Belchertown

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DistrictBelchertown
Shared Contract District
Org Code240000
Type of DistrictMunicipal K12
Union AffiliationMTA
Most Recent DocumentContract
Expiring Year2016
Expired Status
Superintendency Union
Regional HS Members
Vocational HS MembersPathfinder RVTSD
CountyHampshire
ESE RegionPioneer Valley
Urban
Kind of Communityrural economic centers
Number of Schools5
Enrollment2610
Percent Low Income Students15
Grade StartPK or K
Grade End12
download pdf version of this document view accessible version of this document AGREEMENT

 

 

 

 

 

 

 

 

 

 

 

 AGREEMENT

 

BETWEEN THE

 

BELCHERTOWN SCHOOL COMMITTEE

 

AND THE

 

BELCHERTOWN TEACHERS’ ASSOCIATION

 

UNIT A

 

 

 

 

JULY 1, 2013 – JUNE 30, 2016

 

               

 

 

 

 

 

 

 

 

 

 

 

 

 

 

TABLE OF CONTENTS

                             

ARTICLE        TITLE                                                                                      PAGE

 

                        Preamble                                                                                  1

 

            1.         Recognition                                                                  1

                                   

            2.         Grievance Procedure                                                                1

 

            3.         Management Rights                                                                  3                                                         

            4.         Association Privileges                                                               4         

 

            5.         No Strike                                                                                 5                                    

 

            6.         Non-Discrimination                                                                   5                                                                         

            7.         General Provisions                                                                    6                                                                                                        

            8.         Conditions of Employment                                                        6

 

            9.         Work Day/Work Year                                                             8                                                                                                                           

            10.       Employee Transfer and Assignments                                         10

 

            11.       Reduction In Force                                                                   11

 

            12.       Employee Evaluation                                                                 11

 

            13.       Protection of Employees                                                           29

 

            14.       Temporary Leaves of Absence                                     30

 

            15.       Extended Leaves of Absence                                                    33

 

            16.       Compensation                                                                          35

 

            17.       Group Insurance and Tax Sheltered Annuity Plans                     38

 

            18.       Retirement Credit                                                                     38

 

            19.       Professional Improvement                                                         39

 

            20.       Deductions                                                                               40

 

            21.       Miscellaneous Provisions                                                          40

 

            22.       Duration/Negotiations Procedures                                             40

 

            23.       Savings Clause                                                             41

 

 

Signature Page                                                                                      42

Appendix A      -           Salary Schedule                                                            43

Appendix B      -           Additional Compensation Schedule                               45

Appendix C      -           BHS Coaching Salaries                                     47

                                   


BELCHERTOWN TEACHERS AGREEMENT

 

            Pursuant to the provisions of Chapter 150E of the General Laws of Massachusetts,   

this contract is made 10th day of September, 2013, by the SCHOOL COMMITTEE OF THE TOWN OF BELCHERTOWN (hereinafter sometimes referred to as the Committee) and the

BELCHERTOWN TEACHERS' ASSOCIATION (hereinafter sometimes referred to as the

Association).

 
PREAMBLE

 

            This Agreement entered into by the School Committee of the Town of Belchertown

(herein sometimes referred to as the Committee) and the Belchertown Teachers' Association (herein sometimes referred to as the Association), has as its purpose the promotion of harmonious relations between the Committee and the Association; the establishment of an equitable and peaceful procedure for the resolution of differences; and the establishment of rates of pay, hours of work, and other conditions of employment.

 

        ARTICLE 1

 

RECOGNITION

 

1.01       For the purposes of collective bargaining with respect to wages, hours, and other conditions of employment, the negotiation of collective bargaining agreements, and any questions arising thereunder, the Committee recognizes the Association as the exclusive bargaining agent and representative of all professional employees (except the Associate Superintendent, supervising Principals, the full-time Assistant Principals, Director of Guidance, Assistant Director of Guidance, and Director of Special Education and Pupil Personnel Services as such employees are defined in Section 1 of Chapter 105E of the General Laws of Massachusetts) of the Committee, excepting, however, every such employee who on the effective date of this contract is, or thereafter shall be, designated by the Committee as a representative of it for the purposes of such bargaining.  Nurses without a bachelor’s degree will continue to have a separate salary schedule.

 

 

ARTICLE 2

 

GRIEVANCE PROCEDURE

 

2.01    Definition -  Any claim by the Association or a teacher that there is or has been a violation, misinterpretation, or misapplication of the terms of this contract or violation of the Rules and Regulations of the School Committee which involves the conditions of employment of an employee.

 

2.02    Time Limits -  All time limits herein shall consist of working days when schools are in  session except that when a grievance is submitted on or after June first, time limits shall consist of all week days so that a matter may be resolved before the close of the school year or as soon as possible thereafter.  The teacher or teachers aggrieved shall present the grievance within fifteen (15) days of the occurrence or within fifteen (15) days of the date of knowledge of the occurrence which gives rise to the grievance.

 

2.03    Association Representation -  Upon selection and certification by the Association, the School Committee shall recognize the Association’s Professional Rights and Responsibilities (PR&R) Committee.  The PR&R Committee shall consist of seven (7)  members.  A list of the members of that committee will be presented to the Central Office within the first three weeks of the start of the academic year.  At least one representative of the Association's Professional Rights and Responsibilities Committee and/or the President shall be present for any meetings, hearings, appeals, or other proceedings relating to a grievance which has been formally presented.  Nothing herein contained will be construed as limiting the right of any teacher having a grievance to discuss the matter informally with his/her supervisor, and having the grievance adjusted without intervention of the Association, provided the adjustment is not inconsistent with the terms of this contract, and further, that no teacher shall be required to discuss any grievance except in the meetings provided below and where his/her representative is present.

 

2.04     Procedures -  The parties acknowledge that it is usually most desirable for an employee and his/her supervisor to resolve problems through informal communications.   When requested by either party, the grievance representative may assist in this resolution.  However, should such informal discussions fail to satisfy the supervisor and the teacher, then a grievance may be processed at Step 1.

       Step 1          Within five (5) working  days of the informal discussion with his/her Principal, the employee may present the grievance in writing to the Principal who will  arrange a meeting within five (5) working days.  A representative of the Association  Professional Rights and Responsibilities Committee, the Principal, and the aggrieved teacher shall be present for the meeting.  The Principal must provide the aggrieved teacher and the Association with a written answer to the grievance within five (5) working days.

            Step 2          If the grievance is not resolved at Step 1, the aggrieved employee may, within five (5) working days, appeal in writing to the Superintendent, who shall have five (5) working days to hold a meeting and five (5) working days to reply in writing.

     Step 3          If the grievance is not resolved at Step 2, the aggrieved may within five (5) working days, appeal in writing to the School Committee or its designated representative and such writing shall set forth specifically the act or condition on which the grievance was based in Step 1 and the grounds upon which the appeal is based.  The School Committee and/or its representative shall meet with the teacher, a representative of the Association Professional Rights and Responsibilities Committee within ten (10) working days of the receipt by the School Committee of such appeal and shall give its decision in writing to the teacher and the Association within ten (10) working days of such meeting.

 

2.05      Arbitration -  If the grievance is not satisfactorily resolved at Step 3, the Association may invoke arbitration by filing with the Superintendent a written demand for arbitration setting forth the nature of the dispute, the controlling contract provisions, and the remedy sought.  The AAA Demand for Arbitration form may be used for this purpose.  Within ten (10) days the parties shall mutually select an arbitrator; if the parties are unable to agree, the Association shall submit its demand to the American Arbitration Association for selection of an arbitrator in accordance with its rules.  The written demand to the Superintendent must be received not later than thirty (30) days following receipt of the written decision at Step 3.  In the event that the grievance is not submitted for arbitration within the said period of thirty (30) days, the grievance shall be deemed withdrawn.  The arbitrator shall hold hearings promptly and, unless the time shall be extended by mutual agreement, shall issue his award not later than thirty (30) days from the date of closing of the hearings or, if oral hearings have been waived, from the date of submission to him of the final

statement and briefs. The arbitrator's award shall be in writing and shall set forth his findings

of fact, reasoning and conclusions on the issues submitted.  The arbitrator shall have no

power or authority to make any award which requires the commission of act prohibited by

law or which is inconsistent with the provisions of the contract.  The decision of the arbitrator

shall be binding upon the School Committee, the Association, and the aggrieved teacher

during the life of this contract.  The arbitrator shall have only the power to interpret what the

parties to the agreement intended by the specific clause in the agreement which is at issue. 

Each party shall bear the full costs for its representation in the arbitration. Fees and expenses

of the arbitrator shall be shared equally by the School Committee and the Association.

    

2.06     General Provisions

                  

            A.        All written communications, documents, and records relating to any

                        grievance will be filed separately from the personnel files of the

                        applicants.

            B.         Conferences with teachers necessary for processing grievances shall be

                        scheduled so that they do not interfere with the duties and responsibilities of the                                      teachers.

 

ARTICLE 3

MANAGEMENT RIGHTS

 

3.01      The parties agree that the operation of the School Department of the Town of Belchertown, the supervision of its employees and of their work are the rights of the Committee alone acting through its Superintendent.  Accordingly, subject to the express, specific provisions of this Agreement, the following rights are reserved to management:  the making of reasonable rules to assure orderly and effective work schedules; the determination of what and where duties will be performed; the determination of employee competency; the hiring, transfer, promotion, and layoff of employees; the discharge, demotion, or other discipline of employees for just cause without discrimination and in accordance with the laws of the Commonwealth of Massachusetts; and the right to inform employees concerning employment matters.

 

As to every matter not expressly covered by this Agreement and except as expressly or directly modified by clear language in a specific provision of this Agreement, the Committee retains exclusively to itself all rights and powers that it has or may hereafter be granted by law and shall exercise the same without such exercise being made the subject of grievance or arbitration.

