North Attleborough

Show detailed information about district and contract

DistrictNorth Attleborough
Shared Contract District
Org Code2120000
Type of DistrictMunicipal K12
Union AffiliationAFT
Most Recent DocumentContract
Expiring Year2013
Expired Status
Superintendency Union
Regional HS Members
Vocational HS MembersTri-County RVTSD
CountyBristol
ESE RegionSoutheast
Urban
Kind of Communityrural economic centers
Number of Schools9
Enrollment4750
Percent Low Income Students13
Grade StartPK or K
Grade End12
download pdf version of this document view accessible version of this document North Attleborough

CONTRACT AGREEMENT

 

 

BETWEEN THE

 

 

NORTH ATTLEBOROUGH SCHOOL COMMITTEE

 

 

AND THE

 

 

NORTH ATTLEBORO FEDERATION OF TEACHERS

LOCAL 4292, AFTMA, AFT, AFL-CIO

 

 

 

SEPTEMBER 1, 2010 TO AUGUST 31, 2013

 

 

 

 

AGREEMENT BETWEEN THE

 

NORTH ATTLEBOROUGH SCHOOL COMMITTEE

 

AND THE

 

NORTH ATTLEBORO FEDERATION OF TEACHERS

 

 

Pursuant to the provisions of Sections 1-15 of Chapter 150E of the General Laws of the Commonwealth of Massachusetts, this Contract is made this First day of September 2010, by the NORTH ATTLEBOROUGH SCHOOL COMMITTEE (hereinafter referred to as the Committee) and the NORTH ATTLEBORO FEDERATION OF TEACHERS (hereinafter referred to as the Federation).  This Agreement shall remain in force until August 31, 2013, as set forth in Article XXXIII hereof.

 

In consideration of the mutual covenants herein contained, the Committee and the Association agree as follows concerning the matters of wages, hours, standards of productivity and performance and any other terms and conditions of employment:

 

PREAMBLE

 

A.        Recognizing that our prime purpose is to provide education of the highest possible quality for the children of the North Attleborough School District and that good morale within the staff of professional employees of the North Attleborough School District is essential to achievement of that purpose, the parties to the Contract declare that:

 

            1.         Under the law of Massachusetts, the Committee, elected by the citizens of North Attleborough, has final responsibility for establishing the educational policies of the public schools of North Attleborough.

 

            2.         The Superintendent of Schools of the North Attleborough Public Schools (hereinafter referred to as the Superintendent) has responsibility for carrying out the policies so established.

 

            3.         The staff of professional employees covered by this Contract (hereinafter referred to as employees) has responsibility for providing education of the highest possible quality in the schools of the North Attleborough Public Schools.

 

            4.         Fulfillment of these respective responsibilities can be facilitated and supported by consultations and free exchanges of view and information between the Committee, the Superintendent, and the staff of professional employees in the formulation and application of policies relating to wages, hours, standards of productivity and performance and any other terms and conditions of employment for the employees.

 

 

 

            5.         Giving the effect to these declarations, it is nevertheless understood and recognized that the School District is a public body established under and with powers provided by the statutes of the Commonwealth of Massachusetts and nothing in this Contract shall be deemed to derogate from or impair any power, right, or duty conferred upon the District by statute or any other rule or regulation of any agency of the Commonwealth.  The District retains all powers, rights, and duties that it has by law and may exercise the same at its discretion without any such exercise being made the subject of a grievance or arbitration proceeding hereunder.

 

B.        In the event that the contract obligates the School District to take some specific action and there is ambiguity in the Massachusetts General Laws relative to who within the District is specifically responsible to perform said obligation, the parties hereby stipulate that the obligation shall rest with the Superintendent of Schools, unless a court of competent jurisdiction determines otherwise.

 

ARTICLE I

RECOGNITION

 

The Committee recognizes the Federation for the purpose of collective bargaining as the exclusive representative of a unit consisting of all professional teaching employees of the North Attleborough School System including the following:  classroom teachers, guidance counselors, teachers of extracurricular activities, school psychologists, adjustment counselors, I.E.P. chairperson, librarian, nurses, PALMS coordinator, K-8 computer coordinator, computer teacher, computer specialists, and head teachers.

 

ARTICLE II

NEGOTIATION PROCEDURE

 

A.        Not later than December 1 of the calendar year preceding the calendar year in which this Agreement expires, the Committee agrees to enter into negotiations with the Federation over a successor Agreement in accordance with the procedure set forth herein in a good-faith effort to reach agreement concerning teachers' wages, hours, and other conditions of their employment.  Such negotiations will include but not be limited to, the handling of grievances, salaries, fringe benefits, specialists, class size, teaching hours and teaching load, performance of non-teaching duties, teacher facilities, use of school facilities, teaching assignments, transfers, filling of vacancies, promotions, textbooks, teacher evaluation, protection of teacher sick leave, severance pay, leaves of absence, accident benefits, health services, substitute teachers, teaching materials, professional development and educational improvement.  Any agreement so negotiated will apply to all teachers and will be reduced to writing and signed by the Committee and the Federation.

 

B.           Subject to the provisions of this Contract, the wages, hours and other conditions of employment applicable on the effective date of this Contract to the employees covered by this Contract shall continue to be so applicable.

 

C.        The Committee agrees not to negotiate with any teachers' organization other than that designated as the exclusive bargaining agent pursuant to Chapter 150E of the General Laws of the Commonwealth of Massachusetts.

ARTICLE III

GRIEVANCE PROCEDURE

 

A.        Definitions

 

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

 

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

 

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

 

            4.         The word "teacher" shall be any professional employee covered under the terms of this Contract.

 

            5.         The word "day" shall be construed as a workday rather than a calendar day.

                                                           

B.        Purpose

 

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

 

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

 

C.        Procedure

 

Since it is important that grievances be processed as rapidly as possible, the number of days indicated at each level should be considered as maximum, and every effort should be made to expedite the process. The time limits specified may, however, be extended by mutual agreement.  In the event a grievance is filed on or after June 1, which, if left unresolved until the beginning of the following school year, could result in irreparable harm to a party in interest, the time limits set forth herein will be reduced so that the grievance procedure may be exhausted prior to the end of the school term with every effort being made to resolve the same if possible by July 15.

 

            1.         Level One.  A teacher with a grievance will first discuss it with his principal or immediate superior, either directly or through the Grievance Committee Representative, with the objective of resolving the matter informally.

 

            2.         Level Two.

 

            a.         If the aggrieved person is not satisfied with the disposition of his grievance at Level One, or if no decision has been rendered within ten (10) days after presentation of the grievance, he may file the grievance in writing with the Chairman of the Grievance Committee within five (5) days after the decision at Level One or fifteen (15) days after the grievance was presented, whichever is sooner.

 

            Within five (5) days after receiving the written grievance, the Chairman of the Grievance Committee will refer it to the Superintendent of Schools.

 

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

 

c.         If a teacher does not file a grievance in writing with the Chairman of the Grievance Committee and the written grievance is not forwarded to the Superintendent within thirty (30) days after the teacher knew or could with reasonable diligence have known of the act or condition on which the grievance is based, then the grievance will be considered as waived.

 

            3.         Level Three.

 

a.         If the aggrieved person is not satisfied with the disposition of his grievance at Level Two, or if no decision has been rendered within ten (10) days after he has first met with the Superintendent, he may within five (5) days after a decision by the Superintendent or fifteen (15) days after he has first met with the Superintendent, whichever is sooner, request in writing the Chairman of the Grievance Committee to submit his grievance to arbitration.  If the Grievance Committee determines that the grievance is meritorious and that submitting to arbitration is in the best interests of the North Attleborough School System, it may submit the grievance to binding arbitration within fifteen (15) days after receipt of a request by the aggrieved person.

 

                        b.         Within ten (10) days after such written notice of submission to arbitration, the Superintendent and the Grievance Committee will agree upon a mutually acceptable arbitrator and will obtain a commitment from said arbitrator to serve.  If the parties are unable to agree upon an arbitrator or to obtain such a commitment within the specified period, a request for a list of arbitrators may be made to the American Arbitration Association or the State Board of Conciliation and Arbitration, by either party.  The parties will be bound by the rules and procedures of the American Arbitration Association or the State Board of Conciliation and Arbitration in the selection of an arbitrator.

 

                        c.         The arbitrator so selected will confer with representatives of the Superintendent and the Grievance Committee and will hold hearings promptly and will issue his decision promptly, in conformance with the rules of the American Arbitration Association or the State Board of Conciliation and Arbitration, whichever is applicable.  The arbitrator's decision will be in writing and will set forth his findings of fact, reasoning and conclusions on issues submitted.  The arbitrator will be without power or authority to make any decision which requires the commission of an act prohibited by law or which is violative of the terms of this Agreement.  The decision of the arbitrator will be submitted to the Superintendent and to the Federation and will be final and binding.

 

                        d.         The costs for the services of the arbitrator, including per diem expenses, if any, and actual and necessary travel and subsistence expense, will be borne equally by the School Committee and the Federation.

 

D.        Rights of Teachers to Representation

 

1.            No reprisals of any kind will be taken by the School District or by any member of the administration against any party in interest, and any School Representative, any member of the Grievance Committee or any other participant in the grievance procedure by reason of such participation. 

 

2.            Any party in interest may be represented at all stages of the grievance procedure by a person of his own choosing, at his or her own expense, except that he may not be represented by a representative or an officer of any teacher organization other than the recognized Federation.  When a teacher is not represented by the Federation, the Federation shall have the right to be present and to state its view at all stages of the grievance procedure.

 

E.        Miscellaneous

           

            1.         If, in the judgment of the Grievance Committee, a grievance affects a group or class of teachers in more than one building, the Grievance Committee may submit such grievance in writing to the Superintendent directly and the processing of such grievance will be commenced at Level Two.  If a grievance affects more than one teacher in a given building, a copy of the grievance initiated at Level One will be simultaneously forwarded to the Superintendent.  The Grievance Committee may process such a grievance through all levels of the grievance procedure even though the aggrieved person does not wish to do so.

 

            2.         Decisions rendered at Levels One and Two of the grievance procedure will be in writing setting forth the decision and the reasons therefore and will be transmitted promptly to all parties in interest and to the Chairman of the Grievance Committee.  Decisions rendered at Level Three will be in accordance with the procedure set forth in Section C, paragraph 3c.

 

            3.         The School District reserves the right to institute a grievance based on a violation of the contract, and the same rights of arbitration contained in Level Three of the grievance procedure shall be applicable to the School District.

 

F.    In the event that arbitration is available to the employee pursuant to Massachusetts General Laws Chapter 71, Sections 41 and/or 42D, such statutes shall pre-empt the provisions of this contractual Grievance Procedure and the statutory procedure shall control.

 

ARTICLE IV

SALARIES

 

A.        Full step credit will be given for previous outside teaching experience within an area of certification in a public school upon initial employment.  Additional credit for business or military experience or Peace Corps work may be granted upon the discretion of the Superintendent at the time of initial employment.

 

B.        The salaries of all persons covered by the Agreement are set forth in "Appendix A and B" which is attached hereto and is made a part hereof.  The salary schedule shall be followed in all cases except as covered in "Article XIX" Sections "A and B."

 

C.        All persons on the Teachers' Salary Schedule shall be paid in weekly installments during the school year.  Teachers may, no later than June 1, request the balance of their salary remaining due on the contract for that school year then ending.

 

D.           The salary of a person leaving during the school year will be pro-rated based on 1/184 of that person's annual salary.

