Nauset

Show detailed information about district and contract

DistrictNauset
Shared Contract District
Org Code6600000
Type of DistrictRegional Secondary
Union AffiliationMTA
Most Recent DocumentContract
Expiring Year2014
Expired Status
Superintendency UnionUnion 54 Nauset
Regional HS MembersNauset
Vocational HS Members
CountyBarnstable
ESE RegionSoutheast
Urban
Kind of Communityresort/retirement/artistic
Number of Schools2
Enrollment1535
Percent Low Income Students13
Grade Start6
Grade End12
download pdf version of this document view accessible version of this document Nauset

TEACHERS CONTRACT

between the

NAUSET REGIONAL SCHOOL

DISTRICT

AND SCHOOL UNION #54

and the

NAUSET EDUCATION ASSOCIATION

JULY 1, 2011 - JUNE 30, 2014

 

This AGREEMENT is entered into this first (1st) day of July 2011, between the School Committees of Union No. 54 and the Nauset Regional School District, hereinafter referred to as the "Committee," and the Nauset Education Association, hereinafter referred to as the "Association," affiliated with the National Education Association and the Massachusetts Teachers Association.

Preamble

1.    It is the intention of the parties in this contract to continue their harmonious relations, to promote mutual cooperation and understanding, to formulate rules, to define and resolve the proper interest of the teachers and nurses in their rights of compensation and the conditions under which they perform their duties, with the best interest of the total education of the youth of these communities being the primary concern. The parties acknowledge that the Committee has complete authority over policies and general management of the schools, which it exercises under law, and that this vehicle of collective bargaining will provide the teachers and nurses with a better opportunity to bring their knowledge and experience together with that of the Committee to bear on matters of professional concern with a goal of assisting in solving the growing problems inherent in the advancement of education.

2.    In the event that a court of competent jurisdiction shall decide that any part or provision of this Agreement is in conflict with any applicable law of the Commonwealth or of the United States, such law shall prevail. All other provisions of this Agreement shall remain in force and effect.

ARTICLE I

Recognition

1. The Committee recognizes the Association for the purpose of collective bargaining as the exclusive representative of a unit consisting of all the following employees of Nauset Region and Union No. 54 School System.

a.    All classroom teachers or teachers of remedial or special education, including all department heads, subject coordinators, professional guidance personnel serving pupils directly in a counseling capacity, school librarians, nurses, long-term substitutes, permanent substitutes, extracurricular positions, including athletic coaches (during his/her season), teacher mentors, physical therapists, occupational therapists, and interpreters, hereinafter referred to as employees, but excluding educational assistants, in-school tutors, all other substitutes, administrators, and all other employees of the school department. In this contract "secondary teachers" is applied to teachers of students in the Middle School and High School. The term "elementary teachers" is applied to the teachers of students in the elementary schools.

b.    Long-term substitutes shall be defined as teachers who have taught in the same position for a period of ninety (90) or more consecutive school days with the exception that this ninety (90) days of employment may be interrupted by up to three (3) excused but unpaid absences without loss of credit toward long-term substitute status. A long-term teaching substitute, upon qualifying as such, shall be placed on the Bachelors Minimum Salary Schedule. Long-term substitutes will accrue sick leave at a rate of 1.5 days per whole month, and personal leave at a rate of one (l)day per five (5) whole months. Accrued sick leave will not be carried forward. No credit will apply for the ninety (90) day period prior to achieving long-term substitute status. Long-term substitutes shall receive paid funeral leave provided he/she meets the contractual conditions. No other leaves shall apply to long-term substitutes.

c.    Permanent substitutes are full year employees, and shall be defined as teachers whose primary assignment is to substitute.   Permanent substitutes will be paid an annual wage of fifty percent (50%) of the Bachelors Minimum Salary Schedule and will receive all contractual benefits and accrue sick leave and personal leave at the same rate as classroom teachers. Permanent substitutes will work 182 days, one (1) day before and after the students.

2.   Nothing contained in the Agreement shall be construed to prevent any employee or ad hoc group of employees not acting on behalf of any employee organization or representing anyone but themselves from discussing at any time any problems with any of their supervisors, the School Committee or other representatives of the School Committee without the previous consent of the Association, nor shall any action taken by said supervisors, School Committee, or its representatives as a result of such discussion be the subject of a grievance unless such action is in specific and direct contravention of express language in a specific provision of the Agreement. The Association will be notified and have a right to attend any such session before the School Committee.

3.   There shall be no discrimination, interference, restraint, or coercion by the School Committee, the Teachers' Association or their respective agents against any employee because of membership or non-membership in the Association as a condition of employment in the Nauset School System.

4.   As a condition of 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 by payroll deduction to the Association an agency fee equal to eighty (80%) percent of the combined dues for full membership in the Nauset Education Association, Massachusetts Teachers' Association, and the National Education Association. The deduction will start with the first paycheck in October and continue until the last paycheck in June. The deductions will be in equal amounts as discussed in Article XXIII, Payroll Deductions. The Committee shall not be responsible and the Association agrees to hold the Committee harmless from any action it takes against any employee as a result of the adoption of Chapter 150E, Section 12 (the Agency Fee clause).

5.   Contract Security. Any contract or employment notification issued contrary to the terms of any agreement shall be invalid and shall be canceled by the Superintendent, and shall be re-issued without prejudice to any previous signature of acceptance by any party.

6.   Association Security.

a.    Mail Boxes. The Association shall have the right to use employee mailboxes at each building.

b.   Mail System. The Association shall have the right to use the inter-school and intra-school mail system.

ARTICLE II

Management Rights

Under the laws of Massachusetts, the School Committees elected by the citizens of Nauset Region and School Union No. 54 have final responsibility for establishing the education policies of the public schools of the Region and School Union No. 54, for management of said schools, and for directing their operation (a responsibility which includes the duty to maintain public elementary and secondary schools and such other educational activities as they find will best serve the interests of the Nauset Region and School Union No. 54), and to exercise such other authority, rights, and powers conferred upon the Committees by the laws of Massachusetts and the Rules and Regulations of any pertinent agency of the Commonwealth.

ARTICLE III

Negotiation Procedure

1.   Not later than October 1st of the calendar year preceding the calendar year in which this Agreement expires, the Committee agrees to enter into negotiations with the Association over a successor agreement. The October 1st date will be the first negotiation meeting date, unless the parties agree otherwise.

2.   Any agreement reached by the parties shall be reduced to writing, and signed by the Committee and the Association.

3.   If the negotiations described in section 1. reach an impasse, the procedure described in Chapter 150E of the General Laws will be followed.

ARTICLE IV

General

1.   There shall be no reprisals of any kind taken by either party against any employee by reason of his/her membership or non-membership in the Association, or participation or non-participation in its activities.

2.   A copy of the official agenda of Committee meetings will be posted in the building faculty room twenty-four (24) hours prior to said meeting except in case of emergency. Copies of minutes of official Committee meetings will be posted in the building faculty room as soon as possible after becoming official.

3.   The amended Agreement shall be printed in booklet form within sixty (60) days after ratification by both sides, whenever possible, and copies distributed to present employees. The cost of such publication will be borne by the School Committee and the Nauset Education Association equally.

4.   A copy of all vacancy notices will be posted in each building faculty room at least five (5) business days prior to closing.

ARTICLE V

Salaries

1.   The salaries of all persons covered by this Agreement are set forth in Appendix "A" the Unit A Schedule, Appendix "B" the Extracurricular Salaries-Athletic, and Appendix "C" the Non-Athletic Extracurricular Salary Schedule. Physical therapists, occupational therapists, and interpreters salaries will be whatever is negotiated by the parties in this contract.

2.   All persons on the employees' Salary Schedule will have the option of being paid in either twenty-one (21) or twenty-six (26) payments.

a.   When the scheduled pay date falls on a school holiday, or within a school vacation, employees will be paid the last school day preceding the holiday or vacation. This section shall only apply to employees employed exclusively by the Nauset Regional School District.

b.   The Nauset Education Association agrees to hold the School Committees harmless for any interest or penalties resulting from the non-performance of Article V, 2. a., providing such non-performance is not the fault of the School Committees.

3.   Wages for Unit A employees 2011-2014: The salary schedule will not be increased in 2011-2012; effective July 1, 2012, increase by 2.00%; effective July 1, 2013, increase by 2.50%.

4.   Effective July 1, 2007, a new column will be added to the salary schedule and will be designated as M+90. When initially established, this M+90 column shall be 1.8% greater at each step than the M+75 column counterpart step then in effect.

5.   Hourly rates for curriculum development and other part time hourly work, except any work included in Appendix B or Appendix C, are as follows:

2011-2012: $30.00             2012-2013: $32.00             2013-2014: $34.00

ARTICLE VI

Teacher Employment

1.   Full credit will be given to eligible employees upon initial employment for any applicable combination of the following reasons:

a.    Comparable teaching experience.   Breaks in service beyond five (5) years (except for approved leave) will not be credited as comparable teaching experience.

b.   Actual scheduled teaching experience in the military service (maximum credit of one [1] year).

c.    Peace Corps (maximum credit of one [1] year).

d.   Relevant business and/or industrial experience (maximum credit of one [1] year).

e.    Entry level for teachers will be up to step 3 (at the Superintendent's discretion), plus additional steps, one (1) per year of experience.

2.   New personnel will be placed on the proper step and scale of the Salary Schedule as determined by the Superintendent of Schools or designee in accordance with Article VI, Section 1 above.

3.   Employees participating in compensated athletic or extracurricular activities will be notified of his/her appointment in writing.

ARTICLE VII

Nurse Employment

1.   A School Nurse shall meet all appropriate regulatory standards of the Department of Education, Public Health, and any other governing agency.

2.   Effective July 1, 2011, nurses will work 184 days, earn salary credits in the same fashion as teachers and have full use of salary lanes and steps in Appendix "A."

3.   Step credit on the salary scale will be given year for year for specific experience as a school nurse, up to three (3) steps on our schedule, or on recommendation by the Superintendent for other valid experience which would relate to the nature of the work in our District. This credit may or may not be given on a year for year basis.

4.   No later than June 1, all nurses will be notified in writing whether they have been reappointed for the coming school year. Nurses not reappointed will be notified in writing of the reasons for the non-reappointment.

ARTICLE VIII

Work Year, Day, Hours

1.         Work Year.

a.   Effective July 1,2011, the work year shall be one hundred eight four (184) days. The work year will normally begin no earlier than the day after Labor Day and terminate after the completion of one hundred eighty for (184) work days.

b.   These work days will consist of one hundred eighty (180) student days; one (1) day prior to the opening of the student school year; and three (3) professional development days. The professional development days will be scheduled system-wide, and planned by the Assistant Superintendent in consultation with the Professional Development Council. An exception to the work year is:

(1)        In the years Labor Day falls on the 5fh, 6th, or 7th of September, the School Committees may determine to begin the work year on the Wednesday before Labor Day. Student and teacher calendars will be voted by the School Committee after consideration and recommendation by the Curriculum Council.

(2)        At the request of the Superintendent, recognized employees under this contract being employed in this system for the first time may be required to attend two (2) additional workshop days immediately prior to the opening of school.

c.   Within their normal work day, employees may be asked to attend meetings, excluding Fridays and days immediately preceding holidays or non-school days. These meetings will be from the aggregated administration time. Grades Pre-K to 5 will attend thirty (30) meetings. Grades 6 to 12 will attend thirty-five (35) meetings.

(1)        Ten (10) days per year: building meetings called by Principal.

(2)        (Excluding Nurses) Ten (10) days per year: curriculum meetings called by Superintendent, Principal, or Curriculum Coordinator.

(3)        Ten (10) days per year: department meetings called by heads of department, subject coordinator, or Principals in the schools that do not have department heads or subject    coordinators.

(4)        (Excluding Nurses) Ten (10) days per year: to cover late bus (Region only).

d.   Employees may be required to attend up to five (5) evening activities per year, assigned by Principal. These activities will last no longer than two (2) hours for grades Pre-K to 5 and three (3) hours for grades 6-12. An exception may be made for parent conference activities which may be longer than the times listed above.

e.   Employee participation in compensated extracurricular activities will be voluntary and, once such agreement has been made, it is part of a separate written contract for the school year.

f              Employee participation in non-compensated extracurricular activities will be voluntary. Employees will not be asked to participate in any non-compensated extracurricular activity that was previously compensated.

g.   Part-time employees will attend a percentage of all meetings as outlined in Article VII b. (1). The percentage of time to be determined by the amount of time employed.

h.             The Committee will provide release time, two (2) times per year, to those elementary teachers with nineteen (19) or more conferences to conduct. That release time will be sufficient to accomplish those conferences in excess of eighteen (18).

2.         Employees' Work Day.

a.   All Levels (Pre K-12)

(1)        Within the normal work day, one student assistance day per teacher may be formally assigned and scheduled per week except on Friday or any day preceding a non-school day. Other student assistance shall be voluntary on the part of the teacher.