 

ARTICLE 4

ASSOCIATION PRIVILEGES

 

4.01     Before the opening of and after the close of school and during lunch time on school days, the Association shall have the right to use designated areas in school buildings for meetings of teachers in school buildings for meetings of teachers provided there is no interference with any scheduled school activities.  The use of such designated areas shall be arranged with the principal in advance.  All requests for building use shall conform to School Committee Rules and Regulations provided, however, that there shall be no cost to the Association for such meetings so long as no overtime, custodial cost to the School Committee is involved.

 

4.02    The Association may distribute materials dealing with proper and legitimate  business of the Association through teachers' mailboxes.

 

4.03     The Association shall be provided a bulletin board at least nine (9) square feet for the purpose of posting materials dealing with the proper and legitimate business of the Association.  Such space shall be provided in each school for the unrestricted use of the Association.  Such boards shall be placed in a well-lighted area and identified with the name of the Association.

 

4.04     The Superintendent or his/her designee shall comply with any reasonable request by the Association for available information, excluding confidential personnel records, which is in the possession of the Superintendent or his/her designee and which is relevant to the processing of any grievance by the Association of any condition of employment.

 

4.05          Any teacher covered by this contract and elected president of the National Educational Association, president of its Department of Classroom Teachers or president of the Massachusetts Teachers' Association shall, upon written request of the Superintendent  by

the teacher and the Association, be granted an unpaid leave of absence not to exceed two (2)

years in duration for the purpose of discharging the duties of such office.  An unpaid leave of

absence shall be granted for every school year to one (1) teacher for the purpose of  providing

full-time assistance to the Association in discharging its duties as the exclusive collective

bargaining representative of the teachers covered by this contract.  All time spent on every such leave shall be counted as time in the employ of the Belchertown Public Schools for all purposes provided, however, that no additional sick leave shall be accumulated during said leave.  Upon his/her return, the teacher shall be assigned to the same position which he/she held at the time said leave commenced, if available, or if not, to a substantially equivalent position.

 

4.06     No teacher shall engage in any Association activities during the time he/she is assigned to

teaching duties.

 

4.07     Names and addresses of newly hired teachers shall be provided to the Association following their appointment by the Superintendent.

 

4.08     The President of the Association will be relieved of all non-teaching duties.  Seven days

per year may be used by the President or her/his designee to conduct Association business. 

These days may be used in minimum of half days.  This language establishes no precedent as to

the parties’ interpretation of non-teaching duties or any other provision of the contract.

 

4.09     Agency Fee:   The Committee agrees to require, during the term of this Agreement, as a condition of continued employment, that every employee covered by this Agreement, except those employees who are certified to the Committee by the Association, as of the thirtieth (30th) day of such employment or the thirtieth (30th) day after the effective date of this Agreement provision, whichever is later, pay to the Belchertown Teachers Association an agency service fee or authorize in accordance with G.L., C 150E, Section 12, the payroll deduction in equal installments of an agency service fee which shall be commensurate with the cost of collective bargaining and contract administration as determined by the Association but in no instance greater than the annual dues of the Association and which amount shall be certified annually to the Committee by the Association.  The Committee further agrees to certify to the municipal treasurer the amount of such agency service fee and the employee authorization of the deduction of same in accordance with G.L., C 180, Section 17G.  It is specifically understood and agreed that the Town of Belchertown, the Belchertown School Committee, and its Officers and Agents shall be saved harmless for such deductions under those circumstances as provided by General Laws, Chapter 180, Section 17G. For the purpose of this clause, the term “harmless” is defined as: “any monies once transmitted by the Town of Belchertown, the Belchertown School Committee, and its Officer and Agents, to the Belchertown Teachers Association; the Town of Belchertown, the Belchertown School  Committee and its Officers and Agents are no longer responsible for same.”

 

 

ARTICLE 5  

NO STRIKE

 

5.01     It is agreed by the parties that during the term of this Agreement or any renewal thereof, there shall be no strike, lockouts, stoppages of work, or slowdowns.

 

 

ARTICLE 6

NON-DISCRIMINATION

 

6.01     In accordance with applicable Federal and State laws, the Committee and the Association agree not to discriminate against any employee covered by this Agreement on the basis of age, sex, gender identity, race, religion, color, creed, sexual orientation, physical disability, or national origin.

 

6.02     The Committee further agrees that it will not discriminate against any employee for Association membership or Association activity or for adhering to any lawful provision of this Agreement.

 

6.03     The Association agrees that it will fairly represent all persons covered by this  Agreement in matters related to the contract.

 

 

ARTICLE 7

GENERAL PROVISIONS

 

7.01    Except as this contract shall hereinafter otherwise provide, all conditions of employment applicable on the effective date of this contract to employees covered by this contract, shall continue to be so applicable during the life of this contract.

 

7.02    This contract constitutes School Committee Policy for the term of said contract, and the School Committee shall carry out the commitments contained herein and give them full force and effect as School Committee Policy.  The School Committee shall amend its regulations and take such other actions as may be necessary in order to give full force and effect to the provisions of this contract.

 

7.03    Nothing in this Agreement shall preclude the parties from negotiating with respect to matters not covered by this Agreement.  Any changes mutually agreed upon shall be reduced to writing.

 

 

ARTICLE 8

CONDITIONS OF EMPLOYMENT

 

8.01     Each teacher shall have a desk, a  chair, and a space (e.g. closet, file cabinet, desk with lock and key) in which he/she may safely store instructional materials and supplies and which he/she may use exclusively.

 

8.02     All official bulletins shall be given by the principal to teachers upon their request.

 

8.03     Acceptance of a teacher trainee shall be voluntary.  Advance notice of the assignments of a trainee will be provided.  The trainee's duties shall be determined cooperatively by the critic teacher, the principal, and the trainee's college.  No teacher shall accept more than one teacher trainee per school year.

 

8.04     Teachers shall be assigned the responsibility of bus duty (AM and PM) and corridor duty under the following conditions:

A.                 All non-homeroom teachers, including department heads, shall share these assignments on an equitable basis.

B.        The maximum number of teachers to be assigned shall be five (5) at CSS,  ten (10) each at SRE and CHCS, and two (2) each at JBMS and BHS.

 

8.05    Lunch duty will be strictly voluntary for teachers.

 

8.06    At those times when substitutes are not available or become unavailable, a regular teacher who serves as a substitute during his/her normal preparation period will be paid twenty-five dollars ($25.00) for each regular class period and thirty-five ($35) if the class extends beyond a regular class period.  In determining who covers the class, reasonable efforts will be made to find a volunteer.  If no volunteer is available and the class requires immediate coverage, a teacher may be assigned.

 

8.07  Teachers shall be allowed to leave the buildings during their preparation time as long as permission is obtained from the Principal or his/her designee.

 

8.08     Specific to High School

1.         High school teachers will teach five (5) periods and have one (1) preparation                 period daily when scheduling permits.  In no case will schedules provide for less                than five (5) preparation periods per week.  High school teachers may be assigned   supervision of classroom-size or smaller student study activities (such as:             language labs, computer labs, science labs, and extra help if requested by a        student).  No such assignment shall be made during            preparation periods or duty       free lunch periods as guaranteed herein.  A teacher may voluntarily assume responsibility for teaching a sixth (6th) classroom course.  High school teachers   will have a duty-free lunch period each day of at least twenty (20) minutes.

            2.         Teachers shall be assigned office detention under the following conditions:

a.         Office detention shall conclude no more than one (1) hour after dismissal of students.

b.         Such assignments shall be rotated equitably among all teachers on an annual basis.  In this regard, scheduling of such assignments shall be at such times as to avoid a conflict with other responsibilities, e.g. coaching.

c.         Teachers may swap assignments to accommodate unforeseen personal or professional needs.

            3.         The chair of the High School Guidance Department shall work an additional five            (5) days before the beginning of the school year, five (5) days after the end of the    school year, and ten (10) other days to be chosen by mutual agreement between   the chair and the principal.  The chair shall be paid per diem for the twenty (20)             days based on his/her salary.

            4.         All faculty members maintain discipline within the halls during all passing             periods and will check appropriate lavatories.

 

8.09     Specific to Middle School: 

            A.        Preparation Periods

The School Committee shall grant five (5) preparation periods per week at the Middle School, subject to the following understanding: It is understood and agreed that preparation periods may involve and be used for individual preparation by teachers, meetings with parents and students, attendance at CORE/Team meetings, grade level meetings (middle school), and the like.  It is understood that CORE/Team meetings shall not be routinely or regularly scheduled during a teacher’s preparation period.  It is also understood that team teachers will have one (1) additional preparation period per week where they will meet together as a team.  Middle school teachers will have a duty-free lunch period each day of at least twenty (20) minutes.

 

 

            B.         Hall Duty

All faculty members maintain discipline within the halls during all passing periods and will check appropriate lavatories.

            C.        There is an approximate twenty-two (22) minute period after lunch that is

                        designed as a short recess before returning to class.  Grade level teams 6-8 will provide two (2) teachers, including a specialist when scheduling permits, on an equitable rotating basis, to work with the paraprofessionals during this period for indoor recess when the principal deems it necessary.

            D.        Teachers shall be assigned office detention under the following conditions:

1.         Office detention shall conclude no more than one (1) hour after the        dismissal of students.

2.         Such assignments shall be rotated equitably among all teachers n an annual basis.  In this regard, scheduling of such assignments shall be at such times as to avoid a conflict with other responsibilities (e.g., coaching).

3.         Teachers may swap assignments to accommodate unforeseen personal or          professional needs.

 

8.10     Specific to Primary/Elementary Schools

            A.        A reasonable effort will be made to hire substitutes for art, music, and physical education at the primary/elementary level.

B.         Primary/elementary teachers will have a duty-free lunch period of at least twenty            (20) minutes, plus an additional twenty-nine (29) minutes a day of guaranteed        preparation time.

C.        In addition, primary/elementary teachers will have four (4) preparation periods per         week when classes are covered by art, music, or physical education specialists,       except in emergency situations.