 

E.           Effective September 1, 2004, eligible employees shall be paid an annual stipend on the first payday in December in accordance with the following schedule:

 

                        2004-05 Longevity

                        After fifteen (15) years of service                          $   500.00

                        After twenty (20) years of service                          $   600.00

                        After twenty-five (25) years of service                  $   700.00

 

 

            Effective September 1, 2005, eligible employees shall be paid an annual stipend on the first payday in December in accordance with the following schedule:

 

                        2005-06 Longevity

                        After ten (10) years of service                                $   250.00

                        After fifteen (15) years of service                          $   800.00

                        After twenty (20) years of service                          $   900.00

                        After twenty-five (25) years of service                  $1,000.00

                        After thirty (30) years of service                             $1,500.00

 

Effective September 1, 2006, eligible employees shall be paid an annual stipend on the first payday in December in accordance with the following schedule:

 

                        2006-07 Longevity

                        After ten (10) years of service                                $   300.00

                        After fifteen (15) years of service                          $1,100.00

                        After twenty (20) years of service                          $1,200.00

                        After twenty-five (25) years of service                  $2,000.00

                        After thirty (30) years of service                             $3,000.00

 

F.         A uniform allowance of $50.00 per school year will be allotted to each nurse for lab coats/jackets.

 

ARTICLE V

TEACHING HOURS, DUTIES, AND RESPONSIBILITIES

 

Public education is the responsibility of all citizens in a free society.  This is especially true of the School Committee, administration and the entire teaching profession.  This responsibility entrusts to us the education of the youth of our nation.  Each group must provide to the utmost of its ability those aspects of education, which fall within our ability to provide.

 

The education of our youth is best provided for in an atmosphere that is clean, wholesome and conducive to the impartation of knowledge to the students under our direction.  This physical atmosphere has been provided at great expense to the citizens of North Attleborough.  We would propose, therefore, that the Federation join with the School Committee and the Administration in its distaste for the laissez-faire attitude of students towards the buildings and equipment provided by the citizens of North Attleborough.  The North Attleborough School Committee proposes that the Federation join with them and assume professional responsibility for the reduction of the indifferent and malicious acts of vandalism that are perpetrated by a small minority of students under their control.

 

A.        1.         The starting and dismissal times for students will be as follows:

                                    Elementary Schools:

                                                Falls, Martin                          9:00 a.m. - 3:14 p.m.

                                                Allen, Amvet, Roosevelt     8:30 a.m. - 2:44 p.m.

                                                Community School             8:30 a.m. - 2:44 p.m.

                                                Early Learning Center        8:30 a.m. - 2:44 p.m.

                                               Middle School                       7:45 a.m. - 2:19 p.m.

                                               High School                           7:15 a.m. - 1:49 p.m.

 

Said starting and dismissal times are subject to modification by the Superintendent of Schools, provided, however, that no such modification will increase the length of the teacher's workday.

 

            2.         Teachers shall be present in their classroom at least twenty (20) minutes before the beginning of each session unless otherwise directed by the principal or the Superintendent.  Teachers shall be available after school for a reasonable time to assist pupils, interview parents, and attend meetings and to perform such other functions as will promote the welfare of the school.

 

3.            Teachers will not be required to arrange for substitutes.

 

4.       Notwithstanding anything herein to the contrary, all full-time nurses shall work seven (7) hours per day, and part-time nurses' salaries shall be pro-rated based upon a seven (7) hour day, with their schedules to be determined by the respective building principal or, for those nurses who work in more than one building, by the Superintendent of Schools.  In no event shall a nurse's schedule include hours that are not consecutive.           

 

B.        1.         Subject to the provisions of sub-section 2, below, the work year for teachers (other than new personnel who may be required to attend additional orientation sessions) will begin no earlier than two days prior to the opening of school in September, and terminate no later than June 30, but will in no event be longer than four days more than the number of days when pupils are required to be in attendance by state law.  Two of the four work days beyond the number of days when students are required to be in attendance by state law shall be used only for professional development purposes.  The “work year” will include days when pupils are in attendance, orientation days at the beginning of the school year (excluding orientation days for new personnel), and any other days on which teacher attendance is required.  The addition of another day before the opening of school shall not be interpreted to modify whether schools can open prior to Labor Day.

 

2.            All individuals recognized in Article I of this Agreement shall be compensated at the rate of 1/184 of their annual salary for each day they are required to work above four (4) days beyond 184 days.  This additional compensation shall apply only to work assigned by the Superintendent.

 

C.        1.         Teachers shall be required to attend the following staff meetings:  The first

and third Monday of each month, provided that if school is not in session on the first and/or third Monday of the month, then the meeting shall be held on the second and/or fourth Monday respectively.  In the event that it is necessary to call an additional meeting on another Monday during the month, such meeting shall be called by the Superintendent, his designee or the building principal.  Such meetings shall be held for general staff consultations, curriculum development or articulation between school levels.

 

2.            Teachers shall not be required to attend more than three (3) evening meetings each year for open house and/or parent visitation.  However, a fourth evening meeting may be called by the Superintendent for a valid purpose.  Such meetings shall last no more than 2½ hours.

 

3.            Attendance at any other meeting extending beyond the normal school day shall be at the option of the individual teacher, except that new personnel may be required to attend additional orientation sessions.

 

4.            At the discretion of the principal, there will be weekly meetings of the high school principal, assistant principals, curriculum coordinators and department heads.  An agenda will be prepared in advance.  Such meetings shall not extend more than one (1) hour beyond the normal school day.

5.            Classes will be canceled one afternoon in November and February after report cards have been issued for parent conferences for grades one through twelve.  Kindergarten classes will be canceled one day in November, February, and May also for parent conferences.

 

D.     1.            Teachers will have a duty-free lunch period of at least the   following

                        Lengths:

 

                                    Elementary School:

                                       (Grades K-5)                                  20 minutes

                                    Middle School                                  20 minutes

                                    High School                                      20 minutes

 

            2.         All specialists and itinerant teachers shall be scheduled for lunch within the lunch schedule established in each building, except in extreme circumstances.  In the event that any such specialist or itinerant teacher is to be scheduled for lunch beyond the parameters of the lunch schedule established in each building, the Administration shall first meet with the Federation and the specialist or teacher in an effort to resolve the scheduling issue.

 

3.            All secondary school teachers shall, in addition to their lunch period, have at least one preparation period each day, during which they may not be assigned (except in emergency situations) to any other duties without their consent.  Disagreement over whether an emergency is justified shall be subject to the grievance procedure.

 

E.        1.         In addition to homeroom duty, High School and Middle School teachers shall not be assigned more than five (5) teaching periods and one (1) study period per day without their consent.

 

2.         Secondary school teachers will not be required to teach more than two (2) subjects nor more than a total of three (3) teaching preparations within said subjects at any one time.

 

3.            In the event that teachers are required to collect money from their homeroom students for insurance, pictures, etc., the teacher will be given sufficient time immediately following the homeroom period to deliver such monies to the school safe.

 

            4.         Teachers shall not be required to keep an Official Attendance Register.

 

            5.         Non-teaching duties shall be assigned on an equitable basis within each building.  Such provision shall in no way interfere with teaching duties.

 

6.         Beginning September 1, 2007, teachers who volunteer for office detention shall be paid thirty dollars ($30.00) per diem for each day worked.  Teachers shall be appointed by the school principal who shall distribute the duty equitably among the pool of teachers who apply. 

 

F.         Teacher participation in extracurricular activities will be strictly voluntary and teachers will be compensated for all such participation in accordance with the provisions of Appendix "B" of this Agreement.

 

G.        When a special teacher is in charge of an elementary school teacher's class, the homeroom teacher may leave the classroom after the lesson has been introduced and use that time as a preparation period or for such other professional purpose as consultations with parents or personnel providing itinerant or special services.  There shall be five (5) such preparation periods per week for all elementary teachers, grades one through five.

 

Exception to Section G above may be made only if it is necessary to do so in the best interest of the educational process.  Disagreement over whether an exception is justified will be subject to the grievance procedure and will be initiated at Level Two thereof.

 

H.        There shall be a fifteen (15) minute recess period each morning and/or afternoon in the elementary schools.  Each elementary school teacher shall be off duty for one such recess period each day if there are two.  If there is only one recess period each day, an equitable rotating duty schedule will be posted showing this recess duty.

 

Exception to Section H above may be made if it is necessary to do so in the best interest of the educational process.  Disagreement over whether an exception is justified will be subject to the grievance procedure and will be initiated at Level Two thereof.

 

I.          No academic subject area teacher shall be assigned the class responsibility, regardless of the size of his classes, for more than one hundred and twenty-six (126) students where practicable.

 

J.         Specialists shall be required to evaluate students in their area of specialty.

 

 

 

ARTICLE VI

CLASS SIZE

 

A.        No regular class shall have more than twenty-five (25) pupils as far as practicable within existing facilities.

 

B.        No special needs class shall have more pupils than is required by the Division of Special Education of the Massachusetts Department of Education.

 

C.        Special subject classes at the high and middle schools, excluding large group instructional classes, shall not, as far as practicable, have more than the following number of pupils per teacher:

                       

                                    Shop                                                  20 pupils

                                    Art                                                       25 pupils

                                    Drafting                                              25 pupils

                                    Music                                                 no limit

                                    Physical Education                         35 pupils*

                                    Structured Learning Period                       Not greater than 50 students                                                                                                                                          per teacher

 

(This suggested limitation for Physical Education will apply system-wide; High School, Middle School and elementary.)

 

ARTICLE VII

NON-TEACHING DUTIES AND PARAPROFESSIONALS

 

A.        The North Attleborough School Committee and the Federation acknowledge that a teacher's responsibility is the total education and safety of the children entrusted to their care during the school day.

 

B.        In order to achieve a condition whereby equality of service can be realized, the Committee will provide a paraprofessional in all elementary schools and in the middle school and high school of North Attleborough.  Equality of service will mean that paraprofessionals will perform similar functions in each elementary school and in the middle school and high school, so that the duties of the paraprofessionals will be consistent throughout the system.  The principal will assign the paraprofessionals to their respective duties.

 

C.        The duties of the paraprofessionals shall include assisting in the duties in the cafeteria, playground, and assisting in the bus duties where the situation permits for the latter.  Further duties will include such matters as duplicating materials, typing, mastermaking, telephoning, routine matters, collection of money (lunch, insurance, etc.).  Test profile sheets and the recording of marks on permanent records shall be performed by the teacher.

 

D.           It is agreed that there will be a paraprofessional in each of the schools except in the high school; the paraprofessional shall be full-time and exclusively available for teacher-oriented work.

 

E.           Paraprofessionals may be used, at the discretion of the Principal, to substitute for teachers.

 

F.         When an elementary school librarian is absent from work and a paraprofessional is assigned to the elementary school libraries and is at work that day, the paraprofessional shall substitute for the absent librarian.  If more than one elementary school librarian is absent from work the Superintendent shall, in his sole discretion, determine for which librarian the paraprofessional shall substitute.  If no paraprofessional assigned to the elementary school libraries is at work that day, the District shall have no obligation to provide a substitute for an absent librarian.

 

ARTICLE VIII

TEACHER ASSIGNMENT

 

A.        Should there be a change, teachers will be notified of their assignments for the coming school year, including the schools to which they will be assigned, the grades and/or subjects they will teach, as soon as practicable and under normal circumstances, not later than June 15.  Involuntary transfers will always be made in writing.  All changes made after the end of that school year will be made in writing.

 

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

 

C.        To the extent possible, changes in grade assignment in the elementary schools and in subject assignment in the secondary school will be voluntary.

 

D.           In arranging schedules for teachers who are assigned to more than one school, an effort will be made to limit the amount of inter-school travel.  Such teachers will be notified of any changes in their schedule as soon as practicable.

 

Teachers who are assigned to more than one school in any one school day will receive mileage reimbursement for school-related business at the rate commonly paid to town employees.

 

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

 

F.         The North Attleboro Federation of Teachers Local 4292 President shall be excused from non-teaching duties, provided that if the President is assigned to the High School or the Middle School he/she may be assigned to a maximum of twenty-five (25) teaching periods and/or duty periods each week, in addition to homeroom.

 

ARTICLE IX

TRANSFERS

 

Although the Committee and the Federation recognize that some transfer of teachers from one school to another is unavoidable, they also recognize that frequent transfer of teachers is disruptive of the educational process and interferes with optimum teacher performance.  Therefore, there shall be no requirement to transfer a teacher from one position to another position during the school year.

 

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

 

B.        When involuntary transfers are necessary, a teacher's area of competence, major and/or minor field of study, quality of teaching performance and length of service in the North Attleborough School System will be considered in determining which teacher is to be transferred.  Teachers being involuntarily transferred will be transferred only to a comparable position.