(2)       Excluding early dismissal, the employee work day will be aggregated time to a work week that will include 37.5 hours. Normal student-teacher contact time, other than student assistance or extracurricular assignments, will be scheduled within a daily six (6) hour and fifteen (15) minute period from Pre-K-grade 8, and six (6) hour and twenty-two (22) minute period grade 9-12. This period of six (6) hours and fifteen (15) minutes, or six (6) hours and twenty-two (22) minutes will be scheduled between 7: 00 a.m. and 4:30 p.m. excepting the High School dropout prevention program. Teachers will be notified of their scheduled hours by June 15. Student-teacher contact during a differentiated day would be considered instructional. Stipend assignments (e.g. clubs) are not suitable for differentiated schedules.

(3)       That portion of the work day which administration may apportion shall be aggregated weekly at the rate of thirty-three (33) minutes per day for a total of 165 minutes per week. The first half hour beyond the student day shall be apportioned by the principal, except that no more than fifteen (15) minutes may be apportioned after school on a day when there is an evening meeting. The aggregated balance of the required work week shall be apportioned at the discretion of the individual teacher. The administrative aggregated time may be assigned for contractually permitted purposes such as meetings, student assistance, time required to be in school before or after the student day. No meeting shall extend beyond one (1) hour. There will be no aggregation of time on in-service days.

(4)       Within the thirty-seven and a half (37.5) hour teacher work week, normal student-teacher contact other than student assistance or extracurricular assignments, will be scheduled as provided in (2) above. A scheduling forum will be planned for during the first week of the scheduling process in each school. The purpose will be to discuss possible changes to the student day. It is designed for teacher input and collaboration. Changes within a teacher's assigned work day may be made for reasonable unforeseen or changing circumstances.

(5)       All assignments shall be made equitably by the Principal. This includes, but is not limited to, bus duty, late duty, corridor duty, and cafeteria duty.

(6)       Exceptions to the provisions of Section 1. above may be made only if the School Committee (or designee), and Association jointly determine that it is necessary to do so in the best interest of the educational process.

(7)        For teachers who are employed at more than one level (Pre-K-5, 6-8, or 9-12), every effort will be made to apply the items in l.b., 1.c., and l.d. to them in proportion to their time spent at each level.

(8)        Under emergency conditions, as determined by the building principal, teachers may be given additional assignments as necessary on a non-continuing basis.

(9)        Teachers shall be required to remain at school during the work day except for field trips and activities normally held out-of-doors. Teachers may, however, be excused at the discretion of the Principal.

(10)      Duty Free Lunch within the Student Day.

a.     Elementary teachers receive a twenty-five (25) minute duty-free lunch period. An exception is made for Orleans Elementary School when a teacher is involved in recess duty.

b.     Middle School teachers receive a twenty-five (25) minute duty-free lunch period.

c.     High School teachers receive a duty-free lunch period.

(11)      One individual may be appointed Department Head of each academic department, overseeing grades 6-12, with responsibilities consistent with the current 9-12 Department Heads (that is, including teacher observation and evaluation). This position will be paid in accordance with the prevailing rate for High School Department Heads, and have reduced teaching responsibilities equivalent to an additional free block at the High School, beyond the usual Department Head schedule. An Assistant Department Head will be based in the school other than that in which the Department Head has primary teaching responsibilities, and be paid the rate in place for Middle School Subject Coordinators. (Per 10/16/00 M.O.U.)

(12)      The Committee agrees to limit teacher pullout for professional development activities for teachers with professional teacher status to nine (9) days over the course of three (3) years.

b.   Elementary (Pre K-5).

(1)      Elementary teachers' student contact time shall be no more than twenty-four and a quarter (24-1/4) hours weekly. Each elementary teacher shall be off duty during recess on every other day or equivalent thereof, and every reasonable effort will be made to reduce teachers' recess duty.

(2)      All elementary school teachers shall have sixty (60) minutes preparation time daily; a minimum of forty-five (45) continuous minutes of preparation time daily within the student day with no decrease below the 2001-2002 preparation times. Every effort will be made to provide fifty (50) minutes daily within the student day.

(3)      Elementary teachers shall have a preparation period when their students are being taught by specialists in music, art, library, or physical education, or by their principals, or by any other qualified educator, except when advance notice has been given that a demonstration lesson for the benefit of the teacher and involving new techniques and/or materials is to be taught. Except in extraordinary, nonrecurring circumstances, preparation time will be free of administrative responsibilities.

(4)      Elementary school teachers who hold parent conferences will be given two half days: one (1) in November and one (1) in March for the preparation of report cards and conferences. These teachers will be given a half day of release time in June in order to prepare final reports for the school year. This time shall be accomplished through release time, and will not be at the same time for all elementary teachers, but instead will be staggered. One of the half days will be provided in November and the other half day will be provided in March. Parent conferences will be scheduled for 15 to 30 minutes each as needed.

c.    Middle School (6-8).

(1)       A full time teacher shall be scheduled for twenty-one (21) fifty-five (55) minute classes per week based on the current six (6) period day. During the six and one quarter (6 14) hour student instructional day, the teacher will be assigned and scheduled for non-instructional duties, such as: department collaboration; team planning time; hall, bus or lunch duty; or duties which relate to the teacher's subject area (i.e., gym equipment inventory, computer lab updating, etc.). Time must be apportioned by the principal for the completion of any assigned tasks, such as homeroom and other teacher responsibilities. In the event that the administration wants to change to an alternate schedule, after collaboration with staff at the scheduling forum, the same percentage/number of hours per week of teaching time would apply.

(2)       Excluding early dismissal days, each teacher will receive one preparation period daily.

(3)       The daily preparation time shall total fifty-five (55) minutes, comprised of at least one forty (40) minute increment. This shall not cause any reduction in core academic instruction. Except in extraordinary, nonrecurring circumstances, preparation time will be free of administrative responsibilities.

(4)       During the period between the close of grades and parent-teacher conferences, team planning time will be available to middle school teachers in order to prepare for parent-teacher conferences and for use in the preparation of report cards.

d.    High School (9-12).

(1)       Based on a four (4) period day, the teacher's day shall be no longer than 7-1/2 hours.

(2)       There will be eight (8) 85-minute periods in a two (2) day span.

(3)       In a five (5) class teaching schedule, each teacher will have a daily planning period. Individual schedules will reflect a rotating period that will result in additional meetings of a teacher' s regularly scheduled classes and preparation periods. This occurrence will happen once every fourteen (14) school days for each class.

(4)       Except in extraordinary, nonrecurring circumstances, preparation time will be free of administrative responsibilities.

(5)       Department heads will be provided with adequate time to perform their supervisory duties within said schedule and without being deprived of their guaranteed daily preparation time. Note: This section does not apply to subject coordinators.

3.  Nurses' Hours and Work Load.

a.    Except in emergencies, no extra duties shall be assigned which will interfere with the normal responsibilities of the nurse.

b.    The nurses shall be expected to carry out all duties and responsibilities as set forth in the school nurse job description.

c. A duty-free lunch period shall be provided for the nurses unless it is interrupted by an emergency involving the health of a student.

2.   Therapists and Counselors Work Day

a. Therapists (speech, occupational, and physical therapy) and Counselors (guidance, school adjustment, social workers, and school psychologists) may be scheduled to work earlier than other teachers (between 7:00 A.M. - 8:15 A.M.) or may be scheduled to work later than other teachers (between 1:30 P.M. and 4:30 P.M.) in order to provide their services to students and or the students' families. If a therapist or counselor is assigned to work either before or after the regular student day of the building in which they are working, their total working day of 7.5 hours shall not be split. In no instance shall these teachers work a longer day or work week than outlined in Article VIII, Section 2. A. (2).

ARTICLE IX

Class Size and Special Programs

1.   The School Committees will make every effort to maintain an average class size in conventional academic groups in grades Pre K-12 at twenty-five (25) students per classroom teacher.

2.   In the light of modern education developments, it is essential to move toward flexibility relative to numbers of teachers and students participating in the process of teaching and learning. Class sizes will be appropriate to each learning situation and will be no greater than the number for which the facility was designed.

3.   The Committees and the Association recognize the value of an adequate number of competent specialists, and will keep informed of new programs. To the extent that funds are available, personnel will be secured as the need arises. Teaching loads will be appropriate to their specialties.

ARTICLE X

Non-Teaching Duties

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

2.   Furthermore, the Committee and the Association recognize that such learning is achieved by students through the interpersonal relationship between the student and teacher during many activities other than regular formal classroom (teaching) situations. However, the Committee agrees that many duties of a clerical and housekeeping nature, such as those listed below, should be minimized as much as possible.

a.    Supervision of cafeterias, corridors, sidewalks, and buses.

b.   Keeping registers.

c.    Collecting and accounting for money.

ARTICLE XI

Assignment

1.   Teachers will be notified, within the range of reasonable timing, in writing, of their program for the

coming school year, including the schools to which they will be assigned, the grades and/or subjects that they will teach, and any special or unusual classes that they will have, as soon as practicable and, under normal circumstances, not later than June 1.

2.    In order to assure that pupils are taught by teachers working within their areas of competence, teachers will not be assigned outside the scope of their teaching certificates and/or their major or minor fields of study, except as provided by the laws of the Commonwealth.

3.    Changes in grade assignment in the elementary schools, and in subject assignment in the secondary schools, shall be at the discretion of the Principal/Superintendent. Although involuntary changes may be necessary, requests for voluntary changes will be considered and said requests shall be submitted to the Principal in writing, on or before April 1 of the year preceding the change. Involuntary changes by the Principal shall not be done in an arbitrary, unfair, or capricious manner. When vacancies occur after April 1, the April 1 deadline for filing requests will be waived.

4.    In arranging schedules for teachers who are assigned to more than one school, an effort will be made to limit the amount of inter-school transportation. Such teachers will be notified of any changes in their schedules as soon as practicable. Teachers employed in more than one elementary school shall be employed by Superintendency Union 54 with seniority and tenure earned directly from the Superintendency Union. Teachers who are assigned to more than one school in any one school day will receive compensation for inter-school transportation. Teachers who receive travel compensation will present evidence that they are insured to minimum liability limits as follows:

a.             $25,000 bodily injury - each person.

b.             $50,000 bodily injury - each accident.

c.             $10,000 property damage - each accident.

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

ARTICLE XII

Nurse Assignment

1.    Nurses shall be notified as early as possible of any changes planned in his/her school assignment, location in a building, or in any matters involving a change in routine or duties.

2.   Nurses shall receive travel compensation for any necessary travel connected with their duties. They will present evidence that they are insured to minimum liability limits as follows:

a.    $25,000 bodily injury - each person.

b.    $50,000 bodily injury - each accident.

c.    $10,000 property damage - each accident.

ARTICLE XIII

Employee Evaluation

1.    All aspects of the evaluation process will be consistent with and in compliance with the standards contained in the Massachusetts Department of Education Laws and Regulations.

2.    Only the approved,  contractually agreed upon evaluations forms and procedures will be utilized throughout the school system.

3.   Evaluation and observation will always be in an open and ethical manner consistent with the September 24, 1997 agreement between the Association and the Committees.

4.   Employees will have the right upon written request to the Principal or Superintendent to inspect, by appointment, the contents of their evaluation file. An employee will be entitled to have a representative of the Association accompany him/her during such review (Chapter 71, Section 42C).

5.   All material, which will be placed in any local evaluation file, will bear the employee's initials. Such initials or signature in no way indicates agreement with the contents thereof. The employee will also have the right to submit a written answer to such material and his/her answer shall be reviewed by the Superintendent and attached to the file copy.

6.   Any complaints regarding an employee upon which action is to be taken by the administration, made to any member of the administration, or by any parent, student, or other person, will be promptly called to the attention of the employee.

7.   The Association recognizes the authority and the responsibility of the Principal for reprimanding an employee for delinquency of professional performance. If an employee is to be reprimanded by a member of the administration at or above the level of the Principal, he/she will be entitled to a member of the Association to be present. The administrators are not to be denied the right to give constructive criticism to members of the faculty.

8.   No employee will be reprimanded or dismissed or lose professional advantage without just cause. This section shall not apply to the non-renewal of a teacher without professional status to a Contract of Employment.

9.   A teacher without professional status of ninety (90) days or more and to whom a recommendation has been made for dismissal or for non-renewal of contract shall be so notified in writing of the reasons for that recommendation and, if requested, a teacher without professional status shall be granted a hearing by the Superintendent of Schools. A teacher without professional status may grieve a dismissal which occurs during the contract year, but may not grieve a non-renewal.

10. The parties will jointly publish evaluation documents annually.

11. The parties agree to form a Joint Labor-Management Study Committee by October 1, 2011 or sooner if mandated by the Massachusetts Department of Elementary and Secondary Education (DESE), which shall consist of up to seven (7) members from the Nauset Education Association (NEA) and up to seven (7) members from the School Committee and Administration. This study committee shall review and revise the existing teacher evaluation system to emphasize the professional growth of teachers and to conform with any changes mandated by DESE. The parties agree to consider ways to include student performance as one factor for measuring a teacher's performance. Such review and revision shall be completed by June 30, 2012 or sooner as mandated by DESE.

ARTICLE XIV

Guidance Personnel

1. The salary of the Director of Guidance is to be the individual's step and scale on the teachers' basic Salary Schedule plus a stipend as Department Head at the appropriate rate set forth in Appendix C. The Director's work year shall be the same as that of teachers except that at the Superintendent's discretion, the work year may be increased beyond that of the classroom teacher. Any such increase in work year will be compensated at a per diem rate based on the Director's step and scale on the teachers' basic Salary

Schedule.

