North Reading

Show detailed information about district and contract

DistrictNorth Reading
Shared Contract District
Org Code2170000
Type of DistrictMunicipal K12
Union AffiliationMTA
Most Recent DocumentContract
Expiring Year2012
Expired Status
Superintendency Union
Regional HS Members
Vocational HS MembersNortheast Metropolitan RVTSD
CountyMiddlesex
ESE RegionNortheast
Urban
Kind of Communityresidential suburbs
Number of Schools5
Enrollment2735
Percent Low Income Students7
Grade StartPK or K
Grade End12
download pdf version of this document view accessible version of this document North Reading

CONTRACT

Pursuant to the provisions of Chapter 150E of the General Laws of Massachusetts, this CONTRACT is made this first day of October, 2009 by the SCHOOL COMMITTEE OF THE TOWN OF NORTH READING and THE NORTH READING EDUCATION ASSOCIATION (hereinafter sometimes referred to as the Association).

ARTICLE I

GENERAL DECLARATIONS

A.            Recognizing that our primary purpose is to provide education of the highest possible quality for the children of North Reading, and that good morale within the teaching staff of North Reading is essential to achievement of that purpose, we, the undersigned parties of this Contract, declare that:

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

2.                   The Superintendent of Schools and the principals of North Reading (hereinafter referred to as the Administration) have responsibility for carrying out the policies so established;

3.                   The teaching staff of the public schools of North Reading has responsibility for providing in the classrooms of the schools education of the highest possible quality and has full responsibility for all professional duties;

4.                   Fulfillment of these responsibilities can be facilitated and supported by consultations and free exchange of views and information among the Committee, the Superintendent, and the teaching staff in the formulation and application of policies relating to wages, hours, and other conditions of employment for the teaching staff;

5.                   The provisions of the Agreement shall constitute Committee policy for the duration hereof or until changed by mutual consent in writing. Any previously adopted policy, rule or regulation of the Committee which is in conflict with any provision of the Agreement shall be superseded and replaced by the Agreement. Nothing in this Agreement which changes pre-existing Committee policy, rules or regulations shall operate retroactively unless expressly so stated;

6.                   Subject to the provisions of this Agreement, the Committee, the Superintendent of Schools, and the principals reserve and retain full rights, authority and discretion, in the proper discharge of their duties and responsibilities, to control, supervise and manage school system and its professional staff under governing law, ordinances, rules and regulations-Municipal, State and Federal. In all matters under this Agreement calling for the exercise of judgment or discretion on the part of the Committee, the Superintendent of Schools or the principals, the decision shall be final and binding if made in good faith-i.e., not arbitrarily, capriciously or without rational basis in fact-except where some other standard of grievability or arbitrability is set forth in this Agreement; and so

7.                   As per Chapter 150E, Acts, 1972: In the event that any part or provision of this Agreement is in conflict with any law, ordinance or by-law, the law, ordinance or by-law shall prevail so long as such conflict remains. If funds are necessary to implement such written agreement, a request for the necessary appropriation shall be submitted to the legislative body. If such request is rejected, the matter shall be returned to the parties for further bargaining.

8.                   If any provision of this Agreement or any application of this Agreement to any employee or group of employees shall be found to be contrary to law, then such provision or application shall not be deemed valid and subsisting, except to the extent permitted by law, but all other provisions or applications will continue in full force and effect. The parties will meet not later than ten (10) days after any such holding for the purpose of renegotiating the provision or provisions affected.

9.                   The School Committee will authorize the Superintendent of Schools to meet with representatives of the Education Association as often as necessary to discuss matters of mutual concern. Said meetings may be requested by either party and will be held at times convenient for both parties. No decisions or actions will be taken as a result of said meetings that in any way alters or modifies the existing Agreement.

10.                The School Committee and the Association have a mutual interest in exploring the process of collaborative bargaining for future contracts.

ARTICLE II

RECOGNITION

A.            For the purposes of collective bargaining with respect to wages, hours and other conditions of employment, the negotiation of collective bargaining agreements and any other questions arising thereunder, the Committee recognizes the Association as the exclusive bargaining agent and representatives of all professional employees. Specifically included in this unit shall be such non-teaching personnel as School Psychologist, Adjustment Counselors, and nurses. Excluded shall be the Superintendent, Principals, Vice Principals, Director of Pupil Personnel Services, Director of Curriculum, and any other administrator who has no teaching responsibility. Also excluded is every such employee who on the effective date of this Agreement is, or thereafter shall be, designated by the Committee as a representative of it for the purpose of such bargaining.

B.            All other independent employee groups are explicitly excluded from this Contract including secretaries, bookkeepers, tutors, teacher aides, library assistants, cafeteria workers, technology technicians and all other non-certified personnel.

ARTICLE III

COMPENSATION AND OTHER CONDITIONS OF EMPLOYMENT

A             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 the Contract shall continue to be so applicable.

ARTICLE IV

AGENCY FEE - PAYROLL DEDUCTION

A.            Agency Fee: Effective December 1, 1991, the Committee agrees to require as a condition of employment that all professional employees except those certified as members to the Committee by the Association pay annually or by dues deduction to the Association as of the thirtieth (30) day subsequent to the above effective date, an agency service fee which shall be commensurate with the cost of collective bargaining and contract administration which amount shall be certified annually to the Committee by the Association. The agency fee shall be deducted from the wages of any employee who signs authorization to that effect and such fees shall be transmitted to the Treasurer of the Association as provided in Section 176 of Chapter 180 of the General Laws. The Association will indemnify the committee for any liability arising from the operation of this provision.

B.            Payroll Deduction: The Committee hereby accepts the provisions of Section 17C of Chapter 180 of the General Laws of Massachusetts and, in accordance therewith, shall certify to the Treasurer of North Reading all payroll deductions for the payment of dues to the Association duly authorized by each individual covered by this Contract.

The Committee agrees to certify to the Treasurer of North Reading all Massachusetts Teachers' Association Credit Union deductions authorized by individuals covered by this Contract.

ARTICLE V

GRIEVANCE PROCEDURE

A.          The purpose of the procedure set forth hereinafter is to produce prompt and equitable solutions to those problems which from time to time may arise and affect the conditions of employment of the employees covered by this Contract. The Committee and the Association desire that such procedure shall always be as informal and confidential as may be appropriate for the grievance involved at the procedural level involved; and nothing in this Contract shall prevent any such employee from individually presenting any grievance of the employee.

Definition: A grievance is a claim based upon an event or condition that alleges a violation, misinterpretation or misapplication of the terms of this Agreement.

Level One: The aggrieved employee shall discuss the grievance with a member of the Grievance Committee of the Association.

Level Two: If not disposed of to the employee's satisfaction by such discussion, the grievance shall be presented orally by the employee and a member of the said Grievance Committee to the appropriate intermediate supervisor of the employee.

Level Three: If at the end of five (5) school days next following such presentation, the grievance shall not have been disposed of to the employee's satisfaction, the employee may, within five (5) school days thereafter, file with the President of the Association and the Chairman of its Grievance Committee a written statement of the grievance. Within five (5) school days thereafter, such statement shall be reviewed with the employee by the said President or Chairman, and if after such review the employee shall so desire, the grievance shall be forthwith presented in writing by the employee and said President, or Chairman to the Superintendent, who shall, within five (5) school days thereafter, meet with the employee and the said President or Chairman in an effort to settle the grievance.