 

An involuntary transfer will be made only after a meeting between the teacher involved and the Superintendent (or his designee), at which time the teacher will be notified of the reasons for the transfer in writing.

 

C.        A list of open positions in other schools will be made available to all teachers being transferred, and all other factors being substantially equal, preference will be given in filling such positions on the basis of length of service in the North Attleborough School System.

 

D.        Notice of transfer will be given to teachers as soon as practicable, and under normal circumstances, not later than June 15.

 

E.        Teachers desiring a transfer will submit a written request to the Superintendent stating the assignment preferred.  Such requests must be submitted between September 1 and April 1 of each school year to be considered for the next school year.  Requests must be renewed each year.  All requests will be acknowledged in writing.  The position of a teacher requesting a voluntary transfer will not be posted until that teacher has accepted a new position in accordance with Article X, Section B, except that there shall be no requirement to fill the position thus vacated subject to Sections B and C of Article X.

 

ARTICLE X

VACANCIES

 

A.        Whenever any vacancy in a professional position occurs outside of the process described in paragraph C, below, it will be adequately publicized by the Superintendent by means of a notice placed on the Federation's bulletin board in every school and by furnishing written notice to the Federation as far in advance of the appointment as possible.  In this instance the qualifications for the position, its duties, and the rate of compensation will be clearly set forth.   During the months of July and August notice of any such vacancy will be sent to any teacher who leaves with the Superintendent's office self-addressed stamped envelopes for that purpose.  The qualifications for the vacancy will not be changed between the time of posting and the appointment.

 

B.           All qualified teachers will be given adequate opportunity to apply for such positions, as described in paragraph A, above, and the Superintendent agrees to give due weight to the professional background and attainment of all applicants, the length of time each has been in the school system and other relevant factors.  In filling such vacancies, preference will be given to qualified teachers already employed by the School District.  Appointment will be made not later than sixty (60) calendar days after the notice is posted in the schools, and the giving of notice to the Federation.

 


C.        1.         Annual Building Alignment:

 

a.            Every year, in every school building within the District, each Principal shall notify that building's teaching staff of the number of teaching positions and the grade/subject configuration anticipated for the following year.  This notification shall occur not later than May 15.

 

b.            Regardless of whether there are any changes forecast for the following year, teachers may voluntarily change assignments with the mutual agreement of the Principal and the affected teachers.  If there are no changes forecast for the following year, no teacher shall be required, nor shall any teacher be entitled, to change assignment for the following year.  If there are changes forecast in the number of positions and/or in grade/subject configuration, then the displacement and/or reassignment of teachers shall be in accordance with this Article.

 

2.         Displaced Teachers:

 

                        a.         If, pursuant to Section C1a, above, the Administration reduces the number of positions assigned to a building and this will necessitate the transfer of a teacher from the building, the Principal shall invite all teachers in that building to volunteer to become displaced, meaning that they shall enter the Assignment Pool, as described below.

 

b.         Teachers shall have until May 22, to volunteer to become displaced.

 

c.         If there are not sufficient volunteers to accomplish reduction in personnel, the least senior teacher within the grade/subject area to be reduced shall be displaced.

 

d.         If there are too many volunteers to accomplish the reduction in personnel, the most senior volunteer shall be displaced.

 

e.         Building Principals shall establish the list of Displaced Teachers, and shall distribute the list to each such Displaced Teacher in their building, to the Federation's Local President and to the Superintendent, not later than May 29.

 

            3.         Reassigned Teachers:

 

a.         If, pursuant to Section C1a, above, the Administration changes the grade/subject configuration within a building, without reducing the number of teachers assigned to that building, the Principal and teachers shall attempt to accommodate the new grade/subject configuration by voluntary movement within the building.

 

b.         The teachers shall have until May 22, to volunteer to change to a new assignment in the same building for the following year.

 

c.         If the number of volunteers equals the number of necessary reassignments, those reassignments shall be accomplished by those volunteers.

 

d.         If the voluntary movement of teachers does not accommodate the new grade/subject configuration, the Principal shall determine which teacher, selecting only from the grade/subject area being reduced, shall be reassigned, based upon the teachers' certification(s), specialized training, work experience, evaluations, and seniority.  None of these factors shall be controlling, except that where all other factors are equal the least senior teacher shall be reassigned.

 

e.         If the teacher who is required to change assignments within the building prefers, he/she may apply to enter the Assignment Pool, as described below.

 

f.          Building Principals shall establish the list of Reassigned Teachers, and shall distribute the list to each such Reassigned Teacher in their building, to the Federation's Local President and to the Superintendent, not later than May 29.

 

g.         All Reassigned Teachers within the District may apply for the Assignment Pool.  Written application must be made to the Superintendent not later than June 8.

 

h.         The Superintendent, or his designee, shall then compile the list of all Reassigned Teachers applying for the Assignment Pool in order of seniority.  The seven (7) most senior Reassigned Teachers within the District so applying shall enter the Assignment Pool, and all other Reassigned Teachers shall remain in their new assignments.

 

4.         Assignment Pool:

 

a.         All Displaced Teachers and the seven (7) most senior Reassigned Teachers, who applied for the Assignment Pool, shall enter the Assignment Pool as a single group.  The Superintendent shall distribute such list to each teacher in the Assignment Pool and to the Federation Local President not later than June 9.

 

                        b.         The Assignment Pool shall consist of those new positions being created within the District, those being vacated by a teacher (e.g.: by retirement), and those of the Reassigned Teachers who have entered the Assignment Pool.

 

c.         The Assignment Pool shall be filled by selection in order of seniority on June 12.

 

d.         At any time prior to the first selection made in the Assignment Pool, a Reassigned Teacher may withdraw from the Assignment Pool and retain the position he/she has been assigned to for the following year.

                        e.         All teachers in the Assignment Pool shall then select new positions from the Assignment Pool in order of seniority, i.e. the most senior teacher picking first.  Selections shall continue until all Displaced or Reassigned Teachers have made their selection.

f.          After all Displaced or Reassigned Teachers in the Assignment Pool have made their selections; any teacher from within the District may apply for any position remaining in the Assignment Pool.

 

g.         Building Principals, with the approval of the Superintendent, may fill such remaining positions, selecting from teachers applying for such positions based upon the teachers' certification(s), specialized training, work experience, evaluations, and seniority, provided however that no Principal shall be required to accept the application of a teacher from within the District for these remaining positions and Principals shall be entitled to open such remaining positions to the general public.

 

D.          Miscellaneous:

 

1.         In the event that any date specified in this Article falls upon a non-workday for teachers, the date shall automatically be extended until the next workday for teachers.

2.         Extra-curricular advisory and coaching positions as covered in Appendix B, Special Compensations, shall be filled in such manner as described in Sections A and B, above.

 

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

E.  Notwithstanding any provision of this Contract the parties agree to permit the School District to bypass the process provided in this Article X (Vacancies) relative to any position that the Superintendent identifies on or after January 1, that the District intends to fill for the following school year, provided that:

1.            The Superintendent notifies the NAFT in writing of the District’s intention to fill said position for the following school year; and,

2.            The Superintendent posts (by hard copy and by e-mail to all teachers) said position throughout the District for a minimum of ten (10) school days for the purpose of determining whether any of the then-present teaching staff would be interested in and qualified to fill said position, effective the first day of the following school year; and,

 

3.            As of the close of the ten school day posting period none of the then-present teaching staff have notified the Superintendent in writing that they would be interested in and have demonstrated that they would be qualified to fill said position; excepting that,

 

4.            In the event that any of the then-present teaching staff has notified the Superintendent, in writing by the close of the ten day posting period, that they would be interested in and has demonstrated that they would be qualified to fill said position, the District shall then fill said position only in accordance with the provisions of this Article X (Vacancies).  Providing notice of interest does not obligate the teacher to actually accept the position for the following year. 

 

 

ARTICLE XI

TEACHER EVALUATION

 

A.           All monitoring or observation of the work performance of a teacher will be conducted openly and with full knowledge of the teacher.  The use of eavesdropping, public address or audio systems, and similar surveillance devices shall be strictly prohibited. 

 

B.        1.         Pursuant to Massachusetts General Laws, Chapter 71, Section 42C, a teacher will have the right, upon request, to review and copy the contents of his/her personnel file and have the right to have a representative of the Federation accompany him/her if he/she feels it necessary.

 

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

 

C.        Any complaints regarding a teacher made to the administration by any parent, student, or other person shall be promptly called to the teacher's attention.  Any investigation of a complaint shall follow the established administrative chain of command.  The teacher involved will be advised concerning the investigation at each appropriate level.

 

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

 

E.        Members of the bargaining unit will be evaluated in accordance with the Teacher Evaluation instrument, a copy of which is attached hereto and incorporated herein by reference.

 

F.         Any teacher who feels that he/she has received an unfair evaluation report shall have the right to have it reviewed.

 


ARTICLE XII

TEACHER FACILITIES

 

A.        Each school will provide the following facilities to the extent possible:

 

            1.         Space in each classroom in which teachers may safely store instructional materials and supplies;

 

            2.         A teacher work area containing adequate equipment and supplies to aid in the preparation of instructional materials;

 

            3.         An appropriately furnished room which will include a telephone, limited to local service, to be reserved for the exclusive use of the teachers as a faculty lounge.  Said room will be in addition to the teacher work area.

 

            4.         A serviceable desk and chair for the teacher in each classroom;

 

            5.         A communication system so that teachers can communicate with the main building office from their classrooms;

 

            6.         A well-lighted, clean male teacher rest room and a well-lighted and clean female teacher rest room.

 

            7.         A separate, private dining area for the exclusive use of the teachers;

 

            8.         An adequate portion of the parking lot at each school will be reserved for teacher parking.

 

            9.         Each department head and coordinator shall have suitable office space with a desk, chairs, filing cabinets and sufficient space to store materials.  A telephone shall be available for the use of department heads and coordinators.

 

            10.       There shall be a room available in which a teacher may meet in private with parents or in which conferences may be held during school hours.

 

11.       The School Committee shall attempt to provide each itinerant teacher with adequate workspace and with a storage space that is solely for that teacher’s use.

 

ARTICLE XIII

USE OF SCHOOL FACILITIES

 

A.           The Federation will be permitted to use school buildings without cost at reasonable times for meetings, subject to the current School District Regulations.  The Superintendent's office will be notified 48 hours in advance of the time and place of all such meetings except in emergencies.  In an emergency situation the Superintendent's office will be notified as rapidly as possible.

 

B.        The Federation will be permitted to place notices, circulars and other professional material on a school bulletin board and in teacher's mailboxes.  It is expressly understood that only a duly authorized building representative of the Federation will assume responsibility for the putting up or distribution of professional materials for the Federation.

 

ARTICLE XIV

SICK LEAVE

 

A.        1.         Teachers with professional teacher status shall be entitled to fifteen (15) sick leave days with full pay each school year.  Teachers without professional teacher status shall be entitled to fourteen (14) sick leave days with full pay for each school year.  Sick leave will be pro-rated for first year teachers.  Accrual will be at the rate of one earned sick day for each thirteen (13) work days.  Deadline to contribute a day to the bank shall be October 1 of each year except for new employees hired after October 1.  Such employees will have thirty (30) days beyond the date of hire to contribute a day.  Effective September 1, 1998, sick leave days may be accumulated from year to year to one hundred sixty-five (165) days.  Effective September 1, 1999, sick leave days may be accumulated from year to year to one hundred seventy (170) days.

 

2.            Any sick leave that extends beyond five (5) consecutive school days must be evidenced by a physician's certificate presented to the Principal of the school in which the employee is working on the day of his/her return, if the Principal so requires.

 

B.        A teacher may use seven (7) days of his or her own sick leave for absence due to serious illness of a member of his or her immediate family.  Sick leave is defined as full pay allowed a teacher for the following causes:

 

            1.         Personal illness.

            2.         Personal injury, non-employment connected.

            3.         Quarantine due to exposure to contagious diseases, which may endanger the health of pupils or other personnel.