 

8.11     The School Committee and the Association agree that a teacher's primary function is to teach!  Therefore:

            A.        To the extent possible, every effort will be made to limit class interruptions.

            B.         The principal shall decide whether and when pupils may be released or taken from class to provide special approved instruction, or to engage in athletic contests, extracurricular activities and the like.

            C.        Teachers shall not be required to assume any office duties in the event of absence of office personnel.

 

ARTICLE 9

WORK DAY/WORK YEAR

 

9.01    The work year for teachers shall consist of one hundred eighty (180) days that students are required to be in school plus one (1) day before the opening of school in September and two (2) Professional Days which will be scheduled during the school year and which teachers are required to attend.

                                    Student Days:                                       180

                                    New Teacher Days:                              184

                                    Current Teacher Days:              183

 

9.02     The one hundred eighty (180) student days will be full days except the last day, which shall be a half day for students.  Teachers will use the rest of that day to close out for the year.

 

9.03     The workday for teachers will be seven (7) hours in length, from 7:30 a.m. to 2:30 p.m. for the high school and middle school, and 8:30 a.m. to 3:30 p.m. for Cold Spring, Chestnut Hill and Swift River Elementary.  Teachers may leave after the completion of their duties following student dismissal on Fridays and all days immediately preceding a holiday.  Variations to the starting and ending time may occur for individual teachers upon agreement between the Principal and the Association President, as long as the total work day continues to consist of seven (7) hours.   

 

9.04     Guidance counselors shall work an additional ten (10) days, five (5) days before the beginning of the school year and five (5) days after the end of the school year.   Counselors shall be paid per diem for the ten (10) days based on his/her salary.

 

9.05     A.     Teachers will be required to attend fifteen (15) after school meetings.  These meetings may be used for curriculum implementation/review, professional development, and faculty meetings.  Such a reduction will not prevent school principals from scheduling voluntary after school faculty meetings, in addition to required faculty meetings, for which faculty shall be responsible for all information presented.   Principals shall disseminate information presented at voluntary faculty meetings in written form.  The meetings for high school and middle school teachers shall not extend beyond 4 P.M. and, for primary and elementary school teachers, not beyond 5 P.M.   Teachers who are enrolled in post graduate courses for credits which are compensatory under the teachers’ salary schedule shall be excused from attend­ance at after school teachers’ meetings held at the same time,  provided that; (1) they give notice to the principal of the course, day and time, and (2) they en­deavor to ascertain from the principal all essential information conveyed at the teachers’ meetings.   No teacher shall be required to attend a teachers’ meeting on a day which falls within a customary vacation period.

            B.      Teachers will be required to attend three (3) evening meetings per year as follows:

High School:        Two (2) events to meet the public and one (1) chaperone activity as approved by the principal.

Middle School:    Two (2) events to meet the public and one (1) chaperone activity as approved by the principal.

Primary /Elementary:        One (1) Open House and two (2) parent conference nights, plus additional evening or after-school meetings for parent conferences if the teacher (a) has elected to receive the substitute’s pay  in lieu of using a substitute to provide coverage to permit one day of parent conferences during the regular school day and (b) has demonstrated that she/he can fulfill the need for parent conferences without using the substitute for class coverage.

 

 

 

ARTICLE 10

TEACHER TRANSFERS AND ASSIGNMENTS                           

 

10.01   Assignment        

A.        Not later than the close of school, each teacher shall be notified in writing of  any changes in the subject area of his/her program for the ensuing year, including  the school to which he/she will be assigned, the grades and/or the subjects that he/she will teach, and any special or unusual classes or assignments that he/she will have, provided that in the event of a change in circumstances or conditions during the months of May through September (e.g., death, resignation, leave of absence, unanticipated change in enrollment), such assignments may be changed as required to meet the situation.  The teacher affected shall be sent immediate notice when the change is made.

 

10.02  Transfers or Reassignments -   Teachers who desire a change in grade and/or subject assignment or who desire to transfer to another building shall file a  written statement of such desire with the office of the Superintendent not later than March 1.  Such statement shall include the grade and/or the subject to which the teacher desires to be assigned and/or the school or schools (in order of preference, if the teacher has preferences) to which he/she desires to be transferred.

 

10.02.1 When necessary, teachers may be reassigned within a school by the principal, subject to review and approval by the Superintendent.  Additionally, when necessary, teachers may be transferred between schools by the Superintendent to a comparable position for which that teacher is licensed and qualified.

            Such reassignment or transfer will be made only after a meeting between the teacher and the Superintendent or designee, at which time the teacher will be notified of the reasons for the transfer.

            In the event that a teacher objects to the reassignment or transfer at this meeting, upon the written request of the teacher, the Association will be notified and the Superintendent will meet with the Association’s representatives to discuss the transfer; provided, however, that the transfer will be subject to the grievance procedure but the decision of the Committee will be final, except for bad faith.

 

10.03   Posting of Vacancies

A.        On or before September 15 of each school year, the administration shall post a

list of known vacancies (assignment and location).

B.         On or before May 1 the administration will post all known vacancies.  Whenever possible, vacancies will be filled before the close of the school year.

C.        Whenever a vacancy in a professional position occurs during the school year (September to June), it will be publicized by the Superintendent by means of a notice placed on the Association bulletin board in every school at least two (2) weeks before the position is to be filled.

D.        The name of the person appointed will be posted in each faculty room within five (5) school days of the appointment.  Appointments will be made without regard to race, creed, color, religion, nationality, gender, age, sexual preference, or marital status.

 

 

ARTICLE 11

REDUCTION IN FORCE

 

11.01   In the event it becomes necessary to reduce the number of employees in the bargaining unit as defined in the Agreement, the Employer will determine retainment by certification and seniority.  If those two categories are equal, then the teachers’ evaluations will be the determining factor.

 

11.02  Recall -   Teachers who have been laid off according to the above shall be entitled to recall rights for a period of time equal to their seniority but not to exceed two (2) years from the effective dates of their respective layoffs.  Recall rights will be determined based on guidelines already established in this article and a laid off person will be recalled to a position similar to the one he/she formerly held.

 

11.03  A list specifying the seniority of each member of the bargaining unit shall be prepared by the Committee and forwarded to the President of the Association within thirty (30) calendar day following the execution of this Agreement.  An updated  “Seniority List” shall be supplied by the Committee no later than November 1 annually thereafter.

 

 

ARTICLE 12

EMPLOYEE EVALUATION

 

12.01   Purpose of Educator Evaluation

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

B.     The regulatory purposes of evaluation are:

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

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

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

iv.     To assure effective teaching 35.01(3).

12.02      Definitions (* indicates definition is generally based on 603 CMR 35.02)

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

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

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

D.     Categories of Evidence: Multiple measures of student learning, growth, and achievement, judgments based on observations and artifacts of professional practice, including unannounced observations of practice; and additional evidence relevant to one or more Standards of Effective Teaching Practice (603 CMR 35.03).  

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

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

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

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

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

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

iv.     Improvement Plan shall mean a plan developed by the Evaluator of at least 30 school days and no more than one school year for Educators with PTS who are rated unsatisfactory with goals specific to improving the Educator’s unsatisfactory performance. In those cases where an Educator is rated unsatisfactory near the close of a school year, the plan may include activities during the summer preceding the next school year that will be compensated per Article 16, section 16.03 of the contract.

H.     *DESE:  The Massachusetts Department of Elementary and Secondary Education.

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

J.       *Evaluator: Any person designated by a superintendent who has primary or supervisory responsibility for observation and evaluation. The superintendent is responsible for ensuring that all Evaluators have training in the principles of supervision and evaluation. Each Educator will have one primary Evaluator at any one time responsible for determining performance ratings.

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

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

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

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

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

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

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

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

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

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

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

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

S.      *Observation:  A data gathering process that includes notes and judgments made during one or more classroom or worksite visits(s) of at least 15 minutes by the Evaluator and may include examination of artifacts of practice including student work. Classroom or worksite observations conducted pursuant to this article must result in feedback to the Educator.   Normal supervisory responsibilities of department, building and district administrators will also cause administrators to drop in on classes and other activities in the worksite at various times as deemed necessary by the administrator.  Carrying out these supervisory responsibilities, when they do not result in targeted and constructive feedback to the Educator, are not observations as defined in this Article. 

T.      Parties: The parties to this agreement are the Belchertown School Committee and the Belchertown Teachers’ Association.

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

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

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

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

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

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

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

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

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

i.         Standard 1:  Curriculum, Planning and Assessment

ii.       Standard 2:  Teaching All Students

iii.      Standard 3:  Family and Community Engagement

iv.     Standard 4:  Professional Culture

v.       Attainment of Professional Practice Goal(s)

vi.     Attainment of Student Learning Goal(s)

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

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

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

                                          iii.            Elements:  Defines the individual components under each indicator

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

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

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

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

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

12.03   Evidence Used in Evaluation
The following categories of evidence shall be used in evaluating each Educator:

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

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

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

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

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

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

i.         Unannounced observations of practice of at least 15 minutes.

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

iii.      Examination of Educator work products.

iv.     Examination of student work samples.

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

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

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

b.      Evidence of active outreach to and engagement with families;

i.         Evidence of progress towards professional practice goal(s);

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

iii.      Student Feedback – see # 23, below; and

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

 

12.04   Rubric

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

 

12.05      Evaluation Cycle:  Training

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

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

 

12.06      Evaluation Cycle:  Annual Orientation

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

A.     Provide an overview of the evaluation process, including goal setting and the educator plans.

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

C.     Provide the content of this training in digital format to facilitate orientation of Educators hired after the beginning of the school year. 

 

12.07      Evaluation Cycle:  Self-Assessment

A.     Completing the Self-Assessment

i.         The evaluation cycle begins with the Educator completing and submitting to the Primary or Supervising Evaluator a self-assessment by October 1st or within four weeks of the start of their employment at the school. 

ii.       The self-assessment includes:

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

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

c.       Proposed goals to pursue:

1st: At least one goal directly related to improving the Educator’s own professional practice.