2.   The salaries for school counselors, high school psychologist and middle school special needs counselor shall be each individual's step and scale on the teachers' basic Salary Schedule. The work year for counselors, high school psychologist, and middle school special needs counselors shall be the same as that of teachers, except that at the Superintendent's discretion, the work year of any and all such individuals may be increased beyond that of the classroom teacher. Any such increase in work year will be compensated at a per diem rate based on the individual's step and scale on the teachers' basic Salary Schedule unless other arrangements axe agreed to mutually.

3.   The School Committee shall make every effort to keep the student counselor ratio, on the regional level, at no more than 350-1.

4.   The School Committee shall make every effort to keep the student counselor ratio, on the elementary level, at no more than 350-1.

5.   The length of time worked by counselors shall be the same as that worked by classroom teachers. Counselors may be required to work up to two evenings per month as directed by the Superintendent or designee and, in cases where evening work occurs, the counselor will receive compensatory time during the regular school day. It is agreed that no counselor will be directed to work during the evening unless at least one other professional employee is scheduled to be present in the building during the same evening hours. Further, in addition to the work hours required by this section, high school guidance counselors will be required to work an additional two hours per week at the rate of $30 per hour. No high school counselor will be required to work more than one (1) extra hour per day, and these additional hours shall not be required on a Friday, or the day before a holiday or vacation.

ARTICLE XV

Professional Growth

1.      The Committee and Association recognize that teaching is a professional endeavor, and in order to promote creative growth and quality education, agree that it is the responsibility of each teacher to pursue excellence in his/her field of teaching, and shall make every effort to engage in courses of study, community involvement with youth, curriculum studies, workshops, travel, tutorial services, independent study, and other pursuits deemed to improve teaching proficiency.

2.      Movement from one column to the next higher column in the salary scale will be based upon proof of attainment of required number of college credits with proof of completion of degree program. All courses to be applied for salary credit must be approved by the Superintendent of Schools in writing IN ADVANCE of taking said course. Such approval shall not be unreasonably withheld. Movement to a new salary lane, based upon earned course credits or a new degree, shall not take effect until the next budget year. The School Committee agrees to honor a new degree only when the degree's major emphasis has significant relevance to the teacher's present assignment, or when the new degree is in guidance or administration. No movement will be allowed unless the Superintendent is notified in writing of the anticipated move prior to November 1. Such written notification applies only to a movement commencing the following school year. If such movement does not occur the following school year, then notification must be given again by November 1 of the year preceding the year in which salary movement is anticipated. On or about October 1 of each year, teachers will be notified on the current number of credits that are on file at the Central Office.

3.      No payment shall be made before transcripts or similar records are submitted to the Superintendent's office for recording.

4.      Credits earned under previous Nauset contracts will be honored.

5.      Employees newly hired into this system may have courses applied for salary credit provided they pertain to the assignment for which the employee is hired, as determined solely by the Superintendent of Schools. Such approval shall not be unreasonably withheld and be given to the employee in writing.

6.      No salary credit shall be approved for correspondence courses offered, whether by mail or by other means of media including television, unless such courses are approved by the Principal and Superintendent as part of a Professional Growth Plan.

7.       Salary credit for undergraduate courses may be approved at the Superintendent's discretion.

8.       Salary credit shall be allowed only for those approved graduate level approved courses wherein a grade of B minus (B) or higher is achieved.

9.      Nauset professional development and professional growth will align with the Massachusetts Department of Education Standards for Teacher Recertification. Effective 7/1/11, the accumulation of Nauset credits will cease; only graduate credits from a bona fide college or university may be used for salary lane changes. Nauset credits earned prior to 7/1/ 11 would still be allowed.

10.   Increment payments for those not at the maximum step, and longevity payment increase, or credit toward longevity for those on the maximum step, will be allowed only when the Superintendent is advised in writing of such successful accomplishment of the Professional Growth Plan before the preceding January 1.

11.    Professional growth activities will be supported through an annual appropriation in the budgets. The following sums will be budgeted: $90,000 (2011-2012); $100,000 (2012-2013); $110,000 (2013-2014). Distribution of the funding grants will be determined by the Administrative Council. There will be no limits on reimbursement amounts per teacher; however, applications for course approvals may be limited by the amount of funds remaining in a given year. The funds may be used for professional growth items including, but not limited to:

a.             Course reimbursement in the amount of $250 for each credit.

b.             Sabbatical leaves.

c.             Other professional development pursuits.

d.             Costs associated with workshops and in-service.

e.             Costs associated with providing courses on the Cape.

f.             Projects   and   services   beyond   regular   teacher   professional   duties,   e.g.,   mentoring, demonstrated teaching, curriculum development, peer coaching, etc.

g             Nurses will have access to this account.

12.    The district will create a Professional Development Council for the purpose of planning district-wide staff and curriculum development activities including days beyond the student year. Each school will have a Faculty Council to plan, with the Principal, school-based professional growth activities. Majorities of both the Faculty and Professional Development Councils shall be teachers.

13.    Presenters will earn $30.00 per hour for preparation time that can be up to 50% of the actual workshop time. Presenters will earn two (2) professional development points for each hour of presenting.

ARTICLE XVI

Professional Development and Educational Conferences and Works/toys

1.   The Committee will pay the reasonable expenses (including fees, meals, lodging, and/or transportation) incurred by employees who attend workshops, seminars, conferences or other professional improvement sessions with the advance approval of the Principal and Superintendent of Schools.

2.   Notices of conferences and workshops received by the administrators of the various schools and the Superintendent of Schools shall be passed on to those employees involved either through the department heads or on the faculty bulletin board.

ARTICLE XVII

Sabbatical Leave (includes Nurses)

1.   Subject to the recommendation of the Superintendent of Schools, sabbatical leaves may be granted by the School Committee to those teachers and nurses who have completed seven (7) full school years of full-time teaching or administrative service in the school system.

2.   For purposes of this article, Brewster, Eastham, Orleans, Wellfleet, and the Nauset Region shall each be considered a separate school district.

3.   Sabbatical leave, when granted, will be for educational improvement, and the applicant for sabbatical leave shall set forth a detailed statement as to how said leave will contribute to the professional growth of the candidate and the best interest of the school system.

4.   Applications for sabbatical leave must be made in writing to the Superintendent of Schools no later than November 1 of the year preceding the year for which the leave is applicable. Action shall occur on the application by January 1 of the year proceeding the year for which the leave would be applicable and applicants shall be notified of such action in writing.

5.   Sabbatical leaves will not be granted if the condition of the Department or area of teaching of the applicant is such that the employee's absence would seriously impair the interest of the school system as determined exclusively by the Superintendent.

6.   When a sabbatical leave is granted, the employee shall receive full pay less the costs of a substitute. However, in no case will an employee on sabbatical receive less than step one (1) of the column the employee is presently on. If a sabbatical is granted and no substitute is hired to fill the temporary vacancy, then the employee receiving sabbatical leave will receive pay equal to the amount that would have been paid to the employee had a substitute been hired at the long-term substitute rate.

7.   If a sabbatical leave is granted and if a substitute is to be hired, the Principal/Superintendent will attempt to hire such substitute at the long-term substitute rate. The Principal/Superintendent, however, reserves the right to hire a substitute at the appropriate step and scale up to step 5 on the prevailing salary scale if such higher rate is necessary to secure a qualified substitute. Once a replacement is tentatively selected, the sabbatical grantee may withdraw the leave request within five (5) calendar days of the date of being notified of the substitute cost, otherwise the sabbatical leave must be taken.

8.   Teachers or nurses who take sabbatical leaves will agree, in writing, to return to employment in the school system for a minimum of two (2) full school years as required by law. Failure to fulfill this agreement shall result in a return to the system of all monies paid to them during the sabbatical leave as put forth in Chapter 71, Section 41A of the General Laws of Massachusetts.

9.   Upon completion of sabbatical leave, the employee shall have the right to return to his/her former position, or a position substantially equal, except if Reduction in Force dictates that the employee is to be laid off.

10. No more than four (4) employees in the Region-Union, (three [3] in the Region, and one [1] in the Union) may be absent on sabbatical leave at one time, provided that only one such employee shall be on full year leave in any year.

ARTICLE XVIII

Sick Leave, Personal Leave and Bereavement Leave

1.   Employees will be entitled to fifteen (15) days sick leave each school year. Unused sick leave may be accumulated from year to year up to one hundred eighty (180) days. Part-time employees shall be entitled to benefits set forth in this Article on a pro-rata basis as determined by the Superintendent of Schools.

2.   Sick leave shall be granted at the discretion of the Principal or Superintendent to persons only under the following conditions:

a.  When they are incapacitated for the performance of their duties by sickness or injury.

b.  When, through exposure to contagious disease, the presence of the person at his/her post of duty would jeopardize the health of others.

c.  When they are incapacitated for the performance of their duties by disability. Sick leave will not continue beyond five (5) work days without written verification of the disability by the employee's attending physician.

3.   The granting of sick leave is solely at the discretion of the Principal or Superintendent but, if granted, the provisions of Section 2 must be followed. Notifications of absences under Section 2 shall be given as early as possible on the first day of absence. If such notification is not made, such absence may, at the discretion of the Principal or Superintendent, be applied to absence without pay at a per diem rate. If concrete evidence exists, which shows abuse of sick leave for any period of absence on account of sickness, the Principal or Superintendent may require, for purpose of additional evidence only, a physician's certificate for the necessity of such absence. If such certificate is not filed within seven (7) calendar days after a request is made, such absence may be applied by the Principal or Superintendent to absence without pay. It is agreed that the rate of pay is the current per diem rate.

4.    Sick leave benefits shall be used as severance pay upon termination after twenty (20) years of service in the Nauset Public Schools at a rate of twenty-five dollars ($25) per day for all unused sick days in excess of one hundred (100) days, except that any employee will not be eligible for any payment of unused sick days if dismissed with just cause.

5.   Personal Leave

a. All employees shall be entitled to two (2) days of personal leave each year for matters which cannot be accomplished outside of school hours. Such leave shall be approved by the Principal and is not cumulative. (No reason need be given.) Personal days shall not be used to extend vacations. One day notice should be given (minimum) to provide time for substitute arrangements. Personal days shall not be allowed on the day immediately before or immediately after a day off, holiday, or vacation, except in an emergency.

b.   At the end of a given school year, an employee who has a credit of 100 sick days will be entitled to credit any unused personal day(s) for that year in a special "accumulated personal day account" separate from the accumulated sick leave account.

c.   These accumulated personal days will be available for severance pay at the same rate and under the same conditions as accumulated sick leave in accordance with Article XVI, Section 4.

d.   Personal leave will be taken in whole day increments.

e.   The Nauset School Committees and the Nauset Education Association recognize the intent of the contract's language on Personal Days; that is, that Personal Days are available for "matters which cannot be accomplished outside of school hours" (Article XVIII, Section 5.a.). The parties acknowledge the administration's responsibility to investigate the possible misuse of personal days. The Committees agree that the administration will notify the NEA of its intent prior to any intervention with staff regarding the use of personal days.

6.   To the fullest extent possible, each teacher shall be granted, upon request, at least one (1) day yearly for the purpose of visiting other schools or attending meetings of an educational nature. Arrangements and approval to be at the discretion of the building principal. In lieu of visiting other schools and/or attending meetings of an educational nature, it is agreed that this section may be utilized by elected delegates only, to attend the annual Massachusetts Teachers Association annual business meeting. Said delegates must represent the Nauset Education Association, or the Massachusetts Teachers Association. For each such delegate missing school as a result of attending this business meeting, the Nauset Education Association agrees to reimburse the District for the Ml costs of such employees. It is further agreed the President or the Vice President of the Nauset Education Association will be entitled to paid leave on five (5) additional days for the purpose of attending to business of the Association. The Association will reimburse the school committee for the cost of a substitute used during said absence.

7.   Up to four (4) days at any one time in the event of death of an employee's spouse, domestic partner, child, step-child, son-in-law, daughter-in-law, parent, step-father, step-mother, father-in-law, mother-in-law, grandparents, brother or sister, brother-in-law or sister-in-law, but not uncle, aunt, niece or nephew unless said relative is a member of immediate household. Up to five (5) days may be granted in case said teacher is designated as fiduciary, or the funeral is over four hundred (400) miles from the place of employment.

8.   Leave may be granted for serious emergency illness requiring attention by the employee for a member of the immediate household, including step-families, and the following family members: spouse, domestic partner, parents, children, sister, brother, grandparents, mother-in-law and father-in-law, for the time necessary to arrange for proper care. Employees may use up to ten (10) of their own sick days in order to care for the ill family member and to arrange further care if needed. The Superintendent, in his/her sole discretion, may allow for the use of additional sick time by the employee. The Principal or Superintendent may require, for purpose of evidence only, a physician's certificate for the necessity of such absence. Any paid leave granted under this section will be deducted from the employee's accumulated sick leave and, in cases where an employee has no accumulated sick leave, this leave, if granted, shall be without pay. Parents need not be members of the immediate household to qualify for this leave.