 

4.            Serious illness of a member of the immediate family.

 

            5.         The teacher's immediate family shall be considered:

 

                        a.         Husband

                        b.         Wife

                        c.         Mother

                        d.         Father

e.            Child

f.             Grandchild

                        g.         Brother

                        h.         Sister

                        i.          Parent-in-law

                        j.          Grandparent

                        k.         Son-in-law

                        l.          Daughter-in-law

 

            6.         Serious illness of a person residing in the household.

 

            7.         Serious illness of a person for whom the teacher has primary care responsibilities.

 

C.        Where applicable teachers may use their accumulated sick leave pursuant to Article XVI, E, 4.

 

D.           A Sick Leave Bank shall be established by members of the bargaining unit each voluntarily contributing one day of their sick leave days for use by a participating member whose sick leave is exhausted through prolonged illness.  (A prolonged illness shall be one which has caused or will cause absence of fifteen (15) consecutive days.)  Personal days must be used by the participating member before being eligible to draw upon the Sick Leave Bank.  The Sick Leave Bank shall accumulate to a number of days equal to the number of members of the bargaining unit.  Deadline to contribute a day to the Bank shall be October 1 of each year.  At the end of each year the remaining days in the Bank shall be carried forward to the following year.

 

            1.         To be eligible for Sick Leave Bank days the applicant must be a member of the bargaining unit and the Sick Leave Bank.

 

            2.         A doctor's certificate shall be required in each instance that an applicant seeks access to the Sick Leave Bank, including application for extended benefits.

 

            3.         The initial grant of days from the Sick Leave Bank will cover up to twenty-five (25) working days of any one prolonged illness.  Consideration will be given for additional days beyond the twenty-five (25) in event that the prolonged illness continues.  In no instance shall the applicant receive more than fifty (50) days in one contract year.

 

            4.         If the Sick Leave Bank is exhausted, it will be replenished by one additional day of sick leave from each participating member.

 

Whereas there shall be no limit on the number of participating members who may access the Sick Leave Bank in a contract year, the contribution to the Sick Leave Bank by participating members in that contract year shall be limited to two (2) days.

 

            5.         The Sick Leave Bank will be administered by a Sick Leave Bank Committee comprised of four (4) members:  one (1) School Committee member; the Superintendent of Schools; two (2) teachers appointed by Local 4292.

 

            6.         The decision of the Sick Bank Plan Committee with respect to eligibility and entitlement shall be final and binding and not subject to appeal.

 

            7.         No days may be withdrawn from the Sick Bank for use for other than a prolonged illness.  Days may not be withdrawn to permit the individual to be absent to care for other members of the applicant's family.

 

            8.         Application for benefits shall be in writing in the form of a letter to the Superintendent of Schools accompanied by a doctor's certificate as to the illness and the anticipated extent of recovery time from illness.

 

            9.         The process of signing new employees into the Sick Leave Bank will be handled by the Superintendent's Office.

 

ARTICLE XV

TEMPORARY LEAVES OF ABSENCE

 

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

 

            1.         Three (3) days leave of absence for religious, legal, business, household or family matters which require absence during school hours.  Application for personal leave will be made at least seventy-two (72) hours before taking such leave (except in the case of emergencies).  The applicant for such leave will not be required to state the reasons for taking such leaves other than for five (5) reasons listed in this paragraph.  A personal leave form shall be filed for each leave.  Personal leave days cannot be used to extend a holiday, vacation or weekend.  Teachers may carry-over one personal day from one year to the next, creating a maximum of four (4) personal days, provided that, no teacher may use personal leave on four (4) consecutive school days or for over four (4) school days in any single calendar month, without the Superintendent’s written prior approval, which shall be at his sole discretion.

            2.         Two (2) days leave to attend a conference or workshop as an official delegate of the Federation for the purpose of engaging in Federation (local, state or national) activities.  This will be limited to two (2) delegates per year.  This is an aggregate total of four (4) days.

 

3.         Four days leave in the event of death of a family member as stipulated in
Article XIV B. 5, 6, 7, and/or in the event of death of a niece, nephew, aunt, uncle, grandchild, brother-in-law or sister-in-law.  One (1) additional day may be used for travel, if needed. 

 

4.     Teachers required to perform jury duty shall receive leave with pay for the
duration of such duty.  Compensation shall be the difference between jury duty pay, exclusive of mileage reimbursement, and the teacher's regular pay, including all or any part of compensation for stipendiary positions held at the time of such jury duty.

 

B.        Leaves taken pursuant to Section A above will be in addition to any sick leave to which the teacher is entitled.  No teacher will be required to arrange for his or her own substitute.

 

ARTICLE XVI

EXTENDED LEAVES OF ABSENCE

 

A.        The Committee agrees that up to one (1) teacher designated by the Federation will, upon request, be granted a leave of absence for up to one (1) year without any pay for the purpose of engaging in Federation (local, state or national) activities.  Upon return from such leave, a teacher will be considered as if he or she were actively employed by the School District during the leave and will be placed on the salary schedule at the level he or she would have achieved if he or she had not been absent.

 

B.        A leave of absence without pay of up to two (2) years will be granted to any teacher with professional teacher status who joins the Peace Corps.  A leave of absence without pay for up to one (l) year will be granted to any teacher with professional teacher status who serves as an exchange teacher.  Upon return from such leave, a teacher will be considered as if he or she were actively employed by the School District during the leave and will be placed on the salary schedule at the level he or she would have achieved if he or she had not been absent.

 

C.        Military leave will be granted to any teacher who is inducted or who initially enlists for a period not to exceed four (4) years, in any branch of the armed forces of the United States.  Upon return from such leave, a teacher will be placed on the salary schedule at the level which he or she would have achieved had he or she remained actively employed in the system during the period of his or her absence up to a maximum of three (3) years.

 

D.           Members of the National Guard or a reserve branch of the Armed Forces who are ordered to active duty during the school year shall receive their regular pay for a period of not more than seventeen (17) days as provided in Chapter 33, Section 58 of the Massachusetts General Laws.

E.        1.         a.         A maternity leave of absence without pay of up to two (2) years will be granted to a pregnant teacher provided the teacher has completed more than ninety (90) days service in the North Attleborough Public Schools.  A teacher who is on maternity leave shall not be entitled to accrue paid sick leave during the period of such leave, except as provided by law.

 

                        b.       Child rearing leave will be granted to any teacher caring for his or her natural or adopted child without pay and under the same conditions as the grant of maternity leave.  If both parents are members of the bargaining unit only one parent shall be granted such leave at the election of the parents.  Leaves under this Section shall be limited to three members of the bargaining unit at any one time.

 

            2.         An employee would be permitted to return to duty only at the beginning of the school year.  In the event an employee's leave of absence shall expire after the said return date, the leave of absence shall be extended to the next return to duty date to permit the employee's return to duty at such time.  The employee must notify the Superintendent in writing no later than April 1st if she wishes to return the following September.  In any event, the employee must furnish the Superintendent with a statement from her physician attesting to her ability to resume full performance of the duties and responsibilities of her position.  If the employee fails to notify the Superintendent in writing no later than April 1st of her desire to return to duty, or does furnish written notice and fails to return to duty the following September, unless such leave is extended to the next return to duty date as herein provided, she shall be deemed to have resigned, and the obligation of the School District to provide a position for her shall cease.

 

            3.         In determining the placement on the salary schedule of a teacher who returns from a maternity leave of absence, credit for a full year of teaching will be given on the schedule for the school year during which the leave began if the teacher completed at least ninety-one (91) school days of teaching during said school year; otherwise, the teacher shall return to the step on the salary schedule which she held prior to the commencement of such leave.  The teacher shall be restored as soon as practicable to the position she held when her leave began, or to a substantially equivalent position.

 

            4.         Nothing in this Article shall be construed to be inconsistent with the provisions of Massachusetts General Laws, Chapter 151B, Sections 3 and 4, the rules and regulations adopted by the Massachusetts Commission Against Discrimination and Massachusetts General Laws, Chapter 149, Section 105D and the decisions of the Supreme Judicial Court and the Appeals Court of the Commonwealth of Massachusetts.

 

F.         A leave of absence without pay or increment of up to one (1) year will be granted for the purpose of caring for a sick member of the teacher's immediate family.

 

G.        Any teacher whose personal illness extends beyond the period compensated will be granted a leave of absence without pay for up to two (2) years.  The Superintendent may request medical proof that the person has completely recovered from such illness.

 

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

 

I.          All requests for extended leaves of absences will be applied for and granted in writing.

 


ARTICLE XVII

SABBATICAL LEAVES

 

Desiring to reward professional performance and encourage independent research and achievement, the School District will grant sabbatical leaves for teachers upon recommendation of the Superintendent for approved scholarly programs in an academic institution empowered to grant advanced degrees, subject to the conditions listed below.

 

Sabbatical leave for teachers possessing a master's degree or above may be granted by the School District upon recommendation of the Superintendent for curriculum development, staff development, or for an educational activity that will enhance educational opportunity for the student population of the North Attleborough Public Schools, subject to the following conditions:

 

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

 

B.           Requests for sabbatical leave must be received by the Superintendent of Schools in writing in such form as may be required by the Superintendent of Schools, no later than December 31, and action must be taken on all requests no later than April 1 of the school year preceding the school year for which sabbatical leave is requested.

 

C.        The teacher has completed at least seven (7) consecutive full school years of service in the North Attleborough School System.

 

D.        Teachers on sabbatical leave will be paid at least fifty percent (50%) of their regular salary rate; provided that such pay when added to any program grant shall not exceed the teacher's full regular annual salary rate.

 

E.        The teacher shall agree in writing to return to employment in the North Attleborough School System for two (2) full years in the event of a sabbatical leave being granted.  Upon such return, the teacher shall be placed on the appropriate step on the salary schedule as though such teacher had not been on leave.

 

 

ARTICLE XVIII

SUBSTITUTE TEACHERS

 

Positions which will be vacant for at least one (1) semester will be filled by personnel who have met the state certification requirement.  Such vacancies shall be filled in accordance with Articles IX, X, and XXIX of this Agreement.

 








ARTICLE XIX

PROFESSIONAL IMPROVEMENT

 

A.        A Professional Improvement Committee shall be organized under this Article to approve courses taken and grant credits under Section B of this Article.  The Committee shall consist of two (2) members of the School Committee, the Superintendent of Schools, or his designee, one (1) secondary teacher, one (1) elementary teacher and one (1) member of the Federation at large.  The last three named members of this Committee shall be chosen by the President of the Federation.  The Professional Improvement Committee shall meet as needed.  All decisions of this Committee concerning credit toward eligibility for salary increments shall be final.

 

B.        Credits

 

            1.         Each teacher below the attainment of a Master's Degree shall be required to accumulate five (5) credits every five (5) years to be eligible for salary increases or increments.  Three (3) of these credits must be earned by taking a course in an approved and accredited college or university that grants a degree beyond the bachelor, or by taking In-Service courses offered by the School Department for which each ten (10) hours of class shall equal one credit.

 

            2.         Each teacher who has attained a Master's Degree or above shall be required to accumulate three (3) credits every five (5) years to be eligible for salary increases or increments.  Two (2) of those credits must be earned by taking a course in an approved and accredited college or university that grants a degree beyond the bachelor, or by taking In-Service courses offered by the School Department for which each ten (10) hours of class shall equal one credit.

 

            3.         Credits toward salary increments may be earned by:

 

            a.         Successful completion of courses in any approved and accredited college or university that grants a degree beyond a bachelor's.

 

b.            Publishing an article in a professional journal or periodical.  Three (3) credits at the discretion of the Committee on Professional Improvements.

 

c.            Travel of an educational nature outside New England.  To be eligible a teacher must submit a proposed itinerary prior to the March meeting of the Professional Improvement Committee prior to the trip and a resume following the trip to demonstrate benefit to his/her classroom teaching.  One (1) week of consecutive travel shall equal one (1) credit.  A maximum of three (3) credits every five (5) years may be accumulated in this manner.

 

            d.         Working as a curriculum committee member shall receive one (1) credit for each twenty (20) hours of work within a one (1) year period.  In addition, the chairman will receive two (2) credits.