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

 

B.     Proposing the goals

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

ii.       For Educators in their first year of practice, the Primary or Supervising Evaluator will meet with each Educator by October 1st (or within four weeks of the Educator’s first day of employment if the Educator begins employment after September 15th) to assist the Educator in completing the self-assessment and drafting the professional practice and student learning goals which must include induction and mentoring activities.

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

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

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

 

12.08      Evaluation Cycle: Goal Setting and Development of the Educator Plan

A.     Every Educator has an Educator Plan that includes, one goal related to the improvement of practice; one goal for the improvement of student learning. An Educator whose overall rating is Proficient or Exemplary may choose to propose additional goals.  The Plan also outlines actions the Educator must take to attain the goals established in the Plan and benchmarks to assess progress.  Goals may be developed by individual Educators, by the Evaluator, or by teams, departments, or groups of Educators who have the similar roles and/or responsibilities.  See Sections 15-19 for more on Educator Plans. Goals will be based on a minimum of one indicator per standard and one element for that indicator.

B.     To determine the goals to be included in the Educator Plan, the Evaluator reviews the goals the Educator has proposed in the Self-Assessment, using evidence of Educator performance and impact on student learning, growth and achievement based on the Educator’s self-assessment and other sources that Evaluator shares with the Educator.   The process for determining the Educator’s impact on student learning, growth and achievement will be determined after DESE issues guidance on this matter. See #22, below.

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

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

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

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

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

 

12.09      Evaluation Cycle:  Observation of Practice and Examination of Artifacts – Educators      without PTS

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

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

ii.       The Educator shall have at least three unannounced observations during the school year.

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

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

ii.       The Educator shall have at least two unannounced observations during the school year.

 

12.10      Evaluation Cycle:  Observation of Practice and Examination of Artifacts – Educators with          PTS

A.     The Educator whose overall rating is proficient or exemplary must have at least one unannounced observation during the evaluation cycle. An additional unannounced observation will occur within a reasonable period of time if requested by the Educator and/or Evaluator.

B.     The Educator whose overall rating is needs improvement must be observed according to the Directed Growth Plan during the period of Plan which must include at least two unannounced observations. An additional unannounced observation will occur within a reasonable period of time if requested by the Educator and/or Evaluator.

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

 

12.11      Observations

The Evaluator’s first observation of the Educator should take place by November 15.  Observations required by the Educator Plan should be completed by May 15th.  The Evaluator may conduct additional observations after this date.

The Evaluator is not required nor expected to review all the indicators in a rubric during an observation. The primary focus of the observations will be on the indicators and elements agreed-upon in the educator plan. Barring any extenuating circumstances, observations will not occur on the day before a vacation period.

A.     Unannounced Observations

i.         Unannounced observations may be in the form of partial (at least 15 minutes) or full-period classroom visitations, Instructional Rounds, Walkthroughs, Learning Walks, or any other means deemed useful by the Primary and/or Secondary Evaluator or superintendent.

ii.       The Educator will be provided with at least brief written feedback from the Evaluator within 3-5 school days of the observation.  The written feedback shall be delivered to the Educator in person, electronically via a secure connection or mailed to the Educator’s home. A follow-up face-to-face conversation will be held within a reasonable period of time at the request of the Educator or the Evaluator.

iii.      Any observation or series of observations resulting in one or more standards judged to be unsatisfactory or needs improvement for the first time must be followed by at least one observation of at least 30 minutes in duration within 30 school days.

B.     Announced Observations

i.         All non-PTS Educators in their first three (3) years in the school, PTS Educators on Improvement Plans and other educators at the request of the Educator and/or the Evaluator shall have at least one Announced Observation.

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

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

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

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

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

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

1st: Describe the basis for the Evaluator’s judgment.

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

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

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

 

12.12      Evaluation Cycle:  Formative Assessment

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

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

C.     The Formative Assessment Report provides written feedback and ratings to the Educator about his/her progress towards attaining the goals set forth in the Educator Plan.

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

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

F.      The Evaluator shall complete the Formative Assessment Report and provide a copy to the Educator. All Formative Assessment Reports must be signed by the Evaluator and delivered face-to-face, electronically via a secure connection, or to the Educator’s  home.

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

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

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

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

 

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

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

B.     The Formative Evaluation Report provides written feedback and ratings to the Educator about his/her progress towards attaining the goals set forth in the Educator Plan.

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

D.     The Evaluator shall complete the Formative Evaluation Report and provide a copy to the Educator. All Formative Evaluation reports must be signed by the Evaluator and delivered face-to-face, electronically via a secure connection or to the Educator’s home.

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

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

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

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

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

 

12.14      Evaluation Cycle:  Summative Evaluation

A.     The evaluation cycle concludes with a Summative Evaluation Report.  For Educators on a one or two year Educator Plan, the Summative Evaluation Report must be written and provided to the Educator by May 15th.

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

C.     The professional judgment of the Primary Evaluator shall determine the overall summative rating that the Educator receives.

D.     For an Educator whose overall performance rating is exemplary or proficient and whose impact on student learning is low, the Evaluator’s Supervisor shall discuss and review the rating with the Evaluator and the Supervisor shall confirm or revise the Educator’s rating. 

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

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

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

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

I.        The Evaluator shall deliver a signed copy of the Summative Evaluation Report to the Educator face-to-face, electronically via a secure connection or to the Educator’s  home no later than May 15th.

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

K.    The Evaluator shall meet with the Educator rated proficient or exemplary to discuss the summative evaluation, if either the Educator or the Evaluator requests such a meeting. The meeting shall occur by June 10th.

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

M.   The Educator shall sign the final Summative Evaluation Report by June 15th. The signature indicates that the Educator received the Summative Evaluation Report in a timely fashion. The signature does not indicate agreement or disagreement with its contents.

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

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

 

12.15      Educator Plans – General

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

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

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

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

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

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

 

12.16      Educator Plans:  Developing Educator Plan

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

B.     The Educator shall be evaluated at least annually.

 

12.17      Educator Plans:  Self-Directed Growth Plan

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

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

 

12.18      Educator Plans:  Directed Growth Plan

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

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

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

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

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

 

12.19      Educator Plans:  Improvement Plan

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

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

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

D.     An Educator on an Improvement Plan shall be assigned a Supervising Evaluator (see definitions). The Supervising Evaluator is responsible for providing the Educator with guidance and assistance in accessing the resources and professional development outlined in the Improvement Plan.  The Primary Evaluator will be the Supervising Evaluator, unless special circumstances warrant it.

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

F.      The Improvement Plan process shall include:

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

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

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

G.     The Improvement Plan shall:

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

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

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

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

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

vi.     Identify the Supervising Evaluator assigned to assist the Educator and a list of other individuals who could provide additional assistance; and,

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

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

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

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

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

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

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

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

 

12.20   Timelines (Dates in italics are provided as guidance)

Activity:

Completed By:

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

September 15

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

Educator submits self-assessment and proposed goals

October 1

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

October 15

Evaluator completes Educator Plans

November 1

Evaluator completes first observation of each Educator

November 15

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

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

January 5*

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

February 1

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

February 15

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

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

April 20*

Evaluator completes Summative Evaluation Report

May 15

Evaluator meets with Educators whose overall Summative Evaluation ratings are Needs Improvement or Unsatisfactory

June 1

Evaluator meets with Educators whose ratings are proficient or exemplary at request of Evaluator or Educator

June 10

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

June 15

 

A.     Educators with PTS on Two Year Plans

Activity:

Completed By:

Evaluator completes unannounced observation(s)

Any time during the 2-year evaluation cycle

Evaluator completes Formative Evaluation Report

June 1 of Year 1

Evaluator conducts Formative Evaluation Meeting, if any

June 1 of Year 1

Evaluator completes Summative Evaluation Report

May 15 of Year 2

Evaluator conducts Summative Evaluation Meeting, if any

June 10 of Year 2

Evaluator and Educator sign Summative Evaluation Report

June 15 of Year 2

 

B.     Educators on Plans of Less than One Year

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

 

12.21   Career Advancement

A.     In order to attain Professional Teacher Status, the Educator should achieve ratings of proficient or exemplary on each Performance Standard and overall. A principal considering making an employment decision that would lead to PTS for any Educator who has not been rated proficient or exemplary on each performance standard and overall on the most recent evaluation shall confer with the superintendent by May 1. The principal’s decision is subject to review and approval by the superintendent.

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

C.     Educators with PTS whose summative performance rating is exemplary and, after 2013-14, whose impact on student learning is rated moderate or high, shall be recognized and rewarded with leadership roles, promotions, additional compensation, public commendation or other acknowledgement as determined by the district through collective bargaining where applicable.

 

12.22   Rating Impact on Student Learning Growth

DESE will provide model contract language and guidance on rating educator impact on student learning growth based on state and district-determined measures of student learning by July 15, 2012. Upon receiving this model contract language and guidance, the parties agree to bargain with respect to this matter.

 

 

12.23   Using Student feedback in Educator Evaluation

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

 

12.24      Transition from Existing Evaluation System

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

      B.  During the first evaluation cycle under this Agreement in every school or department,                  Educators who were evaluated during the 2011-2012 school year will be placed on a                            2-year Self-Directed Growth Plan. Educators who were not evaluated during the                    2011-2012 school year will be placed on a 1-year Self-Directed Growth Plan.

 

12.25   General Provisions

A.     Only licensed administrators may serve as primary evaluators of Educators.

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

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

D.     Should there be a serious disagreement between the Educator and the Evaluator regarding an overall summative performance rating of needs improvement or unsatisfactory, the Educator may appeal to the Evaluator’s supervisor. Should the Educator request such an appeal, the Evaluator’s supervisor must meet with the Educator.  The Evaluator may attend any such meeting at the discretion of the superintendent. The superintendent shall hear a final appeal at the request of the Educator. The decision of the superintendent shall be final.