9.   Permanent employees called into temporary active duty in any unit of the United States Reserves or the State National Guard, provided such obligations cannot be fulfilled on days when school is not in session, shall receive pay as follows:

a.      For the first seventeen (17) days per school year, a rate equal to their regular teacher pay minus the pay which they receive from the State and/or Federal government

b.      For the eighteenth (18) through the thirtieth (30) day per school year, a rate equal to their regular teacher pay minus the pay which they receive from the State and/or Federal government and minus the cost of a substitute. This subsection b. only applies in situations where the teacher has no control over the required extension of services.

c.      No pay beyond the thirtieth (30) day.

10. Temporary leave of absence without pay may be granted for extenuating circumstances at the discretion of the Superintendent.

ARTICLE XIX

Sick Leave Bank

1.   A Sick Leave Bank will be established for all parties governed by the Master Agreements of all employees represented by the Nauset Education Association. The Sick Leave Bank will he instituted to assist those staff whose sick leave accumulation is exhausted through prolonged illness, and who require additional leave.

2.   All permanent employees, as stipulated above, will give one (1) sick day to initially fund the bank from their annual sick leave entitlement from the year the bank begins operation.

3.   All new permanent employees will give one (1) sick day to join the bank upon initial employment in Nauset.

4.   Participation in the bank will he mandatory. The accrued balance in the Sick Leave Bank shall continue from year to year.

5.   The Sick Leave Bank shall he administered by a Sick Leave Bank Committee consisting of six (6) members. Three members shall be designated by the school committees to serve at their discretion, one of the designees to be the Superintendent of Schools, and three members shall be designated by the Association. If a tie in voting occurs relative to the granting of Sick Leave Bank days, a tie vote will constitute a denial of the request. Decisions of the Sick Leave Bank Committee shall be final and shall not be subject to appeal or to the grievance or arbitration procedure. Applications must be made to the Superintendent who must bring the matter to the Sick Leave Bank Committee within ten working days.

6.   Any request denied by the Sick Leave Bank Committee may be reconsidered upon presentation of new information substantiating the need.

7.   The Sick Leave Bank Committee shall determine the eligibility for use of the bank, and the amount of leave to be granted. The following criteria shall be used by the Committee in administering the bank, and in determining eligibility and the amount of leave.

a.          Prior utilization of all eligible leave including sick, personal days, and vacation leave.

b.         Documented medical evidence of serious, extended illness.

c.          Propriety of use of previous sick leave.

8.   The Sick Leave Bank Committee will have access to Nauset attendance and sick leave records of staff who request days from the sick leave bank.

9.   The initial grant of sick leave by the Sick Leave Bank Committee shall not exceed thirty (30) days. Requests for additional days may be requested in increments up to thirty (30) days upon demonstration of continued need by the applicant.

10. The Sick Leave Bank Committee shall replenish the bank by the contribution of one additional day of sick leave per permanent employee whenever the balance in the bank falls below one hundred (100) days. This additional day will be deducted from each employee's annual allotment of sick leave.

ARTICLE XX

Extended Leaves of Absence

1.   Leaves of absence without pay for up to two (2) years may be granted by the Superintendent of Schools, upon recommendation of the Principal, to employees with professional teacher status for the following reasons:

a.          Peace Corps, VISTA, and similar services.

b.         Drafted into military service of the United States.

c.          Child Rearing Leave.  Child rearing leave up to eight (8) weeks will be granted to employees without professional teacher status.

d.         Intensive care responsibilities for a member of immediate family including step-parents, step­children, and domestic partners.

e.          To fulfill responsibilities if elected to Ml time public office.

f.          Graduate studies.

2.   The Superintendent will make every attempt to grant all reasonable requests.

3.   Whenever possible, written requests for unpaid leave should be submitted to the Principal/ Superintendent no later than December 1 of the school year preceding the requested leave and during the leave of absence, the employee shall notify the Superintendent of Schools, in writing by December 1, as to whether or not the employee intends to return to work at the start of the following school year.

ARTICLE XXI

Court or Jury Duty

1.   An employee called for jury duty or as a subpoenaed witness will be placed on a leave with pay and shall submit to the Treasurer of the Region or Town Treasurer the stipend paid to him/her for the jury duty as a subpoenaed witness, excluding any travel stipend.

2.   In court cases not connected with the employee bargaining unit work where the employee is subpoenaed and is a party to the court case, the employer shall not pay for work time missed, and any stipend received by the employee may be retained by the employee.

ARTICLE XXII

Longevity/Lexington Plan

1.        An employee who has served in the Nauset Region and/or Union 54 for at least fifteen (15) years, will be entitled to an annual longevity stipend.

Schedule A  - Longevity & Lexington             Schedule B - Longevity

$ 100 after 15 years                            $ 500 after 15 years

1,200 after 20 years                            1,500 after 20 years

1,500 after 25 years                            2,000 after 25 years

2,000 after 30 years                            2,500 after 30 years

2.   Eligibility for a longevity stipend is based upon continuous service after July 1, 1993. For employees whose date of hire precedes July 1, 1993, longevity will be based upon attaining the required number of years of service.

3.   Lexington Plan

a.    A supplementary longevity plan (Lexington Plan) will be made available to professional staff members with fifteen (15) completed years of service in Nauset. Such staff may elect longevity payments of $2,500 for three (3) consecutive years that follow acceptance. Any sick leave buyback will cease upon acceptance. Effective July 1, 2011, applications for the Lexington Plan will no longer be accepted. Beginning July 1, 2011, professional staff who are participating in the Plan, or who applied in FY2010 for FY2011 and were deferred to FY2012, will receive the Lexington Plan and the Longevity payments described in Section 1, Schedule B above. Professional staff applying for the Lexington Plan in FY2011 and accepted for FY2012 or deferred to FY2013 or later will receive the Lexington Plan and the Longevity payments described in Section 1, Schedule A above. All other professional staff will be eligible for Longevity payments in Section 1, Schedule B after fifteen (15) years of service to the district.

b.   Application is required and immediate placement is not insured, since the system retains the right to set budget limits; however, the system will not set budget limits that are generally viewed as restrictive. Members electing, but not immediately placed under the provisions of paragraph a. above, will be carried forward to the next school year, and placed at the top of the list.

c.    In the event that an abnormally high number of members elect this option in a specific year, the following sequence of events will take place:

(1)   A request will go to all members who have elected this option seeking members willing to delay the start of this option to the next school year. Members will have five (5) school days to respond to this request.

(2)   If a budgetary problem still exists after voluntary delays are sought, members electing this option will start in order of seniority, with the most senior being placed first and the remainder starting the next school year.

(3)   No bargaining unit member will be denied immediate placement on the optional longevity schedule specified in paragraph a. above for any reason other than specified in paragraph c, sections (1) and (2).

article XXIII Payroll Deductions

1.   A statement of itemized deductions will be issued with each payroll.

2.   The Nauset Regional School Committee agrees to deduct from employees' salaries dues for the Association, the Massachusetts Teachers Association, and the National Education Association, or any one or any combination of such organizations as the teachers individually and voluntarily authorize the Committee to deduct, and to transmit the amount so authorized to the Treasurer of the Nauset Education Association. It is agreed that any such combination will be treated as one monthly payroll deduction for administrative purposes.

3.   Each employee will authorize dues deductions, or have an agency fee deducted. Such deductions will be filed with the Treasurer of their respective towns, or representative of the Regional School District through the School Department, a signed and dated "Nauset Education Association Payroll Deduction Authorization Form" authorizing the treasurer of the respective towns, or representative of the Regional School District to deduct from his/her monthly earnings, and to remit to the Treasurer of the Nauset Education Association an amount of money equal to the dues/agency fees required for membership in the organization or organizations so specified, a waiver of all right and claim against the Committee and the respective towns or Regional School District and the officers and agents thereof, for monies deducted and remitted in accordance with said authorization, and an agreement that such deductions and remittances shall continue from year to year as so authorized unless such employee notifies the treasurer of the respective towns or representative of the Regional School District through the School Department in writing of his/her desire to discontinue or to change such authorization, said notice to be given at least sixty (60) days in advance of the effective date of such discontinuance or change.

4.   Dues deductions will start with the first paycheck in October and continue until the last paycheck in June. The deductions will be in equal amounts or as nearly as equal as possible.

5.   Dues deductions for Union 54 schools shall be at the discretion of the town treasurers.

6.   The Nauset Regional School Committee agrees to deduct from the salaries of employees, employed in total by the Nauset Regional School District, an amount of money set by the employee to be transmitted to the Massachusetts Teachers Association Credit Union. It is agreed that any such deductions will he treated as one monthly payroll deduction and, further, that the Nauset Regional School District treasurer shall be notified in writing by the employee by August 1 annually as to the specific amount to be deducted in the upcoming school year. The amount shall remain constant for the ensuing school year, except that it is subject to withdrawal or change by the teacher as of February 1 of that school year.

ARTICLE XXIV

Insurance and Annuity Plan

1. The Committee will pay a percentage of the cost of the following types of insurance coverage within the State insurance laws. These laws do not permit membership in employees' group insurance of individuals who work less than twenty (20) hours per week:

a.   Elementary School Employees

(1)     A term life insurance plan as approved by the town and made available to employees of the town where employed. School Committee to pay 50% of the cost or a different percent if approved by the town.

(2)     An individual or family health insurance plan as approved by the town and made available to employees of the town where employed. School Committee will pay 50% of the cost or a different percent if approved by the town.

a) Effective on July 1, 2011, or the date that all bargaining units in a town agree to this provision or amendments to Chapter 32-B of the General Laws of the Commonwealth permit individual bargaining units to bargain different premium contributions rates, the monthly health insurance premium for the group indemnity plan (Master Health Plus or equivalent) shall be split 65% paid by the Town/School Committee and 35% paid by the employee.

(3)     Other insurance plans as approved by the town and made available to employees of the town where employed.  School Committee will pay a percentage of the cost as approved by the town.

(4) Health and life insurance benefits of Union 54 employees shall be assigned to an appropriate town by the Superintendent.

b.   Region Employees

(1)     A term life insurance plan of up to $10,000. The Regional School District will pay 50% of the cost.

(2)     An individual or family health insurance plan as provided by Blue Cross-Blue Shield including Municipal Master Medical Coverage or equivalent insurance plan. Nauset Regional School District will pay 70% of the cost. Beginning in 1991-92, and thereafter, Master Health Plus will be available to all employees, as well as a Limited Cafeteria Plan (Health Insurance Premium Conversion).

a) Effective on July 1, 2011, the monthly health insurance premium for the group indemnity plan (Master Health Plus or equivalent) shall be split 65% paid by the Town/School Committee and 35% paid by the employee.

(3)     Other insurance plans as approved by the Nauset Regional School Committee and made available to eligible employees of the Region. The School District will pay a percentage of the cost as approved by the Nauset Regional School Committee.

2.    Employees will be eligible to participate in a single tax-sheltered annuity plan established pursuant to United States Public Law N. 87-37, with no cap on the number of annuity companies. Employees must sign up for a tax sheltered annuity by August 1 annually and that amount will remain in effect for the balance of the fiscal year, except that it is subject to change once annually as of February 1, and a lump sum deposit of Lexington Plan monies may be deposited over three (3) consecutive years.

3.    Retirees will be eligible to participate in the health insurance program, with the Committee paying 50% of the cost.

4.    Nurses will be reimbursed for up to $100 each for Professional Malpractice Insurance.

ARTICLE XXV

Protection

Any employee who is assaulted while exercising his/her responsibilities as an employee of the School Department shall receive due legal assistance to adequately protect him/her from suit (reference Massachusetts General Laws, Chapter 41, Section 100C, as amended).

ARTICLE XXVI

Personal Injury Benefits

Whenever an employee is absent from school as a result of personal injury caused by an assault and/or battery occurring in the course of his/her employment, he/she will be paid his/her fall salary (less the amount of any worker's compensation award made for temporary disability due to said injury) for the period of such absence up to his/her amount of accumulated sick leave. Whenever an employee is absent from school as a result of personal injury caused by assault and/or battery (not the result of his/her own provocation) occurring in the course of his/her employment, he/she will be paid his/her full salary (less the amount of any worker's compensation) for the period of such absence and with no loss of any part accumulated sick leave. Said coverage not to exceed the teachers' work year.

ARTICLE XXVII

Employees' Facilities

It will be the policy of the Committee to provide, as expeditiously as possible, each building with normal, good facilities for employees including:

a.     Safe Storage.

b.     Employees' Work Area.

c.     Faculty Lounge.

d.     Faculty Rest Rooms.

e.     Separate Dining Area.

ARTICLE XXVIII

Use of School Facilities

The Association will have the right to use school facilities for reasonable purposes, on reasonable notice, at reasonable times without cost, consistent with the Building Use Policy of the School Committee.

ARTICLE XXIX

Reduction in Force

1.   In the event it becomes necessary for the committee(s) to reduce the number of employees or reduce the time of an employee in the bargaining unit, the procedures set forth in this Article will govern the layoff and recall of employees who are affected by any such reduction.

2.   Each of the five school committees (Nauset Region, Brewster, Eastham, Orleans, Wellfleet), as separate political bodies, retains the exclusive rights to determine the number of teaching positions and other professional positions which are needed in the school(s) under its jurisdiction, and also retains the exclusive right to determine the number and type of employees to be laid off.

3.   Employees with professional teacher status, under employment with a particular school, shall not be laid off if there is a teacher employed without professional teacher status by the same Superintendent/Principal whose position said Superintendent/Principal deems that the teacher with professional teacher status is qualified to fill. Qualified is defined as holding a current, active, and appropriate DESE certification.