 

e.            Taking an In-Service course.  Each ten (10) hours of class shall equal one (1) credit.  This formula shall apply to any workshop, seminar, conference, or other professional improvement session at the request and/or with the advance approval of the Superintendent of Schools, exclusive of such attendance during a regular school day or exclusive of the requirements for attendance enumerated in Article V.

           

            f.          Service as an officer of an educational organization at the local, state, national or regional level for the period of one (1) year.

 

i.              Local Level:              

                        President                                           one credit

                                                Vice President                                  one credit

                                                Secretary                                           one credit

                                                Treasurer                                           one credit

                                                Grievance Cmt. Chairperson         one credit

                                                Negotiation Cmt. Member              one credit

                                                  (not to exceed 7 members)

 

                        ii.         State, Regional and National Officers one credit

 

                        g.         Supervising a student teacher for a period of at least six (6) weeks shall equal two (2) credits if no compensation is received.

 

                        h.         Teaching a college course.  Credit will be given only for a                              particular course and will be equal to the course credit value issued by
           the college or university.

 

            4.         Credits taken in the summer of the last year of an employee's professional improvement cycle may be applied to the employee's subsequent cycle.

 

C.        Teacher requests for credits or approval of courses must be submitted to the Professional Improvement Committee in writing.

 

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

E.        1.         A teacher below the attainment of a Master's Degree who has completed one (1) year of service in the North Attleborough Public Schools who enrolls in an advanced degree program in an accredited college or university will be reimbursed for tuition and scholastic fees not to exceed $450.

 

            2.         A teacher at the Master's level or above who has completed one (1) year of service in the North Attleborough Public Schools who enrolls in an advanced degree program in an accredited college or university will be reimbursed for tuition and scholastic fees not to exceed $450.

 

            3.         A teacher below the attainment of a Master's Degree who has completed one (1) year of service in the North Attleborough Public Schools who enrolls in courses, including in-service courses, outside of or in addition to an advanced degree program will be reimbursed for tuition and scholastic fees not to exceed $450, subject to the following restrictions:

 

                        a.         No reimbursement will be made for courses required for initial state certification.

 

                        b.         Such courses will be related to the teacher's major field of study or to the teacher's improvement as a professional.

 

                        c.         Advance approval of the Superintendent is required; such approval must be in writing and shall not be unreasonably withheld.

 

            4.         A teacher at the Master's level or above who has completed one (1) year of service in the North Attleborough Public Schools who enrolls in courses, including in-service courses, outside of or in addition to an advanced degree program will be reimbursed for tuition and scholastic fees not to exceed $450, subject to the following restrictions:

 

                        a.         No reimbursement will be made for courses required for initial state certification.

 

                        b.         Such courses will be related to the teacher's major field of study or to the teacher's improvement as a professional.

 

c.            Advance approval of the Superintendent is required; such approval    must be in writing and shall not be unreasonably withheld.

 

5.         Said reimbursement will be paid not later than October 1 of the following school year upon presentation of satisfactory evidence to the Superintendent of a grade of B-or better in courses taken together with a copy of the tuition and fees payment made by the teacher.

 

            6.         Reimbursement benefits granted by this Article shall be available to Nurses under the same requirements.

 

            7.         Nurses shall be granted Professional Leave Days to take courses required for State Certification Maintenance with pre-approval of the Superintendent of Schools, which approval shall not be unreasonably withheld.

 

            8.         In no event shall the School District's obligation pursuant to this subsection of Article XIX extend beyond the sum of $20,000 (Twenty Thousand Dollars) for the period of September 1, 2000, through June 30, 2001.  Effective July 1, 2001, in no event shall the School District’s obligation pursuant to this subsection of Article XIX extend beyond the sum of $50,000 (Fifty Thousand Dollars) per contract year.  In the event that the School District receives requests which reach or exceed that limit the School District shall so notify the Federation and requests shall be paid on a first come/first served basis.  The parties in no way intend that this cap shall deny the right of any teacher to a no-cost option for re-certification as required by Massachusetts General Laws Chapter 71, Section 38G.

 

F.         Consideration will be given to recommendation by the Federation for courses of an educational nature, to be taught by a qualified person (any person teaching at an accredited four (4) year college or university).  The Committee will grant credit in accordance with Article XIX of this Agreement.

 

G.        1.         In the event that the Massachusetts Department of Education establishes re-certification guidelines and/or principles/enhanced guidelines for district systems relative to evaluating teachers, a working committee comprised of Federation members, the administration, and the School Committee shall be convened with the objective of revising the present structure of teacher evaluation and professional improvement.  This working committee shall present any ultimate agreement to the negotiating committees of both the Federation and the School Committee for the purpose of negotiating said agreement to resolution or impasse, in accordance with Massachusetts General Laws Chapter 71.

 

            2.         The parties acknowledge that any changes in the processes may involve mandatory subjects of bargaining relative to other bargaining units within the School District and may therefore require negotiation with other bargaining units prior to the submission of any ultimate resolution to the full Federation membership and the full School Committee membership for ratification.

 

            3.         Until all parties agree to the new elements of professional improvement and evaluation or until August 31, 1995, there will be a moratorium on the requirements for vertical salary movement outlined in Section B of this Article.  Teachers whose salaries have been previously frozen under Section B of this Article shall be entitled to salary increases or increments and placed at a more appropriate salary and step only when they acquire the credits outlined in Section B of this Article.  The aforementioned moratorium shall not apply to such "Frozen Teachers".

 

 

ARTICLE XX

PROTECTION

 

A.        Teachers shall immediately report in writing all cases of assault suffered by them in connection with their employment during school hours or school sponsored activities, to their immediate supervisor.  The immediate supervisor shall then report the same to the Superintendent of Schools in writing.  A copy of this report shall be given or sent to the teacher; or, the teacher may read and affix his or her signature to said report, thus identifying that said teacher has seen and read the report.

 

B.        This report shall be forwarded to the School Committee, and the School District shall comply with any reasonable requests from the teacher for information in the District's possession relating to the incident or to the persons involved.

 

C.        If a teacher is called upon to defend a civil proceeding alleging that the teacher committed an assault and battery arising out of or while in the course of his or her employment or duties as a teacher, and if a court finding or jury verdict is entered in favor of said teacher, then in such event only, the School District shall reimburse said teacher for reasonable attorney's fees incurred, but not to exceed the sum of four hundred dollars ($400).

 

D.        If a teacher is called to defend a criminal charge arising out of or while in the course of his or her employment or duties as a teacher, and if said teacher is found not guilty by a court of any such crime, then in such event only, the School District shall reimburse said teacher for reasonable attorney's fees incurred by said teacher, but not to exceed the sum of four hundred dollars ($400).

 

E.        All teachers shall be informed of communicable diseases of students in their classes in conformity with State law or regulation.

 

ARTICLE XXI

PERSONAL INJURY BENEFITS AND PROPERTY DAMAGE

 

Whenever a teacher is absent from school as a result of personal injury not due to his/her own negligence, sustained while performing his or her school work, the School District shall act in accordance with General Laws, Chapter 152, Section 69, concerning payment of any allowance and charging of any accumulated sick leave.

 

ARTICLE XXII

INSURANCE AND ANNUITY PLAN

 

A.           All teachers shall be eligible to receive Blue Cross Master Plan and Blue Shield Medical Prolonged Insurance Coverage, or comparable coverage, for themselves and their dependents in accordance with the provisions of the Blue Cross and Major Medical Plans, or comparable plans, to the extent permitted by Massachusetts General Laws, Chapter 32B; such coverage shall be paid for by the municipality and the teacher in accordance with Massachusetts General Laws, Chapter 32B. 

 

The parties hereby acknowledge that Blue Cross Master Plan and Blue Shield Medical Prolonged Insurance coverage are not options presently available through the Town of North Attleborough, and nothing herein shall be interpreted so as to require the town to offer Blue Cross Master Plan and Blue Shield Medical Prolonged Insurance coverage, rather than the comparable plans that are presently available.  The parties also hereby acknowledge that the Federation and the Board of Selectmen, which was acting on behalf of the School Committee, have negotiated the issue of health insurance coverage and have reached resolution, which the Federation has reported to the School Committee is reflected in the letter of James C. Moynihan to Annemarie DuBois, dated February 26, 2001, (a copy of said letter is attached hereto for information purposes).  The parties also hereby acknowledge that said resolution is binding on the School Committee and may not be amended pursuant to Massachusetts General Laws Chapter 150E and C, 32B, unless first negotiated between the parties.

 

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

 

ARTICLE XXIII

TEXTBOOKS AND TEACHING MATERIALS

 

The School District will continue to provide sufficient textbooks.  Selection of textbooks shall take into consideration the reports and recommendations produced under the provisions of Article XIX and XXVI.

 

ARTICLE XXIV

DEDUCTIONS

 

A.           The Committee hereby accepts the provisions of Chapter 180 Section 17C of the General Laws of Massachusetts and, in accordance therewith, shall certify to the Treasurer of North Attleborough all payroll deductions for the payment of dues to

            The Federation duly authorized by employees covered by this Contract.

 

B.        The Committee accepts the provisions of Chapter 149 Section 178B of the General Laws of Massachusetts as amended and in accordance therewith, it agrees to certify to the Treasurer of the Town of North Attleborough the deduction from each payment of salary to its employees such amount or amounts as such employee in a written authorization to such Treasurer may specify for purchasing shares of, or making deposits in, or repaying any loan from the currently accepted credit union(s) of the Town of North Attleborough, provided that all the provisions and requirements of said Section 178B are fully complied with to the satisfaction of said Treasurer.  It is further agreed that changes in the amounts to be deducted from the salary of any employee shall be allowed not more than twice in any school year and that all amounts deducted from an employee's salary shall be required to be divisible by five dollars ($5).

 

 

ARTICLE XXV

AGENCY FEES

 

A.           The Committee agrees to require, as a condition of employment during the life of this collective bargaining agreement that all employees covered by this collective bargaining agreement, except those who are certified by the Federation to the School Committee to be members of the Federation, pay an Agency Service Fee to the Federation.  Said fee shall be due and payable on the thirtieth day following the beginning of such employment or thirty days after the effective date of this Agreement, whichever is later, except that the employee may elect to make such payment by lump sum payment or in equal installments by dues deduction throughout the term of the employee’s contract year.   The amount of said Agency Service Fee shall be set in conformance with M.G.L. c. 150E, s. 12.  Said amount shall be certified annually by the Federation to the School Committee, not later than September 30 of each contract year.  Upon request by the Federation, the School Committee shall initiate termination, subject to the provisions of M.G.L. c. 150E, of any employee who has not paid the certified Agency Service Fee in accordance with this provision.

 

B.           Notwithstanding the foregoing, the School Committee shall not require the payment of said Agency Service Fee by any employee who has filed a charge challenging the amount or validity of said Agency Service Fee with the Massachusetts Labor Relations Commission during the pendency of said challenge or of any litigation contesting the determination of said Commission.

 

C.           North Attleboro Federation of Teachers, for itself and as agent for the Massachusetts Federation of Teachers, hereby indemnifies and holds the School Committee harmless against any damages, losses, costs, attorneys fees, or other expense or harm that the School Committee might otherwise suffer as a result of any and all claims, charges, complaints, suits, or other actions of any kind that may be initiated in response to action taken at the Federation’s request, whether or not any formal administrative or judicial proceeding is actually commenced, against the School Committee relative to said Agency Service Fee.  The School Committee shall notify the Federation within 14 calendar days of any such claim, charge, complaint, suit or other action of any kind; any failure to do so shall nullify the Federation’s indemnification obligation hereunder.

 

D.        Notwithstanding anything in this contract to the contrary, any employee who is employed by the North Attleborough School District and who is not a member of the North Attleboro Federation of Teachers on the date of the execution of the 1997-2000 collective bargaining agreement between the North Attleborough School Committee and the North Attleboro Federation of Teachers shall be exempt from the requirements of this article.

