additional evidence of the educator’s performance against the four Performance Standards.

 

d.    The Evaluator shall complete the Formative Evaluation report and provide a copy to the Educator. All Formative Evaluation reports must be signed by the Evaluator and delivered face-to-face or by delivery to the educator’s school mailbox.

 

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

 

f.     The Educator may reply in writing to the Formative Evaluation report within ten (10) school days of receiving the report. The Educator’s reply shall be attached to the report.

 

g.    The educator shall sign the Formative Evaluation report within five (5) school days of receiving the report. The signature indicates that the Educator received the Formative Evaluation report in a timely fashion. The signature does not indicate agreement or disagreement with its contents.

 

16-14    Evaluation Cycle: Summative Evaluation

 

a.     The evaluation cycle concludes with a summative evaluation report. For Educators on a one year Educator Plan, the summative report must be written and provided to the educator by April 15. For educators on a two year Educator Plan, the summative report must be written and provided to the educator by June 1.

 

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

 

c.     The evaluator shall determine the summative rating that the Educator receives. For an educator whose overall performance rating is exemplary or proficient and whose impact on student learning is low, the evaluator’s supervisor shall discuss and review the rating with the evaluator and the supervisor shall confirm or revise the educator’s rating.

 

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

 

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

 

f.     No later than April 1st, the Educator on a one-year plan will provide to the Evaluator evidence of family outreach and engagement, fulfillment of professional responsibility and growth, and progress on attaining professional practice and student learning goals. The educator may also provide to the evaluator additional evidence of the educator’s performance against the four Performance Standards. For the Educator on a two-year plan, this deadline is May 1st.

 

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

 

h.   The Evaluator shall deliver a signed copy of the Summative Evaluation report to the Educator face to face, to the Educator’s School mailbox, or electronically no later than April 15th for Educators on one-year plans, and June 1st for Educators on Two-Year Plans.

 

i.    The Evaluator shall meet with the Educator rated needs improvement or unsatisfactory to discuss the summative evaluation. The meeting shall occur by June 1st.

 

j. The Evaluator shall meet with the Educator rated proficient or exemplary to discuss the Summative Evaluation, if either the Educator or the Evaluator requests such a meeting. The meeting shall occur by June 1st.

 

k.   Upon mutual agreement, the Educator and the Evaluator may develop the Self-Directed Growth Plan for the following two (2) years during the meeting on the Summative Evaluation report.

 

l.    The Educator shall sign the final Summative Evaluation report within five (5) days of receipt of the report. The signature indicates that the Educator received the Summative Evaluation report in a timely fashion. The signature does not indicate agreement or disagreement with its contents.

 

m.  The Educator shall have the right to respond in writing to the Summative Evaluation which shall become part of the final Summative Evaluation report.

 

n.   A copy of the signed final Summative Evaluation report shall be filed in the Educator’s personnel file.

 

16-15    Educator Plans – General

 

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

 

b.     The Educator Plan shall include, but is not limited to:

 

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

 

(2)   At least one (1) goal for the improvement the learning, growth and achievement of the students under the Educator’s responsibility;

 

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

 

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

 

16-16    Educator Plans: Developing Educator Plan

 

The Developing Educator Plan is for all Educators without PTS. The Educator shall be evaluated at least annually.

 

16-17    Educator Plans: Self-Directed Growth Plan

 

a.      The Educator whose overall rating is proficient or exemplary will have at least one (1) unannounced observation during the evaluation cycle.

 

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

 

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

 

16-18    Educator Plans: Directed Growth Plan

 

a.     The Educator whose overall rating is needs improvement must be observed according to the Directed Growth Plan. The plan will include at least two (2) announced observations, one (1) before January 1st, and at least three (3) unannounced observations, at least one (1) per the first three terms.

 

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

 

c.     The Evaluator shall complete a summative evaluation for the Educator at the end of the period determined by the Plan, but at least annually, and in no case later than April 15th.

 

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

 

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

 

16-19    Educator Plans: Improvement Plan

 

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

 

b.    The Educator whose overall rating is unsatisfactory must be observed according to the Improvement Plan, which must include both unannounced and announced observation. The Educator will have at least three (3) total unannounced observations, at least one (1) per the first three marking periods. The Educator will have at least two (2) announced observations. For Improvement Plans of six (6) months or fewer, there must be no less than one (1) announced and two (2) unannounced observations though the specifics of the plan will be included within the plan, the Educator should expect at least one (1) announced and two (2) unannounced observations per month.

 

c.     The parties agree that in order to provide students with the best instruction, it may be necessary from time to time to place an Educator whose practice has been rated as unsatisfactory on an Improvement Plan of no fewer than thirty (30) school days and no more than one (1) school year. The Evaluator must complete a summative evaluation for the Educator at the end of the period determined by the Evaluator for the Plan.

 

d.    An Educator on an Improvement Plan shall be assigned an Evaluator (see definitions in section 16-02). The Evaluator is responsible for providing the Educator with guidance and assistance in accessing the resources and professional development outlined in the Improvement Plan.

 

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

 

f.     The Improvement Plan process shall include:

 

     Within ten (10) school days of notification to the Educator that the Educator is being placed on an Improvement Plan, the Evaluator shall schedule a meeting with the Educator to discuss the Improvement Plan. The Evaluator will develop the Improvement Plan, which will include the provision of specific assistance to the Educator.

 

     The Educator may request that a representative of the Association attend the meeting(s).

 

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

 

g.   The Improvement Plan shall:

 

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

 

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

 

     Describe the assistance/resources, be it financial or otherwise, that the district will make available to the Educator;

 

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

 

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

 

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

 

     Include the signatures of the Educator and Evaluator.

 

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

 

Decision on the Educator’s status at the conclusion of the Improvement Plan:

 

All determinations below must be made no later than April 15th. One of three decisions must be made at the conclusion of the Improvement Plan:

 

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

 

     If the Evaluator determines that the Educator is making substantial progress toward proficiency, the Evaluator shall place the Educator on a Directed Growth Plan.

 

     If the Evaluator determines that the Educator is not making substantial progress toward proficiency, the Evaluator shall recommend to the superintendent that the Educator be dismissed.

 

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

 

16-20    Deadlines for Evaluation Plans

 

When a deadline falls on a non-school day, the deadline shifts to the first school day after the original deadline.

Completed By:

Activities:

By 1st Student Day

I. Overview of Evaluation Process

 

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

 

    Educators on One-Year Plans can submit evidence of parent outreach, professional growth, progress on goals, and/or any other standards/indicators at any time during the cycle until April 1st.

 

    Educators on Two-Year Plans can submit evidence of parent outreach, professional growth, progress on goals, and/or any other standards/indicators at any time during the cycle until May 15th of the second year of the cycle.

By October 15

II. Self-Reflection and Self-Assessment Form and Goal Setting/Plan of Action Form

 

     Evaluator may establish reasonable timelines for Educators to complete the steps listed in this section (II).

 

     Evaluator meets with Educator to assist in self-assessment and goal setting process.

 

     Educators in One-Year plans and Educators in first year of Two-Year Plans: Educator submits the Self-Reflection and Self-Assessment Report and proposes goals for the Goal Setting/Plan of Action Form.

 

     Educators in second year of Two-Year Plans: Educator submits revised Goal Setting/Plan of Action Form if needed.

 

     Evaluator meets with Educators in teams or individually to complete the Goal Setting/Plan of Action Form (Educator Plan may be established at the Summative Evaluation Report meeting in prior school year).

 

     Evaluators and Educators sign the Goal Setting/Plan of Action Form.

By January 1

III. One -Year Plans: Observations and Collection of Evidence and One-Year Formative Assessment Reports

 

     Evaluator completes at least two (2) unannounced observations.

 

     Evaluator completes at least one (1) announced observation.

 

     Evaluator completes One-Year Formative Assessment Reports for Educators on One-Year Plans.

 

     Evaluator notifies Educator about any needs for evidence of indicators or concerns regarding goals in the One-Year Formative Assessment Report.

 

     Evaluator conducts Formative Assessment Meeting and shares One-Year Formative Assessment Report.

 

     The Educator has five (5) school days after January 1 or receipt of the report, whichever is later in which to sign the One-Year Formative Assessment Report, and add response, if any.

 

     Educator can request assistance in gathering evidence.

Any time during the 2-year evaluation cycle

IV. Two-Year Plans: Observations and Collection of Evidence

 

     Evaluator completes at least one (1) unannounced observation.

 

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

By April 1

V. One-Year Plans: Submitting Evidence

 

    Educators on One-Year Plans can submit evidence of parent outreach, professional growth, progress on goals, and/or any other standards/indicators as indicated in the One-Year Formative Assessment Report at any time during the cycle until April 1st.

By April 15

VI. One -Year Plans: Summative Evaluation Reports

 

     Evaluator completes at least one (1) unannounced observation.

 

     Evaluator completes at least one (1) announced observation.

 

     Evaluator completes Summative Evaluation Report.

 

     Evaluator holds Summative Evaluation Meetings and shares Summative Evaluation Report.

 

    The Educator has five (5) school days after April 15th in which to sign the Summative Evaluation Report and add response, if any.

By May 15

VII. Two-Year Plans: Submitting Evidence

 

    Educators on Two-Year Plans can submit evidence of parent outreach, professional growth, progress on goals, and/or any other standards/indicators at any time during the cycle until May 15th of the second year of the cycle.

By June 1

VIII. Two-Year Plans: Two-Year Formative Evaluation Reports and Summative Evaluation Reports

 

    Evaluator conducts the Formative Evaluation Meeting and completes the PST Formative Evaluation Report (for teachers in Year 1 of 2).

 

    Evaluator notifies Educator about any needs for evidence of indicators or concerns regarding goals in the PST Formative Evaluation Report.

 

    Educator can request assistance in gathering evidence.

 

    Evaluator conducts the Summative Evaluation Meeting and completes the Summative Evaluation Report (for teachers in Year 2 of 2).

16-21    Educators on Improvement Plans

 

The timeline for Educators on plans of less than one (1) year will be established in the Educator Plan.

 

16-21    Rating Impact on Student Learning Growth

 

DESE will provide model contract language and guidance on rating educator impact on student learning growth based on state and district-determined measures of student learning. Upon receiving this model contract language and guidance, the parties agree to bargain with respect to this matter, provided that educators will not be assessed using student data until the measures are identified and data is available for three (3) years.

 

16-22    Using Student feedback in Educator Evaluation

 

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

 

16-23    Using Staff feedback in Educator Evaluation

 

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

 

16-24    General Provisions

 

a.     Only Educators who are licensed may serve as primary evaluators of Educators.

 

b.    Evaluators shall not make negative comments about the Educator’s performance, or comments of a negative evaluative nature, in the presence of students, parents or other staff, except in the unusual circumstance where the Evaluator concludes that s/he must immediately and directly intervene.

 

Nothing in this paragraph is intended to limit an administrator’s ability to investigate a complaint, or secure assistance to support an Educator.

 

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

 

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

 

e.     The parties agree the 2012-2013 year will be a pilot year and will establish a joint labor-management evaluation team which shall review the evaluation processes and procedures annually through the first three years of implementation and recommend adjustments to the parties, as well as discuss other parts of the evaluation process noted as needing further negotiations. Recommendations from this team shall be forwarded to the parties for further negotiations and ratification.

 

f.     Violations of this article are subject to the grievance and arbitration procedures.

 

16-05    Personnel Files

 

a.     No derogatory material, including any document specifically addressed to the teacher, shall be placed in a teacher's file without his/her knowledge. This knowledge will be indicated by the teacher's signature being affixed to the material placed in the file. Teachers will have the right to submit a written answer to such material and this answer shall be reviewed by the Superintendent and attached to the file copy.

 

b.    The official personnel file for each member of the bargaining unit shall be kept at the Office of the Superintendent of Schools. Other files may be maintained by supervisors and evaluators, however, their contents may not be used for personnel decisions unless the documents have been forwarded to the Office of the Superintendent prior to October 15th of the school year following the school year in which they were developed or received. By October 15th of each school year, the location of all files on each teacher shall be made known to the teacher. The teacher shall have the right to review and to duplicate the contents of any such file upon request. A teacher may, if he/she wishes, have a representative of the Association accompany him/her during such a review. No documents or materials specifically concerning the teacher found or kept in any other place can be used to the detriment of any teacher. The right to review and duplicate files does not extend to confidential recommendations received by the school system prior to a teacher's being hired.

 

c.     With any personnel file there shall be a log sheet. Access to a personnel file by anyone other than Central Office personnel or legal counsel will be recorded setting forth the date, name of the person reviewing the file, and the reason for access.

 

ARTICLE 17

 

Employee Discipline and Just Cause

 

17-01 a. The evaluation and supervision procedures do not preclude an administrator from using employee discipline to deal with a situation in which the Superintendent determines that a bargaining unit member’s actions are unacceptable. Progressive discipline will be followed (i.e. oral reprimand, written reprimand, suspension without pay, dismissal), unless the Superintendent determines that the seriousness of the unit member’s actions warrants initiating discipline beyond an oral reprimand.

 

b.   No teacher will be issued a written reprimand, suspended, or dismissed without just cause.

 

c.    If the supervisor or evaluator intends a conference to be the first step in the process of employee discipline, the supervisor or evaluator must so inform the teacher in advance of the conference and advise the teacher of his/her right to be accompanied by a representative of the Association. The supervisor or evaluator may have other persons present at any meetings and shall notify the teacher as to whom the supervisor will have with him/her at the meeting.

 

d.    Evaluation Reports shall be subject to just cause, but the opinions/judgments of the evaluator are not subject to just cause review. The facts, procedures, the appropriateness of personnel actions taken as a result of the evaluation and the Remedial Plan are subject to review by the arbitrator.

 

e.     Any serious and/or recurring complaints regarding the performance of a teacher made to any member of the administration by any parent, student, or other person which has been reduced to writing shall be called to the attention of the unit member.