4.   Layoff Criteria

a. In determining the order in which teachers are to be laid off within the discipline, both seniority within the Nauset School system, and overall competence shall be considered. Seniority is defined as a professional employee's length of total service in years, months, and days in a professional bargaining unit position commencing on said employee's initial date of employment (not date of appointment). Part-time service shall be pro-rated. Certification in a discipline is a prerequisite to having any seniority in the discipline. The Superintendent will issue an updated seniority list by February 1 of each year. The list will be updated each year with DESE certifications of each teacher.

b.    Middle School teachers who were required to obtain certification in a subject area shall be credited with full Nauset service time accrued while teaching with a generalist certificate.

c.    In the event that grievances related to this article are filed prior to the decision of the Superintendent/Principal, the Superintendent/Principal retains the right to retain, lay off by seniority, or by evaluation, at his/her discretion.

d.    In the event that an employee has resigned and has been reappointed, his/her seniority shall be counted from the date of the most recent return to employment in the bargaining unit. Employees shall be credited for seniority purposes with all time spent on paid authorized leaves of absence provided for in this Agreement. Unpaid authorized leaves of absence shall not interrupt continuous service for purposes of seniority, but shall not count toward seniority.

e.    The teacher within the discipline having the least seniority will be laid off first.

f.    A teacher laid off pursuant to section e. above shall have the right to take the position of a teacher in another discipline having less seniority provided the teacher to be laid off is certified in the other discipline.

5.   Elementary Disciplines

a. For purposes of this article, each separate elementary school committee shall establish the following list of disciplines for each building: PK-2 with or without special needs, K-5 or K-8, art, music, physical education, moderate special needs, intensive special needs, library/media teacher, speech, OT, PT, guidance counselor, psychologist, social worker, adjustment counselor, reading, foreign language, and technology. Teachers may be listed in more than one discipline if they hold current, active, and appropriate certification in that discipline.

In addition, Union #54 will recognize the following disciplines: art, music, physical education, speech, OT, PT, guidance counselor, psychologist, social worker, and adjustment counselor.

6.    Middle School / High School Disciplines

a. For purposes of this article, the Nauset Regional School Committee shall establish the following discipline categories that pertain to all Middle School and High School teachers. This list is based on the current DESE certifications and the licenses they replace (if any):

Academically Advanced, American Sign Language, Biology, Business, Chemistry, Earth Science, English, ELL, Foreign Language (in the specific language to be taught if a certification exits for the language), General Science, Guidance Counselor, Health/Family and Consumer Science, History, Instructional Technology, Latin and Classical Humanities, Librarian, Mathematics, Middle School Humanities, Middle School Mathematics/Science, Music, Nurse, Physical Education, Physics, Political Science, Reading, School Psychologist, School Social Worker / School Adjustment Counselor, Speech, Moderate Special Needs, Severe Special Needs, Technology/Engineering, Theater, Visual Arts. Teachers may be listed in more than one discipline if they hold current, active, appropriate certification in that discipline.

7.    Teachers assigned courses for which certification is not available will be recognized in the discipline(s) for which they are certified.

8.    The Committee's designee shall notify the Association as to how many layoffs shall be recommended prior to the Committee voting on said recommendation.  Although the Committee retains the exclusive right to determine how many staff cuts and where the staff cuts are to take place, it encourages dialogue between the parties on this subject. It is recognized that this Article does not apply to the non-renewal or termination of a teacher without professional status.

9.   Under normal circumstances professional employees to be affected by a reduction in force shall be notified by May 15th, but in no event later than June 1st of the school year preceding the school year in which the reduction is to be effected. If town meeting reduces the budget from that level submitted by the school committee, then this notice requirement does not apply to the choice of additional staff to be laid off as a result of said town meeting budget reduction, provided, however, that town meeting action adjourns after June 1 and provided that the person(s) affected shall be notified within fifteen (15) business days after acceptance of the budget by the town(s). Teachers notified that their positions will be eliminated shall be entitled to two paid days for interview purposes.

10. Those elementary teachers who became Region employees as a result of implementation of 4-4-4 reorganization plan will have their elementary service credited toward seniority, as will elementary teachers who left the Middle School as a result of the 5-3-4 reorganization of 1989. Elementary teachers employed by Union 54 carry with them such seniority benefits as they have earned from their previous (continuous) employment in the member towns. Authorized leave of absence with pay shall be considered time worked for purposes of seniority. Authorized leaves of absence without pay shall not be considered a break in service, but will not count toward seniority.

a.    Part-time personnel: In the case of employees who are working less than 100% for their respective Committee(s), their length of service status for the part-time period will be determined by multiplying the percentage of time worked against the total time period involved, i.e., employee employed by the Committee(s) for forty percent (40%0 of the school day or school year for a total of ten (10) years (40% x 10 years = four [4] years seniority), plus full time employment, if any.

b.   In the event of equal seniority, column placement on the salary schedule shall be the determining factor.

c.    In the event of equal seniority and equality on the salary schedule, a lottery will be held. Order of seniority shall be the order drawn, first drawn being most senior. Such seniority shall be considered enduring unless some subsequent development disrupts the equality that originally required such lottery (e.g., an unpaid leave on the part of the lottery-determined senior employee). The lottery shall be conducted jointly by the committee(s) and Association. Employees may attend.

11. Teachers without professional status and teachers with professional status will be recalled in inverse order of their layoffs within disciplines as positions for which they are certified/ qualified become open. Teachers will remain on a call list for a period of two (2) years from their date of layoff.

a.     An employee who is recalled by the Superintendent/Principal within two (2) years shall have restored to them all benefits they had accumulated at the time of their layoff. The effective date of layoff shall be the last day worked by the professional employee. The Association President will receive updated recall lists on a regular basis.

b.     Teachers on the recall list shall be entitled to membership in any group health or life insurance coverage in existence at the time of the effective date of the layoff, provided, however, that the carrier allows such participation and that the teacher pays the entire cost of such insurance pursuant to the requirements of the insurance carrier, and that there will be no contribution by the Committee or town(s) for such employee's insurance.

c. Teachers on layoff shall be given preference on the substitute list in the areas in which they are qualified, as determined by the Superintendent of Schools, provided the teacher on layoff indicates in writing to the Superintendent of Schools a desire for such preferential consideration. Teachers on layoff who serve as substitutes shall be subject to established policy and procedures regarding such employment

d.   When a vacancy occurs to which employees with Professional Teacher Status are entitled to recall as set forth above, the Association President and the appropriate employee on the recall list will be notified by Certified Mail, Return Receipt Requested, at their last recorded address. Failure to respond to the Superintendent of Schools with a letter of acceptance of the offered position within fourteen (14) calendar days of the date of receipt or delivery of said notice shall be considered a rejection of such offer, and the employee shall be removed from the list. It shall be the responsibility of the employee on the recall list to inform the Office of the Superintendent of Schools, in writing, of the change of address. The recall notice will include the date when the employee is to commence work.

The employee who accepts recall must work on the date set forth in the recall notice unless prevented from doing so by illness, injury, or disability from which the employee is expected to return to work (said illness to be documented by a note from a medical doctor if requested). During the recall period, no employee shall be dropped from the recall list unless the employee failed to accept a position that is covered by the bargaining unit.

e.   Teachers on layoff who have declined an offer to be recalled need not be contacted further nor rehired in the event of additional openings to be filled. Teachers who are serving in a comparable teaching position elsewhere and are offered a position in this system must be willing to wait to commence the position until the first day of school in September; otherwise, he/she goes off the recall list.

f.    Elementary teachers on layoff will be given frill consideration for any vacancy in another of the system's elementary schools for which they are qualified. Such full consideration shall be after an internal posting, and prior to outside advertising. If selected for employment in another elementary district, they may be employed at up to three steps below the salary level to which they would have been entitled in the district from which they were laid off. This does not apply to

g. Professional employees will be recalled to vacancies in their last previous teaching discipline as defined in Section 5 and 6 of this Article in the reverse order of their layoff. Employees will also be offered a job opening in other disciplines in which they hold certification (in the reverse order of layoff) provided there are no current faculty members with Professional Teacher Status on layoff from such disciplines. The previous sentence shall not apply to a position which involves a promotion.

h. No new personnel shall be hired to fill vacancies in areas where employees are on this recall list until all qualified employees on the recall list have been offered the vacancy pursuant to Section (g) above.

i. All benefits to which said employees were entitled at the time layoff commenced including but not limited to Professional Teacher Status (not applicable between elementary districts) and unused accumulated sick leave, will be restored upon return, and the employee will be placed on the applicable salary schedule at the step and column attained when layoff began unless the laid off employee is re-hired under Section (f) above which allows employment at a lower step if applicable.

j. A professional employee on layoff from a frail-time position who is on the recall list may accept a part-time position of less than 50% and still maintain eligibility of recall to a full-time position for the subsequent school year.   A professional employee on layoff from a full-time position who is recalled to a position of at least 50% shall accept said position and shall not be further eligible for another position under the recall provision.

ARTICLE XXX

Vacancies and Promotions

1.   Whenever any vacancy in a professional position is to be filled, it will be adequately publicized by the Superintendent by means of a notice placed on the Association bulletin board in each school, and by letter to the President of the Association as far in advance of the appointment as possible. In both situations, the minimum requirement for the position, its duties and the rate of compensation, will be clearly set forth. No position will be filled by anyone not meeting minimum requirements as posted.

2.   In filling such vacancies, full consideration will be given to qualified employees already employed by the Committee. Employees who have applied for a vacancy, but are not appointed to the position, shall be given the reasons in writing, provided the applicant submits a written request for the reasons.

3.   If a vacancy occurs during the school year, the Superintendent/Principal reserves the right to fill the vacancy at the beginning of the following school year.

ARTICLE XXXI

CORI Checks

1.   In compliance with the provisions of Chapter 385 of the Acts of 2002, the Superintendent of Schools shall request and review CORI checks. Employees shall be made aware that CORI reports concerning them are being requested and when such request is actually made. Such checks shall take place not more than once every three (3) years. Employees shall be made aware that upon request, they shall be provided with a copy of the CORI report received by the Superintendent. All CORI reports shall be kept in a separate, secure file maintained in the office of the Superintendent. Upon termination of employment, an employee may request, in writing, that he/she be given his/her reports.

2.   After review of a CORI report, the Superintendent, if he/she deems it necessary, may meet with the employee who may, at such meeting, be represented by the Association. Any and all personnel actions resulting from information acquired from a CORI report shall be conducted pursuant to the provisions of the collective bargaining agreement and the General Laws of the Commonwealth (as per 10/13/03 MOU)

ARTICLE XXXII

Grievance Procedure

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

2.   Failure at any step of this procedure to communicate the decision of a grievance to the aggrieved employee and to the President of the Association within the specified time shall permit the aggrieved party or parties to proceed to the next step.

3.   Failure at any step of this procedure to appeal the grievance to the next step within the specified time limit shall be deemed to be acceptance of the decision rendered at that step. In the event a grievance is filed on or after June 1 which, if left unresolved until the beginning of the following school year could result in irreparable harm to a party in interest, the time limit set forth herein will be reduced so that the grievance procedure may be exhausted prior to the end of the school term or as soon thereafter as is practicable.

4.   No reprisals of any kind shall be taken by any party to this contract against any party in interest, any witness, any member of the Association, or any other participant in the grievance procedure by reason of

such participation.

5.   The grievance at any level will be in writing and signed and shall set forth the precise date, time and place of the grievance and shall set forth the facts giving rise to the grievance and the item that is believed to be violated. All documents, communications, and records dealing with the processing of a grievance will be filed separately from the personnel files of the participants. Unless requested to do otherwise by the employee in question, any documents, communications, and records dealing with the processing of a grievance will be kept in the strictest confidence and will not be made available to potential employers or others inquiring about said employee.

6.   The Association shall be permitted to be heard at each level of the procedure under which the grievance shall be considered.

7.   Level One

An employee with a grievance shall, with or without a representative of the Association, present it in writing to his/her immediate supervisor and/or the Principal within fourteen (14) days of the event on which the grievance is based. In the event that a grievance affects a group or class of employees the group or class of employees may request the Association to submit the grievance on their behalf commencing at Level One. Any meeting with reference to the above shall be held during non-school hours.

8.   Level Two

a.   In the event that a grievance shall not have been disposed of to the satisfaction of the aggrieved employee at Level One, or in the event that no decision has been reached within fourteen (14) calendar days after presentation of the grievance to the immediate supervisor and/or Principal, the grievance shall be reduced to writing and referred to the Superintendent of Schools within seven (7) calendar days of the disposition under Level One.

b.   The Superintendent shall represent the School Committee at this level of the grievance procedure. Within fourteen (14) calendar days after receipt of the written grievance by the Superintendent, he or his designee shall meet with the aggrieved employee and the said President or his designee in an effort to settle the grievance.

9.   Level Three

In the event that the grievance shall not have been disposed of at Level Two, or in the event that no decision has been rendered within fourteen (14) calendar days after the Level Two meeting, the grievance shall be referred in writing to the School Committee within five (5) school days. At its next regular School Committee meeting or at a special meeting called for the purpose of considering the grievance, the School Committee shall meet with the Association in an effort to settle the grievance. Matters pertaining to hiring, promotion, firing, disciplining, dismissal, or assigning of teachers shall bypass Level Three and go to Level Four.