 

ARTICLE XXVI

RESEARCH AND DEVELOPMENT PROGRAM

 

A.        A research and development program shall exist to take fuller advantage of teacher resources for the improvement of the schools by affording personnel opportunities to work on self-initiated proposals.  Proposals for projects to be carried out under the research and development program may include such matters as curriculum planning, evaluation and selection of new materials, development of original materials, plans for implementing new teaching techniques, preparation of student reading lists, setting up experimental laboratory blocks, evaluation of systems, or any other worthwhile endeavor.

 

B.        Any teacher or teachers may submit to the School Committee through the appropriate administrators, a proposal in which the following are indicated:

 

            1.         The nature of the work to be done and what it might accomplish;

 

            2.         The number (and names) of teachers it would involve;

 

            3.         The estimated length of time required to complete the project;

 

            4.         An estimate of expenses for supplies, materials, travel, etc., which the project might involve;

 

            5.         Whether the project would be done under a "released time" or "extended time" plan.  (See explanation below.)

 

C.        The released time plan allows a teacher to work on his project during the normal contract schedule by releasing him from some or all of his teaching duties, as required by the nature of his/her proposal.

 

D.        The extended time plan allows a teacher to work on his/her project in a period above and beyond the normal school calendar or contract schedule.

 

E.        Teachers who make a proposal for a project under this program must:

 

            1.         Submit their proposal, as described in Section B, to the School Committee no later than October 15, of the school year prior to which the plan will be carried out.  Such proposal must be in writing, but may be in outline form.

 

2.         Such proposal shall be presented to the Committee in final and detailed form no later than the next December 1 following such October 15.

 

F.         A teacher or teachers who submit such a proposal will normally receive written notification of the Committee's action on it by March 15.  Action by the Committee may take any of the following forms:

 

            1.         Approval.

 

            2.         Delayed approval.  (To be used in the event that the Committee favors the proposal, but lacks sufficient funds for immediate approval, in which case the project will be given consideration for approval at a future time.)

 

G.        All work on such projects shall be performed on school premises, unless the nature of the work requires otherwise.

 

H.        The Superintendent of Schools shall be notified as soon as reasonably possible if unforeseen developments make it impossible to carry out an approved project.

 

I.          A teacher or teachers responsible for a project shall submit a report, upon completion of the project, to the Committee and appropriate administrators setting out the results of their labors.

 

ARTICLE XXVII

NO STRIKE CLAUSE

 

For the duration of this Agreement, the Federation agrees that no officer, representative or Federation employee shall conduct, induce, or encourage any strike, work stoppage, or withholding of services, or engage in any other direct interference with the operation of the school district.

 

ARTICLE XXVIII

GENERAL

 

A.        If any provision of this Agreement or any application of the Agreement to any employee or group of employees shall be found 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 or applications will continue in full force and effect.

 

B.           The School District and the Federation agree to share the cost of printing copies of this Agreement in a number sufficient for all members of the bargaining unit provided that the cost to the Federation does not exceed fifty percent (50%) of its actual costs to print the Agreement.

 

C.           Virtual High School:  The High School may utilize the Virtual High School Program, or similar internet based programs of instruction, to supplement, but not to supplant, the High School’s Program of Study.  The North Attleboro School District and the NAFT acknowledge that the District may amend the Program of Studies from time to time, to reflect changing student enrollments; graduation requirements; student and faculty interests, etc.  Nonetheless, the parties further acknowledge that the Virtual High School Program is not intended to reduce the number or variety of courses offered in-house by the District

 

 

ARTICLE XXIX

REDUCTION IN FORCE

 

A.           In the event it becomes necessary for the School District to reduce the number of professional employees in the bargaining unit because of financial limitations, reasons of economy, decreases in pupil enrollment, changes in curriculum or other similar reasons, the procedures set forth in this Article will govern the layoff of employees who are affected by such reduction.

 

B.        The School District shall have the sole discretion in determining which position or positions or which type or types of positions are to be eliminated.

 

C.        No teacher with professional teacher status shall be laid off pursuant to a reorganization or reduction in force if there is a teacher without such status serving in a position that the teacher with professional teacher status is presently qualified to fill, except in accordance with Massachusetts General Laws, Chapter 71, Section 42.

 

D.        Seniority shall mean an employee's length of continuous uninterrupted service in years, months and days, commencing with the first date of attendant employment (not hiring) on a paid basis in the North Attleborough Public Schools.  No service shall be credited which was rendered outside this bargaining unit.

 

Any leave of absence as defined in Article XVI (excluding "D") and XVII shall be construed to be non-active service and will not be included in determining the total length of service.  However, such leaves will not be construed to break active service and seniority will mean the total number of years, months, and days preceding the leave, added to the total number of years, months and days after resuming active duty after the leave of absence.  Employees shall not be credited for seniority purposes for days other than those served in the regular school year as identified on the school calendar.

 

In cases of identical date of attendant employment, seniority shall be determined by the drawing of lots by such employees or their designees, of such.

 

E.        In the instance where certification has application, possession of such certification shall have application at the effective date of layoff and not necessarily at the date of notice of intent.

 

F.         In determining the order in which employees with professional teacher status pursuant to M.G.L. c. 71 s. 41 are to be laid off, the School District shall consider only the following factors which shall be demonstrated:

 

            1.         The qualifications of employees;

 

            2.         The quality of past performance;

 

            3.         Experience within a category or discipline; and

 

            4.         The educational needs of the system.

 

In the event that two or more teachers are substantially equal according to the above factors, the least senior of such teachers shall be laid off first.

 

G.           Employees to be laid off shall be notified, in writing, where possible by May 1, but in no case later than June 1 of the year preceding the school year in which the layoff will take effect.  Said notice shall include the reason(s) for the layoff.

 

H.        Employees who have been laid off shall be entitled to recall rights for a period of twenty (20) months from the effective date of their respective layoffs, during which time they shall have preference for any vacancy or new position which they are qualified to fill in the inverse order of their respective layoff.

 

An "open position,"  "vacancy" or "new position" shall be defined throughout this Agreement as one which will be vacant for at least one semester.

 

I.          Employees laid off under this Article shall be given priority on the substitute list during said recall period if they so indicate in writing to the Superintendent.

J.         Employees laid off under this Article may continue group Health and Life Insurance coverage as provided to the bargaining unit during said recall period, by paying the full amount of the premium of such insurance to the Town Treasurer.  Failure to forward full premium payments to the Town Treasurer shall terminate this option.

 

K.        Teachers who have been laid off shall, during their recall period, be notified by letter sent by certified mail from the Superintendent's office, provided they have left their home address with the Superintendent, of any open position in the system for which they may be eligible under the provisions of Section H of this Article.

 

An offer of employment shall be defined as a full-time position within the bargaining unit open for at least one semester.

 

Failure to accept an offer of employment according to the provisions of this Article, within fourteen (14) calendar days from the date of mailing by certified mail to the teacher shall terminate the teacher's recall rights.

 

L.         Certified teachers on recall who fail to accept an offer of employment shall not lose recall rights unless such vacancy is for a full-time position as described in Section H of this Article.

 

M.        All benefits, including salary, to which an employee was entitled at the time of layoff, shall be restored in full upon reemployment.  All teachers recalled under this Article shall retain whatever rights they held as teachers with professional teacher status prior to layoff.

 

N.        A list specifying seniority of each member of the bargaining unit shall be prepared by the Superintendent and forwarded to the President of the Federation annually by April 1.  This list shall specify seniority as of the following June 30.  If unchallenged within ten (10) days this list shall remain in effect for the next twelve (12) months.  A separate seniority list shall be prepared annually for Nurses covered by this Agreement.

 

Employees from another bargaining unit shall return to the teachers' unit only after all teachers on recall who are qualified for a position(s) are placed.

 

Employees from another bargaining unit shall only return to an open position as defined in Section H of this Article.  Upon return to the teachers' unit, employees from another unit shall be placed on the seniority list as least senior of the members with the same number of years of service.

 

ARTICLE XXX

PART-TIME POSITIONS

 

A.        Persons employed by the School District as part-time personnel shall accrue pro-rated seniority based on total teaching time per day, to the nearest hours.  (Example:  4 hours, 20 minutes = 4 hours; 4 hours, 40 minutes = 5 hours.)

 

B.        Each kindergarten session shall be considered a half day.

 

ARTICLE XXXI

AFTER HOURS WORK

 

            Whenever employees covered by the provisions of this contract receive the pre-approval of the District to work voluntarily in a District program beyond their base work year, as referred to in Article V, above, or volunteer to perform professional duties not otherwise included in this contract before or after their regular hours with the pre-approval of the District in a District program, they shall be compensated for such work at the rate of $30.00 per hour.  Examples of such work include, without limitation, student enrichment activities; instructional duties performed outside of regular work hours pursuant to specific grants; curriculum review and development; course review and development; and, summer school instruction.  Such work shall not include any teaching or non-teaching duties referred to in, or performed pursuant to, this contract, including Appendix B, or any duties that do not require the professional qualifications possessed by the employees covered by the provisions of this contract, or any duties that have historically been performed by teachers as part of their regular job duties, such as lesson planning, preparing student evaluations or assisting students who require extra help.  The District agrees when posting positions it shall specify the number of hours for which teachers shall be paid for the "after hours" work described in the posting.

 

 

ARTICLE XXXII

EARLY RETIREMENT

 

 

A.        Upon written notice of intent to retire, a professional employee, who has or will have at least twelve (12) years of service in North Attleborough on the effective retirement date will receive additional compensation according to the following:

 

FOR  RETIREMENT  EFFECTIVE JUNE 30, NOTICE BY DECEMBER 1

FOR  YEAR  OF  ATTAINMENT  AGE:    OF  YEAR  OF RETIREMENT

 

 

                        AGE                45-53                                                  $7,500

                                                54-56                                                  $5,500

57-59                                              $4,500

 

B.        Notification of retirement must be given, in writing, to the Superintendent of Schools not later than December 1, of the school year of retirement.

 

C.        Payment of retirement compensation shall be paid in a lump sum by September 30, immediately following retirement.

 


ARTICLE XXXIII

DURATION

 

This Agreement shall take effect on September 1, 2010, and shall continue in full force and effect through August 31, 2013. 

 

IN WITNESS WHEREOF, the Parties hereunto set their hands and seals this ______ day

of _______________________ 2011.

 

 

             NORTH ATTLEBOROUGH SCHOOL COMMITTEE

 

                                                   BY    _________________________________________

 

                                                            _________________________________________

                                                           

 

NORTH ATTLEBORO FEDERATION OF TEACHERS

 

                                        BY     _________________________________________

 

Witness to all signatures:

 

______________________________

 

 


 

 

COMMONWEALTH OF MASSACHUSETTS

BOARD OF EDUCATION

 

PRINCIPLES OF EFFECTIVE TEACHING

AND EXAMPLES OF DESCRIPTORS

PRINCIPLES

EXAMPLES OF DESCRIPTORS

I.      CURRENCY IN THE CURRICULUM

 

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

 

 

 

 

 

 

 

 

 

 

 

 

II.      EFFECTIVE PLANNING AND

       ASSESSMENT OF CURRICULUM

       AND INSTRUCTION

 

A.   The teacher plans instruction effectively.

 

 

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

 

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

 

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

 

4.       Contributes to the ongoing evaluation of the curriculum.

 

 

 

 

 

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

 

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

 

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

 

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

 

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

 

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PRINCIPLES OF EFFECTIVE TEACHING

AND EXAMPLES OF DESCRIPTORS

PRINCIPLES

EXAMPLES OF DESCRIPTORS

 

II.      EFFECTIVE PLANNING AND

       ASSESSMENT OF CURRICULUM

       AND INSTRUCTION (Continued)

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

B.      The teacher plans assessment of student learning effectively.

 

 

 

 

 

 

 

 

 

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

 

 

 

 

 

 

 

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

 

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

 

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

 

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

 

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

 

1.       Determines specific and challenging standards for student learning.

 

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

 

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

 

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

 

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

 

 

 

C9

 

PRINCIPLES OF EFFECTIVE TEACHING

AND EXAMPLES OF DESCRIPTORS

PRINCIPLES

EXAMPLES OF DESCRIPTORS

 

II.      EFFECTIVE PLANNING AND

       ASSESSMENT OF CURRICULUM

       AND INSTRUCTION (Continued)

 

 

 

 

 

 

 

 

 

 

 

 

 

 

III.   EFFECTIVE MANAGEMENT OF

       CLASSROOM ENVIRONMENT

 

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

 

 

 

 

 

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

 

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

 

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

 

 

 

 

 

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

 

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

 

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

 

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

 

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

 

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

 

 

 

C10

 

 

 

 

PRINCIPLES OF EFFECTIVE TEACHING

AND EXAMPLES OF DESCRIPTORS

PRINCIPLES

EXAMPLES OF DESCRIPTORS

 

III.   EFFECTIVE MANAGEMENT OF

       CLASSROOM ENVIRONMENT

       (Continued)

 

 

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

 

 

 

 

 

 

 

 

 

IV.    EFFECTIVE INSTRUCTION

 

A.      The teacher makes learning goals clear to students.

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

B.      The teacher uses appropriate instructional  

        techniques.