Level Four: If at the end of the ten (10) school days next following such presentation to the Superintendent the grievance shall not have been disposed of to the employee's satisfaction, the employee may within five (5) school days thereafter, notify the said President and Chairman in writing of the employee's desire to have the grievance presented to the Committee. If the Grievance Committee so shall vote, the grievance shall forthwith be presented in writing by the Association to the School Committee within ten (10) school days, and within ten (10) school days, or at the next regularly scheduled meeting, whichever is the longer period of time, the School Committee shall meet with the Grievance Committee, the said President and the employee in an effort to settle the grievance.

Level Five: If , at the end of the ten (10) school days next following the meeting between the Grievance Committee and the School Committee, the grievance shall not have been disposed of to the satisfaction of the Grievance Committee of the Association, and if the grievance shall involve the interpretation of application of any provisions of this Contract, the Association may, by giving written notice to the School Committee within the ten (10) school days next following conclusion of such meeting, present the grievance for arbitration; in which event the School Committee and the Association shall forthwith submit the grievance to a mutually acceptable arbitration tribunal. If a mutually acceptable tribunal cannot be selected, the grievance shall be submitted to the American Arbitration Association in accordance with the American Arbitration Association Rules and Regulations. The expense of such arbitration shall be shared equally by the School Committee and the Education Association. The findings of the arbitrators are to be final and binding on both parties.

B.

1              If at the end of ten (10) school days next following the occurrence of any grievance, or the date of first knowledge of its occurrence by any employee affected by it, the grievance shall not have been presented at Level Two of the procedure set forth in Section A above, the grievance shall be deemed to have been waived; and any grievance in course under such procedure shall also be deemed to have been waived if the action required to present it to the next level in the procedure shall not have been taken within the time specified therefore by the said Section A.

2.                   If any employee covered by this Contract shall present any grievance without representation by the Association, the disposition if any, of the grievance shall be consistent with the provisions of this Contract.

3.                   No written communication, other document, or record relating to any grievance shall be filed in the personnel file maintained by the School Department of North Reading for any employee involved in presenting such grievance. To abide by statute, a special file is to be located in the Office of the Superintendent and set up for this purpose. Access to such file shall be granted only to the Superintendent, the President of the NREA, and the aggrieved employee. If said employee should leave the employ of the North Reading Public School System, the contents of such file shall not be sent to any future employer.

The Association shall be permitted to be represented by representatives of its own choosing at any step of the grievance procedure.

The Association can file in writing a grievance affecting a class of teachers at Step One of this procedure.

The Association shall be permitted to be represented by no more than four representatives of its own choosing at Level Five.

ARTICLE VI

RELIEF FROM NON-TEACHING DUTIES

A.      The Committee and the Association agree that a teacher's primary responsibility is to teach and that every effort possible will be made to utilize his/her professional talent to this end. The Committee and the Association recognize that teacher aides and part-time clerical employees and others are useful and necessary in order to implement this principle. The parties agree to the following:

1.              Teachers shall have a duty-free lunch period as long as the students' lunch period.

2.              Health services, such as administering eye or ear examinations and weighing and measuring pupils, will be performed by appropriate professional personnel.

3.              Teachers will not be required to drive pupils to activities which will take place away from school buildings. Teachers may do so voluntarily, however, in authorized vehicles and with the advanced approval of the Superintendent or his designated supervisor. In no event will the School Committee be responsible for the unauthorized driving of pupils.

4.              Teachers shall be relieved of distribution and inventory of books and supplies except in their own classrooms, of preparing and sending form letters to parents, and other similar clerical functions which do not require the exercise of professional judgment.

5.              Teachers shall be relieved of collecting money from students for non-educational purposes. Although teachers may be required to collect and transmit money to be used for educational purposes, they will not be required to tabulate or account for such money.

6.              Effective with the beginning of the 2000-2001 school year, elementary teachers will not be regularly assigned to supervise lunches or recesses.

B.            The parties agree to work toward the following objectives:

1.             Teachers shall be relieved of the following assignments:

supervision of playgrounds;

supervision of cafeterias;

supervision of sidewalks and busses

2.                   Elementary teachers shall be relieved of the assignment of the supervision of indoor and outdoor recess.

3.                   Teachers shall be relieved of duplicating instructional and other materials, cumulative record cards, and other similar functions.

ARTICLE VII

TEACHING ASSIGNMENTS AND TRANSFERS

A.            Every reasonable effort will be made to notify, by June 1, teachers, other than newly appointed and substitute teachers, of any changes in their programs and schedules for the ensuing year, including the schools to which they will be assigned, and the grades and/or subjects that they will teach, and any special or unusual classes, students or assignments that they will have.

B.            In order to assure that pupils are taught by teachers working within their areas of competence, teachers shall not be assigned, except in accordance with the regulations of the State Board of Education and for good cause, to subjects and/or grades or other classes outside the scope of their teaching certificates and/or their major or minor fields of study.

C.            Teachers who desire a change in grade and/or subject assignment or who desire to transfer to another building shall indicate such desire to the Superintendent in writing not later than March 1. Such indication shall include the grade and/or subjects to which he/she desires to be transferred. The Superintendent or his designee shall notify each teacher who has made application for transfer of the disposition of each teacher’s request one week prior to the close of school or as soon as possible thereafter in writing. Should a position become available after March 1, teachers in the system shall have ten (10) days from the posting of the vacancy to request a transfer.

D.            Voluntary Transfers: In the determination of assignments and transfers, the Superintendent shall honor the preference and wishes of the individual teacher, if in his opinion such actions are in the best interest of the North Reading Public Schools.

E.            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. Every effort will be made to allow adequate time for travel between, and intra, buildings in the scheduling of itinerant teachers. Such teachers will be notified of any change in their schedules. They will be paid mileage at the rate established for Town employees.

F.             Teacher assignments and transfers shall be made without regard to age, race, creed, color, religion, national origin, gender, disability, or sexual orientation.

G.            Involuntary Transfers: Notice of intent to transfer or reassign shall be given in writing stating the reason as soon as practicable. Any involuntary transfer or reassignment shall be made only after a meeting between the teacher or teachers involved and the Superintendent or his designee and shall be made on the basis of length of service in the system unless in the opinion of the Superintendent the interest of the school system requires otherwise. The teacher or teachers may have an Association representative present at such a meeting. Involuntary transfers will not be made arbitrarily, capriciously, or without basis in fact.

H.           

1            In case of a reduction in teaching staff, a teacher with professional status (TPS) shall not be dismissed if there is a teacher without professional status (NTPS) employed whose position the teacher with professional status is certified to fill.

2.                 Teachers with professional status affected by a reduction in teaching staff shall be notified in writing by May 1 of the school year preceding the school year in which the reduction is to take place. Teachers without professional status affected by a reduction in force shall be notified in writing by June 15 of the school year preceding the school year in which the reduction is to take place.

3.                 If a reduction in teaching staff results in the layoff of a TPS, junior teachers within their discipline shall be laid off first. This rule may be deviated from only if the professional training, competency, proven performance and needs of the system are such that a junior employee’s qualifications are clearly superior to those of a senior employee. This judgment of qualifications shall be the sole responsibility of the Superintendent.

Total time in the North Reading School system from the first day worked in a permanent position shall be used to compute length of service.

4.                 For purposes of definition, “discipline” shall be elementary: (Grades PreK-5), secondary: English/ Language Arts, Science, Mathematics, History/Social Studies, Foreign Language, Business Education, Art, Music, Physical Education/Health, Special Education, and Technology. Should new disciplines be identified during the term of this Agreement, they shall be added to the list of disciplines in this section.