 

f.     The criteria for determining whether there was just cause for employee discipline is as follows:

 

1.    Did the Superintendent or his/her designee give the teacher forewarning or foreknowledge of the possible or probable disciplinary consequences of the unit member’s conduct?

 

2.    Was the Superintendent or his/her designee’s rule or managerial order reasonably related to (a) the orderly, efficient, and safe operation of the schools and (b) the performance that the Superintendent might properly expect of the unit member?

 

3.    Did the Superintendent or his/her designee, before administering discipline to a teacher, make an effort to discover whether the teacher did in fact violate or disobey a rule or order?

 

4.    Was the Superintendent or his/her designee’s investigation conducted fairly and objectively?

 

5.    At the investigation did the Superintendent’s representatives obtain substantial evidence or proof that the teacher was guilty as charged?

 

6.    Has the Superintendent or his/her designee applied its rules, orders and penalties even-handedly and without discrimination to all teachers?

 

7.    Was the degree of discipline administered by the administration in a particular case reasonably related to (a) the seriousness of the teacher’s proven offense and (b) the record of the teacher in his/her service with the school system?

 

g.    It is understood that some conduct does not require forewarning or a detailing of the possible or probable consequences in advance of imposing discipline.

 

h. Notwithstanding the provisions of this Article, the Superintendent may dismiss an employee without first withholding an increment or freezing a salary at maximum.

 

17-02    GRIEVANCES INVOLVING SUPERVISION AND EVALUATION

 

a.     Suspensions pursuant to Massachusetts General Laws, Chapter 168A, Section 25 shall not be subject to the grievance and arbitration procedure.

 

b.    The failure to renew the contract of a non-professional status teacher or failure to renew appointment of stipendiary position is not subject to just cause and the grievance or arbitration procedures except as to an allegation of any specific procedure provided for in this Agreement as opposed to the judgments of the supervisor, evaluator, Superintendent or School Committee.

 

c.     A grievance alleging deviation from the procedures established by this Agreement for the evaluation of a teacher who has not been dismissed may be processed only through Level Three of the grievance procedure, and shall not be subject to the arbitration provisions of this Agreement, provided that any denial of said grievance shall be without prejudice to refiling of the grievance in the event that said member shall subsequently be dismissed, and provided further that said grievance, if so refiled, shall be subject to the arbitration provisions of this Agreement. The teacher may at his/her discretion file a written notice of an alleged procedural violation within five (5) school days of the event(s) which give rise to the notice in lieu of filing a grievance. Said notice will preserve the teacher’s right to subsequently file a grievance based upon the same events provided the teacher has given a copy of said notice to his/her building principal and the Superintendent.

 

d. Evaluation reports shall be subject to just cause, but the opinions/judgments of the evaluator are not subject to just cause review. The facts, procedures, the appropriateness of personnel actions, other than non-renewal, taken as a result of the evaluation and the Remedial Plan are subject to review by the arbitrator.

 

17-03    DISMISSAL PROCEDURE

 

In order to dismiss a professional status teacher for inefficiency and/or incompetency, as opposed to incapacity, conduct unbecoming, insubordination or other good cause as provided for in General Laws, C. 71, Section 42 and 42A, and the Educator Evaluation Language in this Collective Bargaining Agreement must be followed.

 

ARTICLE 18

 

Layoff and Recall

 

Layoff:

 

18-01 If the Committee decides to reduce the number of professional status teachers or professional status administrators, such reduction shall be consistent with the General Laws of the Commonwealth.

 

18-02 If, in the judgment of the Committee, it is necessary to layoff professional status teachers or professional status administrators, then the employee with the least seniority in the classification shall be laid off first.

 

18-03 If the Committee decides to reduce by layoff the number of professional status teachers or professional status administrators, the layoffs shall be carried out, in accordance with the procedures described below, within the following classifications:

 

a.     Mathematics and Mathematics Coach

 

b.    English

 

c.     Science

 

d.    Social Studies

 

e.     Technology Education

 

f.     Family and Consumer Science

 

g.    ROTC

 

h.    Foreign Language

 

i.     Instructional Technology

 

j.     Elementary

 

k.    Music

 

l.     Art

 

m.   Physical Education

 

n.    Reading

 

o.    Guidance

 

p.    Special Education Teachers, Integrated Pre-School Teachers

 

q.    Special Education Specialists, which includes Psychologist, Adaptive Physical Education Teacher, Speech/Hearing, Behaviorist, and Occupational Therapist.

 

r.    Special Education Assistant Director

 

s.    Alternative Education Teacher

 

t.     Librarian

 

u.    ELL Coordinator and ESL Teacher

 

v.    Secondary Assistant Principals and Elementary Assistant Principals

 

w.   Health Education

 

x.    Skills Center Teacher and Learning Strategies Teacher

 

y.    Adjustment Counselor

 

z.    Dance Teacher

 

aa.   Planning Center Teacher

 

bb.  Athletic Director

 

cc.   Gifted and Talented Teacher

 

In those classifications which include more than one certification area (i.e. science, foreign language, special education) seniority grouping, bumping rights, and/or recall rights are limited to those subject areas for which a laid off employee is certified.

 

18-04 a. Seniority shall be determined by the length of uninterrupted service within the bargaining unit in years, months and days on the Seniority List approved by the parties to this Agreement. The period of any unpaid leave (Family Leave and Extended Personal Leave) authorized under this Agreement, and commencing after July 1, 1985, shall not be credited toward length of continuous service in the school system for purposes of this Article. Said list shall be prepared by the Superintendent and sent to the Association President and each member of the bargaining unit within 39 days following the execution of this Agreement and on or before each November 1st thereafter. Unless the list is challenged prior to December 1st by a written notice to the Superintendent and the President of the Association, which sets forth the factual basis for the challenge, it shall be deemed to be accurate until a subsequent list has been issued. In the event of a challenge, The Association will have thirty (30) calendar days in which to notify the Superintendent of its position on the merits of the challenge. If the challenge calls for a revision of the Seniority List, the Superintendent shall issue a new List before January 15th. Any teacher who is still aggrieved by the List must file a grievance in accordance with the provisions of Article 5 otherwise the List shall be deemed to be accurate until a new List is issued. Ties in length of service shall be resolved by the application of the prior interrupted service, if any, in the Bedford Public Schools; and if still unresolved by lot.

 

Part-time teachers who work at least half-time (.5) will be included on the seniority list and earn seniority at the rate of one (1) year for two (2) years of service (e.g. 2 years at .5 or more but less than full time = 1 year of seniority).

 

b.    Professional status teachers or professional status administrators who have been granted leaves of absence under the Agreement, or who have applied for early retirement under Article 34 hereof, shall be subject to consideration for possible layoff under the Agreement together with all personnel actively employed in their respective classifications as set forth in section 18-03 hereof.

 

c.     Professional status teachers or professional status administrators will be laid off only at the end of a school year, and shall be given written notice by April 15th of the school year prior to the school year in which the layoff or reduced workload will take effect. The number of said notices shall be the minimum number necessary to reduce the number and/or workloads of professional status teachers or professional status administrators to the staffing levels determined by the Committee to be necessary for the next school year. If it is known that a budget different from the budget recommended by the Committee for the next school year will be presented to the Annual Town Meeting, the Committee shall issue contingency notices of possible additional layoffs. As positions open up, designated teachers will have their layoff notices rescinded, but along with all professional status teachers or professional status administrators on leave, need not be assigned to a specific position until August 15.

 

d.    Professional status teachers or professional status administrators will be laid off only at the end of a school year, and shall be given written notice by April 15th of the school year prior to the school year in which the layoff or reduced workload will take effect. If said employee shall elect to have his/her layoff treated as a leave of absence, he/she shall waive his/her said rights under Massachusetts G.L. Chapter 71, sections 41 and 42 in writing not later than the date on which the Committee's said vote is to be taken, and shall, if laid off, have recall rights as provided in the Agreement, provided that the period of such leave of absence shall not be considered as service in the Bedford school system for any purpose under this Agreement.

 

e.     In each classification affected by layoff pursuant to the foregoing provisions, there shall be exempted from designation for layoff the teacher who is determined by the Superintendent to be the only teacher in the classification who is qualified, on the basis of teaching experience and extent of academic preparation, to teach a course which is offered or to be offered.

 

f.     Secondary Assistant Principals, Program Directors and Program Administrators, who have served in said positions for more than three years, as of July 1, 1992, shall not be subject to layoff while assigned to a position which includes administrative duties. If said position is abolished by the Committee, the affected employee will revert to a full-time teaching position in his/her classification.

 

A decrease in administrative time for Secondary Assistant Principals, Program Directors and Program Administrators shall be considered a reduction-in-force for purposes of applying this section.

 

g.    In the event of the reduction-in-force of an employee in classifications, V, said employee will be entitled to fall-back into a classification in which he/she is teaching or has most recently taught in Bedford, if there is an employee with less seniority in the classification on the effective date of layoff.

 

h. Any professional status teacher transferred, voluntarily or involuntarily, who then becomes subject to a reduction-in-force, will be entitled to fallback into the classification from which he or she was most recently transferred. The provisions of this section apply only to those employees who have transferred since July 1, 1989.

 

i. Physical Education Teachers employed as of July 1, 1992 who also hold certification in Health Education will be included on the seniority list for Health Education.

 

18-05 a. This subsection shall apply to any transfer of a professional status teacher, the intent of which is to reduce or eliminate the then existing need to lay off another professional status teacher, or the then foreseen effect of which will be to reduce or eliminate such a need in the future. If, subsequent to such a transfer, the transferee shall be designated for layoff, he/she shall be involuntarily retransferred to his/her original classification, provide that the retransfer will eliminate the need for such layoff.

 

b. This subsection shall apply in the event that the transfer of a professional status teacher shall have the actual effect, within two (2) years of its implementation, of reducing or eliminating the then existing need to lay off another professional status teacher. If, subsequent to the occurrence of such event, the transferee shall be designated for layoff, the retransfer provisions of subsection a., above, including the stated proviso, shall be applied.

 

Recall:

 

18-06 Professional status teachers who have been laid off and who have elected to have the layoff treated as a leave of absence pursuant to section 18-04d of this Agreement, will have recall rights as described below, commencing with the last day of employment before layoff and ending with the first full school day in the September two years thereafter. Recall will be in reverse order of layoff.

 

18-07 If a vacancy occurs in the classification from which the teacher was laid off, then the laid off teacher, if certified at the time of layoff, will be recalled to fill any vacancy in that classification as listed in Article 18-03.

 

18-08 If a vacancy occurs in a classification in which a laid-off teacher has taught at least one year in Bedford within the past five years prior to the effective date of layoff, then the laid-off teacher will be recalled to fill that vacancy.

 

18-09 If a vacancy occurs in a classification other than that from which a teacher was laid off, then the teacher will be recalled to fill that vacancy if the Superintendent determines that the teacher is qualified to fill that vacancy. In making such determination, the Superintendent will use the criteria enumerated in 18-02.

 

18-10 Teachers will be notified of recall via certified mail at their last address on record in the Superintendent's Office.

 

A teacher shall have fifteen (15) days upon receipt of notification to notify the Superintendent of his acceptance/rejection and to be available to start. A teacher who rejects recall or who does not respond within the fifteen days shall forfeit all further rights to recall. A teacher laid off from a full-time position may refuse recall to a part-time position without forfeiting recall rights except recall to the refused position once that position has been filled.

 

18-11 A teacher who is recalled shall have the same benefits he/she had at the time of layoff with respect to professional status, unused sick leave (subject to Article 31-05a. hereof) and placement on the salary schedule, and, during the period of layoff, shall be entitled to maintain his/her membership in the health and insurance plans provided in Article 39 hereof, provided that he/she shall pay the entire cost of such health and insurance plan coverage.

 

18-12 If the Committee determines in its sole discretion to lay off personnel then said determination will not be subject to Article 5 - Grievance and Arbitration - except as to the accuracy of the seniority list.

 

ARTICLE 19

 

Reduction in Rank or Compensation

 

19-01    No teacher shall be reduced in rank or compensation except for just cause.

 

ARTICLE 20

 

Workers’ Compensation

 

20-01 When a teacher is absent from work because of an injury which is compensable under the Workers' Compensation Act, the teacher must notify the Superintendent as soon as possible following the injury and must file a Workers' Compensation claim. During the pendency of a claim and during any period in which the teacher receives Workers' Compensation benefits, the teacher may use his/her own accumulated sick leave and the sick leave bank to maintain a full salary. The refusal to file a Workers' Compensation claim for a job related injury will render a teacher ineligible to use accumulated sick leave or the sick leave bank.

 

In the event of a Workers' Compensation Award, the teacher shall return to the Town of Bedford any compensation received for days of absence for which the teacher has received sick leave or sick leave bank payments. In this case, the sick leave or sick leave bank days shall be restored on a prorated basis. The School Committee will aggressively educate employees concerning eligibility for and procedures for filing a worker's compensation claim.

 

ARTICLE 21

 

Serious Illness in the Family Leave

 

21-01 In any one school year, five (5) of the fifteen (15) days intended for sick leave may be used by a teacher if his/her absence is necessary in case of illness of a spouse, child, parent or members of the immediate household.

 

ARTICLE 22

 

Personal Business Leave

 

22-01    Each employee may have three (3) days per year, non-cumulative, for those purposes listed below:

 

a.            Specific religious holidays

 

b.            Emergency cases involving medical diagnosis

 

c.            Court cases specifically involving the teacher

 

d.            Attendance at the funeral of a person outside the immediate family

 

e.            Other purposes at the discretion of the Superintendent

 

f.            Unstated personal reasons.

 

No half-day personal days will be allowed. Prior approval from the Superintendent for using more than one (1) personal day at a time is required.

 

22-02 Personal business days, except in the case of an emergency, should be requested in writing at least 72 hours prior to the date of the absence; however, such leave shall not unreasonably be withheld.