 

 

 

 

 

 

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

 

2.       Manages routines effectively.

 

3.       Maintains appropriate professional boundaries with students.

 

4.       Serves as a positive role model for students.

 

 

 

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

 

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

 

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

 

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

 

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

 

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

 

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

 

 

 

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PRINCIPLES OF EFFECTIVE TEACHING

AND EXAMPLES OF DESCRIPTORS

PRINCIPLES

EXAMPLES OF DESCRIPTORS

 

IV. EFFECTIVE INSTRUCTION (Continued)

 

 

 

 

 

 

 

 

 

 

 

C.      The teacher uses appropriate questioning techniques.

 

 

 

 

 

 

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

 

 

 

 

 

 

 

 

V.      PROMOTION OF HIGH STANDARDS

       AND EXPECTATIONS FOR

       STUDENT ACHIEVEMENT

 

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

 

 

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

 

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

 

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

 

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

 

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

 

1.       Regularly tries innovative approaches to improve instructional practices.

 

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

 

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

 

 

 

 

 

1.       Regularly communicates objectives or learning outcomes to students.

 

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

 

 

 

C12

 

 

 

 

PRINCIPLES OF EFFECTIVE TEACHING

AND EXAMPLES OF DESCRIPTORS

PRINCIPLES

EXAMPLES OF DESCRIPTORS

 

V.   PROMOTION OF HIGH STANDARDS

       AND EXPECTATIONS FOR

       STUDENT ACHIEVEMENT

       (Continued)  

 

 

 

 

 

 

 

 

 

 

 

 

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

 

 

 

 

 

 

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

 

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

 

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

 

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

 

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

 

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

 

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

 

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

 

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

 

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

 

 

 

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PRINCIPLES OF EFFECTIVE TEACHING

AND EXAMPLES OF DESCRIPTORS

PRINCIPLES

EXAMPLES OF DESCRIPTORS

 

V.   PROMOTION OF HIGH STANDARDS

       AND EXPECTATIONS FOR

       STUDENT ACHIEVEMENT

       (Continued)  

 

 

 

 

 

 

 

 

 

 

 

 

 

VI.    PROMOTION OF EQUITY AND

      APPRECIATION OF DIVERSITY

 

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

 

 

 

 

 

 

 

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

 

 

 

 

 

 

 

 

 

 

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

 

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

 

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

 

 

 

 

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

 

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

 

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

 

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

 

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

 

 

 

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APPENDIX C

 

TEACHER EVALUATION INSTRUMENT

 

 

SECTION I:  PHILOSOPHY

 

We believe that all children can learn, and that our main purpose is to educate students to the maximum of their potential.  We also recognize that teachers are life-long learners who thrive in a collegial, supportive and trusting atmosphere.  Teachers and teaching are the heart and soul of the educational process, and teacher performance makes a difference in the achievement of our students.  The dynamics of what teachers do and how they do it are central to the success of any educational environment.  Through the evaluation process, as established by this document, the District undertakes the level of commitment to educators in terms of direction, support and professional development which is requisite if we are to ensure the continued success of our students.  To that end, the District and the Federation herein adopt standards and procedures designed to foster continuous examination of professional skills, foster professional growth, to commend professional achievement, to provide a rational and reliable basis for making recommendations for the improvement of professional practice and instruction, to identify and attempt to improve unacceptable performance, and, to provide a basis for making personnel and employment decisions.

 

We have prepared this document as a guide for teachers and evaluators to improve instruction for our students.  Evaluation should be a trusting, supportive, collegial and interactive process, by which we assess teacher performance in an ongoing effort to provide the best education possible for our students.

 

 

SECTION II:  PURPOSE

 

We conduct evaluations because we are committed to improving our schools in order to provide optimal, effective and quality educational services.   The evaluation procedures contained within this document are provided to:

 

A.   assist the individual teacher in providing a high quality education for students;

 

B.   provide a means of periodically assessing individual performance of a teacher over time;

 

C.   provide information to identify staff members' current performance levels, areas in which improvement is needed, and suggestions that will lead to professional improvement;

 

D.   identify exceptional educational practices and superior teaching performance;

 

E.   identify negative educational practices and unacceptable teaching performance; and,

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F.    provide data for personnel decisions relating to renewal, promotion, assignment, remediation and dismissal.   Nothing herein shall be interpreted to require the utilization of this evaluation process prior to the disciplining of a teacher for misconduct, rather than for unacceptable performance.  The District and the Federation hereby acknowledge that through the adoption of the standards and process provided herein they have achieved the aforementioned objectives.

 

 

SECTION III:  GUIDING PRINCIPLES FOR TEACHER EVALUATION

 

A.   The performance standards are measurable.

 

B.   The performance standards reflect and allow for significant differences in assignments and responsibilities.  The evaluator shall recognize these differences in assignments and responsibilities in the evaluation reports.

 

C.   The performance standards are shared with the person being evaluated in advance of the evaluation process.

 

D.   The purpose of evaluation is stated clearly, in writing, to the person being evaluated.

 

E.   The evaluation process is free of racial, sexual, religious and other discrimination and biases as defined in state and federal laws.

 

F.    The person being evaluated shall be entitled to gather and provide additional information on his/her performance.   Such information must be provided to the evaluator within two school days of the observation, and must be considered by the evaluator.  This does not refer to the Class Characteristics form appended hereto as Attachment D.

 

G.   The person being evaluated shall be entitled to respond in writing to the evaluation reports.  The responses shall be attached to the report as a part of his/her permanent record.

 

H.   Prior to a teacher signing an evaluation, all information in the Formal Evaluation will be reviewed with the teacher at a Post Evaluation Conference.  This process ensures that there are no surprises.

 

I.      The evaluation process includes systematic methods to empower teachers to be life-long learners, to recognize teachers whose performance is exceptional, to identify and support teachers whose performance can be improved, and to replace teachers whose performance is unacceptable; and ensures that the commitment of the District and the teachers to the professional development of all staff is ongoing.

 

 

 

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J.    The parties agree to incorporate the seven Principles of Effective Teaching, and the seventeen Standards of Performance which support them, contained in 603 CMR 35.00, attached hereto as Attachment A, and the rest of this Evaluation Instrument into the Collective Bargaining Agreement.  The accompanying Descriptors indicate possible behaviors or skills by which a teacher's performance within a given category can be evaluated.  The list is not intended to be exhaustive, nor is every teacher expected to exhibit every behavior or skill identified in the descriptors.

 

 

SECTION IV:  MAKING EVALUATION WORK

           

A.   COMMON LANGUAGE AND CONCEPT SYSTEMS

 

The foundation of all desirable outcomes for teacher evaluation/observation is a common language and concept system.  This ensures that professional educators can communicate meaningfully about what is going on in the classroom.

 

The language and concepts developed in the book, The Skillful Teacher, and in the courses "Understanding Teaching I and II" and "Observing and Analyzing Teaching I and II" will be adopted herein.

 

B.   TRAINING FOR TEACHERS

 

To facilitate the need for all evaluators and teachers to share a common language and concept scheme, the administration will strive to offer Saphier training, the cost of such training to be paid by the District, until such time as all teachers have had the opportunity to participate.  The administration will also make available two copies of the text, The Skillful Teacher, in each school faculty room.  One will be available to be signed out and one will remain in the faculty room.

 

C.   TRAINING FOR ADMINISTRATORS

 

Just as it is helpful to the evaluation process for all teachers to receive Saphier training, it is helpful for all administrators and others who will do evaluations to receive appropriate training in the implementation of this evaluation process.  The District has previously provided such training to all of its administrators and evaluators and shall strive to offer Saphier training to all new administrators who may become involved in teacher evaluations and evaluators as soon as practicable upon their hiring.

 

 

 

 

 

 

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D.   FOLLOW-UP AND DISCIPLINARY PROCEDURES AND PRACTICES

 

Follow-up and disciplinary procedures should pertain to a very small number of people.  They must be  (and be seen as) prompt and fair.  Prompt in that teaching problems are not allowed to slide since children are losing daily when a teacher is doing a poor job; fair in that teachers subject to these procedures have a real opportunity to improve with support, as recommended by the evaluator, from the District.

 

 

SECTION V:  PRINCIPLES OF EFFECTIVE TEACHING

 

The parties agree to incorporate the seven Principles of Effective Teaching, and the seventeen Standards of Performance which support them, contained in 603 CMR 35.00, attached hereto as Attachment A, and the rest of this Evaluation Instrument into the Collective Bargaining Agreement.  The accompanying Descriptors indicate possible behaviors or skills by which a teacher's performance within a given category can be evaluated.  The list is not intended to be exhaustive, nor is every teacher expected to exhibit every behavior or skill identified in the descriptors.

 

 

SECTION VI:  TEACHER EVALUATION PROCESS AND TIMELINES

 

A.   PROCESS

 

1.    Non-Professional Teacher Status Teachers (Non-PTS)

 

a.    Non-PTS Teachers shall be evaluated in accordance with this process, not less than twice annually.

 

i.              The first such evaluation shall be completed not later than November 15;

ii.            The second such evaluation shall be completed not later than April 1;

iii.           Nothing herein shall be construed to inhibit more frequent evaluations nor more prompt follow-up to evaluation.

 

b.    The parties agree that evaluations may be done both with and without prior notice to the teacher.  For announced evaluations, it is agreed that a minimum of forty-eight hours' notice is generally preferable.

 

c.    Prior to any evaluation of which prior notice is given, either the evaluator or the teacher may request a pre-observation conference.  Any such request must be in writing.  Following all pre-evaluation conferences, the teacher and evaluator shall complete the Pre-Conference Report on a form designated for such purpose by the District, a copy of which is attached hereto, as Attachment B.

 

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d.    Evaluators shall observe a teacher for one full class period where applicable, and in no instance for less than thirty minutes, as the foundation for any single evaluation.

 

e.    Each evaluation shall result in the preparation by the evaluator of an Evaluation Report, which shall be provided to the teacher not more than five (5) school days after the evaluator's observation.

 

f.     All Evaluation Reports shall be written on the form designated by the District for this purpose, a copy of which is attached hereto, as Attachment C.

 

g.    The Evaluation Report (Attachment C) shall be written in a narrative format with a structure that uses a series of claims, evidence, interpretation, judgment and suggestions.

 

i.         Claim:  A statement that a teacher performs a certain teaching skill or carries out a certain pattern in his/her instruction (thus, a generalization).

 

ii.            Evidence:  a quote or literal description of something said or done to document the claim.

 

iii.           Interpretation:  A statement of what the behavior accomplished or was intended to accomplish or what was significant about it, or its effect on students.

 

iv.           Judgment:  A sentence, phrase, or adjective that lets the reader know what the writer thought of the behavior.

 

h.    The teacher being evaluated shall be entitled to gather and provide additional information on  his/her performance.  The teacher may fill out and submit to the evaluator a Class Characteristics form if he/she so chooses.  The teacher may provide such information or form to the evaluator at any time during the process, although it would be preferable to provide the Class Characteristics form to the evaluator after the pre-observation conference and before the observation if possible.  The timeline referred to in Article III section F does not apply to the Class Characteristics form.  A copy of the Class Characteristics form is attached hereto as Attachment D.