10. Level Four

a.   In the event that the grievance shall not have been satisfactorily disposed of at Level Two, or in the event that no decision has been rendered within fourteen (14) calendar days after the Level Two meeting, the Association, if so voted by a majority of the Executive Board, may refer in writing within fourteen (14) calendar days of the disposition under Level Two, the unsettled grievance to arbitration. The arbitrator shall be selected by agreement between the parties. If the parties are unable to agree upon an arbitrator, the selection shall be made by the American Arbitration Association, in accordance with its rules and regulations.

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

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

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

d.   The costs for the services of the arbitrator shall be borne equally by the School Committee and the Association.

e.   Each party shall pay its own expenses for the presentation of its case to the arbitrator.

f.    A written record shall be made of the deposition of any grievance at Level Three or Level Four.

g.   By mutual consent of the parties involved in the grievance procedure, the time schedule may be shortened or lengthened.

ARTICLE XXXIII

Memoranda of Understanding

All Memoranda of Understanding signed will automatically become part of the contract and the language included in the next printed contract. Any Memorandum of Understanding prior to July 2005, not included in this contract, are deemed not to exist. Exception to this is if the Memorandum of Understanding has a clause that limits the time or has an expiration date prior to the entering into negotiation of the next contract.

ARTICLE XXXIV

Resignation

1.   No resignation will be accepted without fourteen (14) calendar days written notice.

2.   Waiver of termination notice required in Section 1 above will be granted only when both the employer and the employee agree to such waiver.

ARTICLE XXXV

Duration

The provisions of this Agreement will be effective July 1, 2011, and will continue and remain in force until June 30, 2014. No later than October 1, 2013, the Committee agrees to enter into negotiations with the Association to negotiate a successor agreement to commence on July 1, 2014.

IN WITNESS WHEREOF that the Committees and the Association have hereunto caused this Agreement to be signed, sealed, and delivered in their names by their authorized agents.

FOR THE SCHOOL DISTRICT                                       FOR THE ASSOCIATION

_____________________________________          _______________________________________

Superintendent of School                                                  President, NEA   

_____________________________________          _______________________________________

Date                                                                                       Date   

The parties hope to minimize typographical errors, but recognize that some may still exist To the extent that any errors discovered in the future can be modified by review of original documents without prejudice to either party, this will be done.

APPENDIX A

WAGE SCHEDULE FOR UNIT A EMPLOYEES

2011-2012        0%

step

Bach/ RN

Bach/ RN+15

Bach/ RN+30

Bach/ RN +45

Masters

1

40,736

41,385

41,963

42,719

44,661

2

42,363

43,043

43,642

44,427

46,447

3

44,060

44,763

45,388

46,205

48,306

4

45,821

46,555

47,204

48,054

50,242

5

47,654

48,415

49,092

49,975

52,250

6

49,561

50,355

51,054

51,975

54,338

7

51,544

52,368

53,097

54,053

56,512

8

53,604

54,460

55,222

56,216

58,772

9

55,751

56,639

57,429

58,463

61,125

10

57,979

58,904

59,728

60,801

63,569

11

60,299

61,262

62,117

63,234

66,112

12

62,709

63,711

64,603

65,765

68,756

13

65,218

66,260

67,186

68,395

71,506

14

67,827

68,911

69,873

71,132

74,366

 

step

M+15

M+30

M+60

M+75

M+90

1

45,290

47,451

48,616

49,492

50,382

2

47,103

49,349

50,558

51,468

52,394

3

48,986

51,323

52,582

53,529

54,493

4

50,945

53,376

54,685

55,671

56,673

5

52,984

55,510

56,873

57,897

58,939

6

55,104

57,733

59,148

60,212

61,296

7

57,309

60,042

61,514

62,621

63,747

8

59,599

62,442

63,973

65,126

66,299

9

61,983

64,940

66,532

67,730

68,949

10

64,463

67,538

69,194

70,440

71,707

11

67,042

70,240

71,962

73,257

74,576

12

69,723

73,051

74,840

76,186

77,559

13

72,513

75,969

77,834

79,235

80,661

14

75,413

79,011

80,948

82,405

83,888

2012-2013    2.00%

step

Bach/ RN

Bach/ RN+15

Bach/ RN+30

Bach/ RN +45

Masters

1

41,551

42,213

42,802

43,573

45,554

2

43,210

43,904

44,515

45,316

47,376

3

44,941

45,658

46,296

47,129

49,272

4

46,737

47,486

48,148

49,015

51,247

5

48,607

49,383

50,074

50,975

53,295

6

50,552

51,362

52,075

53,015

55,425

7

52,575

53,415

54,159

55,134

57,642

8

54,676

55,549

56,326

57,340

59,947

9

56,866

57,772

58,578

59,632

62,348

10

59,139

60,082

60,923

62,017

64,840

11

61,505

62,487

63,359

64,499

67,434

12

63,963

64,985

65,895

67,080

70,131

13

66,522

67,585

68,530

69,763

72,936

14

69,184

70,289

71,270

72,555

75,853

 

step

M+15

M+30

M+60

M+75

M+90

1

46,196

48,400

49,588

50,482

51,390

2

48,045

50,336

51,569

52,497

53,442

3

49,966

52,349

53,634

54,600

55,583

4

51,964

54,444

55,779

56,784

57,806

5

54,044

56,620

58,010

59,055

60,118

6

56,206

58,888

60,331

61,416

62,522

7

58,455

61,243

62,744

63,873

65,022

8

60,791

63,691

65,252

66,429

67,625

9

63,223

66,239

67,863

69,085

70,328

10

65,752

68,889

70,578

71,849

73,141

11

68,383

71,645

73,401

74,722

76,068

12

71,117

74,512

76,337

77,710

79,110

13

73,963

77,488

79,391

80,820

82,274

14

76,921

80,591

82,567

84,053

85,566

2013-2014     2.50%

step

Bach/RN

Bach/RN+15

Bach/RN+30

Bach/RN +45

Masters

1

42,589

43,268

43,872

44,663

46,693

2

44,291

45,001

45,628

46,448

. 48,560

3

46,065

46,800

47,453

48,307

50,504

4

47,906

48,673

49,352

50,240

52,528

5

49,822

50,618

51,326

52,249

54,627

6

51,816

52,646

53,377

54,340

56,810

7

53,889

54,751

55,513

56,512

59,083

8

56,043

56,938

57,735

58,774

61,446

9

58,288

59,216

60,042

61,123

63,906

10

60,617

61,584

62,446

63,567

66,461

11

63,043

64,049

64,943

66,111

69,120

12

65,562

66,610

67,542

68,757

71,884

13

68,185

69,275

70,243

71,507

74,760

14

70,913

72,046

73,052

74,369

77,750

 

step

M+15

M+30

M+60

M+75

M+90

1

47,351

49,610

50,828

51,744

52,674

2

49,246

51,594

52,858

53,810

54,778

3

51,215

53,658

54,974

55,965

56,972

4

53,263

55,805

57,173

58,204

59,252

5

55,395

58,036

59,461

60,531

61,621

6

57,611

60,360

61,839

62,952

64,085

7

59,917

62,774

64,313

65,470

66,647

8

62,311

65,283

66,884

68,089

69,316

9

64,803

67,895

69,559

70,812

72,086

10

67,396

70,611

72,342

73,645

74,970

11

70,092

73,436

75,236

76,590

77,969

12

72,895

76,375

78,245

79,652

81,088

13

75,812

79,426

81,375

82,840

84,331

14

78,844

82,606

84,631

86,154

87,705

APPENDIX B

ATHLETIC EXTRACURRICULAR SALARY SCHEDULE

Unless otherwise noted, the stipend is for one (1) position.

2011-12

2012-13

2013-14

Category A

0%

2%

2.50%

Director of Athletics

5,869

5,986

6,136

Category B

 

 

 

Baseball, Head

4,258

4,343

4,452

Basketball, Head (2)

5,029

5,130

5,258

Brewster Bayside Skippers

4,965

5,064

5,191

Field Hockey, Head

4,293

4,379

4,488

Football, Head

5,153

5,256

5,387

Hockey, Head

4,645

4,738

4,856

Lacrosse (B&G), Head

4,293

4,379

4,488

Soccer (G&B), Head

4,293

4,379

4,488

Softball, Head

4,258

4,343

4,452

Swimming, Head

4,258

4,343

4,452

Track (G&B), Head

4,258

4,343

4,452

Trainer, part-time

5,153

5,256

5,387

Volleyball, Head

4,258

4,343

4,452

Wrestling, Head

4,293

4,379

4,488

Category C

 

 

 

Cross Country (G&B), Head

3,708

3,782

3,877

Football, Freshman

3,567

3,638

3,729

Football JV, (2)

3,567

3,638

3,729

Football Varsity, Asst.

3,567

3,638

3,729

Golf (B&G), Head

3,409

3,477

3,564

Gymnastics, Head

3,921

3,999

4,099

Sailing

3,708

3,782

3,877

Soccer Coach (G&B), Asst.

3,921

3,999

4,099

Swimming Coach, Asst.

3,921

3,999

4,099

Tennis (G&B), Head

3,708

3,782

3,877

Track Coach (G&B), Asst.

3,921

3,999

4,099

Category D

 

 

 

Athletics, Director of - M.S.

3,921

3,999

4,099

Baseball JV

3,009

3,069

3,146

Basketball JV (G&B)

3,198

3,262

3,344

Soccer JV (G&B)

3,089

3,151

3,230

Field Hockey JV

3,089

3,151

3,230

Golf JV

3,089

3,151

3,230

Hockey JV

3,009

3,069

3,146

Lacrosse JV

3,089

3,151

3,230

Softball JV

3,009

3,069

3,146

Volleyball JV

3,014

3,074

3,151

Category E

 

 

 

Basketball Freshman (G&B)

2,672

2,725

2,794

Cheerleading Fall, Head

3,920

3,998

4,098

Cheerleading Winter, Head

3,920

3,998

4,098

Category F

 

 

 

M.S. Baseball

2,416

2,464

2,526

M.S. Basketball (G&B)

2,646

2,699

2,766

M.S. Field Hockey

2,416

2,464

2,526

M.S. Softball

2,416

2,464

2,526

M.S. Soccer (G&B)

2,416

2,464

2,526

M.S. Track

2,416

2,464

2,526

Category G

 

 

 

M.S. Asst Basketball (G&B)

2,132

2,175

2,229

Cross Country (G&B), Asst.

601

613

628

M.S. Asst Field Hockey

2,010

2,050

2,101

M.S. Intramurals, FALL (3)

1,998

2,038

2,089

M.S. Intramurals, WINTER (2)

1,998

2,038

2,089

M.S. Intramurals, SPRING (2)

1,998

2,038

2,089

M.S. Soccer (G&B), Asst.

2,010

2,050

2,101

M.S. Track (G&B), Asst.

2,010

2,050

2,101

APPENDIX C

NON-ATHLETIC EXTRACURRICULAR SALARY SCHEDULE

 

2011-12

2012-13

2013-14

HIGH SCHOOL

0%

2%

2.50%

A-V Director

2,550

2,601

2,666

Academic Decathlon

1,002

1,022

1,048

Advisor/Advisee Leaders (ea)

1,798

1,834

1,880

Advisor/Advisee I (ea)

1,516

1,546

1,585

Advisor/Advisee II (see note below)

714

728

746

Awards Night Coordinator

533

544

557

Class Advisors 12 (2 advisors)

1,371

1,398

1,433

Class Advisors 11 (2 advisors)

768

783

803

Class Advisors 10 (2 advisors)

465

474

486

Class Advisors 9 (2 advisors)

465

474

486

Class Coverage

27.32

27.87

28.56

Club Advisor (ea)

611

623

639

Debate

1,469

1,498

1,536

Department Heads (ea)

4,300

4,386

4,496

Driver Ed Classroom (per class)

948

967

991

Driver Ed Director (208 total hrs/annually)

5,758.74

5,873.92

6,020.76

Driver Ed Road Instructor (per student)

333

340

348

ELL Services, Coordinator of

4,300

4,386

4,496

Graduation Coordinator

611

623

639

Home Instructor/Tutor (per hour)

31.57

32.2

33.01

Homework Advisor (per hour)

21.32

21.75

22.29

Literary Magazine Advisor

829

846

867

Mentor

720

734

753

Mentor Coordinator

4,300

4,386

4,496

Mentor Facilitator

480

490

502

Music, Daily Rate

132

135

138

Music Maximum per year**

1,311

1,337

1,371

National Honor Society

1,002

1,022

1,048

Newspaper Advisor

1,216

1,240

1,271

Project Access

11,305

11,531

11,819

Scholarships, Coordinator of

2,646

2,699

2,766

Student Assist. Team (ea)

2,072

2,113

2,166

Student Council

1,830

1,867

1,913

Yearbook - Literary

1,405

1,433

1,469

Yearbook - Business

603

615

630

Note: Advisors will work with groups of approximately (10) students (maximum 12). They will be provided training prior to the program's beginning. This training will last a minimum of 3 hours. Services will include an initial meeting with Advisees and parents/guardians; (16) group meetings of 20-minute duration during each school year; and preparation of up to 20-minutes per group session, which may be done collaboratively. This preparation shall be beyond the teacher's regular work day. It is anticipated the total commitment will be (30) hours annually.