 

22-03 Personal business days will not be granted on days before or after the holidays or vacations except at the discretion of the Superintendent.

 

ARTICLE 23

 

Bereavement Leave

 

23-01 In the event of a death in the immediate family, the teacher shall be entitled to leave with pay for up to five (5) workdays falling within two weeks following the day of the death. The immediate family for this article shall be defined as husband, wife, domestic partner, son, daughter, mother, father, brother, sister, or anyone living in the teacher’s household. Five (5) additional days without loss of pay may be granted at the sole discretion of the Superintendent.

 

Teachers will be allowed time off without loss of pay for up to two (2) working days within two weeks following the death of a relative of the teacher. For this section, relative shall be defined as aunt, uncle, grandparent, mother-in-law, father-in-law, daughter-in-law, son-in-law, brother-in-law, sister-in-law, grandchildren, niece or nephew.

 

ARTICLE 24

 

Family Care Leave

 

24-01 In order to be eligible for Family Care Leave beyond that provided for by law, the parent of a new born child must have completed at least three years of service in Bedford. Such leave shall commence as follows:

 

a.     For father: upon the birth of the child.

 

b.    For mothers: upon the birth of the child or upon recovery from the pregnancy-related disability as requested by the teacher.

 

c.     For teacher who is the non-birth parent: upon the birth or adoption of the child up to ten (10 days of consecutive personal sick leave use.

 

The termination of such leave shall be indicated in his/her request. However, the teacher must return to active teaching no later than the beginning of the school year following the first birthday of the child or may return earlier if mutually agreed upon by teacher and Superintendent.

 

24-02 A leave of absence without pay will, upon request, be granted to any teacher who has accepted a child as part of adoption proceedings. Such leave shall commence at the time of the adoption. The termination of such leave shall be indicated in his/her request. However, the teacher must return to active teaching no later than the beginning of the second school year following the adoption or may return earlier if mutually agreed by teacher and Superintendent.

 

24-03 A leave of absence without pay will, upon request, be granted to any teacher for the purpose of taking care of a member of the teacher's immediate family when the presence of the teacher is required, subject to the following conditions:

 

a.     Such leave shall be granted only during a single school year.

 

b.    No more than one such leave will be granted to a teacher during any school year.

 

c.     The starting and expected termination dates shall be indicated in the request. The duration of the leave may be extended by mutual consent between the teacher and the Superintendent.

 

24-04 If a leave is approved under this Article for more than twenty-five (25) school days, the return must be on or before the halfway point of a marking period or at the conclusion of the December, February, or April scheduled school closings.

 

24-05 A teacher on family care leave under any of the foregoing provisions shall give written notice to the Superintendent of intention to return to active teaching as follows:

 

a.     By February 15, if scheduled to return at the beginning of the following school year.

 

b.    In the case of leaves commencing after February 15, and approved for more than twenty-five (25) school days, by fifteen (15) school days prior to the scheduled date of return, but in no event later than the June 15th following commencement of the leave.

 

c.     If the Superintendent fails to receive notice as provided in subsections a. and b. above, he/she will send a written request for such notice to the last-known address of the employee, certified mail, return receipt requested. If the teacher fails to respond within ten (10) days of the mailing of such request, the teacher will, to the extent permitted by law, be deemed to have resigned.

 

24-06    A teacher on family care leave shall not be permitted to accrue sick leave during the period of such leave.

 

24-07 During the period of a leave approved under this Article, the teacher shall accrue no credit for increment or longevity, except as hereafter provided. Upon return from such leave, the teacher will be placed on the step in the salary schedule which he/she held prior to the commencement of the leave, except that a teacher who has completed at least ninety-three (93) days of teaching in the school year in which the leave commences shall, upon return from leave, receive credit for up to a maximum of one (1) school year of teaching for increment and longevity purposes.

 

24-08 The teacher, upon return from family care leave, shall be restored to the position which he/she held when his/her leave began, or to a substantially equivalent position.

 

24-09 Except as otherwise required by G.L. C. 149, Section 105D, and the FMLA of 1993, a teacher must have completed at least three years of employment in Bedford before he/she is eligible for Family Care Leave. A summary of G.L. C. 149, Section 105D and the Family Medical Leave Act, are Appendix F to this Agreement for information purposes only.

 

ARTICLE 25

 

Sabbatical Leave

 

25-01 Sabbatical leave may be granted by the School Committee for the purpose of improving instruction in the Bedford Schools. A leave of absence may be granted for professional study or directed research which, in the judgments of the Principal, Superintendent and School Committee, will increase the professional ability of the teacher or administrator requesting the sabbatical leave.

 

25-02 Sabbatical leave may be granted only at the discretion of the School Committee upon the recommendations of the Principal and Superintendent. A decision by the Committee to deny an application for sabbatical leave shall not be subject to the grievance and arbitration provisions of this Agreement.

 

25-03 Regularly appointed members of the teaching, supervisory or administrative staff, who have professional status and have completed seven (7) consecutive years of continuous service within the local school system, not to include the period of any unpaid leave granted under this Agreement, are eligible for sabbatical leave. The term "teacher" is defined as any member of the professional staff.

 

25-04    Application for Leave

 

a.     Personnel who meet the requirements for a sabbatical leave should present a letter of application for leave between January 2 and March 1 for any sabbatical leave period which will interrupt their services in the local school system for any portion of the next school year. Applications will be accepted and decisions rendered by the School Committee no later than May 1. The application shall be on a form prepared by the Superintendent after consultation with the Association.

 

b.    No more than three (3) sabbatical leaves shall be granted in any school year.

 

25-05 Effect of Leave on Salary Increment. The term in which study leave is taken will be accepted as an equivalent period of teaching, administration or supervision and will count toward increases on the salary schedule, provided the required number of acceptable college credits have been earned during such time.

 

25-06 The sabbatical year will be treated as a year of Bedford experience for salary purposes for all members of the A and B groups.

 

25-07 Sabbatical leave may be granted for a maximum period of one (1) year. Sabbatical leave will be granted only on the basis of one-half school year or full year.

 

25-08 Extent and Distribution of Leaves. A teacher granted a sabbatical leave may not receive a second sabbatical leave within a period of seven (7) years.

 

25-09 The salary amount to be paid while on leave shall be based on the salary earned for the 10 months' teaching year from September 1 - June 30 and at the salary rate of one-half pay for a full year of leave or full pay for one-half year of leave. That is, pay or compensation shall be based upon the amount of salary which a "teacher" would have earned had he/she not been on leave of absence. Regularly appointed members of the teaching staff, who have professional status and have completed fourteen (14) consecutive years of continuous service within the local school system are eligible for sabbatical leave with full pay for a full year of leave.

 

25-10 Teachers shall not engage in remunerative work while on leave, except as hereinafter provided. Scholarships and fellowships in approved colleges and universities, which do not interfere with the program of professional improvement, are excepted. If other remunerative work is desired by the teacher on leave, arrangements satisfactory to the Superintendent of Schools shall be made.

 

25-11 The teacher returning from sabbatical leave shall submit a report to the Superintendent containing transcripts of all college or university work done while on leave and all other items of information pertinent to an evaluation of his/her program.

 

25-12 The teacher or administrator shall enter into written agreement with the School Committee, that, upon termination of such leave, he/she will return to service in the Bedford schools of such city or town for a period equal to twice the length of such leave and that, in default of completing such service, he/she will refund to the Town of Bedford an amount equal to such proportion of salary received by him/her while on leave as the amount of service not actually rendered as agreed bears to the whole amount of service agreed to be rendered.

 

ARTICLE 26

 

Professional Leave

 

26-01 If prior written approval to attend has been granted by the Superintendent, the School Committee will pay, up to $100.00, budgeted expenses upon submittal of itemized voucher for fees, meals, lodging, and transportation incurred by teachers who attend seminars, workshops, conferences, and other professional activities with the approval of the Superintendent.

 

If at the end of a school year, unexpended monies remain in the in-state expense accounts, said monies shall be distributed on a pro-rated basis to the teachers who have not been fully reimbursed for the in-state expenses incurred in connection with such attendance, provided that the teachers who have not received full reimbursement of the first $100.00 of their said expenses shall be so reimbursed before any prorated distribution is made. The same procedure shall be followed for reimbursement of out-of-state expenses incurred in connection with such attendance. The foregoing provisions shall not apply where a teacher's attendance has been specifically requested by the Superintendent.

 

26-02    Days spent on such professional activities will not be charged to sick leave.

 

ARTICLE 27

 

Military Leave

 

27-01 A teacher will be entitled each year to a maximum of ten (10) days paid leave when called into temporary active duty of any unit of 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.

 

27-02 A teacher who leaves the Bedford School System to fulfill a military obligation shall receive full credit on the salary schedule for this time.

 

ARTICLE 28

 

Jury Duty

 

28-01    The Committee agrees that teachers who are called for Jury Duty shall not suffer any loss in income.

 

a.     The teacher shall continue to be paid at the same rate he/she would have been paid had he/she not been required to serve.

 

b.    At the end of such service, the teacher will:

 

1.    Sign over to the School Department any checks received for Jury Duty pay (not including payment for mileage and other expenses), or

 

2.    Present a certified check for the amount of such pay to the School Department.

 

ARTICLE 29

 

Extended Personal Leave

 

29-01 Subject to the conditions enumerated below, professional status teachers will, upon request, be granted a leave of absence without pay for personal reasons:

 

a.     Such leave must be for one school year but may be extended for an additional school year at the discretion of the Superintendent if the teacher requests such extension.

 

b.    The teacher will receive no salary or benefits but may remain in the health plan and pay the entire premium himself/herself.

 

c.    No more than one such leave need be granted for any one school year. If more than one teacher applies, the Superintendent will have discretion as to which applicant will be granted the leave. The Superintendent, at his/her discretion, may grant more than one such leave per school year.

 

d.    A teacher on such leave must notify the Superintendent in writing by February 15 of his/her intention to return the following September. If the Superintendent fails to receive such timely notice, he/she will send a written request for such notice to the last-known address of the employee, certified mail, return receipt requested. If the teacher fails to respond within ten (10) days of the mailing of such request, he/she will, to the extent permitted by law, be deemed to have resigned.

 

e.     During the period of a leave approved under this Article, the teacher shall accrue no credit for increment or longevity, except as hereafter provided. Upon return from such leave, the teacher shall be restored to the position which he/she formerly held or a substantially equivalent position; shall be placed on the step in the salary schedule which he/she held prior to the commencement of leave, except that a teacher who has completed at least ninety-three (93) days of teaching in the school year in which the leave commences, upon return from leave, shall receive credit for up to a maximum of one (1) school year of teaching for the purposes of increment and longevity; and shall have restored to him/her previously accrued sick leave and years of service toward sabbatical eligibility.

 

f.     Applications for a leave to begin in September of a particular year must be made by March 15 of the preceding year but the Committee may, at its discretion, waive this requirement.

 

ARTICLE 30

 

Leave-General

 

30-01 A medical certificate or other suitable evidence may be required in all cases of absence with the exception of the "no cause" personal day.

 

30-02 The Superintendent may request such evidence by writing to the teacher and may stipulate a reasonable deadline for the submission of such evidence. Should the teacher fail to meet such deadline, all salary and benefits shall cease until the evidence is submitted.

 

ARTICLE 31

 

Sick Leave

 

31-01 All teachers employed on a full-time basis are allotted fifteen (15) days of sick leave with full pay each year. In cases where an employee is absent for reasons chargeable to sick leave less than fifteen (15) days in any one year, the days not used shall be accumulated for use in subsequent years to a maximum accumulation of 160 days. Sick leave may be accrued at the rate of 1.5 days per month. Part-time teachers working less than five (5) days will have the number of sick days prorated. Part-time teachers who work five (5) days a week will be awarded fifteen (15) days of sick leave per year.

 

31-02 Members of the B-l group who are on a 12-month contract shall be entitled to eighteen (18) days per year accumulated to two hundred (200) days.

 

31-03    Sick leave pursuant to this article shall apply to disabilities caused by or related to pregnancy.

 

31-04    A sick leave bank shall be maintained pursuant to Appendix E.

 

31-05 Teachers who have been in the system for fifteen (15) or more years will be entitled to one day's pay for each five days of accumulated sick leave up to 145 days for teachers and 180 days for B-1's under the following conditions:

 

a.     If the teacher is laid off and the teacher receives pay under this section and is later recalled, he/she shall return with no accumulated sick leave, provided that the foregoing provision shall not apply if the teacher has reimbursed the Town for such pay.

 

b.    If the teacher retires and the Committee receives notice of said retirement from the Massachusetts Teachers' Retirement Board, or other verification of the teacher's retirement (i.e. a retirement stub from the MTRB) within the fiscal year following the year of the teacher's last day of work in Bedford. This provision takes effect immediately for all employees hired by the Committee after July 1, 1994. For those in the employ of the school district the language of this Section 31-05(b) of the previous agreement ("If a teacher retires and the Committee receives notice of retirement from the Massachusetts Teachers' Retirement Board") shall govern up to and including June 30, 1996; thereafter the above language shall govern all employees.

 

c.    If the teacher dies, the amount will be paid to the estate of the teacher.

 

d.    If the teacher so requests, the payment may be delayed to the following January 1.

 

31-06 In case of sick leave, the Superintendent may require an examination by a physician to be selected by the employee from a list provided by the Superintendent. Such an examination will be at School Department expense.

 

31-07 The District will make available to each teacher their total accumulated sick days by November 1 of each school year.

 

ARTICLE 32

 

Early Retirement Incentive

 

32-01 The Committee will offer an early retirement incentive plan for teachers employed by the Bedford Public Schools as of September 1, 2011.