 

i.      Where an evaluator deems follow-up to an evaluation to be necessary, the evaluator shall specify, in writing, on an Improvement Plan, a copy of which is attached hereto as Attachment E: how that follow-up shall occur; a timeline for that follow-up; what specific areas of the teacher's performance are expected to be improved; what corrective action should be implemented; and what personnel actions might be taken if sufficient improvement is not noted during the course of follow-up.

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j.      After each evaluation, the evaluator and the teacher shall meet to review the Evaluation Report within five (5) school days of the evaluator's observation.  At the conclusion of this conference, the evaluator may re-write the Evaluation Report if he/she wishes to do so.  The teacher shall sign the final Evaluation Report to acknowledge receipt thereof; the teacher's signature shall not be deemed to indicate agreement with the Evaluation Report.  Following this conference, the teacher may submit written comments, which shall be held in the teacher's personnel file with the Evaluation Report.

 

k.    Copies of all evaluations shall be provided to the Superintendent or designee for informational purposes.

 

 

 

 

Illustrative Chart Where Follow-Up is Necessary

 

 

Evaluator conducts formal evaluation and

determines that follow-up is necessary.

 

 

Evaluator delivers copy of                                                  Evaluator   determines   appropriate

evaluation to Superintendent.                                           follow-up,   timeline,   specific  areas

of performance to be improved, and

potential personnel actions if performance does not improve sufficiently.

 

Follow-up occurs, monitoring and assessing teacher performance and improvement.

 

Evaluator recommends, or implements, personnel action as appropriate.

 

 

 

 

 

 

 

 

 

 

 

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l.      Although it is acknowledged that the follow-up process needs to retain flexibility to properly address individual circumstances, it is further acknowledged that follow-up generally will require a minimum of two calendar months during the school year and a minimum of three additional conferences between the evaluator and the teacher to discuss the teacher's progress.

 

m.  If a teacher's performance has been assessed as unacceptable, the District reserves the right to take any and all disciplinary or personnel actions it may deem appropriate, including, without limitation, the transfer, demotion, reassignment, withholding of annual salary increment, suspension, non-renewal and/or discharge of that teacher.  Any and all such actions shall be subject to the teacher's statutory rights, if any, and to the grievance process, if applicable, in the collective bargaining agreement.

 

2.    Professional Teacher Status (PTS)

 

a.    PTS teachers shall be evaluated in accordance with the evaluation process described in sub-paragraph 1, above, a minimum of once every two years, said evaluation to be completed not later than April 1.

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

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PRINCIPLES OF EFFECTIVE TEACHING

AND EXAMPLES OF DESCRIPTORS

PRINCIPLES

EXAMPLES OF DESCRIPTORS

 

VII. FULFILLMENT OF

       PROFESSIONAL RESPONSIBILITIES

 

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

 

 

 

B.      The teacher shares responsibility for accomplishing the goals and priorities of his/her grade/team/

       department, building and school district.

 

 

 

 

 

 

 

 

 

 

 

 

C.   The teacher is a reflective and continuous learner.

 

 

 

 

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

 

2.       Maintains professional boundaries with parents.

 

1.       Maintains professional boundaries with colleagues.

 

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

 

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

 

4.       Participates in student or school activities.

 

5.       Cooperates with other teachers about students’ overall workload.

 

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

 

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

 

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

 

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

 

5.       Is receptive to suggestions for growth and improvement.

 

 

 

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ATTACHMENT B

 

 

 

 

PRE-CONFERENCE REPORT

 

 

 

 

TEACHER:  _____________________________    SCHOOL:  ____________________

 

 

GRADE/SUBJECT:  ______________________     DATE:       ­­­­­­­­­­­­­­­____________________

 

 

 

 

While the observation may concentrate on particular objectives, it is understood that all Principles of Effective Teaching (Attachment A) may be observed during a classroom visit.

 

 

1.    Selected lesson objective(s) (focus on the Principles of Effective Teaching):

 

 

 

 

2.    Specific observation procedures (if any):

 

 

 

 

 

 

 

 

 

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3.    Summary of discussion:

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

EVALUATOR: __________________________       DATE: _______________________

 

TEACHER:      __________________________      DATE: _______________________

 

 

 

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ATTACHMENT C

 

TEACHER EVALUATION REPORT

 

 

TEACHER:  _____________________________    SCHOOL:  ____________________

 

OTHER STAFF PRESENT: ________________________________________________

 

GRADE/SUBJECT:  ______________________     DATE: _______________________

 

LESSON TOPIC:  _______________________________________________________

 

EVALUATOR:  ______________________ ANNOUNCED: ___ UNANNOUNCED: ___

 

AMOUNT OF PRIOR NOTICE:  _________   NO. OF STUDENTS OBSERVED: _____

 

BEGINNING TIME:  _____________________        ENDING TIME: _______________

 

 

This Evaluation Report shall be written in a narrative format with a structure that uses a

series of claims, evidence, interpretation, judgment and suggestions.

 

1.    Claim:  A statement that a teacher performs a certain teaching skill or carries out a certain pattern in his/her instruction (thus, a generalization).

 

2.    Evidence:  A quote or literal description of something said or done to document the claim.

 

3.    Interpretation:  A statement of what the behavior accomplished or was intended to accomplish or what was significant about it, or its effect on students.

 

4.    Judgment:  A sentence, phrase, or adjective that lets the reader know what the writer thought of the behavior.

 

Suggestions or recommendations of growth and/or improvements may also be included.

 

 

 

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1.    Classroom Observation:

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

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1.    Cooperation with System and Building Administration:

 

 

 

 

 

 

 

 

 

2.    Communicator with Parents and, if applicable, with Community:

 

 

 

 

 

 

 

 

 

3.    Fulfillment of Professional Responsibilities:

 

 

 

 

 

 

 

 

 

4.    Suggestions for Improvement and/or Growth:

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

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Personnel Action

 

 

_____  Evaluator recommends continued employment.

 

_____        Evaluator recommends continued employment, conditioned upon the teacher making satisfactory progress in the specific areas cited in the attached Improvement Plan.

_____        Evaluator recommends other disciplinary action, specifically:

 

      ________________________________________________________________________________________________________________________________________________________________________________________________

 

           

_____  Evaluator recommends discharge or non-renewal of teacher.

 

 

 

EVALUATOR:  ____________________________  DATE:  _______________________

 

 

TEACHER:      ____________________________   DATE:  _______________________

 

 

The teacher’s signature on this document indicates that s/he has seen all comments on the form.  The teacher’s signature does not necessarily indicate agreement with the observation report, and the teacher has the right to attach responses to this form for the purpose of addressing comments herein.

 

 

Copy to Superintendent’s Office

 

 

 

 

 

 

 

 

 

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ATTACHMENT D

 

CLASS CHARACTERISTICS

 

 (To be completed by the teacher)

 

 

 

 

TEACHER:  ______________________________  SCHOOL:  ____________________

 

GRADE/SUBJECT:  _______________________   ACADEMIC YEAR:  _____________

 

OBSERVATION DATE(S): __________________

 

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

 

2.    Number of students in class under IEP’s ____________________________________

 

3.    Time of day ______________________

 

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

 

 

 

 

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

 

 

 

 

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

 

 

 

 

 

 

 

______________________________

                                                                                                 (Name of Teacher)

 

 

 

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ATTACHMENT E

 

IMPROVEMENT PLAN

 

 

Name:             ______________________________            Date:  _____________________

 

Assignment:    _____________________________              Location:  __________________

 

Evaluator:        ______________________________________________________________

 

 

If a teacher did not meet a performance standard, an improvement plan must be completed.

 

The following plan is based on the evaluation form dated _________________________.

 

 

1.    Performance standard(s) not met:

 

 

 

2.    Specific recommendations for improvement:

 

 

 

3.    Support and assistance that will be offered to help the employee (identify the provider):

 

 

 

4.    Timeline:

 

 

 

5.    Date for next follow-up conference:  _______________________________________

 

 

 

6.    Date for the next evaluation relative to this Improvement Plan:  __________________

 

 

 

Comments:

 

 

 

 

Evaluator:  _______________________________                Date:  _____________________

 

Employee:  _______________________________               Date:  _____________________

 


 

 

 

 

CONFLICT OF INTEREST MEMORANDUM OF AGREEMENT

 

 

            WHEREAS, the North Attleborough School Committee (hereinafter, the Committee) and the North Attleboro Federation of Teachers, Local 4292, MFT, AFT, AFL-CIO (hereinafter, the Federation) are parties to a collective bargaining agreement that extends through August 31, 2013; and,

 

            WHEREAS, said collective bargaining agreement includes an Appendix B that lists various positions/duties that are viewed as extensions of the basic job duties for an employee of the school district, together with specific stipends that the parties have agreed will be paid to the employees performing those duties; and,

 

            WHEREAS, questions have arisen concerning the duties/positions listed in said Appendix B relative to the implications of Massachusetts General Laws Chapter 268A, Section 20; and,

 

            WHEREAS, the parties each believe that referencing those duties/positions in Appendix B permits an employee within the teachers’ bargaining unit to perform those duties without violating G.L. c. 268A; and,

 

            WHEREAS, the parties hereby acknowledge that said positions are not exclusively available to members of the teachers’ bargaining unit, subject to the provisions of Article X of said collective bargaining agreement; and,

 

            WHEREAS, the parties intend and desire to add certain duties/positions to said Appendix B, but recognize that doing so may involve significant issues directly and indirectly relative to G.L. c. 268A, and the parties desire to resolve this matter now on a short-term basis and to enable themselves to donate more time to the implications of G.L. c. 268A on these duties/positions in the future;

 

            THEREFORE, the parties hereby agree as follows:

 

1.            The parties hereby acknowledge that a similar memorandum of agreement may be submitted by the Committee to other bargaining units, and/or individuals within the school district, and that employees from said other units and/or such other individual employees shall be entitled to apply for the duties/positions listed above.

 

2.            The parties hereby acknowledge that the Committee may append Appendix B, as it has been negotiated with the teachers’ bargaining unit, to other collective bargaining agreements and/or individual employment agreements within the school district, and that employees from such other units or with such individual employment agreements shall be entitled to apply for the duties/positions listed in said Appendix B.  However, any such agreements with other bargaining units or individuals will terminate on August 31, 2013.  As of that date, all Appendix B positions over which the Federation currently maintains exclusive bargaining rights, if any, shall again be regarded as belonging exclusively to the Federation.

 

3.            The Federation hereby waives, only for the duration of this Memorandum of Agreement, any right it may have to protest the Committee’s extending said Appendix B to any other employee or group of employees as an unfair labor practice, vis-à-vis the Federation negotiating on behalf of employees not covered by the Federation.

 

4.         The Memorandum of Agreement shall take effect on September 1, 2010, and continue in full force and effect until August 31, 2013.

 

 

 

 

 

 

 

______________________________                 _____________________________

Joan Meilan                                                              Lee Anne Todd, President

North Attleboro School Committee                       NAFT

 

 

________________________, 2011                   ___________________________, 2011           

Dated                                                                    Dated     

 


 

 

 

*** NORTH ATTLEBOROUGH SCHOOL COMMITTEE ***

 

NEGOTIATION SUB-COMMITTEE

 

JOAN MEILAN – CHAIRPERSON

 

ANTHONY CALCIA

 

JAMES MCKENNA

 

 

***NORTH ATTLEBOROUGH FEDERATION OF TEACHERS***

 

NEGOTIATION SUB-COMMITTEE

 

LEE ANNE TODD - PRESIDENT

 

ANNE OBERTI - CHAIRPERSON

 

KATHERINE CAVEDON

 

LORI FLANNERY

 

DUNCAN GRAY

 

Aileen Pilyer

 

JANE SHERMAN

 

SCHOOL COMMITTEE CHAIRPERSON:  CHRISTOPHER FROST

 

SUPERINTENDENT OF SCHOOLS:  JAMES M. RICE

 

FEDERATION PRESIDENT:  LEE ANNE TODD