E.      The parties agree to establish a joint labor-management evaluation team which shall review the evaluation processes and procedures two times during the first year and annually through the second and third years of implementation and recommend adjustments to the parties. In the first year, the team will meet between February 1 and February 15, 2013; and again at a mutually-agreed date in June. The parties agree to reconvene to finalize any adjustments to the contract recommended by the team.

F.      Violations of this article are subject to the grievance and arbitration procedures.  The arbitrator shall determine whether there was substantial compliance with the totality of the evaluation process. When the evaluation process results in the termination or non-renewal of an Educator, then no financial remedy or reinstatement shall issue if there was substantial compliance.

ARTICLE 13

PROTECTION OF TEACHERS

 

13.01  Assaults

A.        Principals and teachers shall be required to report any case of assault on

teachers in connection with their employment to the Superintendent of

            Schools.  The Superintendent of Schools shall acknowledge receipt of such

            report and shall report this information to the School Committee.

1.         The alleged assault will be promptly investigated by the principal and

            Superintendent.

2.         If the assault is by a person who is not a pupil, the School Department

shall promptly report the incident to the proper law enforcement            authorities.

3.         In either case (pupil or non-pupil) the School Department will render all reasonable aid to the teacher in connection with handling of the incident by law enforcement, legal, and medical authorities.

B.         Workers’ Compensation

                        1.         An employee covered by this agreement who is eligible for Workers’                                         Compensation under Massachusetts General Laws 152 will have the                                         option of receiving:  (a) Workers’ Compensation only, or (b) Workers’                                            Compensation plus that portion of his/her sick leave accrued as of the                                           date the leave commences which, when added to Workers’                                                                   Compensation, equals 100% of his/her salary.  The employee must                                                        have accumulated sick leave to choose option (b).

2.         The affected employee shall make either/or choice in writing at the

beginning of the leave which will be followed for the duration of the leave.

3.         In the event an employee's sick leave entitlement is exhausted, the benefit of the sick leave addition will cease.

4.         It will not be permissible for an employee to receive more than 100% of his/her normal pay under the employee's current contractual wage scale.

C.       The School Committee shall reimburse a teacher for:

1.         Any clothing or other personal property damaged or destroyed as a result of an assault suffered in the course of his/her employment; and

2.         The cost of any medical, surgical, or hospital services (over and above the amount of any insurance reimbursement and Workers’ Compensation received by said teacher) incurred as the result of any assault suffered in the course of his/her employment.

 13.02 Indemnification

A.    So far as permitted by Chapter 41, Section 100C of the General Laws of the Commonwealth as amended by Chapter 513 of the Acts of 1964, the School Committee shall provide indemnification whenever any teacher shall become eligible therefor.

 

13.03   Teacher's Rights

A.        No teacher will be disciplined, reduced in pay or rank, discharged or denied a                           benefit without just cause.

B.         No teacher shall be required to transport a pupil in his/her private automobile without prior arrangement and proper compensation.  Teachers receiving

mileage reimbursement or payments in lieu of direct mileage compensation

may be asked to transport pupils on special occasions.

C.        Disciplinary Interviews -  Any teacher who requests that an Association

representative be present at an investigator interview should be allowed to

                        have such representation if the teacher reasonably believes that he or she will

be subject to disciplinary action.

 

 

ARTICLE 14

TEMPORARY LEAVES OF ABSENCE

 

14.01  Sick Leave  - A teacher shall be entitled to up to fifteen (15) days per year without loss of pay.  The Superintendent or his/her administrative designee, upon request, will be furnished with a doctor's certificate for any absence of more than three (3) consecutive days and for any habitual absence immediately preceding or following a “weekend”, or school recess or vacation period.  These periods shall include the Thanksgiving recess, the December recess, and the February and April vacations.  Sick leave days may be accumulated without limit.  Said absence shall be the result of personal illness or illness in the immediate family, that is spouse, parent, child or permanent resident living within the employee’s household.  The Superintendent may require proof of residency.  Absence for other cause shall result in the standard deduction except as the Committee may vote otherwise.  The sick leave of any person in the employ of the School Committee will terminate upon the day of death of said person. First year teachers in the Belchertown School System will earn leave at the rate of one and one-half days per month beginning September 1 and ending June 30.  After this first year, sick leave will be handled in the normal manner.   First year teachers will be paid for sick leave only to the extent of their accumulation;  however, the teacher who is not paid for such time at the time of his/her illness will be paid for such time at the end of the school year providing the sick leave has been earned.

 

A.        Sick Leave Bank

1.         A Sick Leave Bank Committee will be established composed of;

a.         Three (3) teachers appointed by the President of the Teachers'

Association;

b.         One (1) person appointed by the Superintendent of Schools;

c.         Two (2) members of the School Committee appointed by the Chairman of the School Committee;

d.         Decisions of the Sick Bank Committee shall not be subject to the grievance procedure; and

e.         No payment from the Sick Bank shall be made except on a regular warrant approved by the School Committee;

f.          Copies of requests to use the sick bank and responses will be sent through the Superintendent's Office to the teacher involved, the School Committee, the B.T.A. President, and the Town Accountant.

2.         If a member of the Sick Leave Bank uses all of his/her sick day for just cause, he/she may have additional sick leave days from the Sick Leave Bank for legitimate reasons until such time as he/she accrues more sick leave days of his/her own or exceeds the limits defined below.

a.         Each employee covered by this contract may become a member of the Sick  Leave Bank by donating one (1) sick leave day to the Bank within forty-five (45) calendar days of his/her employment by the School Committee, whichever is later.  Each member of the Sick Leave Bank will also agree to donate one (1) additional day at the beginning of each school year hereafter plus any days assessed by the Sick Leave Bank Committee. A member may withdraw from the Bank for a subsequent school year by giving written notice to the Sick Leave Bank Committee and the School  Committee by September 15 of the school year during which he/she no longer desires membership.

b.         Each member of the Sick Leave Bank may receive up to twenty-five (25) days of sick leave from the Bank per school year on approval of the Sick Leave Bank Committee. Additional days of sick leave from the Bank may be granted by a majority vote of the membership of the Sick Leave Bank.  If it is not feasible to receive this approval or vote prior to a member's absence, the School Committee may withhold the salary of the teacher for the days in question until such time as a decision has been made.  If the Sick Leave Bank Committee approves, the days shall be deducted from the Bank's total and the teacher shall be paid his/her salary in full for the days in question.

c.         If the number of sick leave days in the Bank are depleted below two hundred (200) days, one (1) additional day for the Bank may be assessed each member.

d.         If the sick leave days in the Bank equal or exceed four hundred (400) days at the end of the school year, the past members of the Bank will not need to donate any days to maintain membership for the following school year unless days are needed under "c" above.

e.         If a teacher who once decided not to join the Sick Leave Bank decides to join in a subsequent year, his/her initial donation to the Bank must equal the total number of days that he/she would have donated to the Bank through the years had he/she joined initially.  In no case will this initial donation exceed ten (10) days.

f.                    No member of the Sick Leave Bank will be denied continuation of membership in the Bank because he/she has no sick leave days of his/her own to donate to the Bank when additional assessments are made for the Bank.  His/Her assessment will be made up at the beginning of the following school year.

g.                   On November 1 of each school year, the Sick Leave Bank Committee will inform the Superintendent's Office in writing of the number of sick leave days donated by each member to the Bank and the number of days accrued by the Bank itself according to its records. The Superintendent's Office will advise in writing the Sick Leave Bank Committee the number of sick days accumulated by each member.

 

14.02    Personal Leave -  All teachers will be entitled to personal  leave without loss  of pay, not to exceed two (2) days per school year, for the purpose of conducting important personal business which could not be scheduled outside school hours.  A written request must be submitted to the Superintendent of Schools at least two (2) days in advance of the day the leave is to be taken, except in emergencies.  The request need not specify the specific nature of the business to be conducted.  Teachers may accumulate up to four (4) personal days by carrying unused personal days into the following school year.  All requests for three (3) or more consecutive personal days must have prior approval of the Superintendent.  Unused personal days that cannot be carried into the following school year will be added  to accumulated sick leave at the end of each school year. 

 

14.03   Professional Leave -   Teachers will be guaranteed a minimum of one (1) day of professional leave during each school year.  Additional days may be granted at the discretion of the Superintendent or designee.  If a teacher is denied professional leave by a designee, s/he may appeal to the Superintendent, whose decision shall be final.

 

14.04    Bereavement Leave -   Teachers will be allowed five (5) days of bereavement leave upon the death of a spouse, parent, or child.  A teacher shall be entitled to three (3) consecutive calendar days leave without loss of pay for death in the immediate family.  Immediate family shall include mother-in-law, father-in-law, brother, sister, grandparents, grandchild, brother-in-law, sister-in-law, aunt, uncle or permanent resident living within the employee’s household. The Superintendent may request proof of residency. Two (2) additional days shall be granted for the death of an immediate family member requiring travel in excess of two hundred (200) miles. Additional bereavement leave may be granted by the Superintendent.

 

One day, for each occurrence, will be deducted from personal leave first, then from sick leave, for attending the funerals of close friends, co-workers, or relatives not covered above.

 

14.05    Jury Leave -  Teachers will not suffer loss of regular earnings for time spent on jury leave during the school year provided all monies received for said jury service are turned over to the Town.

Witness LeaveTeachers will not suffer loss of regular earnings for time required to report to court due to being subpoenaed as a witness.  Said leave will be deducted from personal leave first, then from sick leave. 

 

14.06  Substitutes - The parties will continue to explore means of increasing the supply of competent substitutes.

 

 

 

 

ARTICLE 15

EXTENDED LEAVES OF ABSENCE

 

15.01  Professional Improvement Leave -- Unpaid   One (1) teacher with professional teacher status per year is eligible for a leave, upon approval by April 15 of the current year, for the purpose of engaging in professional improvement activities.  The teacher must provide a written rationale for the request and how the activities will benefit his/her students.   Such leave is only granted in areas where replacement  for one (1) year would not create hardship for the school system.  Salary increment for the year of leave may be granted at the discretion of the School Committee upon written request and upon proof being submitted of benefit to the school system.  It is expected that the teacher will return to his/her position in the district for at least one (1) school year following the leave.