 

32-02    To qualify for early retirement, the staff member must:

 

a.     Be employed under an existing contract with the Committee;

 

b.    Be employed by the Bedford Public Schools prior to September 1, 2011; and

 

c.     Have a minimum of fifteen (15) years of continuous professional service in Bedford at the time of retirement. The period of any leave authorized under this Agreement shall not be considered an interruption in service, nor, except in the case of sabbatical leave, shall it be credited toward continuous service, provided that a teacher who has served for at least ninety-three (93) days in the school year in which the leave commences shall be credited with up to a maximum of one (1) school year toward continuous service for the purposes of this Article.

 

32-03 The Committee will offer an incentive plan for early retirement, under which compensation will be calculated on the basis of a salary increase on a ratio of 1.25, not to include longevity, provided that written notice of intent to retire early must be given not less than six (6) months before the early retirement is to take effect. The increased salary shall be payable for the period between the time of the notice and the date of retirement, provided that said period shall not exceed one (1) year prior to the date of retirement. If such notice is given not later than the January 15th of the school year preceding the school year in which the retirement is to take effect, the increased salary will be paid in ten (10) equal payments on the last school day of each month. If the notice is given at a later date, not later than six (6) months before the retirement is due to take effect, the increased salary will be paid in a lump sum in the July of the fiscal year after retirement. If the retiree requests, the payment may be delayed until the January 1 following the retirement.

 

ARTICLE 33

 

Transportation Allowance

 

33-01 All personnel whose assigned duties require regular job related travel in and out of the Town of Bedford shall receive budgeted compensation at the then effective rate as determined by the Internal Revenue Service for travel upon submittal of an itemized voucher unless otherwise reimbursed. Such travel does not require prior approval.

 

33-02 All travel, except that travel provided for in 34-01, requires prior approval. All personnel whose travel has been approved shall be reimbursed at the then effective rate as determined by the Internal Revenue Service upon submittal of a voucher unless otherwise reimbursed.

 

33-03 The Committee will make every effort to expedite payments for transportation allowances. With initial approval, the Administration will issue specific instructions regarding the required documentation.

 

ARTICLE 34

 

Reimbursement

 

34-01 All properly completed vouchers filed by any teacher entitled to reimbursement shall be processed and forwarded to the appropriate town office within thirty (30) days of submission by the teacher.

 

ARTICLE 35

 

Tutoring Rates

 

35-01 Any teacher who, with approval from the Superintendent or her/his designee, provides tutoring services to a student beyond the teacher’s regular workday, shall be paid the rate of $30.66/hour of tutoring.

 

ARTICLE 36

 

Summer, Evening and Federal Programs

 

36-01 The Superintendent retains the right to appoint the director or directors of summer school, evening school, and federal projects (as required), on an annual basis, to outline the duties of each director, select the courses, and appoint the teachers annually at its discretion. The Superintendent will provide a general notice to the staff of all work opportunities which may arise under this Article.

 

36-02 The directors of summer school and evening school will publicize positions available by notifying the Association in writing and via internal electronic mail to all staff by using the First Class Folder.

 

36-03 Bedford teachers will be given consideration for all vacancies to be filled in summer school and evening school. Summer employment will be considered for anyone interested in working during the summer months.

 

36-04 In filling such positions, careful consideration will be given to a teacher's area of competence, major and/or minor field of study, and quality of teaching performance.

 

36-05 Teachers in groups A and B-2, who with prior written approval from the Superintendent, work during the summer months for the purposes of curriculum development, counseling services, Federal Grant Programs or Projects, or other teacher functions shall be paid biweekly during such employment at the per diem rate of 1/184th of their annual salary up to a maximum of 1/200th of Step 10 in the Master's degree column of the teachers' salary schedule. Payment for less than a full workday of such work shall be pro-rated on the basis that eight (8) hours constitutes a full workday.

 

36-06    Those appointments, if possible, will be made by May 15.

 

ARTICLE 37

 

Professional Improvement

 

37-01 The School Committee reaffirms its continuance of the graduate study reimbursement policy and said Graduate Study Reimbursement Policy reads as follows:

 

The Bedford School Committee will reimburse professional school personnel who undertake graduate study courses in the pursuit of professional improvement. This reimbursement shall be in an amount equal to fifty (50) percent of the actual tuition cost of the courses to be taken and 50% of tuition and mandated fees of the courses taken at a Massachusetts State College or University, provided the following terms and conditions are met:

 

1.    Professional Status. Eligibility requires that a professional member has achieved professional status in the Bedford Schools.

 

2.    Matriculation. All courses undertaken must be applied to the attainment of an advanced degree, i.e., Master's Degree, Certificate of Advanced Study (including a C.A.G.S. and Six-Year Professional Certificate), or a Doctor's Degree at an accredited college or university subject to the Superintendent’s approval of the course of studies, and other courses approved by the Superintendent. In either case, the Superintendent's approval shall not be unreasonably withheld. In all cases in which the Superintendent denies approval he/she shall communicate his/her reasons for such denial in writing to the teacher.

 

3.    Official Transcript. Evidence of successful completion of the approved courses must be submitted to the Office of the Superintendent of Schools.

 

4.    Maximum Number of Semester Hours. Professional staff members shall be limited in the number of semester hours which may be included in this reimbursement policy to a maximum of six (6) hours per semester and six (6) hours per summer session.

 

5.    Veterans. Military veterans who are pursuing their graduate study at institutions of higher learning, in which they are privileged by exemption from tuition charges, shall not be further reimbursed under this policy.

 

6.    Method of Reimbursement Payment. When evidence of successful completion of approved courses is submitted along with the receipt of payment of the tuition charges to the college or university, a fifty percent reimbursement voucher will be drawn in behalf of the professional staff member and payment will follow shortly thereafter.

 

7.    Graduate study vouchers may be awarded to staff members when available in lieu of any graduate study reimbursement.

 

8.    All teachers who begin employment on or after July 1, 2002 shall be required to complete the EMI course or a comparable anti-racism course approved by the Superintendent within the first three (3) years, at no cost to the teacher. The teacher, upon completion of the EMI course, will be awarded two (2) in-service credits.

 

37-02    GUIDELINES FOR DISBURSEMENT OF VOUCHERS FOR GRADUATE STUDY

 

The distribution of vouchers accumulated in the Bedford Public Schools as a result of cooperation with colleges in the training of future teachers shall be the responsibility of the Superintendent of Schools in accordance with the purposes and policies of the School Committee. The following methods shall be used for distributing graduate school vouchers.

 

1.    The first award shall go to the cooperating or supervising teacher who is considered to be the primary source of assistance to the trainee.

 

2.    Next the voucher shall be offered to teachers or administrators who have done some specific classroom work with the student teacher.

 

3.    The remaining vouchers shall be distributed at the discretion of the school administration to those professional status teachers who are eligible for graduate study reimbursement under the School Committee rules and regulations. If a professional status teacher plans to take courses for which reimbursement is to be requested under the Graduate Study Reimbursement Policy, he/she must so notify the Superintendent’s office in advance in order that an available voucher may be reserved for his/her use.

 

4.    Existing vouchers shall next be distributed to school personnel instructed by the school administration to take a specific course for professional improvement which in turn will enhance the effectiveness of the teacher and improve the learning process for Bedford students.

 

5.    Remaining vouchers are then offered to eligible members of the professional teaching staff with awards made depending on the availability of vouchers to meet the individual teacher need.

 

6.    At this point if any vouchers remain they shall be shared among those staff members interested in professional advancement or awarded as a result of a drawing allowing distribution through this element of chance. Those staff members interested in these vouchers will be given the opportunity to decide which method should be employed to arrive at the persons to whom the vouchers shall be awarded.

 

37-03 School personnel interested in receiving a graduate study voucher shall make requests for them by completing and submitting the necessary application form provided by the Superintendent’s office.

 

37-04 If a course of a type not previously taught in the system is to be introduced into the curriculum and if the Superintendent believes that the teacher who is assigned to teach the course does not have the necessary background, and if the Superintendent requests the teacher to take appropriate course work then the Superintendent will notify the teacher in writing that he/she will be reimbursed for 100% of the costs including tuition, fees, books and reasonable transportation.

 

37-05 There shall be a Professional Development Committee (PDC) consisting of eight (8) members, four (4) appointed by the BEA and four (4) appointed by the Superintendent. Each appointee will serve two (2) years in a manner that every year only half of the committee will be up for reappointment. The PDC will act as the steering committee for all function of the monies apportioned to the Professional Development Committee. The PDC shall have an annual budget of no less than $20,000 for professional development activities. The PDC will have the following responsibilities:

 

1.    To assist in the planning, organizing and evaluation of the professional development activities assigned to the PDC.

 

2.    To assist in the development and publication of the annual professional development offerings.

 

3.    To receive and approve proposals for in-service courses assigned to the PDC. Preference will be given to courses taught onsite by faculty members.

 

4.    To review and recommend to the Superintendent in-service credit for courses assigned to the PDC. Upon successful completion, awarding of credits for courses taught onsite should be automatic. Awarding of credits for courses taken at another location must be relative to the teacher’s job assignment and reflect the system’s goals.

 

5.    To recommend to the Superintendent reimbursement up to 50% for courses taken at an accredited institution or a PDP provider sanctioned and approved by the PDC. Outside agency approval: The provider must be an accredited institution or a PDP provider sanctioned and approved by the PDC.

 

6.    To survey the faculty twice a year to determine those areas of critical need in professional development.

 

Faculty who teach an approved in-service course will receive in-service credits and be paid a stipend of $500 per in-service credit. The faculty co-chair who serves on the PDC will receive three (3) inservice credits per year. Other faculty who serve on the PDC will receive one (1) in-service credit per year.

 

1.   Awarding of In-service Credits

 

Purpose: The goal of in-service credits is to offer opportunities for graduate-like credit for teachers in a more cost-effective manner. To receive in-service credits, the teacher must:

 

    Demonstrate that the study was completed outside the workday

 

    Provide evidence that the course work is rigorous and related to his/her job assignment in Bedford.

 

2.    Reimbursement

 

After determining the amount of committed instructor’s stipends, by April 1 of a school year, the PDC may use the balance of the $20,000 budget allocation to recommend the awarding of reimbursement up to 50% for courses taken by individual teachers. Such reimbursement recommendations must be received by the Superintendent by May 15th. Final approval will rest with the Superintendent of Schools.

 

3.    Guidelines

 

     Course reimbursement should be pro-rated with distinctions made for professional vs. non-professional status teachers.

 

     Courses must be relative to the teacher’s job assignment and reflect the system’s goals.

 

When evidence of successful completion of appropriate courses along with the receipt of payment of the relevant charges has been submitted, then a reimbursement will be issued.

 

37-06    One (1) in-service credit will be awarded to those teachers serving a year on School Council.

 

37-07 Three (3) inservice credits will be awarded to those teachers who take the RETELL course. This Section applies retroactively.

 

ARTICLE 38

 

Salaries

 

38-01 Salaries for all positions are contained in the Appendices which are part of this Agreement. Salaries for part-time employees shall be pro-rated based on the salaries contained in Appendix A.

 

38-02 The salaries contained in Appendices A, B-2 and B-3 shall be paid in accordance with the options below as each employee shall choose, provided the Business Office of the School Department is so notified in writing of the teacher's choice by June 30th:

 

a.            22 equal pay periods

 

b.            26 equal pay periods

 

38-03    The salaries contained in Appendix B-1 shall be paid in twenty-six equal pay periods.

 

38-04 For teachers in groups A, B-2 and B-3 deductions shall be at the rate of 1/184th of the yearly salary for each day of unexcused absence; for teachers in group B-1 deductions shall be at the rate of 1/200th of the yearly salary for each day of unexcused absence.

 

38-05    The Committee shall make every effort to have payday on Thursdays for all bargaining unit employees.

 

38-06 Effective September 1, 2006, employees will be eligible to participate in a 403B Plan to be established in consultation with the Association. The Committee will match each employee’s own contribution up to a maximum of $200 per fiscal year. The financial match will be available through any of the approved 403B vendors currently available through the district, and for any new vendors that meet the requirement of the third-party administrator.

 

38-07 Mid-term Stipends and Other Adjustments to Compensation: All stipends or any other monetary compensation on which the parties reach agreement during the term of this agreement or any extension thereof shall be reduced to writing in the form of a memorandum of agreement signed by the parties to the Collective Bargaining Agreement or their agents and the stipend/monetary compensation shall there by become incorporated into the Collective Bargaining Agreement at the time the written agreement is reached.  When the agreement contains terms that continue beyond the term of this agreement or any extension thereof, the terms shall be printed as part of the appropriate Article/Appendix in the subsequent agreement.

 

38-08 When a grant-funded extracurricular position (other than a METCO grant-funded position) created subsequent to September 1, 2014 becomes less than fully funded by the grant providing the funds, the Superintendent shall contact the Association to renegotiate the stipend for the position if the position is to remain in effect. If the District intends to make up the loss of funds, no contact with the Association is necessary. If the District at some time in the future determines to cease subsidizing the position, the Superintendent will notify the Association.

 

ARTICLE 39

 

Insurance

 

39-01    Teachers will have extended to them all health and insurance plans made available to town employees.

 

39-02 Teachers shall be given all health benefit package plans and rate information as soon as possible following their acceptance of an employment offer. In the event of any changes in rates or plans, employees will be notified as soon as possible.

 

39-03    Teachers shall have the option of participating in Section 125 Plans for "Pretax premium payments".

 

39-04    The Association reserves the right to request negotiations regarding any changes in health insurance.

 

ARTICLE 40

 

Teacher Assault

 

a.     Teachers shall report to the Superintendent all cases of assault suffered by them:

 

b.    at the hands of students or their parents,

 

c.     on school premises,

 

d.    or arising out of their employment in the Bedford School Department.

 

40-02    The Superintendent shall forward all such reports to the School Committee.

 

40-03 The Committee shall comply with reasonable requests from the teacher for information not privileged under law which it has in its possession relating to the incident or to the person involved.