 

2011-12

2012-13

2013-14

MIDDLE SCHOOL

0%

2%

2.50%

AV Director

3,012

3,072

3,149

Club Advisor (ea)

611

623

639

Drama

3,012

3,072

3,149

Home Instructor/Tutor (per hour)

31.57

32.2

33.01

Mentor

720

734

753

Music Daily Rate

132

135

138

Music Maximum per year**

1,311

1,337

1,371

National Junior Honor Society

750

765

784

Student Assist Team (ea)

2,072

2,113

2,166

Student Council 6/7/8 (ea)

911

929

952

Subject Coordinators (ea)

2,367

2,414

2,475

Team Facilitator

720

734

753

Team Leader (ea)

1,485

1,515

1,553

Telecommunications Coordinator

2,810

2,866

2,938

Yearbook

1,650

1,683

1,725

**Music personnel required to supervise authorized extracurricular music activities when school is not in session. The daily rate is for a full day to the maximum per year.

 

2011-12

2012-13

2013-14

ELEMENTARY

0%

2%

2.50%

Club Advisors*

611

623

639

Home Instructor/Tutor (per hour)

31.57

32.2

33.01

Math Point Person

720

734

753

Mentor

720

734

753

Music Elementary - (per hour)

30.01

30.61

31.38

Music Elementary - Maximum per year

1,311

1,337

1,371

Subject Coordinator (ea)

2,367

2,414

2,475

Nurse Coordinator

2,367

2,414

2,475

*Club Advisors warranting a monetary stipend, as determined by the School Committee.

Any changes or additions to stipends must be bargained.

Nauset Regional School District and School Union No. 54

and the

Nauset Education Association

EVALUATION PROCESS

Evaluation Process:

The Evaluation Procedures and Evaluation Forms contained within this contract will be those used in all schools within the Nauset Regional School system. The narrative comments are to be based on the Principles of Effective   . Teaching and the Examples of the Descriptors as contained within this contract. Any needs improvement indicated must be accompanied by specific suggestions for improvement, based on these Principles and Descriptors. The narrative comments on the school counselor or nurse conference summary and summative evaluation forms are to be based on the Principles and Descriptors contained on those forms.

1.            Teacher without Professional Status

First Year:                             a. A minimum of four formal observations of a least thirty (30) minutes duration, each with a post-conference. b. Informal observations may occur at the discretion of the administrator.

Second and  Third Year      a. A minimum of three formal observations of at least thirty (30) minutes duration,  each with a post-conference.

b. Teachers will assess themselves, using varied information which may include, but not be limited to, peer assessments and surveys of students and/or parents assessing any of the following areas: instructional standards, communication with parents, interpersonal relationships with students, and teaching ability. These assessment results need not be shared with anyone else.

c. Informal observations may occur at the discretion of the administrator.

2.            Teacher with Professional Status

At the beginning of the fourth year of continuous employment, the teacher will be placed on Cycle B, followed in the next year by Cycle A, and alternating in each year thereafter.

Cycle A:             a. A minimum of two formal observations of at least thirty (3) minutes in duration, each with a post-conference.

b. Informal observations may occur at the discretion of the administrator.

c. Self-assessments (See 1. Second and third year, b.)

d. Teachers will develop and submit a goal which addresses improved student academic achievement of curricular goals.

Cycle B:             Teachers will submit evidence supporting the completion of and achievement of the goal.

3.            Pre-observation Procedure

The teacher may be asked to submit either a copy of his/her lesson plan or the standard pre-observation form at least one full school day before a formal observation.   ,

4.            Post-conferences

All formal observations will be followed by a post-conference. The post-observation conference should include discussion of any area(s) the supervisor has determined should be improved and ways by which improvement could be made. The post-conference will occur within five (5) working days of the observation. The final copy of the written observation will be signed and received by the teacher and evaluator within five (5) working days of the post-conference. Signing acknowledges the receipt of the observation form and the opportunity for comment, but not necessarily agreement with its content.

5.            School Counselor Without Professional Status

Each school counselor will have at least two formal conferences with the supervisor, followed by a summative evaluation during each of the first three years of employment. When necessary, the conference should include discussion of any area(s) the supervisor has determined should be improved and ways by which improvement could be made. The counselor will receive a signed copy of the standard Conference Summary form within five (5) working days of the conference.

6.            School Counselor With Professional Status

Beginning with the fifth year of employment, each school counselor will be evaluated in alternating years. Each counselor will have at least two formal conferences with the supervisor, followed by a summative evaluation during his/her evaluation year. The counselor will receive a signed copy of the standard Conference Summary form within five (5) working days of the conference.

7.           Nurse Without Professional Status

Each nurse will have at leave two formal conferences with the supervisor followed by a summative evaluation during each of the first three years of employment. When necessary, the conference should include discussion of any area(s) the supervisor has determined should be improved and ways by which improvement could be made. The. nurse will receive a signed copy of the standard Conference Summary form within five (5) working days of the conference.

8.           Nurse With Professional Status

Beginning with the fifth year of employment, each nurse will be evaluated in alternating years. Each nurse will have a least two formal conferences with the supervisor, followed by a summative evaluation during his/her evaluation year. The nurse will receive a signed copy of the standard Conference Summary form within five (5) working days of the conference.

9.            Schedule

a. No formal observations, school counselor formal evaluation conferences, or nurse formal evaluation conferences will take place in any school year before October 1, under normal circumstances.

b. There will be a least three weeks between each formal observation of a teacher, school counselor formal evaluation conference, or nurse formal evaluation conference and the next, under normal circumstances, in order to give the teacher, school counselor, or nurse the opportunity to act on any suggestions for improvement.

c. Teachers, school counselors, or nurses who will be non-renewed based on performance will receive a summative evaluation and be notified no later than May 1.

d. The summative evaluations for all other non-professional status teachers, school counselors, and nurses, and for professional status teachers, school counselors, and nurses will be completed by May 15.

NAUSET PUBLIC SCHOOLS

INFORMAL OBSERVATION

TEACHER_____________________________________          ASSIGNMENT__________________

TEACHER WITH ___________ /WITHOUT_____________PROFESSIONAL TEACHING STATUS

DATE____________TIME AND DURATION OF OBSERVATION ___________________________

Description of Activities:

______________________________________________________________________________________

______________________________________________________________________________________

______________________________________________________________________________________

______________________________________________________________________________________

______________________________________________________________________________________

Recommendations for Improvement:

______________________________________________________________________________________

______________________________________________________________________________________

______________________________________________________________________________________

______________________________________________________________________________________

______________________________________________________________________________________

______________________________________________________________________________________

Commendations:

______________________________________________________________________________________

______________________________________________________________________________________

______________________________________________________________________________________

______________________________________________________________________________________

______________________________________________________________________________________

______________________________________________________________________________________

_____________________________    __________   _____________________________  __________

Evaluator's signature                                   Date                 Teacher's signature                                    Date

Signature indicates that the teacher has received a copy of this evaluation and not necessarily that the teacher agrees or disagrees with the content.

NAUSET PUBLIC SCHOOLS

FORMAL OBSERVATION

TEACHER_____________________________________          ASSIGNMENT__________________

TEACHER WITH ___________ /WITHOUT_____________PROFESSIONAL TEACHING STATUS

DATE____________TIME AND DURATION OF OBSERVATION ___________________________

Classroom Management:

______________________________________________________________________________________

______________________________________________________________________________________

Effective Instruction:

______________________________________________________________________________________

______________________________________________________________________________________

High Standards:

______________________________________________________________________________________

______________________________________________________________________________________

Curriculum:

______________________________________________________________________________________

______________________________________________________________________________________

Planning and Assessment:

______________________________________________________________________________________

______________________________________________________________________________________

Equity:

______________________________________________________________________________________

______________________________________________________________________________________

Professional Responsibility:

______________________________________________________________________________________

______________________________________________________________________________________

Goal Status:

______________________________________________________________________________________

______________________________________________________________________________________

_____________________________    __________   _____________________________  __________

Evaluator's signature                                   Date                 Teacher's signature                                    Date

Signature indicates that the teacher has received a copy of this evaluation and not necessarily that the teacher agrees or disagrees with the content.

NAUSET PUBLIC SCHOOLS SUMMATIVE EVALUATION

TEACHER WITHOUT PROFESSIONAL STATUS

TEACHER _________________________________    EVALUATION YEAR _____________________

SCHOOL____________________________________    ASSIGNMENT__________________________

RATINGS: S (successful)        SG (shows growth)        N (needs improvement)*

Effective Management of the Classroom Environment

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

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

Effective Instruction

___      The teacher makes learning goals clear to students

___       The teacher uses appropriate instructional techniques

___      The teacher uses appropriate questioning techniques

___       The teacher evaluates, tries innovative approaches, and refines instructional strategies, including the effective use of technologies, to increase student learning and confidence Promotion of High Standards and Expectations for Student Achievement

___      The teacher communicates learning goals and high standards and expectations to students

___      The teacher promotes confidence and perseverance in the student that stimulate increased personal student responsibility for achieving the goals of the curriculum Currency in the Curriculum

___      The teacher is up to date regarding curriculum content

Effective Planning and Assessment of Curriculum and Instruction

___     The teacher plans instruction effectively

___     The teacher plans assessment of student learning effectively

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

Promotion of Equity and Appreciation of Diversity

___     The teacher strives to ensure equitable opportunities for student learning

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

Fulfillment of Professional Responsibilities

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

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

___     The teacher is a reflective and continuous learner

*Specific suggestions for such improvement shall be included in the narrative.

NARRATIVE

_____________________________    __________   _____________________________  __________

Evaluator's signature                                   Date                 Teacher's signature                                    Date

Signature indicates that the teacher has received a copy of this evaluation and not necessarily that the teacher agrees or disagrees with the content.

NAUSET PUBLIC SCHOOLS

SUMMATIVE EVALUATION

TEACHER WITH PROFESSIONAL STATUS

TEACHER______________________________________EVALUATION YEAR____________________

SCHOOL______________________________________    ASSIGNMENT_________________________

Classroom Management:

______________________________________________________________________________________

______________________________________________________________________________________

Effective Instruction:

______________________________________________________________________________________

______________________________________________________________________________________

High Standards:

______________________________________________________________________________________

______________________________________________________________________________________

Curriculum:

______________________________________________________________________________________

______________________________________________________________________________________

Planning and Assessment:

______________________________________________________________________________________

______________________________________________________________________________________

Equity:

______________________________________________________________________________________

______________________________________________________________________________________

Professional Responsibility:

______________________________________________________________________________________

______________________________________________________________________________________

Goal Status:

______________________________________________________________________________________

______________________________________________________________________________________

_____________________________    __________   _____________________________  __________

Evaluator's signature                                   Date                 Teacher's signature                                    Date

Signature indicates that the teacher has received a copy of this evaluation and not necessarily that the teacher agrees or disagrees with the content.

Nauset Regional School District

Teacher Improvement Plan

For all areas in which a teacher is deemed to perform at an unacceptable level, an improvement plan will be developed with an appropriate timeline.  The improvement plan will be considered part of the evaluation process; will comply with all statutory, regulatory and contractual requirements; and will have the following elements:

Areas to be Improved:      Statement of the specific deficiencies in any area or areas, based on the Principles and Descriptors of Effective Teaching.

Performance Goal(s):       Identification of the specific improvements required, based on the Principles and Descriptors of Effective Teaching.

Strategies/Activities:         Statement of specific strategies and activities which will lead to improvement. These may include, but not be limited to modeling, practice, audio or video taping, reinforcements, formative supervision, environmental change, counseling, and professional development activities. The teacher may request additional assistance.

Monitoring and Feedback:              Periodic written statements of the progress of improvement with specific recommendations, in conjunction with formal and informal observations. Each progress statement will be discussed with the teacher in a conference.

Timetable:                           An appropriate timetable for improvement, which may be up to a year per plan. Any plan expected to last more than 90 days will include target dates for interim assessments and a final assessment of progress made in the area(s) to be improved. Every effort will be made to adhere to the timetable initially set. The teacher will have the right to consult an Association representative before agreeing to any adjustment.

Signatures:                           The teacher and administrator will sign and date the improvement plan. The teacher's signature indicates only receipt of the Plan, not agreement with its contents.

1.   The teacher will have the right to have an Association representative at any meeting held regarding the improvement plan.

2.   The teacher will have the right to ask for additional support, feedback and conferences with the administrator.

3.   At the conclusion of the improvement process, a final assessment will be provided. The teacher will have the opportunity to respond to the assessment, and the response will become part of the evaluation process.

4.   Should the improvement plan call for materials to be purchased, courses taken, workshops attended, or the like, the school department shall have responsibility for such expense.

TEACHER IMPROVEMENT PLAN

A Teacher Improvement Plan is undertaken when a teacher is deemed by a supervisor to be performing at an unacceptable level. The Plan is part of the evaluation process, in keeping with all statutory, regulatory, and contractual requirements.