 

15.02  Maternity, Parental and Adoption Leave

 

A.    Childbirth: Female teachers will be granted a maternity leave of up to eight (8) weeks for the purpose of giving birth. A written notice must be submitted by the teacher to the Superintendent or his/her designee at least two (2) weeks before the anticipated date of departure.  Tentative date of intention to return should also be indicated at this time.  The teacher may draw on accumulated sick leave during this period of temporary disability upon presentation of a certificate from a Massachusetts licensed doctor.  Teachers who have insufficient accumulated sick days to cover the eight (8) weeks leave may apply to the sick leave bank if a member of the bank. It is intended that this leave be counted toward the annual 12 weeks of leave permitted under the federal Family and Medical Leave Act (FMLA). Paid leave beyond the eight (8) weeks will be allowed only when a doctor’s note specifically identifies the the length of time for recovery or specified date of return and that said request falls within the work year.

B.    Parental Leave: A teacher may take a paid parental leave of up to ten (10) days to coincide with the birth or adoption of his/her child by drawing upon his/her accumulated sick leave during this period.  A written notice must be submitted by the teacher to the Superintendent or his/her designee at least two (2) weeks before the anticipated date of the leave.      

C.    Adoption:  Teachers will be granted a leave of up to eight (8) weeks for the purpose of adopting a child under the age of eighteen or for adopting a child under the age of twenty-three if the child is mentally or physically disabled.  If the adoption agency requires and certifies that an adopting parent must stay home with the child, then the teacher will be paid up to thirty (30) school days of sick leave during that school year if the teacher has unused sick leave in his/her account.  A written notice must be submitted by the teacher to the Superintendent or his/her designee at least two (2) weeks before the anticipated date of departure.  Tentative date of intention to return should also be indicated at this time.  It is intended that this leave be counted toward the annual 12 weeks of leave permitted under the federal Family and Medical Leave Act (FMLA).

D.    A teacher may take an unpaid child-rearing leave until the end of the school year if she/he notifies the Superintendent or his/her designee within one (1) week after the birth or adoption.  An additional year of unpaid child-rearing leave may be granted at the sole discretion of the Superintendent.

 

15.03  Military Leave - Unpaid -  Military leave without pay shall be granted to any teacher who is inducted or enlists in any branch of the armed forces of the United States.  Upon return from such leave, a teacher shall be placed on the salary schedule at the level which he/she would have achieved had he/she remained actively employed in the system during the period of his/her absence up to a maximum of three (3) years.

 

15.04   Peace Corps – Unpaid  -   Upon his/her request any teacher covered by this contract who is a teacher with professional status may be granted a leave of absence without pay for two (2) years to work with the Peace Corps. Upon his/her return to the School System, his/her salary shall be the same as he/she would have received had the period of his/her Peace Corps Service been spent in the Belchertown School System.  

 

15.05    Selective Service Examination  -   Each teacher shall be granted time off without loss of pay or without charge to sick leave when required to be in attendance for a physical examination or other test required by the Selective Service.

 

15.06   Requests for Leave -   All requests for leave under this Article shall be made through the teacher's principal to the Superintendent of Schools.

 

15.07   Extension of Leave of Absence -  Leaves of absence may be extended by the Superintendent.

 

15.08   After five (5) years of continuous employment in Belchertown School System, a teacher may be granted a leave of absence, without pay, for up to one (1) year for serious family illness. Requests for such leave will be supported by appropriate medical evidence.

 

15.09   Any  teacher with professional status whose personal illness extends beyond the period compensated may be granted a leave of absence without pay for such time as is necessary for complete recovery from such illness.

 

15.10  A teacher with at least ten (10) years of continuous employment in the Belchertown School System  may, at the discretion of the Superintendent, be granted a leave of absence without pay for up to one (1) year to pursue a possible alternative career.  Teachers who are granted such a leave must indicate to the Superintendent by the end of May of the year the leave takes place if they intend to return to the system.  If the teacher fails to contact the Superintendent by the end of May, the teacher will forfeit his/her rights and will be considered to have resigned.

 

15.11  Sick leave accrued prior to the commencement of a leave of absence will be restored to the teacher upon his/her return, and such teacher will be assigned to the same or a substantially equivalent position.

 

15.12   All requests for extensions or renewals of leaves will be applied for and answered in writing.  A teacher's entitlement to his/her prior position upon return from such extensions or renewal will be arranged on an individual basis.

 

15.13   Any teacher on leave who does not return to work upon the termination of said leave shall be considered as having resigned from his/her position, unless notice is given, prior to the expiration of the leave,  that the teacher will be unable to return due to incapacitating illness or other circumstances beyond the control of the individual.

 

15.14   A teacher may be granted personal leave for up to one (1) year for the purpose of caring for a family member.  This leave will be without pay.

 

15.15   Selected professional leaves of short duration, for up to one college term, may be granted at the discretion of the Superintendent,  without recourse under the grievance – arbitration provisions of this Agreement as to a denial of such a leave.

 

 

ARTICLE 16

COMPENSATION

 

16.01   Subject to the provisions of this contract, the wages, hours, and other conditions of employment as applicable to current school policies and procedures in effect on the date of  this contract shall continue to be so applicable and shall apply to employees covered by this contract.

 

16.02    The salary schedule for the 2013 – 2016 school years is attached to this contract as Appendix A.

                     Effective FY ’14 (2013-2014):    +1% increase

                     Effective FY ’15 (2014-2015):    +2% increase

                     Effective FY ’16 (2015-2016):    +2% increase

 

16.03    Additional Compensation:  A)  The basic salary of a teacher shall not be increased to compensate for the assumption of additional  responsibilities.   A separate schedule Appendix B shall be established of all responsibilities for which there is additional compensation.   The exception to this rule is compensation for professional and curriculum development time, tutoring, and mentoring approved by the Superintendent or his/her designee.  Teachers who volunteer to participate in these activities beyond their contractually required time will be paid

$30 per hour.

 

B)  In order for a new after school club or extra-curricular activity to be eligible for a stipend and included in Appendix B, it must proceed as follows:  

            1)  Receive School Council approval;

            2)  Operate for one year without a stipend;

      3)  Be deemed viable by the school’s Principal.

 

The Principal’s determination of the viability of a club or extra-curricular activity will occur after the club is in existence for one year.  The Principal will make his/her determination by reviewing the club size, student interest, and meeting regularity.  If the Principal also considers other criteria, s/he must make those criteria known to staff member in charge of the club/activity.

 

In the event the Principal deems the club/activity not viable, the Principal will provide in writing his/her reason(s) to the staff member in charge of the club/activity.

 

The staff member in charge of the club/activity may appeal the Principal’s decision in writing to the Superintendent. The Superintendent will meet with the staff member within ten (10) school days of notification of the appeal.  The Superintendent’s decision is final and cannot be grieved except for bad faith.

 

16.04   Extra Compensation as a Workshop Presenter

            A.        For the purpose of this agreement, a workshop shall mean a short-term activity with a clearly defined purpose, objective or goal.  The time commitment is predetermined and the teacher's obligation is met upon completion of the workshop. Workshops may be held on predetermined Tuesday afternoons as defined by the contract, or during a full day teacher in-service day.

            B.         Workshop presenter positions from within the districts shall be posted according to the teachers’ contract for internal postings.

            C.                      Certified staff who are hired as presenters of workshops held during the scheduled contract day shall be paid $50.00 per hour of workshop time. Workshop presenters shall submit a proposal for the workshop to the Superintendent of Schools for feedback at least ten (10) days in advance of the workshop to be presented.

            D.        All teachers shall be notified of workshops to be presented within five (5) workdays of their approval. The Superintendent or her designee shall provide a process for teachers to register for workshops being offered and furnish the workshop presenter with a list of attendees at least three(3) days in advance of the workshop.

16.05   Annual Increments:

A.                 The annual increments are not automatic, but are to be dependent on satisfactory service.  Even if the teacher is serving at the discretion of the School Committee (with professional status), a step increase may be withheld provided the teacher has not rendered satisfactory service.  Said teacher is to be notified immediately in writing by the principal/superintendent when it has been decided to withhold a step increase.

B.                 The salary schedule for teachers shall consist of seven (7) categories as follows:  B, B+15, Masters, M+15, M+30, CAGS/MM, Doctorate.  Teachers who have been compensated at the Masters degree level based upon their attainment of a Bachelor’s +30 credits will continue to be so compensated.  Any future access to the Masters degree level will require the attainment of a Masters degree.  The B+30 column has been eliminated.

C.                 Credit courses from colleges must be approved in advance by the Superintendent.

D.                 Requests for placement on the Bachelors plus 15 credits column must be accompanied by a letter from the proper college authority stating that the candidate is enrolled in and has successfully completed at least fifteen (15) hours of credit in the Masters program.  In unusual circumstances, a letter should be submitted to the Superintendent outlining the reasons for requesting any exceptions to the above.  In any case, advance approval must be secured before enrolling in any program of an exceptional nature for which salary credit will be requested.  The approval of any requests will be at the discretion of the Superintendent and will be final in all cases.

E.                  Properly documented evidence of an actual Masters Degree having been earned must be submitted in order to qualify for the Masters Degree column.

F.                  Teachers planning to apply for the Masters plus 15 approved credits and the Masters plus 30 approved credits should make certain that all credits are approved in advance by the Superintendent; otherwise, they may not be accepted.

G.                 Changes in salary schedule status brought about by additional degrees or credits received will be made on the last day of February as well as the last day of September, provided that proper verification has been received.  The teacher must notify the Central Office ninety (90) days in advance of the applicable effective date.  To assist in the construction of a realistic budget, any one who believes that their pay status may change in the coming fiscal year should notify the Central Office by January 1st of the current year.