 

ARTICLE 41

 

Protection of Personal Property

 

41-01 If a teacher sustains a loss of at least $100 to personal property owned by such teacher as a result of vandalism or theft while on school property, then the Committee will reimburse the teacher for 50% of the first $200 of such loss unless the first $200 is covered by insurance. In cases involving damage to automobiles, teachers will be reimbursed up to $200. Such reimbursement shall be made only if the Committee (or its designee) determines that the loss occurred on school property and there was no negligence on the part of the teacher.

 

ARTICLE 42

 

Non-Resident Children of Teachers

 

42-01 The Committee agrees to permit children of teachers not resident in Bedford to attend Bedford schools tuition-free, provided that such attendance shall not require the Committee (pursuant to its own policies) to increase staff, and provided further that, if such children require special services, the costs of such special services shall be paid by the teachers. The Committee's refusal to grant such permission in a given instance shall not be subject to the grievance and arbitration provisions of this Agreement.

 

ARTICLE 43

 

Facilities

 

43-01    An appropriately furnished room will be provided for the exclusive use of the teachers as a faculty lounge.

 

ARTICLE 44

 

Mentoring

 

During their first year, new teachers will participate in a mentoring program approved by the Department of Education, the cost of which will be covered by the school system. Appropriate in-service credits (3 credits) will be awarded to the mentee for participation in the New Teacher Induction Course. The mentor will also receive appropriate in-service credits (3 in-service credits) upon completion of the Mentor program requirements as well as a stipend of $500.00.

 

During their second year, second-year teachers will participate for fifty (50) hours in a mentoring program as required by the Department of Elementary and Secondary Education and will receive one (1) in-service credit.

 

ARTICLE 45

 

Classroom Visitations

 

45-01 All classroom visits by anyone other than Bedford School Department personnel must be scheduled in advance with the principal. The teacher will be informed in writing of the visitor's request to visit the classroom at least three (3) school days prior to the date of the visit.

 

45-02    On the day of the visit, the visitor must first report to the school office.

 

45-03 The teacher will not be obligated to have any discussion with the visitor that would in any way interfere with the teacher's instruction of the class.

 

45-04 If the teacher believes that the visitor is interfering with the educational process, the teacher shall call upon the principal for assistance.

 

45-05    A visitor who requests to visit a classroom shall be provided with a copy of this article.

 

ARTICLE 46

 

Amendment

 

46-01 This Agreement shall not be altered, amended, or changed except in writing and signed by both the Committee and the Association, which such writings shall be appended hereto and become a part hereof.

 

ARTICLE 47

 

Effect of Agreement

 

47-01 The parties acknowledge that during the negotiations which resulted in this Agreement each had the unlimited right and opportunity to make demands with respect to any subject matter not removed by law from the area of collective bargaining, and that the understanding and agreements arrived at by the parties after the exercise of that right and opportunity are set forth in this Agreement.

 

ARTICLE 48

 

Severability

 

48-01 In the event that any provision or portion of this Agreement is ultimately ruled invalid for any reason by an authority of established and competent legal jurisdiction, the balance and remainder of this Agreement shall remain in full force and effect.

 

ARTICLE 49

 

Duration

 

49-01 This Agreement shall be effective July 1, 2014 and shall continue in full force and effect until midnight June 30, 2017. Should either party desire to negotiate a new Agreement for succeeding year(s), such party shall by October 15 of the last year of the Agreement give written notice to the other party. The parties shall then exchange initial proposals seven (7) days prior to the first (1st) meeting date.

 

49-02 Once final agreement between the Committee and the Association has been reached, they will agree on a format for printing the Agreement. The Committee will arrange for the printing of the Agreement and will provide copies to the Association. The cost of such printing will be divided equally between the two parties.

 

IN WITNESS WHEREOF, each of the parties hereunto has caused these presents to be executed by its proper officer hereunto, duly authorized and signature affixed hereto as of the date and year first above written.

 

BEDFORD SCHOOL COMMITTEE

 

BY:                            Edward Pierce, Chairperson

 

Brad Hafer, Vice Chairperson

 

Abbie Seibert, Secretary

 

 Ann Guay, Member

 

 Michael McAllister, Member

 

BEDFORD EDUCATION ASSOCIATION

 

BY:                           Kristen Tocci, President

 

Allison Hammer, Negotiations Chair

 

For the Committee:

 

_________________________________                      ___________________________

 

Edward Pierce, Chairperson                                                               Date

 

For the Association:

 

_________________________________                      ___________________________

 

Kristen Tocci                                                                                    Date

 

For the Town:

 

_________________________________                      ___________________________

 

Richard Reed, Town Manager                                               Date

 

APPENDIX A

2014-2015

2%

 

 

 

 

 

Lane/Step

BA

BA +30

BA+50/MA

MA+30

MA+50

MA+70/DMA /PHD/CAGS

0

$44,047

$46,510

$47,653

$49,280

$50,433

$51,556

1

$47,264

$48,405

$49,545

$51,200

$52,347

$53,470

2

$49,905

$51,061

$52,218

$53,915

$55,076

$56,201

3

$52,106

$53,259

$54,413

$56,136

$57,301

$58,426

4

$54,870

$56,038

$57,208

$58,965

$60,138

$61,274

5

$57,535

$58,703

$59,874

$61,658

$62,841

$63,978

6

$60,958

$62,381

$63,804

$65,640

$66,846

$67,990

7

$64,429

$66,096

$67,765

$69,656

$70,857

$72,010

8

$68,156

$70,084

$72,014

$73,944

$75,164

$76,320

9

$73,531

$75,706

$77,879

$79,868

$81,091

$82,246

10

$77,029

$79,438

$81,845

$83,878

$85,094

$86,252

11

 

$80,365

$83,669

$85,729

$86,949

$87,334

12

 

 

$85,490

$86,939

$88,159

$89,379

13

 

 

 

$87,613

$88,874

$90,130

 

2015-2016

3%

 

 

 

 

 

Lane/Step

BA

BA +30

BA+50/MA

MA+30

MA+50

MA+70/DMA /PHD/CAGS

0

$45,368

$47,905

$49,083

$50,759

$51,946

$53,103

1

$48,682

$49,857

$51,032

$52,736

$53,918

$55,075

2

$51,402

$52,593

$53,784

$55,533

$56,728

$57,887

3

$53,669

$54,857

$56,045

$57,820

$59,020

$60,178

4

$56,516

$57,719

$58,924

$60,734

$61,942

$63,113

5

$59,261

$60,464

$61,670

$63,508

$64,726

$65,898

6

$62,787

$64,253

$65,718

$67,609

$68,851

$70,030

7

$66,362

$68,079

$69,798

$71,745

$72,983

$74,170

8

$70,201

$72,187

$74,174

$76,162

$77,419

$78,610

9

$75,737

$77,978

$80,215

$82,264

$83,524

$84,713

10

$79,340

$81,821

$84,300

$86,394

$87,646

$88,840

11

 

$82,776

$86,179

$88,301

$89,557

$89,954

12

 

 

$88,055

$89,547

$90,803

$92,060

13

 

 

 

$90,241

$91,540

$92,834

 

2016-2017

2%

 

 

 

 

 

Lane/Step

BA

BA +30

BA+50/MA

MA+30

MA+50

MA+70/DMA /PHD/CAGS

0

$46,275

$48,863

$50,065

$51,774

$52,985

$54,165

1

$49,655

$50,854

$52,052

$53,791

$54,996

$56,176

2

$52,430

$53,645

$54,860

$56,643

$57,863

$59,045

3

$54,742

$55,954

$57,166

$58,976

$60,200

$61,382

4

$57,646

$58,873

$60,102

$61,949

$63,181

$64,375

5

$60,446

$61,673

$62,904

$64,778

$66,021

$67,216

6

$64,043

$65,538

$67,033

$68,961

$70,228

$71,430

7

$67,689

$69,440

$71,194

$73,180

$74,443

$75,654

8

$71,605

$73,630

$75,658

$77,685

$78,967

$80,182

9

$77,251

$79,537

$81,820

$83,909

$85,194

$86,407

10

$80,927

$83,457

$85,986

$88,122

$89,399

$90,617

11

 

$84,431

$87,902

$90,067

$91,348

$91,754

12

 

 

$89,816

$91,338

$92,619

$93,901

13

 

 

 

$92,046

$93,371

$94,691

Explanatory Notes:

 

A-l Effective September 1, 2005, credits for the B+30 column and beyond must be taken after the completion of the degree. The one exception to this will be Bedford in-service credits, which are earned concurrently with the degree program. To be eligible for the Bachelor’s +30 hours salary scale, the teacher must have (a) thirty hours of approved graduate study following completion of the Bachelor’s degree, or (b) earned 30 credits from an accredited institution or (c) In-Service Credits. All credits are subject to the Superintendent’s final approval.

 

A-2 Effective September 1, 2005, credits for the B+50/Master’s column and beyond must be taken after the completion of the degree. The one exception to this will be Bedford in-service credits, which are earned concurrently with the degree program. To be eligible for the Bachelor’s +50 hours or Master’s Degree salary scale, the teacher must have (a) a Master’s Degree from an accredited institution; (b) fifty hours of approved graduate study following completion of the Bachelor’s degree or (c) earned 50 In-Service credits. All credits are subject to the Superintendent’s final approval.

 

A-3 Effective September 1, 2005, credits for the M+30 column and beyond must be taken after the completion of the degree. The one exception to this will be Bedford in-service credits, which are earned concurrently with the degree program. To be eligible for the Master’s Degree +30 hours of Graduate Study, (a) the teacher must have 30 hours of courses approved by the administration as beneficial to the professional improvement of the teacher and such courses must be taken at an accredited institution following completion of Master’s Degree program, or (b) earned 30 credits from an accredited institution or (c) earned 30 In-Service credits. All credits are subject to the Superintendent’s final approval.

 

A-4 Effective September 1, 2005, credits for the M+50 column and beyond must be taken after the completion of the degree. The one exception to this will be Bedford in-service credits, which are earned concurrently with the degree program. To be eligible for the Master’s Degree +50 or CAGS, the teacher must have (a) a CAGS certificate from an accredited institution, (b) 50 hours of approved graduate study, in addition to the credits needed for a Master’s Degree or (c) earned 50 credits from an accredited institution, or (d) have earned 50 In-Service credits. All credits are subject to the Superintendent’s final approval.

 

A-5 Effective September 1, 2005, credits for the M+70, Double Master’s, CAGS, or Ph.D. column and beyond must be taken after the completion of the degree. The one exception to this will be Bedford in-service credits, which are earned concurrently with the degree program. To be eligible for the Master’s Degree +70 hours, Double Master’s or Ph.D., the teacher must have (a) a Ph.D. from an accredited institution, (b) two Master’s Degrees from accredited institutions, one of which must be in, or reflect concentration in, the subject matter discipline which the teacher is teaching, or (c) have earned 70 credits from an accredited institution. All credits are subject to the Superintendent’s final approval.

 

A-6 Teachers shall be granted a permanent longevity increment of $1,000 if they have completed twelve (12) years of professional service in Bedford, and a permanent longevity increment of $1,500 (inclusive of all other longevity increments) if they have completed fifteen (15) years of professional service in Bedford. Teachers shall be granted a permanent longevity increment of $2,000 (inclusive of all other longevity increments) if they have completed twenty (20) years of professional service in Bedford. Teachers shall be granted a permanent longevity increment of $2,800 (inclusive of all other longevity increments) if they have completed twenty-five (25) years of professional service in Bedford. Note: teachers hired prior to July 1, 2002 are eligible for a longevity increment of $760 once they have completed twelve (12) years of professional service in education.

 

A-7 The Committee may, upon recommendation of the Superintendent, withhold a salary increment or freeze a salary at maximum for "cause" following proper notification. "Cause", without limiting the meaning, shall be as defined in Article 16.

 

A-8 Team Leaders, Grade Level Leaders, Elementary, and the Middle School Curriculum Coordinators (in 2016-17 SPED Team Chairs and Early Childhood Coordinator added to category) shall be paid their teacher's salary plus:

 

 

CATEGORY 1 -MS Curriculum Coordinators and Team Leaders (in 2016-17 SPED Team Chairs and Early Childhood Coordinator added to category)

2014-15

2015-16

2016-17

Step 0

$3,916

$4,033

$4,114

Step 1

$4,312

$4,441

$4,530

Step 2

$4,709

$4,851

$4,948

Step 3

$5,105

$5,258

$5,363

Step 4

$5,503

$5,668

$5,781

Step 5

$5,898

$6,075

$6,196

 

CATEGORY 2-K-2 Science & Social Studies

2014-15

2015-16

2016-17

Step 0

$2,164

$2,229

$2,274

Step 1

$2,251

$2,318

$2,365

Step 2

$2,341

$2,411

$2,459

Step 3

$2,435

$2,508

$2,558

Step 4

$2,532

$2,608

$2,660

Step 5

$2,635

$2,714

$2,768

 

CATEGORY 3-Gr 3-5 Science & Social Studies

2014-15

2015-16

2016-17

Step 0

$2,705

$2,786

$2,842

Step 1

$2,813

$2,898

$2,956

Step 2

$2,926

$3,014

$3,074

Step 3

$3,044

$3,135

$3,198

Step 4

$3,165

$3,260

$3,325

Step 5

$3,293

$3,391

$3,459

 

CATEGORY 4-K-2 & 3-5 ELA & Math

2014-15

2015-16

2016-17

Step 0

$3,246

$3,344

$3,411

Step 1

$3,381

$3,483

$3,552

Step 2

$3,511

$3,617

$3,689

Step 3

$3,652

$3,762

$3,837

Step 4

$3,798

$3,912

$3,990

Step 5

$3,950

$4,068

$4,150

Beginning with the 2014-2015 school year, Special Education Building Team Chairpersons at Step 5 shall receive the following stipends which will result in salary equity with Team Leaders, Grade Level Leaders, Elementary, Middle School Curriculum Coordinators by the beginning of the 2016-2017 school year. The Early Childhood Coordinator will receive the same increases until reaching salary equity with Team Leaders, Grade Level Leaders, Elementary, Middle School Curriculum Coordinators at the appropriate step.