5.                 If subsequent vacancies occur or if new positions are added or old positions restored which persons on layoff previously performed, personnel laid off by the North Reading Public Schools under the foregoing provisions within the previous 18 months will be rehired in reverse order of layoff before other applicants are considered.

6.                 Teachers released under the provisions of this article shall be given initial consideration on the substitute list if they so choose. Further, released teachers shall be permitted to pay the entire premium cost of membership in the Town health and life insurance plan for the period of one year provided that no Town or State law or regulation or policy of the insurer contravenes.

I.             No teacher/professional employee shall be required to add the duties of another teacher/professional employee to his/her own responsibilities.

ARTICLE VIII

PROMOTIONS AND VACANCIES

A             All vacancies in promotional positions caused by death, retirement, discharge, resignation, or by the creation of a new promotional position shall be filled pursuant to the following procedures:

1.                   Such vacancies shall be adequately published, including a notice in every school (by posting, through the Superintendent's Bulletin, or otherwise) as far in advance of the date of filling such vacancy as possible (ordinarily, at least thirty (30) days in advance and in no event less that two weeks in advance). Teachers who wish to be notified of vacancies which occur during the summer vacation period should leave self-addressed envelopes with the Superintendent. A copy of all posted vacancies will be sent to the NREA president.

2.                   Said notice of vacancy published by the Superintendent or his designee shall clearly set forth the qualifications for the position.

3.                   Teachers who desire to apply for such vacancies shall file their applications in writing with the Superintendent within the time limit specified in the notice.

4.                   Such vacancy shall be filled on the basis of fitness for the vacant post. In the event two candidates are equally qualified, the appointment shall be made in good faith and will be given to the candidate presently employed in the North Reading Public School System. Final determination of qualifications will rest solely with the Administration.

B.            Promotional positions are defined as positions having a salary differential and/or positions on the administrative-supervisory level.

C.            All vacancies (as defined above in the case of promotional positions) for specialists and/or special project teachers shall also be filled pursuant to the procedure set forth in Paragraph A above.

D.            Vacancies resulting from leaves of absence of six months' duration or longer shall be posted.

E.            Vacancies in all other positions shall be posted for informational purposes.

F.             All appointments to the aforesaid vacancies and openings shall be made without regard to age, race, creed, color, religion, national origin, gender, disability or sexual orientation.

ARTICLE IX

TEACHER FACILITIES

A.            The Committee shall make every reasonable effort to provide in each school building:

1.                   Adequate telephone communication

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

3.                   A teacher workroom containing adequate equipment and supplies to aid in the preparation of instructional materials

4.                   Separate and appropriately furnished teacher lounge rooms (said rooms to be in addition to the aforementioned teachers' workroom)

5.                   Well-lighted and clean teachers' rest rooms

6.                   A system whereby teachers can effectively communicate with the main office in the event of an emergency

7.                   A separate, private, well-ventilated dining area for use of all personnel

8.                   A desk and chair for each teacher

9.                   Adequate parking for all teachers

ARTICLE X

PROFESSIONAL EMPLOYMENT OPPORTUNITIES

A.            In the event that two candidates for a position in the North Reading Summer School Program are equally qualified, preference shall be given to regularly appointed teachers in the North Reading School System.

B.            In filling such positions, the Superintendent or his designee shall give consideration to the teacher's area of competence, major and/or minor field of study, quality of teaching performance, attendance record and length of service in the North Reading School System. The judgment of the Superintendent or his designee shall be final.

C.            Such positions will be posted by May 1 of each year whenever possible.

ARTICLE XI

SICK LEAVE

A.            NTPS teachers will be entitled to twelve (12) and TPS teachers to fifteen (15) sick leave days each school year as of the first official day of said school year whether or not they report for duty on that day. Sick leave days may be accumulated from year to year with no maximum limit.

1.             Part time teachers will receive a pro rata allotment of sick leave based on their salary percentage. For example a Teacher with Professional Status who works 60% will be credited with nine (9) sick days. Sick leave will be applied to absences based on the amount of time the teacher was scheduled to work on the day of the absence. For example, a Teacher with Professional Status who works 60% of each school day will have a .6 of a day applied for each absence.

B.            In addition to personal illness or injury, sick leave may be utilized for one (1) day when emergency illness or injury in the family requires a teacher to make arrangements for necessary medical and nursing care.

C.            Any teacher, upon retirement from the North Reading School System, shall be entitled to receive a sum equal to 33% of his or her per diem salary for all unused sick leave accrued during service in the system. Effective July 1, 2006, any teacher, upon retirement from the North Reading School System, shall be entitled to receive sick leave buy back of accumulated days at a rate detailed under Salary Option A or B. Teachers will provide notice of their option choice (Option A or Option B) to the North Reading School System by June 30, 2006. If a teacher does not enroll in either option by June 30, 2006, he or she will be automatically enrolled in Option A. Any teacher hired after March 14, 2006, will be automatically enrolled in Option A of the Sick Leave Buy Back program pursuant to the conditions effective July 1, 2008, (20% of his or her per diem salary for up to 300 days of unused sick leave accrued during service in the system).

OPTION A

1.                   Effective July 1, 2006, any teacher, upon retirement from the North Reading School System, shall be entitled to receive a sum equal to 33% of his or her per diem salary for all unused sick leave accrued during service in the system.

2.                   Effective July 1, 2007, any teacher with at least twenty years of service in North Reading as of March 14, 2006, upon retirement from the North Reading School System, shall be entitled to receive a sum equal to 33% of his or her per diem salary for all unused sick leave over 300 days accrued during service in the system.

3.                   Effective July 1, 2007, any teacher upon retirement from the North Reading School System, shall be entitled to receive a sum equal to 25% of his or her per diem salary for up to 300 days of unused sick leave accrued during service in the system.

4.                   Effective July 1, 2008, any teacher with at least twenty years of service in North Reading as of March 14, 2006, upon retirement from the North Reading School System, shall be entitled to receive a sum equal to 33% of his or her per diem salary for all unused sick leave over 300 days accrued during service in the system.

5.                   Effective July 1, 2008, any teacher upon retirement from the North Reading School System, shall be entitled to receive a sum equal to 20% of his or her per diem salary for up to 300 days of unused sick leave accrued during service in the system.

OPTION B

1.             Any teacher, upon retirement from the North Reading School System, shall be entitled to receive a sum equal to 33% of his or her per diem salary for all unused sick leave accrued during service in the system.

D.            The Sick Leave Buy Back provisions shall apply only in the following situations:

1.                   Teachers who submit their formal retirement to the Massachusetts State Teachers Retirement Board.

2.                   Teachers must notify the School Department of their intention to retire not later than February 1 of the school year preceding the school year in which they plan to retire.

3.                   Teachers who die in service shall have this benefit paid to his or her estate.

4.                   Teachers who are displaced because of RIF shall receive this benefit at the end of their recall period if not recalled.

5.                   The notice requirement of Paragraph 2 will be waived in cases where unexpected changes in health or family situations create a compelling need to retire earlier than anticipated. Notice in such cases will be provided as soon as the teacher becomes aware of the need to retire. Payments to teachers who have received a waiver of notice under this Subparagraph will become due in the month of July in the second fiscal year following the date of their retirement.

6.                   The Sick Leave Buy Back will be paid in three equal installments over the next three years following the retirement.