H.                 Salary credit for previous teacher experience shall be at the discretion of the principal with the approval of the Superintendent.  In evaluating this experience, the principal shall consider such factors as:  (a) the similarity between previous public school experience and the position being filled in regard to such factors as grade level and subject matter; (b) how recent this experience was; (c) previous success, and (d) factors unique to the position being filled that would require special consideration.

 

16.06   Longevity Payments:  An additional sum of $500 shall be paid annually to those teachers who have completed twelve (12) years of full time satisfactory service in the Belchertown Public Schools.  Teachers who have completed fifteen (15) years of said service shall receive an annual sum of $950.  Teachers who have completed twenty (20) years of said service shall receive an annual sum of $1,200, and teachers who have completed twenty-five (25) years of said service shall receive an annual sum of $1,700.  The longevity increments will be paid on the employee’s anniversary date of employment on an annual basis.

 

16.07   Any faculty members who are required to travel because of added responsibility will receive the following reimbursement:  $200 per year.

 

16.08   Veteran teachers upon notice to the Superintendent of Schools no later than June 1 of the school year preceding the school year in which payment is to be received, and new teachers upon their official appointment, may elect to receive their annual salary in equal payments plus one lump sum included within the first July payroll period.

 

16.09   If an employee is terminated, resigns, or becomes deceased within a pay period  for which he/she received payment, the school district will reclaim the salary paid for any days beyond the actual date of termination, resignation, or becoming deceased.  

 

 

 

 

ARTICLE 17

GROUP INSURANCE AND TAX SHELTERED ANNUITY PLANS

 

17.01    Group Insurance -   All teachers covered by this contract shall be eligible to participate in any Group Insurance Plan in accordance with the provisions of said Plan adopted by the Town of Belchertown and in full force and effect for all employees of the Town of Belchertown, or in any comparable Plan subsequently established to cover solely employees of the Belchertown Public Schools. Effective September 1, 2002, teachers enrolled in an HMO will pay 25% of the premium and the Committee will pay 75%. Teachers enrolled in the indemnity plan, which is currently paid 25%/75%, will continue to pay 25% of the premium and the Committee will pay 75%.   Any teacher who is a member of a reserve unit of the armed forces of the United States and is called for his or her annual tour of duty or for duty under M.G.L. chapter 33, section thirty-eight, forty, forty-one or sixty, shall continue to be eligible to participate in the Group Insurance plan, and at the same premium percentage rates, as established under Article 13.01 for up to eighteen (18) months.

 

17.02  Tax-sheltered Annuities -  Teachers shall be eligible to participate in a tax-sheltered annuity plan established pursuant to appropriate federal, state and local law.  All requests for deductions must be received by August 1 to commence in September of each year. An employee of the School Department shall not enroll in a tax-sheltered annuity with more than one (1) company of his choice.

 

    17.03           Flexible Spending Accounts    The Belchertown Public Schools offers a Flexible Spending Account (FSA) Plan to employees as part of its benefits package.  Two reimbursement accounts are available, a Health Flexible Spending Account and a Dependent Care Assistant Plan.

 

ARTICLE 18

RETIREMENT CREDIT    

 

18.01   A teacher meeting the following criteria may buy back his/her unused accumulated sick leave at $17/Day for all days up to two hundred twenty five (225).  The maximum buy-back is $3,825.

A.              The teacher must be retiring with fifteen (15) or more years of service in Belchertown. 

B.              The teacher must have at least 100 accumulated sick days.

C.              The teacher must advise the Superintendent’s Office of his/her intention to retire by February 1, immediately preceding the date of retirement.  This requirement may be waived by the School Committee. 

 

18.02   The surviving spouse, or surviving children living in the immediate family, of any (deceased) teacher entitled to the accumulated sick leave buy-back provision of the contract, shall be entitled to collect the earned (deceased) teacher’s retirement buy-back as stipulated in the contract.

 

 

ARTICLE 19

PROFESSIONAL IMPROVEMENT

 

19.01     It is the policy of the Belchertown School Committee to encourage teachers to continue professional  study.  The School Committee will require that the following conditions be fulfilled relative to all courses/programs taken for compliance with the salary schedule requirement:

            A.       Advance approval of courses/programs to be studied shall be secured from the Superintendent of Schools on forms provided by the Superintendent's Office.       

B.       Evidence must be presented showing that the courses/programs have been completed with satisfactory and passing grades.  The official transcript must be submitted to the Superintendent of Schools upon completion of the course.

 

19.02    Professional Improvement Reimbursement

            A.       The Committee will budget $20,000 each school year for professional improvement. The money will be distributed among all teachers who are eligible for participation in the course/professional improvement reimbursement process. Professional improvement shall be defined as courses, conferences, trainings, and/or workshops provided by colleges, universities, or recognized organizations.

            B.       All professional improvement approved by the district shall be eligible for reimbursement if it aligns with the school and district goals as outlined in the employee’s Individual Professional Development Plan (IPDP) or Educator   Evaluation plan.  

      C.       In order to receive reimbursement, the teacher must submit his/her application and                                  must receive approval for professional improvement activities in writing by the                             Superintendent or designee in advance.  If reimbursement for a course is                                               requested, an official transcript with a passing grade of B or better (“Pass” if a                             Pass/Fail course) must be submitted to the Superintendent’s Office no later than                                   June 15.  If  reimbursement for a conference, training, or workshop is requested,                              then the teacher shall submit a certificate of completion and evidence of having                           shared the information with colleagues to the Superintendent’s Office no later                                  than June 15.

            D.       The maximum amount for reimbursement for college course tuition and fees will be $800.00 for each fiscal year.  The maximum reimbursement for conference, training,  or workshop registration fees will be $500 for each fiscal year. 

 

19.03   Teachers will be responsible to maintain licensure in their teaching areas.  If the Department of Elementary and Secondary Education changes the requirements, the teacher will meet the requirements by the date prescribed.  If the Department of Elementary and Secondary Education grants a grandfather waiver on the requirement, the Committee will agree to accept this condition.

 

19.04  Placement will be effected on the last day of September and the last day of February for courses completed and certified to the Superintendent of Schools prior to those dates.

 

 

 

ARTICLE 20

DEDUCTIONS

 

20.01  The School Committee shall provide that, whenever duly authorized by any teacher on a form or forms approved by the Committee, payroll deductions on behalf of such teacher shall be made every payday and paid over in accordance with such form or forms for any or all of the following purposes:

            A.       Premiums under the Town of Belchertown Employee’s Group Insurance Program.

            B.       Premiums under any annuity contract purchased for the teacher by the Committee.

            C.       Deductions for a credit union designated by the Teachers' Association.

            D.       Deductions for payroll savings to a financial institution of the individual teacher's                           choice.

All requests for deductions must be made prior to August 1 of any year,  deductions to commence in first check received in September of that same year.

 

20.02     Health Insurance Deductions:  The parties agree that a Section 125 Plan of  the IRS Code for group health insurance will be established effective at the beginning of the 1993-94 school year and thereafter.  Effective July 1, 2010, annual health insurance premiums for members of this unit will be deducted in equal payments from September through June.  This provision will remain in effect for as long as the Town of Belchertown agrees to provide this service to the Belchertown School Department.

 

 

ARTICLE  21

MISCELLANEOUS PROVISIONS

 

21.01   Job descriptions/duties will be updated with each new contract or as needed.

 

 

ARTICLE 22

DURATION/NEGOTIATIONS PROCEDURE

 

22.01  Duration:  This shall be a three-year contract from  July 1, 2013 through June 30, 2016, and shall thereafter automatically renew itself for successive terms of one year each unless by November 1 of the calendar year preceding the calendar year in which this contract expires, either by the Committee or the Association shall have given the other written notice of its desire to modify or terminate this contract.         

                     

22.02   Negotiations:  If a successor agreement is not reached before the expiration date of the existing date of the existing contract, the existing contract shall remain in effect until the successor agreement is reached.  However, either party can terminate the agreement after August 31 of the year in which the successor agreement should take effect by serving written notice of their intent to terminate the agreement.  Said written notice must be served at least forty (40) working days prior to the actual termination, beginning not earlier than August 31.

 

 

ARTICLE 23

SAVINGS CLAUSE

 

23.01   If for any provision of this Agreement or any application of the Agreement to any employee or group of employees shall be found to be contrary to law, then such provision or application shall not be deemed valid and subsisting, except; to the extent permitted by law, but all other provisions of applications will continue in full force and effect. The parties will meet as soon as possible for the purpose of renegotiating the provision or provisions affected.