 

Year 1 (2014-2015)                $3,000

 

Year 2 (2015-2016)              $5,000

 

Year 3 (2016-2017)                      Dollar amount to be equal to the dollar amount at the maximum step in Category 1

 

2014-15             2015-16             2016-17

 

Mentor Facilitators:       $2,040                 $2,101              $2,143

 

2014-15             2015-16            2016-17

 

New Teacher Induction             $5,100                        $5,253     $5,358

 

Course Facilitator Program Supervisor

 

A-9       Home Tutoring                     2014-15                          2015-16                     2016-17

 

$31.27 $32.21                                   $32.86

 

There shall be established and maintained a central file of teachers who are interested in home tutoring opportunities, and containing the names of those teachers who have advised the Superintendent’s Office in writing of such interest during the month of September of the school year. Administrators responsible for arranging for home tutoring shall consider such teachers, as well as persons not covered by this Agreement, in making final decisions for such arrangements.

 

A-10 Any teacher asked to perform work in connection with the implementation of any in-depth curriculum review and/or development and/or revision beyond the normal teaching assignment shall be paid for such work at the per diem rate of 184th of his/her annual salary up to a maximum of l/200th of Step 10 of the Master's Degree column of the salary schedule. Payment for less than a full workday of such work shall be pro-rated on the basis that eight (8) hours constitutes a full workday. Written approval for such payment shall be obtained in advance from the Superintendent or his/her designee.

 

A-l1 Teachers may move laterally on the scale only at the beginning of a school year or as of the paycheck closest to February 1, and only if they have advised the Superintendent in writing of their intention to move prior to October 15 of the prior school year. Before September 15 of each school year the Superintendent shall issue an appropriate notice of this requirement to each teacher and a form for the teacher's response. No teacher shall be denied lateral movement because of delay in the forwarding of records from the institution(s) where the course work was taken.

 

A-12 In recognition that teachers who contribute their time to chaperone dances incur personal expenses, said teachers shall be compensated for such in the amount of $10.

 

A-13     Teachers will have the following options available:

 

a.   Direct deposit of paychecks.

 

A-14 Beginning September 1, 1996, in-service credit shall apply for placement on the B+30, B+50, MA+30, MA+50 and MA+70 columns. All twenty (20) credits both in-service and approved graduate credits needed to advance to the MA+70 column must be earned after September 1, 1996, unless the person has two (2) Masters or a Doctorate.

 

A-15     Program Administrators will be responsible for the supervision of curriculum in grades 6-12.

 

A-16 The position of Program Administrator for World Languages will be changed to a Program Director Foreign Language with responsibility for grades K-12.

 

A-17 The work year for the Early Childhood Coordinator and any Team Chairperson at each building shall, in addition to the work year for teachers, include in two (2) non-holiday weekdays during the summer in 2014-2015 and three (3) non-holiday weekdays during the summer beginning 2015-2016, occurring at the discretion of each Team Chairperson, with no more than the equivalent of one (1) full day for administrative meetings. A full day of work equals eight (8) hours. The Early Childhood Coordinator and Team Chairperson shall be paid per diem for each of these days worked in excess of the teachers’ work year. The Early Childhood Coordinator and Team Chairperson will outline what they will accomplish for each of these days and submit this to the building Principal.

 

APPENDIX B-1

 

Salaries and Vacations for Unit B-1

 

Bl-l      Included in Unit B-1 are the following positions: Secondary Assistant Principals.

 

 B1-2     The salary for each position will be calculated as follows:

 

a.            Multiply base times ratio and add:

 

b.           2014-2015                                           2015-2016                                 2016-2017

 

.              $4,759                                                       $4,902                                             $5,000

 

c.            Administrators shall be granted a permanent longevity increment of $1,000 if they have completed twelve (12) years of professional service in Bedford, and a permanent longevity increment of $1,500 (inclusive of all other longevity increments) if they have completed fifteen (15) years of professional service in Bedford. Administrators shall be granted a permanent longevity increment of $2,000 (inclusive of all other longevity increments) if they have completed twenty (20) years of professional service in Bedford, and a permanent longevity increment of $2,800 (inclusive of all other longevity increments) if they have completed twenty-five (25) years of professional service in Bedford. Note: teachers hired prior to July 1, 2002 are eligible for a longevity increment of $760 once they have completed twelve (12) years of professional service in education.

 

B1-3     Base:

 

B1-3 Base         2014-2015        2015-2016           2016-2017

 

 $83,814             $86,329               $88,055

 

B-4       Ratios:

 

Position                                                           Minimum Ratio                         Maximum Ratio

 

Secondary Asst. Principals                                         1.20                                        1.35

 

B1-5 The starting ratio will be negotiated at the time of appointment and will be based upon appropriate administrative experience.

 

B1-6     For each year of service .015 shall be added to the starting ratio until the maximum ratio is reached.

 

B1-7 Each member of Unit B-1 will be on a 12-month basis with 23 days of vacation provided that each such member shall be entitled to one (1) additional day of vacation upon completion of ten (10) years of service in Bedford in a position now or ever defined as a B-1 position, and one (1) further additional day of vacation upon completion of each additional five (5) years of service in Bedford in such a position. Unused vacation days shall be accumulated to a maximum of fifty (50) days effective August 31, 1987 and thereafter.

 

B1-8     The Committee will make every effort to have B-1 personnel paid biweekly.

 

B1-9 If attendance at a conference was approved as part of the budget process, then attendees will be reimbursed upon submission of expenses. All other conferences will be reimbursed in accordance with Article 34.

 

APPENDIX B-2

 

Salary and Work Year for Unit B-2

 

B2-1     Included in Unit B-2 are Program Directors, Program Administrators, High School Assistant Principal, Elementary Assistant Principals, Assistant Director Special Education, and MCAS Program Coordinator.

 

B2-2     The salary for each member of Unit B-2 will be calculated as follows:

 

Determine applicable salary in accordance with teacher’s salary schedule. b. Add stipend indicated below. c. Add $1000 (inclusive of all other longevity increments) if member has completed twelve (12) years of professional service in Bedford; $1500 (inclusive of all other longevity increments) if member has completed fifteen (15) years of professional service in Bedford. Add $2000 (inclusive of all other longevity increments) if member has completed twenty (20) years of professional service in Bedford and $2,800 (inclusive of all other longevity increments) if a member has completed twenty-five (25) years of professional service in Bedford. Note: teachers/administrators hired prior to July 1, 2002 are eligible for a longevity increment of $760 once they have completed twelve (12) years of professional service in education.

 

B2-3     Stipends:

2014-15

1st Year

2nd Year

3rd Year

4th Year

5th Year

Thereafter

Program Director/Administrator

$7,261

$7,656

$8,201

$8,672

$9,140

$9,611

Assistant SPED Director

$7,261

$7,656

$8,201

$8,672

$9,140

$9,611

Program Admin SPED Gr 9-12

$7,261

$7,656

$8,201

$8,672

$9,140

$9,611

Prog Coord MCAS

$7,261

$7,656

$8,201

$8,672

$9,140

$9,611

Prog Director World Lang Gr 3-12

$7,261

$7,656

$8,201

$8,672

$9,140

$9,611

Elementary Asst Principal

$7,307

$7,702

$8,253

$8,748

$9,199

$9,670

HS/MS Asst Principal

$8,853

$9,336

$9,998

$10,570

$11,145

$11,721

2015-16

1st Year

2nd Year

3rd Year

4th Year

5th Year

Thereafter

Program Director/Administrator

$7,479

$7,886

$8,447

$8,932

$9,414

$9,900

Assistant SPED Director

$7,479

$7,886

$8,447

$8,932

$9,414

$9,900

Program Admin SPED Gr 9-12

$7,479

$7,886

$8,447

$8,932

$9,414

$9,900

Prog Coord MCAS

$7,479

$7,886

$8,447

$8,932

$9,414

$9,900

Prog Director World Lang Gr 3-12

$7,479

$7,886

$8,447

$8,932

$9,414

$9,900

Elementary Asst Principal

$7,526

$7,933

$8,500

$9,010

$9,475

$9,960

Secondary Asst Principal

$9,118

$9,616

$10,298

$10,887

$11,479

$12,072

2016-17

1st Year

2nd Year

3rd Year

4th Year

5th Year

Thereafter

Program Director/Administrator

$7,629

$8,044

$8,616

$9,111

$9,603

$10,098

Assistant SPED Director

$7,629

$8,044

$8,616

$9,111

$9,603

$10,098

Program Admin SPED Gr 9-12

$7,629

$8,044

$8,616

$9,111

$9,603

$10,098

Prog Coord MCAS

$7,629

$8,044

$8,616

$9,111

$9,603

$10,098

Prog Director World Lang Gr 3-12

$7,629

$8,044

$8,616

$9,111

$9,603

$10,098

Elementary Asst Principal

$7,677

$8,092

$8,670

$9,190

$9,665

$10,159

Secondary Asst Principal

$9,301

$9,808

$10,504

$11,105

$11,708

$12,314

B2-4     The work year for members of Unit B-2 shall be the same as for teachers. The work year for any 10-month Assistant Principal shall, in addition to the work year for teachers, include the following: (a) ten (10) non-holiday weekdays during the summer, occurring by mutual agreement between the above mentioned Assistant Principal and his/her respective Principals; and (b) other days by mutual agreement between the above mentioned Assistant Principals and their respective Principals. The Assistant Principals shall be paid per diem for each day worked in excess of the teachers' work year.

 

B2-5     The Program Administrators/Directors teaching assignments will be as 80% administrative and 20% teaching in the following disciplines:

 

     English

 

     Foreign Language

 

     Mathematics

 

     Science

 

     Social Studies

 

The Program Administrators/Directors teaching assignments will be as 60% administrative and 40% teaching in the following disciplines:

 

     ELL

 

     Guidance

 

     Special Education

 

The Program Administrators/Directors’ teaching assignments will be 50% administrative and 50% teaching in the following disciplines:

 

     Art

 

     Music

 

     Physical Education/Health

 

B2-6 Program Administrators/Directors are exempt from nonteaching duties except when the principal, in his/her sole discretion, determines that there is an emergency or that insufficient staff is available to ensure the safety of the student population.

 

B2-7 The work year for any Program Administrator or Program Director shall, in addition to the work year for teachers, include four (4) non-holiday weekdays during the summer, occurring at the discretion of each Program Administrator or Program Director, with no more than the equivalent of one (1) full day for administrative meetings. A full day of work equals eight (8) hours. The Program Administrators/Program Directors shall be paid per diem for each of these four (4) days worked in excess of the teachers’ work year. The Program Administrators/Program Directors will outline what they will accomplish for each of these four (4) days and submit this to the appropriate building Principal(s).

 

APPENDIX B-3

 

SALARY FOR UNIT B-3

 

B3-1     Included in Unit B-3 is the Athletic Director.

 

B3-2     The salary will be calculated as follows:

 

a.   Multiply base times ratio and add:

 

$1000 if Director has completed twelve (12) years of professional service in Bedford; $1500 if director has completed fifteen (15) years of professional service in Bedford; or $2000 if director has completed twenty (20) years of professional service in Bedford, and $2,800 if the director has completed twenty-five (25) years of service in Bedford. Note: teachers/administrators hired prior to July 1, 2000 are eligible for a longevity increment of $750 once they have completed twelve (12) years of professional service in education. b.

 

B3-3     Base:

 

B3-3                                                         Base               2014-2015        2015-2016        2016-2017

 

$80,277                   $82,685               $84,339

 

B3-4     Ratio:

 

Minimum Ratio                             Maximum Ratio

 

1.22                                                1.37

 

B3-5     The starting ratio will be negotiated at the time of appointment and will be based upon appropriate administrative experience.

 

B3-6     For each year of service .015 shall be added to the starting ratio until the maximum is reached.