E.            Teachers shall receive an annual statement of accumulated sick leave.

ARTICLE XII

SICK LEAVE BANK

A.            Teachers may deposit one day of their sick leave allowance in the Sick Leave Bank each year. Teachers who have a protracted illness and who have used up the sick leave to which they are entitled may apply to draw on the bank. The operation of the bank and withdrawals therefrom shall be carried out in accordance with the following guidelines:

1.                   A Sick Leave Committee shall be established, composed of three (3) members of the North Reading Education Association and three (3) members representing the North Reading school administration. All decisions shall be made by a majority vote (i.e., 4 votes) and shall be final and binding on all parties and the decision made in good faith, shall not be subject to appeal of any kind or arbitration.

2.                   All deposits must be made in writing no later than October 1 of each year.

3.                   Only those teachers who deposit in the bank may be permitted to withdraw from the bank.

4.                   All requests for withdrawal from the bank must be accompanied by the reason and must be approved by the Sick Leave Committee.

5.                   No days may be withdrawn from the Sick Leave Bank for use for any reason except illness. Days may not be withdrawn to permit a teacher to stay at home for other members of the family.

6.                   In the event of a new contract and/or an extension of the existing one, the balance of days in the Sick Leave Bank is to be carried over to succeeding contracts.

7.                   Changes in the regulations or operation of the Sick Leave Bank may be made through collective bargaining between the Association and the School Committee.

8.                   Teachers who receive time from the Sick Leave Bank will be paid while absent at their current salary.

9.                   Whenever the number of days in the Sick Leave Bank falls below two hundred (200) days, the Sick Leave Committee will call for a contribution and each member of the Sick Leave Bank will contribute one (1) day to the Bank.

10.                Membership in the Sick Leave Bank will be voluntary. Day deposit forms will be provided and must be completed promptly by all those wishing to join. The benefits of immediate membership should be evident.

11.                Any teacher who is not a member of the Sick Leave Bank may not expect to receive any extended sick leave benefits from the School Committee if his/her number of accrued sick days has been exhausted.

B.            Sick Leave Committee Operating Procedures

To avoid misunderstandings and assure that the benefits of the Sick Leave Bank are administered in a manner that is fair and equitable to all parties the following procedures will be used:

1.                   The applicant will submit a request form for a grant from the Sick Leave Bank to the Sick Leave Committee.

2.                   The Chairperson of the Sick Leave Bank Committee will call a meeting when requests are made for grants of time.

3.                   Permanent minutes of meetings will be kept to provide record of requests and facts relating to cases.

4.                   Immediately following meetings, the applicant will receive the request form with the Committee’s decision shown. If rejected, the reasons will be noted.

5.                   Following review and action by the Sick Leave Committee, copies of the request form will be disbursed as follows:

Copy 1   To Business Office as authorization to pay, then to employee’s personnel file as a permanent record

Copy 2   To Sick Leave Bank Committee file

Copy 3   To applicant after all signatures in place.

6.             The School Administration will provide the Sick Leave Committee with sick leave historical data for any employee requesting sick leave grants.

ARTICLE XIII

TEMPORARY LEAVES OF ABSENCE

A.            Teachers will be entitled to the following temporary leaves of absence with pay each school year, with a maximum accumulation of five (5) days:

1.         Up to three (3) days of absence for imperative legal business, household or family matters which could not be conducted effectively outside of school hours. Requests for such leave, together with the reasons therefore, must be submitted in writing to the Principal of the teacher's school as early as possible and usually not less than forty-eight (48) hours before such absence occurs, whenever possible. In emergency situations where it is impossible to give notice in writing, requests will be given by telephone to the Principal and later reduced to writing. No request for leave under this Section will be submitted so as to extend a holiday or vacation period. If the Superintendent believes the purpose of the leave is not of the nature specified above requiring the absence of the teacher during school hours, then he will decline to pay for such leave. This matter may, however, be presented through the grievance and arbitration procedure if the individual so elects.

2.              Up to three (3) days for the purpose of visiting other schools or attending meetings or conferences of an educational nature, if the request is initiated by the teachers.

3.              Three (3) days for religious observance.

B.            Teachers will be entitled to up to five (5) days time in the event of death or critical illness of a teacher's spouse, child, son-in-law, daughter-in-law, parent, father-in-law, mother-in-law, sibling or other member of the immediate household. Teachers will be granted up to three (3) days at any time in the event of the death of a teacher's grandfather, grandmother, brother-in-law, sister-in-law, uncle, aunt, niece, nephew or cousin, unless said relative is a member of the immediate household in which event the teacher will be entitled to the aforesaid five (5) days.

C.            Teachers will be entitled to the following temporary leaves of absence with pay each school year, with the maximum accumulation of three (3) days.

1.             One (1) day off for not more than four (4) delegates to attend Massachusetts Teachers' Association and/or National Education Association conferences and conventions. Applications for these leaves will be made at least twenty-four (24) hours before taking such leave.

D.            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/her own substitute. When an application for such leaves as detailed above is made, the teacher will be required to state acceptable reasons for taking such a leave.

E.            Part time teachers will receive a pro rata allotment of leave under this Article. Such leave will be applied to absences based on the amount of time the teacher was scheduled to work on the day of the absence.

ARTICLE XIV

EXTENDED LEAVES OF ABSENCE

A.            The Committee agrees that not more than two (2) teachers designated by the Association will, upon request, be granted a leave of absence for up to two (2) years without pay for the purpose of engaging in Associations (state or national) activities. Upon return from such leave, a teacher will be considered as if he/she were actively employed by the Committee during the leave and will receive the appropriate increment(s), based on past performance as though such teacher had not been on leave.

B.            A leave of absence without pay of up to two (2) years will be granted to any TPS teacher who joins the Peace Corps or serves as an exchange teacher, and is a full-time participant in either of such programs. Upon return from such leave, a teacher will be considered as if she/he were actively employed by the Committee during the leave and will be placed on the appropriate increment, based on past performance as though such teacher had not been on leave.

C.            Military leave will be granted any teacher who enlists in any branch of the armed forces of the United States. Upon return from such leave, a teacher will be placed on the appropriate increment, based upon past performance, as though such teacher had not been on leave.

D.            Childrearing leave not to exceed twenty-four (24) months without pay will be granted to any teacher with more than two (2) years service.

E.            A leave of absence without pay or increment of up to one (1) year will be granted to teachers with more than two (2) years of service for the purpose of caring for a sick member of the teacher's immediate family. Additional leave may be granted at the discretion of the Committee.

F.             After five (5) years of continuous employment in the North Reading School System, a teacher may be granted a leave of absence, without pay or increment, for up to one (1) year for health reasons. Requests for such leave will be supported by appropriate medical evidence. Any teacher who is on personal illness leave, with compensation under the Sick Leave Article, and whose illness extends beyond the period compensated will be granted leave of absence without pay for such time as is necessary for complete recovery from such illness, for up to one (1) year.

G.            Other leaves of absence without pay may be granted by the Committee.

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

I.             Those who hold positions on the administrative-supervisory level and those who hold unique positions, i.e., media services coordinator, adjustment counselor, etc., may apply for leave under this section. They may be granted leave(s) in excess of one (1) year with the understanding that if the same position or a substantially equivalent position is not available, they will be placed in the most nearly equivalent position available. They will have the preference for reappointment to the original position if it should become available within 18 months after the teacher's return.

J.             All requests for extensions or renewals of leave will be applied for in writing, and if granted, granted in writing.

K.            A teacher who has been granted an extended leave of absence and who desires to return to employment in North Reading must so notify the Superintendent of Schools in writing by March 15 of the school year in which the leave ends. Failure to comply with this section shall release the School Committee of any obligation connected with the granting of the leave of absence.