Teacher_________________________________ Supervisor___________________________________

Date Begun___________________                        Target Date for Final Assessment________________

Areas to be improved: (a statement of the specific deficiencies, based on the Principles and Descriptors of Effective Teaching)

______________________________________________________________________________________

______________________________________________________________________________________

______________________________________________________________________________________

______________________________________________________________________________________

Performance Goals: (identification of the specific improvements required, based on the Principles and Descriptors of Effective Teaching)

______________________________________________________________________________________

______________________________________________________________________________________

______________________________________________________________________________________

______________________________________________________________________________________

Strategies and Activities: (a statement of specific strategies and activities which will lead to improvement

______________________________________________________________________________________

______________________________________________________________________________________

______________________________________________________________________________________

______________________________________________________________________________________

Assistance Proposed by Supervisor: (The teacher may request additional assistance, which request becomes part of the record.)

______________________________________________________________________________________

______________________________________________________________________________________

______________________________________________________________________________________

______________________________________________________________________________________

Monitoring and Feedback: (periodic written statements as to the progress of improvement with specific follow-up recommendations by the administrator, in conjunction with informal and formal observations) Please attach observation forms and additional pages, as needed.

Timetable: A Teacher Improvement Plan may be in place for a period of up to a year. Any Plan lasting over ninety (90) days will include target dates for interim assessments. Please list target dates if called for.

______________________________________________________________________________________

______________________________________________________________________________________

______________________________________________________________________________________

______________________________________________________________________________________

Signatures

Teacher_________________________________________Evaluator___________________________

Date____________________________________________Date______________________________

Signatures indicate that the teacher has received a copy of this Teacher Improvement Plan, and not that the teacher necessarily agrees or disagrees with the content.

NAUSET PUBLIC SCHOOLS

CONFERENCE SUMMARY

SCHOOL COUNSELOR

COUNSELOR_________________________________    EVALUATION YEAR___________________

SCHOOL_____________________________________     ASSIGNMENT_________________________

The following is a summary of the supervisory conference. The Principles and Descriptors listed below are the primary basis for this discussion. Counselors shall have at least two such conferences with their supervisors in an evaluation year.

______________________________________________________________________________________

______________________________________________________________________________________

______________________________________________________________________________________

______________________________________________________________________________________

COUNSELING

Establishes objectives and plans counseling consistent with needs and interests of his or her students

Maintains a positive guidance and counseling environment

Demonstrates knowledge of the guidance field, including recent developments

Uses effective counseling methods and resources

COMMUNICATION

Demonstrates proficiency in the use of communication skills

Demonstrates the use of listening skills correctly

HUMAN RELATIONS

Creates positive environment for all children and young adults

Responds to the physical, social, emotional, and intellectual needs of individual children and young adults

ASSESSMENT

Uses formal and informal procedures to identify student levels and needs

Appraises the effectiveness of one's own counseling program and methods

PROFESSIONAL ATTITUDES AND RESPONSIBILITIES

Fulfills professional responsibilities as described in the Principles of Effective Teaching

_____________________________    __________   _____________________________  __________

Evaluator's signature                                   Date                 School Counselor's signature                  Date

Signature indicates that the counselor has received a copy of this summary and not necessarily that the counselor agrees or disagrees with the content.

NAUSET PUBLIC SCHOOLS SUMMATIVE EVALUATION

SCHOOL COUNSELOR WITHOUT PROFESSIONAL STATUS

COUNSELOR_____________________________________    EVALUATION YEAR____________

SCHOOL__________________________________________   ASSIGNMENT__________________

The Principles and Descriptors listed below are the primary basis for this evaluation.

RATINGS: S (successful)       SG (shows growth)       N (needs improvement)*

COUNSELING

___     Establishes objectives and plans counseling consistent with needs and interests of his or her students

___     Maintains a positive guidance and counseling environment

___     Demonstrates knowledge of the guidance field, including recent developments

___     Uses effective counseling methods and resources

COMMUNICATION

___     Demonstrates proficiency in the use of communication skills

___     Demonstrates the use of listening skills correctly

HUMAN RELATIONS

___     Creates positive environment for all children and young adults

____   Responds to the physical, social, emotional, and intellectual needs of individual children and young adults

ASSESSMENT

___     Uses formal and informal procedures to identify student levels and needs

___     Appraises the effectiveness of one's own counseling program and methods

PROFESSIONAL ATTITUDES AND RESPONSIBILITIES

___     Fulfills professional responsibilities as described in the Principles of Effective Teaching

*Specific suggestions for such improvement shall be included in the narrative.

_____________________________    __________   _____________________________  __________

Evaluator's signature                                   Date                 School Counselor's signature                  Date

Signature indicates that the counselor has received a copy of this evaluation and not necessarily that the counselor agrees or disagrees with the content.

NAUSET PUBLIC SCHOOLS

SUMMATIVE EVALUATION

SCHOOL COUNSELOR WITH PROFESSIONAL STATUS

COUNSELOR________________________________     EVALUATION YEAR_________________

SCHOOL____________________________________    ASSIGNMENT________________________

The Principles and Descriptors listed bellow are the primary basis for this evaluation.

COUNSELING

Establishes objectives and plans counseling consistent with needs and interests of his or her students

Maintains a positive guidance and counseling environment

Demonstrates knowledge of the guidance field, including recent developments

Uses effective counseling methods and resources

COMMUNICATION

Demonstrates proficiency in the use of communication skills Demonstrates the use of listening skills correctly

HUMAN RELATIONS

Creates positive environment for all children and young adults

Responds to the physical, social, emotional, and intellectual needs of individual children and young adults

ASSESSMENT

Uses formal and informal procedures to identify student levels and needs Appraises the effectiveness of one's own counseling program and methods

PROFESSIONAL ATTITUDES AND RESPONSIBILITIES

Fulfills professional responsibilities as described in the Principles of Effective Teaching

_____________________________    __________   _____________________________  __________

Evaluator's signature                                   Date                 School Counselor's signature                  Date

Signature indicates that the counselor has received a copy of this evaluation and not necessarily that the counselor agrees or disagrees with the content.

NAUSET PUBLIC SCHOOLS

CONFERENCE SUMMARY

SCHOOL NURSE

NURSE___________________________________________      EVALUATION YEAR____________

The following is a summary of the supervisory conference. The Principles and Descriptors listed below are the primary basis for this discussion. Nurses shall have at least two such conferences with their supervisors in an evaluation year.

______________________________________________________________________________________

______________________________________________________________________________________

______________________________________________________________________________________

______________________________________________________________________________________

PROFESSIONAL SKILLS

Conducts screening and health appraisals

Coordinates students' physical examinations

Understands and contributes to the delivery of services to students with medical needs

Understands current public health requirements as set forth by the Public Health Agencies

Provides emergency and health care of children while attending school and provides the necessary follow up

Makes recommendations for health and safety of students and staff

Assists administration and staff with health related attendance issues

PROFESSIONAL RESPONSIBILITIES

Is a reflective and continuous learner

Is a resource for health educational activities

Is constructive and cooperative in interactions with students, staff, and parents and receptive to their contributions

Works effectively with individuals, public and private agencies, and other community groups to meet student health needs

Performs appropriate non-health functions necessary to the total school program as assigned by the principal

Maintains appropriate standards of behavior, mutual respect and safety

_____________________________    __________   _____________________________  __________

Evaluator's signature                                   Date                 School Nurse's signature                          Date

Signature indicates that the nurse has received a copy of this evaluation and not necessarily that the nurse agrees or disagrees with the content.

NAUSET PUBLIC SCHOOLS

SUMMATIVE EVALUATION

SCHOOL NURSE WITHOUT PROFESSIONAL STATUS

NURSE__________________________________________   EVALUATION YEAR____________

SCHOOL _______________________________________

The Principles and Descriptors listed below are the primary basis for this evaluation.

RATINGS: S (successful)        SG (shows growth)       N (needs improvement)*

PROFESSIONAL SKILLS

___     Conducts screenings and health appraisals

___      Coordinates students' physical examinations

___     Understands and contributes to the delivery of services to students with medical needs

___     Understands current public health requirements as set forth by public health agencies

___     Provides emergency and health care of children while attending school and provides the . necessary follow up

___     Makes recommendations for health and safety of students and staff

___     Assists administration and staff with health-related attendance issues

PROFESSIONAL RESPONSIBILITIES

___     Is a reflective and continuous learner

___     Is a resource for health educational activities

___     Is constructive and cooperative in interactions with students, staff, and parents and receptive to their contributions

___     Works effectively with individuals, public and private agencies, and other community groups to meet student health needs

___     Performs appropriate non-health functions necessary to the total school program as assigned by the principal

 ___     Maintains appropriate standards of behavior, mutual respect and safety

*Specific suggestions for such improvement shall be included in the narrative.

_____________________________    __________   _____________________________  __________

Evaluator's signature                                   Date                 School Nurse's signature                          Date

Signature indicates that the nurse has received a copy of this evaluation and not necessarily that the nurse agrees or disagrees with the content.

NAUSET PUBLIC SCHOOLS

SXJMMATTVE EVALUATION

SCHOOL NURSE -WITH PROFESSIONAL STATUS

NURSE_____________________________________         EVALUATION YEAR___________________

SCHOOL____________________________________

The Principles and Descriptors listed below axe the primary basis for this evaluation.

PROFESSIONAL SKILLS

Conducts screenings and health appraisals

Coordinates students' physical examinations

Understands and contributes to the delivery of services to students with medical needs

Understands current public health requirements as set forth by public health agencies

Provides emergency and health care of children while' attending school and provides the necessary follow up

Makes recommendations for health and safety of students and staff

Assists administration and staff with health-related attendance issues

PROFESSIONAL RESPONSIBILITIES

Is a reflective and continuous learner Is a resource for health educational activities

Is constructive and cooperative in interactions with students, staff, and parents and receptive to their contributions

Works effectively with individuals, public and private agencies, and other community groups to meet student health needs

Performs appropriate non-health functions necessary to the total school program as assigned by the principal

Maintains appropriate standards of behavior, mutual respect and safety

_____________________________    __________   _____________________________  __________

Evaluator's signature                                   Date                 School Nurse's signature                          Date

Signature indicates that the nurse has received a copy of this evaluation and not necessarily that the nurse agrees or disagrees with the content.

Principles of Effective Teaching & Examples of Descriptors

Principles

Examples of Descriptors

I.  Currency in the Curriculum

 

A. The teacher is up-to-date regarding curriculum  content.

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

 

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

 

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

 

4. Contributes to the ongoing evaluation of the curriculum.

II.  Effective Planning and Assessment of Curriculum and Instruction

 

A. The teacher plans instruction effectively.

1. Maintains high expectations and standards for student work.

 

2. Sets short-term and long-term goals for curricular units.

 

3. Identifies individual and group needs and plans appropriate strategies.

 

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

 

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

 

6. Collaborates appropriately to better design curricula.

 

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

 

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

 

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

 

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

B. The teacher plans assessment of student learning effectively.

1. Determines specific and challenging standards for student learning.

 

2. Develops and uses a variety of assessment tools which describe a student's learning process as well as his/her learning achievements.

 

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

 

4. Uses district and state testing to plan effective instruction.

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

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

 

2. Implements evaluation procedures which appropriately assess the objectives taught.

 

3. Communicates student progress to parents, students, and staff members in a timely fashion using a range of information such as portfolios, anecdotal records and standardized test results.

 

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

 

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

III Effective Management of Classroom Environment

 

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

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

 

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

 

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

 

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

 

5. Understands child development, and the needs of individual children, and uses this knowledge in working with students.

 

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

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

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

 

2. Manages routines effectively.

 

3. Maintains appropriate professional boundaries with students.

 

4. Follows the Nauset Standard:

 

Nauset staff share a commitment to the highest standards of student achievement, the most important measure of any school system's success.

 

Nauset staff share a unique opportunity to influence our students' behavior, by modeling the behavior we ask of them. Codes of Conduct for students are only as strong as our commitment to exemplify our expectations – by respectful, professional treatment of students, colleagues, parents, and our communities.

IV Effective Instruction

 

A. The teacher makes learning goals clear to students.

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

 

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

 

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

 

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

 

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

B. The teacher uses appropriate instructional techniques.

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

 

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

 

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

 

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

 

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

C. The teacher uses appropriate questioning techniques.

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

 

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

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

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

 

2. Assesses instructional strategies in varied ways by comparing intended and actual learning outcomes.

V. Promotion of High Standards and Expectations for Student Achievement

 

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

1. Regularly communicates objectives or learning outcomes to all students by providing daily lesson agendas.

 

2. Regularly provides prompt, positive feedback to all students on their progress on goals and objectives.

 

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

 

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

 

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

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

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

 

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

 

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

 

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

 

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

 

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

 

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

 

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

 

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

 

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

VI. Promotion of Equity and Appreciation of Diversity

 

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

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

 

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

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

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

 

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

 

3.Prepares students to function effectively in a multi-lingual, multi-cultural and economically diverse society.

VII Fulfillment of Professional Responsibilities

 

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

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

 

2. Maintains professional boundaries with parents.

 

3. Is prompt in responding to parents.

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

1. Maintains professional boundaries with colleagues.

 

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

 

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

 

4. Participates in student or school activities.

 

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

 

6. Is prompt in responding to administrative requests.

C. The teacher is a reflective and continuous learner.

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

 

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

 

3. Is receptive to suggestions for growth and improvement.