 

APPENDIX C

 

HIGH SCHOOL ATHLETICS

 

2014-2015

FALL

POINTS

STEP 0

STEP 1

STEP 2

STEP 3

CHEERLEADING

15

$3,244

$3,604

$3,964

$4,324

CROSSCOUNTRY (Coed)

21

$4,542

$5,046

$5,549

$6,053

FIELD HOCKEY

 

 

 

 

 

Varsity

21

$4,542

$5,046

$5,549

$6,053

Assistant

15

$3,244

$3,604

$3,964

$4,324

Freshman

14

$3,028

$3,364

$3,699

$4,035

FOOTBALL

 

 

 

 

 

Varsity

34

$7,354

$8,169

$8,984

$9,800

Assistant

22

$4,758

$5,286

$5,813

$6,341

JV

18

$3,893

$4,325

$4,756

$5,188

Freshman

16

$3,461

$3,844

$4,228

$4,612

Asst. Freshman

15

$3,244

$3,604

$3,964

$4,324

GOLF (Coed)

15

$3,244

$3,604

$3,964

$4,324

SOCCER-BOYS/GIRLS

 

 

 

 

 

Varsity

21

$4,542

$5,046

$5,549

$6,053

JV

15

$3,244

$3,604

$3,964

$4,324

Freshman

14

$3,028

$3,364

$3,699

$4,035

VOLLEYBALL/GIRLS

 

 

 

 

 

Varsity

21

$4,542

$5,046

$5,549

$6,053

JV

14

$3,028

$3,364

$3,699

$4,035

Freshman

14

$3,028

$3,364

$3,699

$4,035

ATHLETIC TRAINER

25

$5,407

$6,007

$6,606

$7,206

 

WINTER

POINTS

STEP 0

STEP 1

STEP 2

STEP 3

BASKETBALL

 

 

 

 

 

Varsity-Boys/Girls

25

$5,407

$6,007

$6,606

$7,206

JV-Boys/Girls

18

$3,893

$4,325

$4,756

$5,188

Freshman-Boys/Girls

15

$3,244

$3,604

$3,964

$4,324

CHEERLEADING

15

$3,244

$3,604

$3,964

$4,324

ICE HOCKEY

 

 

 

 

 

Varsity

25

$5,407

$6,007

$6,606

$7,206

Assistant

18

$3,893

$4,325

$4,756

$5,188

RIFLE TEAM (Coed)

15

$3,244

$3,604

$3,964

$4,324

SKI TEAM (Coed)

18

$3,893

$4,325

$4,756

$5,188

Assistant

12

$2,595

$2,883

$3,171

$3,459

SWIM (Coed)

 

 

 

 

 

Head

18

$3,893

$4,325

$4,756

$5,188

Assistant

15

$3,244

$3,604

$3,964

$4,324

Track

 

 

 

 

 

Varsity

20

$4,326

$4,805

$5,285

$5,765

Assistant

15

$3,244

$3,604

$3,964

$4,324

ATHLETIC TRAINER

25

$5,407

$6,007

$6,606

$7,206

 

SPRING

POINTS

STEP 0

STEP 1

STEP 2

STEP 3

BASEBALL

 

 

 

 

 

Varsity

20

$4,326

$4,805

$5,285

$5,765

Assistant Varsity

14

$3,028

$3,364

$3,699

$4,035

JV

15

$3,244

$3,604

$3,964

$4,324

LACROSSE

 

 

 

 

 

Varsity/Boys-Girls

20

$4,326

$4,805

$5,285

$5,765

JV-Boys/Girls

15

$3,244

$3,604

$3,964

$4,324

Freshman-Boys-Girls

14

$3,028

$3,364

$3,699

$4,035

SOFTBALL

 

 

 

 

 

Varsity

20

$4,326

$4,805

$5,285

$5,765

Assistant Varsity

14

$3,028

$3,364

$3,699

$4,035

JV

15

$3,244

$3,604

$3,964

$4,324

Freshman

14

$3,028

$3,364

$3,699

$4,035

TENNIS-BOYS/GIRLS

18

$3,893

$4,325

$4,756

$5,188

Assistant

14

$3,028

$3,364

$3,699

$4,035

TRACK-BOYS/GIRLS

 

 

 

 

 

Varsity

20

$4,326

$4,805

$5,285

$5,765

Assistant Varsity

15

$3,244

$3,604

$3,964

$4,324

ATHLETIC TRAINER

25

$5,407

$6,007

$6,606

$7,206

2015-2016

FALL

POINTS

STEP 0

STEP 1

STEP 2

STEP 3

CHEERLEADING

15

$3,277

$3,640

$4,003

$4,367

CROSSCOUNTRY (Coed)

21

$4,587

$5,096

$5,605

$6,113

FIELD HOCKEY

 

 

 

 

 

Varsity

21

$4,587

$5,096

$5,605

$6,113

Assistant

15

$3,277

$3,640

$4,003

$4,367

Freshman

14

$3,058

$3,397

$3,736

$4,076

FOOTBALL

 

 

 

 

 

Varsity

34

$7,427

$8,251

$9,074

$9,898

Assistant

22

$4,806

$5,339

$5,872

$6,405

JV

18

$3,932

$4,368

$4,804

$5,240

Freshman

16

$3,495

$3,883

$4,270

$4,658

Asst. Freshman

15

$3,277

$3,640

$4,003

$4,367

GOLF (Coed)

15

$3,277

$3,640

$4,003

$4,367

SOCCER-BOYS/GIRLS

 

 

 

 

 

Varsity

21

$4,587

$5,096

$5,605

$6,113

JV

15

$3,277

$3,640

$4,003

$4,367

Freshman

14

$3,058

$3,397

$3,736

$4,076

VOLLEYBALL/GIRLS

 

 

 

 

 

Varsity

21

$4,587

$5,096

$5,605

$6,113

JV

14

$3,058

$3,397

$3,736

$4,076

Freshman

14

$3,058

$3,397

$3,736

$4,076

ATHLETIC TRAINER

25

$5,461

$6,067

$6,672

$7,278

 

WINTER

POINTS

STEP 0

STEP 1

STEP 2

STEP 3

BASKETBALL

 

 

 

 

 

Varsity-Boys/Girls

25

$5,461

$6,067

$6,672

$7,278

JV-Boys/Girls

18

$3,932

$4,368

$4,804

$5,240

Freshman-Boys/Girls

15

$3,277

$3,640

$4,003

$4,367

CHEERLEADING

15

$3,277

$3,640

$4,003

$4,367

ICE HOCKEY

 

 

 

 

 

Varsity

25

$5,461

$6,067

$6,672

$7,278

Assistant

18

$3,932

$4,368

$4,804

$5,240

RIFLE TEAM (Coed)

15

$3,277

$3,640

$4,003

$4,367

SKI TEAM (Coed)

18

$3,932

$4,368

$4,804

$5,240

Assistant

12

$2,621

$2,912

$3,203

$3,493

SWIM (Coed)

 

 

 

 

 

Head

18

$3,932

$4,368

$4,804

$5,240

Assistant

15

$3,277

$3,640

$4,003

$4,367

Track

 

 

 

 

 

Varsity

20

$4,369

$4,853

$5,338

$5,822

Assistant

15

$3,277

$3,640

$4,003

$4,367

ATHLETIC TRAINER

25

$5,461

$6,067

$6,672

$7,278

 

SPRING

POINTS

STEP 0

STEP 1

STEP 2

STEP 3

BASEBALL

 

 

 

 

 

Varsity

20

$4,369

$4,853

$5,338

$5,822

Assistant Varsity

14

$3,058

$3,397

$3,736

$4,076

JV

15

$3,277

$3,640

$4,003

$4,367

LACROSSE

 

 

 

 

 

Varsity/Boys-Girls

20

$4,369

$4,853

$5,338

$5,822

JV-Boys/Girls

15

$3,277

$3,640

$4,003

$4,367

Freshman-Boys-Girls

14

$3,058

$3,397

$3,736

$4,076

SOFTBALL

 

 

 

 

 

Varsity

20

$4,369

$4,853

$5,338

$5,822

Assistant Varsity

14

$3,058

$3,397

$3,736

$4,076

JV

15

$3,277

$3,640

$4,003

$4,367

Freshman

14

$3,058

$3,397

$3,736

$4,076

TENNIS-BOYS/GIRLS

18

$3,932

$4,368

$4,804

$5,240

Assistant

14

$3,058

$3,397

$3,736

$4,076

TRACK-BOYS/GIRLS

 

 

 

 

 

Varsity

20

$4,369

$4,853

$5,338

$5,822

Assistant Varsity

15

$3,277

$3,640

$4,003

$4,367

ATHLETIC TRAINER

25

$5,461

$6,067

$6,672

$7,278

2016-2017

FALL

POINTS

STEP 0

STEP 1

STEP 2

STEP 3

CHEERLEADING

15

$3,277

$3,640

$4,003

$4,367

CROSSCOUNTRY (Coed)

21

$4,587

$5,096

$5,605

$6,113

FIELD HOCKEY

 

 

 

 

 

Varsity

21

$4,587

$5,096

$5,605

$6,113

Assistant

15

$3,277

$3,640

$4,003

$4,367

Freshman

14

$3,058

$3,397

$3,736

$4,076

FOOTBALL

 

 

 

 

 

Varsity

34

$7,427

$8,251

$9,074

$9,898

Assistant

22

$4,806

$5,339

$5,872

$6,405

JV

18

$3,932

$4,368

$4,804

$5,240

Freshman

16

$3,495

$3,883

$4,270

$4,658

Asst. Freshman

15

$3,277

$3,640

$4,003

$4,367

GOLF (Coed)

15

$3,277

$3,640

$4,003

$4,367

SOCCER-BOYS/GIRLS

 

 

 

 

 

Varsity

21

$4,587

$5,096

$5,605

$6,113

JV

15

$3,277

$3,640

$4,003

$4,367

Freshman

14

$3,058

$3,397

$3,736

$4,076

VOLLEYBALL/GIRLS

 

 

 

 

 

Varsity

21

$4,587

$5,096

$5,605

$6,113

JV

14

$3,058

$3,397

$3,736

$4,076

Freshman

14

$3,058

$3,397

$3,736

$4,076

ATHLETIC TRAINER

25

$5,461

$6,067

$6,672

$7,278

 

WINTER

POINTS

STEP 0

STEP 1

STEP 2

STEP 3

BASKETBALL

 

 

 

 

 

Varsity-Boys/Girls

25

$5,461

$6,067

$6,672

$7,278

JV-Boys/Girls

18

$3,932

$4,368

$4,804

$5,240

Freshman-Boys/Girls

15

$3,277

$3,640

$4,003

$4,367

CHEERLEADING

15

$3,277

$3,640

$4,003

$4,367

ICE HOCKEY

 

 

 

 

 

Varsity

25

$5,461

$6,067

$6,672

$7,278

Assistant

18

$3,932

$4,368

$4,804

$5,240

RIFLE TEAM (Coed)

15

$3,277

$3,640

$4,003

$4,367

SKI TEAM (Coed)

18

$3,932

$4,368

$4,804

$5,240

Assistant

12

$2,621

$2,912

$3,203

$3,493

SWIM (Coed)

 

 

 

 

 

Head

18

$3,932

$4,368

$4,804

$5,240

Assistant

15

$3,277

$3,640

$4,003

$4,367

Track

 

 

 

 

 

Varsity

20

$4,369

$4,853

$5,338

$5,822

Assistant

15

$3,277

$3,640

$4,003

$4,367

ATHLETIC TRAINER

25

$5,461

$6,067

$6,672

$7,278

 

SPRING

POINTS

STEP 0

STEP 1

STEP 2

STEP 3

BASEBALL

 

 

 

 

 

Varsity

20

$5,461

$4,853

$6,672

$7,278

JV-Boys/Girls

18

$3,932

$4,368

$4,804

$5,240

Freshman-Boys/Girls

15

$3,277

$3,640

$4,003

$4,367

CHEERLEADING

15

$3,277

$3,640

$4,003

$4,367

ICE HOCKEY

 

 

 

 

 

Varsity

25

$5,461

$6,067

$6,672

$7,278

Assistant

18

$3,932

$4,368

$4,804

$5,240

RIFLE TEAM (Coed)

15

$3,277

$3,640

$4,003

$4,367

SKI TEAM (Coed)

18

$3,932

$4,368

$4,804

$5,240

Assistant

12

$2,621

$2,912

$3,203

$3,493

SWIM (Coed)

 

 

 

 

 

Head

18

$3,932

$4,368

$4,804

$5,240

Assistant

15

$3,277

$3,640

$4,003

$4,367

Track

 

 

 

 

 

Varsity

20

$4,369

$4,853

$5,338

$5,822

Assistant

15

$3,277

$3,640

$4,003

$4,367

ATHLETIC TRAINER

25

$5,461

$6,067

$6,672

$7,278

 

 

APPENDIX C

 

MIDDLE SCHOOL ATHLETICS

2014-2015

POINTS

STEP0

STEP1

STEP2

STEP3

BASEBALL

11

$2,379

$2,643

$2,907

$3,171

BASKETBALL

13

$2,812

$3,123

$3,435

$3,747

CHEERLEADING

11

$2,379

$2,643

$2,907

$3,171

CROSSCOUNTRY

11

$2,379

$2,643

$2,907

$3,171

FIELD HOCKEY

11

$2,379

$2,643

$2,907

$3,171

FOOTBALL - HEAD

13

$2,812

$3,123

$3,435

$3,747

FOOTBALL-ASSISTANT

11

$2,379

$2,643

$2,907

$3,171

SOCCER

11

$2,379

$2,643

$2,907

$3,171

SOFTBALL

11

$2,379

$2,643

$2,907

$3,171

SPRING TRACK

11

$2,379

$2,643

$2,907

$3,171

SPRING TRACK ASSIST.

10

$2,163

$2,403

$2,642

$2,882

 

INTRAMURAL STIPEND

$2,021

AFTER SCHOOL SPORTS

 

SUPERVISORS

$30.00

ATHLETIC

 

COORDINATOR

$4,224

 

2015-2016

POINTS

STEP0

STEP1

STEP2

STEP3

BASEBALL

11

$2,403

$2,669

$2,936

$3,202

BASKETBALL

13

$2,840

$3,155

$3,470

$3,785

CHEERLEADING

11

$2,403

$2,669

$2,936

$3,202

CROSSCOUNTRY

11

$2,403

$2,669

$2,936

$3,202

FIELD HOCKEY

11

$2,403

$2,669

$2,936

$3,202

FOOTBALL - HEAD

13

$2,840

$3,155

$3,470

$3,785

FOOTBALL-ASSISTANT

11

$2,403

$2,669

$2,936

$3,202

SOCCER

11

$2,403

$2,669

$2,936

$3,202

SOFTBALL

11

$2,403

$2,669

$2,936

$3,202

SPRING TRACK

11

$2,403

$2,669

$2,936

$3,202

SPRING TRACK ASSIST.

10

$2,184

$2,427

$2,669

$2,911

 

INTRAMURAL STIPEND

$2,041

AFTER SCHOOL SPORTS

 

SUPERVISORS

$30.30

ATHLETIC

 

COORDINATOR

$4,266

 

2016-2017

POINTS

STEP 0

STEP 1

STEP 2

STEP 3

BASEBALL

11

$2,403

$2,669

$2,936

$3,202

BASKETBALL

13

$2,840

$3,155

$3,470

$3,785

CHEERLEADING

11

$2,403

$2,669

$2,936

$3,202

CROSSCOUNTRY

11

$2,403

$2,669

$2,936

$3,202

FIELD HOCKEY

11

$2,403

$2,669

$2,936

$3,202

FOOTBALL - HEAD

13

$2,840

$3,155

$3,470

$3,785

FOOTBALL-ASSISTANT

11

$2,403

$2,669

$2,936

$3,202

SOCCER

11

$2,403

$2,669

$2,936

$3,202

SOFTBALL

11

$2,403

$2,669

$2,936

$3,202

SPRING TRACK

11

$2,403

$2,669

$2,936

$3,202

SPRING TRACK ASSIST.