L.            Any leaves taken under this Agreement under circumstances which would qualify for leave under the Family and Medical Leave Act will be counted toward the twelve (12) weeks available under the FMLA. An employee's available and applicable paid leave (e.g., sick leave) may be substituted for unpaid FMLA Leave at the discretion of the employee, provided such paid leave is generally available in the circumstances of the leave.

ARTICLE XV

SABBATICAL LEAVE

Any teacher who has served in the North Reading Public Schools for a period of seven (7) consecutive years may request of the School Committee a sabbatical leave for a period not to exceed one (1) school year. A sabbatical leave for a period of less than one (1) year will also be considered.

Requests for sabbatical leave must be filed in writing with the Superintendent no later than December 31 of the year preceding the one in which the leave will be taken.

In determining which applications for sabbatical leave will take priority, consideration will be given to: (1) the value of the leave to the school system, (2) the seniority and service of the applicant, (3) the equitable distribution of leaves throughout the system. Ordinarily, no more than one percent of the staff will be eligible for leave during the same school year.

A teacher on sabbatical leave will be paid at three-quarters (3/4) of his/her current annual salary contract rate provided that such pay when added to any program grant shall not exceed the teacher's full annual salary rate. The teacher's full annual salary rate shall include the base salary and administrative or supervisory differentials, but not extra-curricular or coaching differentials.

A teacher on sabbatical leave shall agree in writing to return to employment in North Reading for a period equal to twice the length of the leave unless released from this commitment by the School Committee. In the event of default, the teacher will return to the Town an amount equal to the proportion of the salary received by him/her on leave.

ARTICLE XVI

SUBSTITUTE TEACHERS

A.            Temporary and long-term substitute positions, to the extent feasible, will be filled by personnel who have met the state certification requirements. Temporary substitutes assume the responsibility for the classroom in the absence of the teacher (or nurse) on a day-to-day basis. The rate of pay for temporary substitutes is dependent upon the number of days of service. Long-term substitutes assume the full teaching (nursing) responsibility in the absence of the regularly assigned teacher (nurse). Placement on the appropriate salary schedule for long-term substitutes (either after 10 consecutive days in a specific assignment or as a replacement for a teacher on leave) is dependent upon education, certification and experience as evaluated by the Superintendent. The School Department will make reasonable efforts to secure qualified replacements for teachers and nurses.

B.            Student teachers will be used as substitutes only on an emergency basis when the Superintendent or his designee is unable to obtain a regular substitute.

ARTICLE XVII

INSURANCE AND ANNUITY PLAN

A.            Employees shall be eligible for a $5,000 term life insurance policy and health insurance provided by the Town of North Reading under such conditions as the Town may, from time to time, establish. The current insurance plan is documented in a Memorandum of Agreement between the Town and the Association. Any and all changes in the insurance plan are subject to negotiation with the NREA.

B.            Teachers will be able and eligible to participate in a "tax sheltered" annuity plan established pursuant to United States Public Law No. 87-370. Teachers will have the opportunity to initiate a change in their annuity on two specific dates each year. The specific dates will be agreed upon by the Association and the Committee.

ARTICLE XVIII

CLASS SIZE AND COMPOSITION

A.            The parties to this contract accept the following goals as desirable whenever feasible under the circumstances (e.g., availability of staff and facilities) in both elementary schools (including kindergarten) and secondary schools:

1.              No regular class shall have more than thirty (30) pupils.

2.              The composition and size of special education classes shall be in accordance with applicable state and federal mandates and regulations.

3.              Classes containing concentration of disadvantaged pupils shall be reduced in size as rapidly as practicable to a number which permits optimum learning opportunities for such pupils.

4.              When teachers are involved in integrated (inclusion) classes where special needs students are scheduled in regular education classes, the following should be part of the process.

a.                                Volunteers should be sought first before anyone is appointed.

b.                No teacher should be expected to participate without training.

B.            The foregoing standards are subject to modification for educational purposes such as the avoidance of split-grade classes or half-classes or specialized or experimental instruction (e.g., music, team-teaching, typing classes, physical education).

ARTICLE XIX

SALARIES

A.            The salaries and differentials are set forth in Appendix "A", which is attached to and made a part of this Agreement. Teachers may be given credit for prior experience for placement on the salary schedule at the discretion of the Superintendent.

B.            Effective July 1, 2006 school year, all teachers employed as of March 14, 2006 will be eligible for either one of the following compensation options. Teachers will provide notice of their option choice (Option A or Option B) to the North Reading School District by June 30, 2006. If a teacher does not enroll in either option by June 30, 2006, he or she will be automatically enrolled in Option A.

C.            Teachers shall be paid the difference between their base teaching salary and their base military pay for all days when the teacher is assigned to temporary military training duty.

D.            Teachers shall be paid the difference between their base teaching salary and any fees received as a result of the teacher being assigned to jury duty.

E.            Full-time teachers who accept extra class period assignments on a temporary basis at the secondary level will be paid at a pro-rated amount of eighteen percent (18%) of their salary for each class taught, unless the teacher is teaching under a contract which establishes a percentage basis of salary and workload.

ARTICLE XX

PROTECTION

A.            Teachers will immediately report all cases of abusive conduct and/or torts suffered by them in connection with their employment to the Superintendent of Schools in writing.

B.            Such report(s) will be forwarded to the Committee or its designee who will comply with any reasonable request, within statutory limitations, from the teacher for information in its possession relating to the incident(s) or the persons involved, and will act in appropriate ways as liaison between the teacher, the police and the courts.

ARTICLE XXI

PERSONAL INJURY BENEFITS

A.            Whenever a teacher is absent from school as a result of personal injury caused by an assault or accident occurring in the course of his/her employment, he/she will be paid his/her full salary (less the amount of any workmen's compensation award made for temporary disability due to said injury) for the period of up to one year and no part shall be deducted from accumulated sick leave.

B.            Nothing in this Article is to be construed as limiting or waiving any personal rights of the teacher to seek redress in the courts for damages to person or property.

ARTICLE XXII

TEACHING HOURS AND TEACHING LOAD

A.           

1              Starting and dismissal times of students are subject to modification by the Committee, provided,

however, that no such modification will increase the length of the teacher's workday unless negotiated.

2.                   Certified personnel other than classroom teachers will work at their assigned tasks for at least the length of the regular teacher's workday. It is recognized, however, that the proper performance of their duties may, on occasion, require these persons to work longer than the normal working day. The exact daily schedule will be worked out on an individual basis.

3.                   The professional work day for Elementary teachers and nurses will be six (6) hours and forty-five (45) minutes and/or not to exceed thirty-three hours and forty-five minutes (33.45) per week. Students will not be admitted into classrooms more than ten (10) minutes before the official school starting time for students.

4.                   The professional work day for Middle School teachers and nurses will be seven (7) hours. Students will not be admitted into classrooms more than ten (10) minutes before the official school starting time for students.

5.                   The professional work day for High School teachers and nurses will be seven (7) hours including one half hour after the official ending time of the student day for the purpose of providing extra help.

B.           

1.             The work year of teachers (other than new personnel who may be required to attend additional orientation sessions) will begin no earlier than September 1 and terminate no later than June 30. The professional work year will consist of 183 days. The "work year" will include days when pupils are in attendance, orientation days at the beginning of the school year, conference days, and any other days on which teacher attendance is required. The schedule of class days will not exceed five (5) days beyond that required by State Law.

2.             The Committee agrees to consult with the Association before establishing the school calendar.

C.           