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

FOR THE                                                                FOR THE

BELCHERTOWN SCHOOL COMMITTEE        BELCHERTOWN TEACHERS’

                                                                                ASSOCIATION

 

DATE:________________                                     DATE: ________________

 

 

______________________________                   ________________________________

 

 

______________________________                   ________________________________

 

 

______________________________                   ________________________________

 

 

______________________________                   ________________________________

 

 

______________________________                   ________________________________

 

 

                                                                       

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 


APPENDIX A

SALARY SCHEDULE


STEP:

 FY14

 FY15

 FY16

 BA 1

  38,467

  39,236

  40,021

 BA 2

  40,464

  41,273

  42,099

 BA 3

  42,471

  43,321

  44,187

 BA 4

  44,473

  45,363

  46,270

 BA 5

  46,474

  47,403

  48,351

 BA 6

  48,481

  49,451

  50,440

 BA 7

  50,479

  51,489

  52,518

 BA 8

  52,485

  53,535

  54,606

 BA 9

  54,484

  55,574

  56,686

 BA 10

  56,492

  57,622

  58,774

 BA 11

  58,495

  59,665

  60,858

 BA 12

  61,337

  62,564

  63,815

 BA+15-1

  39,762

  40,557

  41,368

 BA+15-2

  41,761

  42,596

  43,448

 BA+15-3

  43,767

  44,643

  45,535

 BA+15-4

  45,770

  46,686

  47,620

 BA+15-5

  47,766

  48,722

  49,696

 BA+15-6

  49,776

  50,771

  51,787

 BA+15-7

  51,777

  52,812

  53,869

 BA+15-8

  53,784

  54,860

  55,957

 BA+15-9

  55,790

  56,906

  58,044

 BA+15-10

  57,785

  58,940

  60,119

 BA+15-11

  59,791

  60,987

  62,206

 BA+15-12

  62,632

  63,884

  65,162

 BA+30-12

  64,284

  65,570

  66,881

 M 1

  41,703

  42,537

  43,388

 M 2

  43,706

  44,580

  45,472

 M 3

  45,714

  46,628

  47,561

 M 4

  47,715

  48,669

  49,642

 M 5

  49,717

  50,711

  51,726

 M 6

  51,720

  52,755

  53,810

 M 7

  53,721

  54,796

  55,892

 M 8

  55,730

  56,844

  57,981

 M 9

  57,734

  58,889

  60,067

 M 10

  59,731

  60,926

  62,144

 M 11

  61,736

  62,971

  64,230

 M 12

  64,578

  65,870

  67,187

 M+15-1

  42,998

  43,858

  44,735

 M+15-2

  45,011

  45,911

  46,829

M+15-3

  47,006

  47,947

  48,905

 M+15-4

  49,012

  49,992

  50,992

 M+15-5

  51,012

  52,032

  53,073

 M+15-6

  53,014

  54,074

  55,156

 M+15-7

  55,019

  56,120

  57,242

 M+15-8

  57,024

  58,164

  59,327

 M+15-9

  59,028

  60,208

  61,413

 M+15-10

  61,029

  62,250

  63,495

 M+15-11

  63,030

  64,291

  65,577

 M+15-12

  65,874

  67,192

  68,535

 M+30-1

  44,300

  45,186

  46,090

 M+30-2

  46,302

  47,228

  48,173

 M+30-3

  48,298

  49,264

  50,249

 M+30-4

  50,310

  51,316

  52,342

 M+30-5

  52,308

  53,354

  54,421

 M+30-6

  54,275

  55,361

  56,468

 M+30-7

  56,316

  57,443

  58,591

 M+30-8

  58,326

  59,492

  60,682

 M+30-9

  60,326

  61,532

  62,763

 M+30-10

  62,326

  63,572

  64,844

 M+30-11

  64,326

  65,613

  66,925

 M+30-12

  67,170

  68,513

  69,884

 CAGS/MM-1

  45,592

  46,504

  47,434

 CAGS/MM-2

  47,596

  48,548

  49,519

 CAGS/MM-3

  49,602

  50,594

  51,606

 CAGS/MM-4

  51,606

  52,638

  53,691

 CAGS/MM-5

  53,602

  54,674

  55,767

 CAGS/MM-6

  55,608

  56,720

  57,854

 CAGS/MM-7

  57,614

  58,767

  59,942

 CAGS/MM-8

  59,617

  60,810

  62,026

 CAGS/MM-9

  61,622

  62,854

  64,111

 CAGS/MM-10

  63,620

  64,892

  66,190

 CAGS/MM-11

  65,622

  66,934

  68,273

 CAGS/MM-12

  68,466

  69,835

  71,232

 EdD/PhD-1

  46,887

  47,824

    48,781

 EdD/PhD-2

  48,893

  49,871

    50,868

 EdD/PhD-3

  51,019

  52,040

    53,080

 EdD/PhD-4

  52,899

  53,957

    55,037

 EdD/PhD-5

  54,901

  55,999

    57,119

 EdD/PhD-6

  56,905

  58,043

    59,204

 EdD/PhD-7

  58,907

  60,085

    61,287

 EdD/PhD-8

  60,915

  62,134

    63,376

 EdD/PhD-9

  62,919

  64,177

    65,461

 EdD/PhD-10

  64,916

  66,214

    67,538

 EdD/PhD-11

  66,919

  68,257

    69,622

 EdD/PhD-12

  69,761

  71,156

    72,579

 

 

 

 

 

 

 

 

APPENDIX B

ADDITIONAL COMPENSATION - SUPERVISORY

POSITION

STIPEND

 

 

Student Council HS

 $  750.00

Student Council MS

 $  475.00

 

 

Activity Manager JBMS

 $  875.00

 

 

Memory Book JBMS

 $ 1,250.00

 

 

Director of Intramurals – JBMS

 $     720.00

 

 

Class Advisor – Grade 9

 $   600.00

Class Advisor – Grade 10

 $   800.00

Class Advisor – Grade 11

 $ 1,200.00

Class Advisor – Grade 12

 $  1,400.00

 

 

Nature’s Classroom Trip Planner

 $     400.00

Natures Classroom Trip Chaperone (12)

 $     250.00

 

 

BHS Biology Club Advisor

 $     400.00

BHS Chess Club Advisor

 $     400.00

BHS Computer Club Advisor

 $     400.00

BHS Games Club Advisor

 $     400.00

BHS GSA Advisor

 $     400.00

BHS Information Society Club Advisor

 $     400.00

BHS Ski Club Advisor

 $     250.00

BHS Young Liberals Club Advisor

 $     400.00

BHS Young Republicans Club Advisor

 $     400.00

 

 

As School Match Wits Advisor

 $     400.00

Humanities Advisor

 $  1,000.00

LEAF Advisor

 $    400.00

Math Team Advisor

 $    600.00

Model Congress Advisor

 $    600.00

National Art Honor Society Advisor

 $    400.00

Peer Tutoring Advisor

 $    400.00

Students Against Drunk Driving Advisor

 $    425.00

Powder Puff Game Coordinator

 $    400.00

Project Runway Coordinator

 $    400.00


POSITION

STIPEND

Yearbook Advisor – HS

$ 2,200.00

 

 

NEASC     Year before Visit

$ 2,000.00

                  Year of Visit

$ 1,500.00

                  Year After Visit

$ 1,000.00

 

 

 

 

Drama Advisor Applies to all

$    750.00

 

 

Choral Director – CHCS

$     750.00

Choral Director – JBMS

$     750.00

Choral Director – HS

$  1,500.00

Band Director – BHS

$  6,200.00

Band Director - Elementary and Middle

$  1,600.00

 

 

Student Accounts Manager

$     925.00

Faculty Accounts Manager

$  1,450.00

Budget Preparer (Phys Ed., If not chair or coordinator)

$     250.00

Library Coordinator

$     600.00

Department Chairs: (8)

$  2,550.00

K-8 Lead Teacher (15)

$  2,550.00

Head Teacher @ Cold Spring School

$  2,800.00

Cafeteria Supervision - HS (8)

$  1,100.00

Saturday Suspension (approx. 28 Saturdays x 3 hours)

$  2,520.00

 

 

After School Club Advisors Proposal - All Clubs approved by BHS School Council/pro-rated if they do not start at the beginning of the school year.

$     400.00

Ticket Seller

$        50.00

Ticket Taker

$        45.00

 

 

 

 

 

 

 

 

 

 

 

 

 

 

APPENDIX C

BHS COACHING SALARIES

POSITION 

 

SALARY

Varsity Soccer-Boys

 

 $    2,500.00

Varsity Soccer-Girls

 

 $    2,500.00

Varsity Basketball-Boys

 

 $    3,800.00

Varsity Basketball-Girls

 

 $    3,800.00

Varsity Baseball

 

 $    3,000.00

Varsity Softball

 

 $    3,000.00

Varsity Swimming-Boys

 

 $    1,800.00

Varsity Swimming-Girls

 

 $    1,800.00

Tennis-Boys

 

 $    2,500.00

Tennis-Girls

 

 $    2,500.00

Varsity Volleyball-Boys

 

 $    2,000.00

Varsity Volleyball-Girls

 

 $    2,000.00

Wrestling

 

 $    2,500.00

Varsity Hockey

 

 $    3,200.00

Head Football Coach

 

 $    4,500.00

Cross Country-Boys

 

 $    2,400.00

Cross Country-Girls

 

 $    2,400.00

Track-Boys

 

 $    2,800.00

Track-Girls

 

 $    2,800.00

Varsity Lacrosse-Boys

 

 $    2,500.00

Varsity Lacrosse-Girls

 

 $    2,500.00

Varsity Cheerleading Football

 

 $    1,000.00

Varsity Cheerleading Basketball

 

 $    2,100.00

Skiing

 

 $    2,000.00

Golf

 

 $    2,000.00

 

 

 

Assistant Football Coach

 

 $    2,700.00

Junior Varsity Soccer-Boys

 

 $    2,000.00

Junior Varsity Soccer-Girls

 

 $    2,000.00

Junior Varsity Basketball-Boys

 

 $    2,500.00

Junior Varsity Basketball-Girls

 

 $    2,500.00

Junior Varsity Baseball

 

 $    2,000.00

Junior Varsity Softball

 

 $    2,000.00

Junior Varsity Hockey

 

 $    2,000.00

Junior Varsity Volleyball-Girls

 

 $    1,750.00

Junior Varsity Volleyball-Boys

 

 $    1,750.00

Junior Varsity Golf

 

 $    1,300.00

Junior Varsity Lacrosse-Boys

 

 $    2,000.00

Junior Varsity Lacrosse-Girls

 

 $    2,000.00

 

 

 

Freshman Soccer-Boys

 

 $    1,600.00

Freshman Soccer-Girls

 

 $    1,600.00

Freshman Basketball-Boys

 

 $    1,600.00

Freshman Basketball-Girls

 

 $    1,600.00

Freshman Volleyball-Girls

 

 $    1,300.00

Freshman Baseball

 

 $    1,600.00

Freshman Softball

 

 $    1,600.00

 

 

 

4th Year Varsity Coach receives additional

 

$516

 

4th Year J.V. Coach receives additional

 

$255