10

$2,184

$2,427

$2,669

$2,911

 

INTRAMURAL STIPEND

$2,041

AFTER SCHOOL SPORTS

 

SUPERVISORS

$30.30

ATHLETIC

 

COORDINATOR

$4,266

 

 

APPENDIX D

 

Intra/Inter School Compensatory Activities

 

2014-15

HIGH SCHOOL

POINTS

STEP 0

STEP 1

STEP 2

STEP 3

INQUIRY

14

$3,028

$3,364

$3,699

$4,035

DRAMATICS

14

$3,028

$3,364

$3,699

$4,035

DRAMA ASSISTANT

9

$1,947

$2,162

$2,378

$2,594

SCENERY ASSISTANT

5

$1,081

$1,201

$1,321

$1,441

TOURNAMENT OF PLAYS

5

$1,081

$1,201

$1,321

$1,441

(4) Positions

 

 

 

 

 

SCHOOL PAPER

14

$3,028

$3,364

$3,699

$4,035

LITERARY MAGAZINE

9

$1,947

$2,162

$2,378

$2,594

MATH LEAGUE

9

$1,947

$2,162

$2,378

$2,594

YEARBOOK

22

$4,758

$5,286

$5,813

$6,341

ART YEARBOOK

14

$3,028

$3,364

$3,699

$4,035

MARCHING BAND DIRECTOR

18

$3,893

$4,325

$4,756

$5,188

ASSISTANT

14

$3,028

$3,364

$3,699

$4,035

MARCHING BAND DRILL

 

 

 

 

 

INSTRUCTOR

9

$1,947

$2,162

$2,378

$2,594

MUSICAL THEATRE DIR.

18

$3,893

$4,325

$4,756

$5,188

ASSISTANT

14

$3,028

$3,364

$3,699

$4,035

MUSICAL THEATRE COND.

14

$3,028

$3,364

$3,699

$4,035

FLAG SQUAD DIRECTOR

14

$3,028

$3,364

$3,699

$4,035

MARCH. BAND PERC. DIR.

9

$1,947

$2,162

$2,378

$2,594

EXTRACURRICULAR

 

 

 

 

 

INSTRUMENTAL

 

 

 

 

 

STRINGS

9

$1,947

$2,162

$2,378

$2,594

WIND/PERCUSSION

9

$1,947

$2,162

$2,378

$2,594

JAZZ BAND

9

$1,947

$2,162

$2,378

$2,594

NATIONAL HONOR SOCIETY

9

$1,947

$2,162

$2,378

$2,594

FRENCH CLUB

5

$1,081

$1,201

$1,321

$1,441

SPANISH CLUB

5

$1,081

$1,201

$1,321

$1,441

LATIN CLUB

5

$1,081

$1,201

$1,321

$1,441

AFS ADVISOR

5

$1,081

$1,201

$1,321

$1,441

SCIENCE LEAGUE

9

$1,947

$2,162

$2,378

$2,594

VOCAL ENSEMBLE

9

$1,947

$2,162

$2,378

$2,594

STUDENT GOV. ADVISOR

5

$1,081

$1,201

$1,321

$1,441

ATMOSPHERE COMMITTEE

5

$1,081

$1,201

$1,321

$1,441

SCHOOL MEDIATION

9

$1,947

$2,162

$2,378

$2,594

GAY-STRAIGHT ALLIANCE

5

$1,081

$1,201

$1,321

$1,441

SADD

5

$1,081

$1,201

$1,321

$1,441

ENVIRONMENTAL CLUB

14

$3,028

$3,364

$3,699

$4,035

DRILL TEAM (AFJROTC)

18

$3,893

$4,325

$4,756

$5,188

CHESS CLUB

9

$1,947

$2,162

$2,378

$2,594

INTERACT CLUB

9

$1,947

$2,162

$2,378

$2,594

STEP TEAM ADVISOR

9

$1,947

$2,162

$2,378

$2,594

USFIRST ROBOTICS TEAM

9

$1,947

$2,162

$2,378

$2,594

HISTORY DAY ADVISOR

9

$1,947

$2,162

$2,378

$2,594

WEST SUBURBAN SCIENCE

9

$1,947

$2,162

$2,378

$2,594

LEAGUE

 

 

 

 

 

WEST SUBURBAN SCIENCE

 

 

 

 

 

OLYMPIAD

9

$1,947

$2,162

$2,378

$2,594

SCIENCE BOWL/OCEAN BOWL

5

$1,081

$1,201

$1,321

$1,441

TENACITY HEAD COACH

5

$1,081

$1,201

$1,321

$1,441

METCO SAT PREP COURSE

4

$865

$961

$1,057

$1,153

CLASS ADVISORS:

 

 

 

 

 

FRESHMEN

 

$2,882

 

 

 

SOPHOMORE

 

 

$3,171

 

 

JUNIOR

 

 

 

$3,457

 

SENIOR

 

 

 

 

$3,748

MIDDLE SCHOOL

 

 

 

 

 

MATH LEAGUE

5

$1,081

$1,201

$1,321

$1,441

ACADEMIC RECOGNITION

5

$1,081

$1,201

$1,321

$1,441

YEARBOOK

5

$1,081

$1,201

$1,321

$1,441

MUSICAL THEATRE DIR.

14

$3,028

$3,364

$3,699

$4,035

MUSICAL THEATRE ASSISTANT

9

$1,947

$2,162

$2,378

$2,594

MUSICAL THEATRE

 

 

 

 

 

CONDUCTOR

9

$1,947

$2,162

$2,378

$2,594

GRADE 6 MUSICAL THEATRE

 

 

 

 

 

COACH

5

$1,081

$1,201

$1,321

$1,441

MUSICAL THEATRE

 

 

 

 

 

CHOREOGRAPHER

5

$1,081

$1,201

$1,321

$1,441

SCIENCE LEAGUE

5

$1,081

$1,201

$1,321

$1,441

SCHOOL MEDIATION

9

$1,947

$2,162

$2,378

$2,594

NEWSPAPER CLUB

5

$1,081

$1,201

$1,321

$1,441

WASHINGTON D.C. TRIP COORD.

5

$1,081

$1,201

$1,321

$1,441

MODEL UN

4

$865

$961

$1,057

$1,153

EXTRACURRICULAR VOCAL

9

$1,947

$2,162

$2,378

$2,594

EXTRACURRICULAR

 

 

 

 

 

INSTRUMENTAL

9

$1,947

$2,162

$2,378

$2,594

JAZZ BAND

9

$1,947

$2,162

$2,378

$2,594

STUDENT COUNCIL

5

$1,081

$1,201

$1,321

$1,441

HOMEWORK CLUB

7

$1,514

$1,682

$1,850

$2,018

METCO MATH

 

 

 

 

 

ELEMENTARY/LANE

 

 

 

 

 

STUDENT GOVERNMENT

 

 

 

 

 

ADVISOR

5

$1,081

$1,201

$1,321

$1,441

TALENT SHOW DIRECTOR

5

$1,081

$1,201

$1,321

$1,441

ELEMENTARY/DAVIS

 

 

 

 

 

SENIOR TUTOR COORDINATOR

3

$649

$721

$793

$865

 

Point Value for Appendices C & D

 

Minimum-Point

$216.28

Maximum Point

$288.23

These stipends shall be calculated as follows

 

1st year in position

Minimum

2nd year in position

minimum + (max-min x 1/3)

3rd year in position

minimum + (max-min x 2/3)

4th year in position

(and thereafter) Maximum

2015-2016

HIGH SCHOOL

POINTS

STEP 0

STEP 1

STEP 2

STEP 3

INQUIRY

14

$3,058

$3,397

$3,736

$4,076

DRAMATICS

14

$3,058

$3,397

$3,736

$4,076

DRAMA ASSISTANT

9

$1,966

$2,184

$2,402

$2,620

SCENERY ASSISTANT

5

$1,092

$1,213

$1,334

$1,456

TOURNAMENT OF PLAYS

5

$1,092

$1,213

$1,334

$1,456

(4) Positions

 

 

 

 

 

SCHOOL PAPER

14

$3,058

$3,397

$3,736

$4,076

LITERARY MAGAZINE

9

$1,966

$2,184

$2,402

$2,620

MATH LEAGUE

9

$1,966

$2,184

$2,402

$2,620

YEARBOOK

22

$4,806

$5,339

$5,872

$6,405

ART YEARBOOK

14

$3,058

$3,397

$3,736

$4,076

MARCHING BAND DIRECTOR

18

$3,932

$4,368

$4,804

$5,240

ASSISTANT

14

$3,058

$3,397

$3,736

$4,076

MARCHING BAND DRILL

 

 

 

 

 

INSTRUCTOR

9

$1,966

$2,184

$2,402

$2,620

MUSICAL THEATRE DIR.

18

$3,932

$4,368

$4,804

$5,240

ASSISTANT

14

$3,058

$3,397

$3,736

$4,076

MUSICAL THEATRE COND.

14

$3,058

$3,397

$3,736

$4,076

FLAG SQUAD DIRECTOR

14

$3,058

$3,397

$3,736

$4,076

MARCH. BAND PERC. DIR.

9

$1,966

$2,184

$2,402

$2,620

EXTRACURRICULAR

 

 

 

 

 

INSTRUMENTAL

 

 

 

 

 

STRINGS

9

$1,966

$2,184

$2,402

$2,620

WIND/PERCUSSION

9

$1,966

$2,184

$2,402

$2,620

JAZZ BAND

9

$1,966

$2,184

$2,402

$2,620

NATIONAL HONOR SOCIETY

9

$1,966

$2,184

$2,402

$2,620

FRENCH CLUB

5

$1,092

$1,213

$1,334

$1,456

SPANISH CLUB

5

$1,092

$1,213

$1,334

$1,456

LATIN CLUB

5

$1,092

$1,213

$1,334

$1,456

AFS ADVISOR

5

$1,092

$1,213

$1,334

$1,456

SCIENCE LEAGUE

9

$1,966

$2,184

$2,402

$2,620

VOCAL ENSEMBLE

9

$1,966

$2,184

$2,402

$2,620

STUDENT GOV. ADVISOR

5

$1,092

$1,213

$1,334

$1,456

ATMOSPHERE COMMITTEE

5

$1,092

$1,213

$1,334

$1,456

SCHOOL MEDIATION

9

$1,966

$2,184

$2,402

$2,620

GAY-STRAIGHT ALLIANCE

5

$1,092

$1,213

$1,334

$1,456

SADD

5

$1,092

$1,213

$1,334

$1,456

ENVIRONMENTAL CLUB

14

$3,058

$3,397

$3,736

$4,076

DRILL TEAM (AFJROTC)

18

$3,932

$4,368

$4,804

$5,240

CHESS CLUB

9

$1,966

$2,184

$2,402

$2,620

INTERACT CLUB

9

$1,966

$2,184

$2,402

$2,620

STEP TEAM ADVISOR

9

$1,966

$2,184

$2,402

$2,620

USFIRST ROBOTICS TEAM

9

$1,966

$2,184

$2,402

$2,620

HISTORY DAY ADVISOR

9

$1,966

$2,184

$2,402

$2,620

WEST SUBURBAN SCIENCE

 

 

 

 

 

LEAGUE

9

$1,966

$2,184

$2,402

$2,620

WEST SUBURBAN SCIENCE

 

 

 

 

 

OLYMPIAD

9

$1,966

$2,184

$2,402

$2,620

SCIENCE BOWL/OCEAN BOWL

5

$1,092

$1,213

$1,334

$1,456

BUC STOP

7

$1,529

$1,699

$1,868

$2,038

WOMEN OF SCIENCE

5

$1,092

$1,213

$1,334

$1,456

CHEMICAL HYGIENE OFFICER

3

$655

$728

$801

$873

MAGIC CLUB

5

$1,092

$1,213

$1,334

$1,456

TENACITY HEAD COACH

5

$1,092

$1,213

$1,334

$1,456

METCO SAT PREP COURSE

4

$874

$971

$1,068

$1,164

CLASS ADVISORS:

 

 

 

 

 

FRESHMAN

 

$2,911

 

 

 

SOPHOMORE

 

 

$3,203

 

 

JUNIOR

 

 

 

$3,457

 

SENIOR

 

 

 

 

$3,785

MIDDLE SCHOOL

 

 

 

 

 

MATH LEAGUE

5

$1,092

$1,213

$1,334

$1,456

ACADEMIC RECOGNITION

5

$1,092

$1,213

$1,334

$1,456

YEARBOOK

5

$1,092

$1,213

$1,334

$1,456

MUSICAL THEATRE DIR.

14

$3,058

$3,397

$3,736

$4,076

ASSISTANT

9

$1,966

$2,184

$2,402

$2,620

MUSICAL THEATRE COND.

9

$1,966

$2,184

$2,402

$2,620

GRADE 6 MUSICAL THEATRE

 

 

 

 

 

COACH

9

$1,966

$2,184

$2,402

$2,620

MUSICAL THEATRE

 

 

 

 

 

CHOREOGRAPHER

9

$1,966

$2,184

$2,402

$2,620

SCIENCE LEAGUE

5

$1,092

$1,213

$1,334

$1,456

SCHOOL MEDIATION

9

$1,966

$2,184

$2,402

$2,620

NEWSPAPER CLUB

5

$1,092

$1,213

$1,334

$1,456

WASHINGTON D.C. TRIP

 

 

 

 

 

COORD.

5

$1,092

$1,213

$1,334

$1,456

MODEL UN

4

$874

$971

$1,068

$1,164

EXTRACURRICULAR VOCAL

9

$1,966

$2,184

$2,402

$2,620

EXTRACURRICULAR

 

 

 

 

 

INSTRUMENTAL

9

$1,966

$2,184

$2,402