1.             Teachers may be required to remain after the end of the regular work day without additional compensation for up to one (1) hour to attend the following staff meetings: building meetings, curriculum meetings, department meetings, special needs meetings or other building or general meetings authorized by the Superintendent of Schools or his designee. Said meetings shall not exceed twenty (20) per school year. All meetings shall start fifteen (15) minutes after the close of school, provided that a substantive majority of the teachers are present. Said meeting shall not exceed one (1) hour in length. Every effort shall be made to schedule meetings at a time convenient for all participants and normally advance notice of 48 hours will be given.

2.                   Teachers may be required to attend up to four (4) evening Parent-Teacher meetings each year unless excused by the Principal for good cause.

3.                   The Association and the Committee recognize the value of the conference report card system at the elementary level. Therefore, in order to provide optimum time for parental conferences and to maintain quality education in the classroom, the elementary schools will end their day at approximately 12:00 noon on those days when afternoon or evening report card conferences are scheduled.

D.           

1.             Academic subject area Middle and High School teachers will have at least one preparation period per day and to the extent possible elementary school teachers will be provided with preparation time. Every effort will be made to schedule the teacher's day in such a way that no physical hardship will result; furthermore, an effort will be made to intersperse non-teaching periods with teaching periods whenever practicable.

2.                   Secondary 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.                   Secondary teachers will not be required to teach more than twenty-five (25) periods per week in a traditional schedule or more than twenty-five (25) blocks per two-week cycle in a macro-schedule.

E.           

1.             Elementary teachers will have preparation time when art, music and physical education specialists are working with their classes. Elementary teachers will be guaranteed a daily preparation period.

2.                   Preparation time for elementary teachers will be distributed equitably.

3.                   Every effort will be made to balance preparation time at the elementary and secondary levels.

F.             Exceptions to the provisions of Sections D and E above, requested by the Superintendent, may be made only if the Superintendent of Schools (or his designee) determines that it is necessary to do so in the best interests of the educational process. The Superintendent will consult with the Association in each case where an exception is necessary and no assignment will be made without the consent of the Association President.

G.            Teacher participation in extracurricular activities will be strictly voluntary and teachers will be compensated for all such participation in accordance with the provisions of the salary schedule.

H.            Teachers will be required, as a condition of employment, to participate in the mentoring program during their first year of employment in North Reading.

I.             Nurses shall not be required to schedule their substitute coverage.

ARTICLE XXIII

USE OF SCHOOL FACILITIES

A.           

1.             The Association will have the right to use the school buildings without cost at reasonable times for meetings. The principal of the building in question will be notified in advance of the time and place of such meetings.

2.                   The Association will have the right to use a gymnasium and other athletic facilities and equipment without cost one (1) evening each week. The schedule and other related matters will be arranged in advance with the Superintendent of Schools or his/her designee.

3.                   The Association may use school mailboxes for distribution of Association material.

4.                   The President of the Association or his/her designee may address all teachers during orientation at a time mutually agreeable to the Superintendent and the President of the Association.

5.                   The Committee shall provide the Association with an agreed upon number of copies of the agenda and approved minutes of all School Committee meetings held in open session.

6.                   The Committee shall provide the Association with the name and address of all teachers at the beginning of the School year (by building). The Association shall provide the Committee with the names of teachers who belong to the Association at the beginning of the school year.

B.            There will be available space on one (1) bulletin board in each school building which will be placed in the faculty lounge, for the purpose of displaying notices, circulars, and other Association material. Copies of all such material will be given to the building principal, but his/her advance approval will not be required.

C.            Teachers will not be permitted to use school premises to engage in private employment or business activity except under the terms and conditions of the North Reading School Department Facilities Use policy.

ARTICLE XXIV

GENERAL

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

B.            If negotiation meetings between the Committee and the Association are scheduled during the school day, the representatives of the Association will be relieved from all regular duties without loss of pay as necessary in order to permit their participation in such meetings. When it is necessary, pursuant to Article V (Grievance Procedure) for a School Representative, member of the Grievance Committee or other representative designated by the Association to investigate a grievance or attend a grievance meeting or hearing during a school day, he/she will, upon notice to his/her principal or immediate superior and to the Superintendent by the Chairman of the Grievance Committee, be released without loss of pay as necessary in order to permit participation in the foregoing activities. Any teacher whose appearance in such investigations, meetings or hearings as a witness is necessary will be accorded the same right. The Association agrees that these rights will not be abused.

C.            The Committee agrees to deduct from the teachers' salaries money for NEA and/or MTA services and programs to be selected by the Association and as said teachers individually and voluntarily authorize the Committee to deduct and to transmit the monies promptly to such Association or Associations. The procedures governing notification to the Committee, the frequency and manner of deduction, revocation or authorization, and the like will be similar to those set forth in Article IV regarding dues deduction, to the extent that these procedures are appropriate. It is expressly understood that any deductions which a teacher may authorize the Committee to take from his/her earnings will be deducted in equal installments, as agreed upon, from each paycheck or alternate received by said teacher during the year.

D.            Teachers will be entitled to full rights of citizenship. No religious or political activities of any teacher or the lack thereof will be grounds for any discipline or discrimination with respect to the professional employment of such teacher.

E.            The Committee will, upon written request of the Association, provide the Association with any public documents pertaining to school affairs which will assist the Association in developing intelligent, accurate, informed and constructive programs on behalf of the teachers and their students, together with any available information which may be necessary for the Association to process grievances under this Agreement.

F.             The President of the NREA shall be relieved of all non-teaching duties.

G.            Teachers who are required by the Superintendent or his designee to attend workshops, classes, seminars or clinics will be reimbursed for reasonable and necessary expenses.

ARTICLE XXV

TEACHER EVALUATION

A.            All monitoring or observation of the work performance of a teacher will be conducted openly and with the full knowledge of the teacher. Teachers will be given a copy of any evaluation report prepared by their principals or supervising administrators.

B.           

1.             Teachers will have the right, upon request, to review the contents of their personnel file. A teacher will be entitled to have a representative of the Association accompany him/her during such review.

2.             No material derogatory to a teacher's conduct, service, character or personality will be placed in his/her personnel file unless the teacher 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 signed and attached to the file copy.

C.            Any written or oral complaints regarding a teacher made to any member of the administration by any parent, student, or other person will be promptly called to the attention of the teacher.

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

E.            No teacher will be disciplined, reprimanded, reduced in rank or compensation or deprived of any professional advantage without just cause. This provision shall have no application to the dismissal or non-renewal of a teacher without professional status.

F.             All teachers without professional teacher status shall have a conference with one or more persons charged with the responsibility of evaluation on or before December 1.

G.            Formal evaluations will be conducted in accordance with the North Reading "Professional Growth and Evaluation Plan and Principles of Effective Teaching and Performance Standards," incorporated herein as Appendix C.

ARTICLE XXVI

AGENT'S FEE

A.            A stipend in the amount of 5% or $500 (whichever is smaller) will be given to a writer of a project funded by federal, state or private funds, not including those normally received by the Committee from such sources provided that:

1.              The project has been approved by the Superintendent of Schools.

2.              The project is pursued and written outside of the school hours/day.

3.              Such administrative fee is not prohibited by the funding agency.

ARTICLE XXVII

DURATION

A.            This Contract shall remain in effect from July 1, 2009, through June 30, 2012.

B.            The expense of printing this Agreement will be shared equally by both parties.

C.            IN WITNESS WHEREOF the parties to this Contract have caused these presents to be executed by their agents hereunto duly authorized as of the date first above written.

SCHOOL COMMITTEE OF NORTH READING

By _____________/s/ Maureen H Vacca ________

Chairperson

NORTH READING EDUCATION ASSOCIATION

By _____________/s/ Eric D.Forman ________

President

APPENDIX A – Salaries

OPTION A

 

 

 

Step

July 1, 2009*

July 1, 2010

July 1, 2011

BA1

38,132

38,513

39,187

BA2

40,381

40,785

41,499

BA3

42,630

43,056

43,810

BA4

44,881

45,330

46,123

BA5

47,131

47,602

48,435

BA6

49,379

49,873

50,746

BA7

51,629

52,145

53,058

BA8

53,878

54,417

55,369

BA9

56,130

56,691

57,683

BA10

59,579

60,175

61,228

BA11

60,055

60,656

61,717

BA12

63,719

64,356

65,482

MA1

42,786

43,214

43,970

MA2

45,192

45,644

46,443

MA3

47,595

48,071

48,912

MA4

49,999

50,499

51,383

MA5

52,406

52,930

53,856

MA6

54,810

55,358

56,327

MA7

57,215

57,787

58,798

MA8

59,621

60,217

61,271

MA9

62,025

62,645

63,742

MA10

65,627

66,283

67,443

MA11

66,168

66,830

67,999

MA12

70,092

70,793

72,032

DR1

45,043

45,493

46,290

DR2

47,487

47,962

48,801

DR3

49,927

50,426

51,309

DR4

52,370

52,894

53,819

DR5

54,810

55,358

56,327

DR6

57,251

57,824

58,835

DR7

59,695

60,292

61,347

DR8

62,136

62,757

63,856

DR9

64,580

65,226

66,367

DR10

68,217

68,899

70,105

DR11

68,774

69,462

70,677

DR12

72,761

73,489

74,775

OPTION B

 

 

 

Step

July 1, 2009*

July 1, 2010

July 1, 2011

BA1

38,132

38,513

39,187

BA2

40,381

40,785

41,499

BA3

42,630

43,056

43,810

BA4

44,881

45,330

46,123

BA5

47,131

47,602

48,435

BA6

49,379

49,873

50,746

BA7

51,629

52,145

53,058

BA8

53,878

54,417

55,369

BA9

56,130

56,691

57,683

BA10

59,579

60,175

61,228

BA11

60,055

60,656

61,717

BA12

61,431

62,045

63,131

MA1

42,786

43,214

43,970

MA2

45,192

45,644

46,443

MA3

47,595

48,071

48,912

MA4

49,999

50,499

51,383

MA5

52,406

52,930

53,856

MA6

54,810

55,358

56,327

MA7

57,215

57,787

58,798

MA8

59,621

60,217

61,271

MA9

62,025

62,645

63,742

MA10

65,627

66,283

67,443

MA11

66,168

66,830

67,999

MA12

67,545

68,220

69,414

DR1

45,043

45,493

46,290

DR2

47,487

47,962

48,801

DR3

49,927

50,426

51,309

DR4

52,370

52,894

53,819

DR5

54,810

55,358

56,327

DR6

57,251

57,824

58,835

DR7

59,695

60,292

61,347

DR8

62,136

62,757

63,856

DR9

64,580

65,226

66,367

DR10

68,217

68,899

70,105

DR11

68,774

69,462

70,677

DR12

70,149

70,850

72,090

Effective July 1, 2006, teachers and nurses will progress one step on the salary scale each September 1 until they reach Step 12.

*Effective for the 2009-2010 school year only, teachers and nurses eligible for a step increase will move to their new step and will receive half of the monetary value of their step increase.

Effective for the 2010-2011 school year, increase Appendix A by 1%. (All teachers and nurses eligible for a step increase will move to their new step and will receive the full value of their step.)

Effective for the 2011-2012 school year, increase Appendix A by 1.75%. (All teachers and nurses eligible for a step increase will move to their new step and will receive the full value of their step.)

The salary increases for the 2010-2011 school year and the 2011-2012 school year will be applied to Extra Curricular and Coaching Positions. Should Curriculum and/or Department Chair positions be reinstated during the 2010-2011 school year and/or the 2011-2012 school year, the salary increases will be applied.

EXTRA COMPENSATION FOR GRADUATE/IN-SERVICE CREDITS

In the 2002-2003 school year, and thereafter, teachers and nurses will be eligible for two additional increments of $275 each for two groups of nine graduate/in-service credits authorized and approved by the Superintendent, provided those credits were earned after September 1, 1999 (maximum credit of $3,300 for 108 credits). Credits not related to an advanced degree will be honored if, in the opinion of the Superintendent, they relate to the employee's professional responsibilities. Evidence in the form of an official transcript and/or certificate of in-service credit must be forwarded to the Superintendent no later than September 1 in order to be eligible for such compensation. Evidence of credits for graduate courses taken during the summer months and completed prior to September 1 may be submitted by October 1 in order to be eligible for such compensation.

SALARY SCHEDULE FOR NURSES

Step

July 1, 2009*

July 1, 2010

July 1, 2011

N1

38,132

38,513

39,187

N2

40,381

40,785

41,499

N3

42,630

43,056

43,810

N4

44,881

45,330

46,123

N5

47,131

47,602

48,435

N6

49,379

49,873

50,746

N7

51,629

52,145

53,058

N8

53,878

54,417

55,369

N9

56,130

56,691

57,683

N10

59,579

60,175

61,228

N11

60,055

60,656

61,717

N12

63,719

64,356

65,482

DIFFERENTIAL, EXTRA CURRICULAR, AND COACHING POSITIONS

Differential, Extra Curricular, and Coaching positions are educational in nature and integral to the mission of the North Reading School System to educate North Reading students. A teacher who has unusual authority and responsibility over an activity may receive additional compensation while carrying out that responsibility. When a new Differential, Extra Curricular or Coaching position is created, the Association and the Committee agree to negotiate an appropriate annual stipend.

The parties agree to establish a sub-committee for the purpose of negotiating job descriptions and teaching load language for Middle School and High School Department Chairs subject to the Committee’s decision to reinstate the positions.

The parties agree to update the contract to include any new extra curricular positions and the corresponding stipend amounts.

DIFFERENTIALS

Teachers holding the following titles shall receive the salary of their rank plus the differentials indicated:

DIFFERENTIALS

 

 

 

 

7/1/09

7/1/10

7/1/11

Curriculum Chairs:

 

 

 

High School:

 

 

 

Business Education

3,743

3,780

3,846

English Language Arts

3,743

3,780

3,846

Mathematics

3,743

3,780

3,846

Science

3,743

3,780

3,846

History/Social Studies

3,743

3,780

3,846

Middle School:

 

 

 

English Language Arts

3,743

3,780

3,846

Mathematics

3,743

3,780

3,846

Science

3,743

3,780

3,846

History/Social Studies

3,743

3,780

3,846

All Schools:

 

 

 

Art

3,743

3,780

3,846

Technology

3,743

3,780

3,846

Foreign Languages

3,743

3,780

3,846

Health Education

3,743

3,780

3,846

Media Services

3,743

3,780

3,846

Music

3,743

3,780

3,846

Physical Education

3,743

3,780

3,846

Technology Specialist

2,895

2,924

2,975

Elementary Curriculum Specialist

1,267

1,280

1,302

Elementary Principal Designee

634

640

652

Mentor Coordinator

1,734

1,751

1,782

Mentor

1,157

1,169

1,189

EXTRACURRICULAR ACTIVITIES

All extracurricular activities will be compensated in accordance with the following schedule. The fact that an activity appears on the schedule does not mean that it will be funded.

 

7/1/09

7/1/10

7/1/11

Elementary School

 

 

 

All Town Chorus

948

957

974

Chorus Director

834

842

857

Destination Imagination

1280

1,293

1,315

Elementary Band Director

1059

1,070

1,088

Middle School

 

 

 

Art Club Advisor

950

960

976

Book Club Advisor

950

960

976

Computer Club Advisor

1,388

1,402

1,426

Debating Club Advisor

1,332

1,345

1,369

Dramatics Director

950

960

976

Geography Club

949

958

975

Homework Club Advisor

1,280

1,293

1,315

Math Club Advisor

1,132

1,143

1,163

Mock Trial

1,520

1,535

1,562

Musical Director

950

960

976

Newspaper Advisor

950

960

976

Peer Leaders Advisor

1,332

1,345

1,369

Science Club Advisor

1,390

1,404

1,428

Set Design/Construction Advisor

950

960

976

Stage/Jazz Band Director

860

869

884

Student Council Advisor

2,290

2,313

2,353

World Affairs Club Advisor

950

960

976

Yearbook Advisor

1,280

1,293

1,315

High School

 

 

 

Academic Decathlon Advisor

1,867

1,886

1,919

Alliance Against Intolerance

1,332

1,345

1,369

Audio-Visual Advisor

1,221

1,233

1,255

Chess Club Advisor

949

958

975

Choreographer

1,167

1,179

1,199

Costume Design Advisor

1,280

1,293

1,315

Debating Club Advisor

1,332

1,345

1,369

Dramatics Director

1,626

1,642

1,671

Environmental Club (Eco Team)

1,332

1,345

1,369

Flag Squad Advisor

1,700

1,717

1,747

Football/Marching Band Advisor

2,923

2,952

3,004

Freshman Class Advisor

970

980

997

Interact Club Advisor

1,332

1,345

1369

International Exchange Advisor

949

958

975

Junior Class Advisor

970

980

997

Lighting and Sound Advisor

1,280

1,293

1,315

Literary Magazine Advisor (Popsicle)

1,191

1,203

1,224

Masquers' Club Advisor

1,262

1,275

1,297

Math League Advisor

1,337

1,350

1,374

Mock Trial Advisor

1,520

1,535

1,562

Musical Director

1,543

1,558

1,586

Musical Stage Director

1,905

1,924

1,958

National Honor Society Advisor

1,332

1,345

1,369

Newspaper Advisor (Deliberator)

1,332

1,345

1,369

S.A.D.D. Advisor

1,332

1,345

1,369

Senior Class Advisor

3,116

3,147

3,202

Set Construction Advisor

1,280

1,293

1,315

Set Design Advisor

1,100

1,111

1,130

Sophomore Class Advisor

970

980

997

Stage Band Director

1,905

1,924

1,958

Student Council Advisor

2,837

2,865

2,916

Yearbook Advisor

4,065

4,106

4,177

COACHING POSITIONS

Individuals serving as coaches will be compensated on the following basis. The fact that a coaching position appears on this schedule does not mean it will be filled.

CATEGORY A

Varsity Football

 

CATEGORY B

Varsity Baseball

 

 

Varsity Boys Basketball

 

 

Varsity Boys Lacrosse

 

 

Varsity Boys Soccer

 

 

Varsity Boys Spring Track

 

 

Varsity Field Hockey

 

 

Varsity Girls Basketball

 

 

Varsity Girls Lacrosse

 

 

Varsity Girls Soccer

 

 

Varsity Girls Spring Track

 

 

Varsity Ice Hockey

 

 

Varsity Indoor Track

 

 

Varsity Softball

 

 

Varsity Swimming

 

 

Varsity Volleyball

 

 

Wrestling

 

CATEGORY C

Boys Tennis

 

 

Cross Country

 

 

Equipment Manager

 

 

First Assistant Football

 

 

Girls Tennis

 

 

Golf

 

 

Second Assistant Football

 

 

Trainer (Per Season: Fall, Winter, Spring)

 

CATEGORY D

Assistant Baseball

 

 

Assistant Boys Basketball

 

 

Assistant Boys Lacrosse

 

 

Assistant Boys Soccer

 

 

Assistant Boys Spring Track

 

 

Assistant Cross Country

 

 

Assistant Freshman Football

 

 

Assistant Girls Basketball

 

 

 

 

CATEGORY D

Assistant Field Hockey

 

Assistant Girls Lacrosse

 

Assistant Girls Soccer

 

Assistant Girls Spring Track

 

Assistant Girls Tennis

 

Assistant Ice Hockey

 

Assistant Indoor Track

 

Assistant Softball

 

Assistant Swimming

 

Assistant Volleyball

 

Assistant Wrestling

 

Freshman Baseball

 

Freshman Boys Basketball

 

Freshman Boys Soccer

 

Freshman Football

 

Freshman Girls Basketball

 

Freshman Girls Soccer

 

Freshman Softball

 

Freshman Volleyball

CATEGORY E

Cheerleading (Per Season: Fall, Winter)

COACHING STIPENDS

 

Step 1

Step 2

Step 3

Step 4

Step 5

Stipends for 2009-10

 

 

 

 

 

Athletic Director

9,489

9,706

9,920

10,128

10,431

Category A

7,667

7,867

8,063

8,256

8,522

Category B

4,909

5,114

5,323

5,526

5,809

Category C

3,861

4,136

4,412

4,646

4,978

Category D

2,942

3,263

3,448

3,613

3,873

Category E

2,712

2,927

3,140

3,322

3,578

Intramurals

909

 

 

 

 

Stipends for 2010-11

 

 

 

 

 

Athletic Director

9,584

9,803

10,019

10,229

10,535

Category A

7,744

7,946

8,144

8,339

8,607

Category B

4,958

5,165

5,376

5,581

5,867

Category C

3,900

4,177

4,456

4,692

5,028

Category D

2,971

3,296

3,482

3,649

3,912

Category E

2,739

2,956

3,171

3,355

3,614

Intramurals

918

 

 

 

 

 

Step 1

Step 2

Step 3

Step 4

Step 5

 

Stipends for 2011-12

 

 

 

 

 

 

Athletic Director

9,752

9,975

10,195

10,408

10,720

 

Category A

7,879

8,085

8,286

8,484

8,758

 

Category B

5,045

5,256

5,470

5,679

5,970

 

Category C

3,968

4,250

4,534

4,775

5,116

 

Category D

3,023

3,353

3,543

3,713

3,980

 

Category E

2,787

3,008

3,227

3,414

3,677

 

Intramurals

934

 

 

 

 

 

Longevity: Upon completion of 15 years coaching in North Reading, coaches will receive a $300 coaching longevity increment.

Coaching Stipend for Post Season Play: In the event that a team participates in post season league competition, the coaches of that team will receive an additional amount equal to 5% of their coaching stipend for each week of post season play up to a maximum additional amount of 15% of their stipend.

MISCELLANEOUS SALARY ADJUSTMENTS

Teachers teaching a full teaching load at the summer school shall be paid at the rate of $2,045 (effective July 1, 2009); $2,065 (effective July 1, 2010); $2,101 (effective July 1, 2011).

A staff member whose standard duties extend beyond 183 days may be required to work beyond the school year provided he or she receives notice of the requirement not later than March 1, unless the staff member has an unavoidable conflict. Any staff member who works beyond the limits of the collective bargaining agreement shall be compensated at the rate of 1/183rd of applicable base pay per day or appropriate portion thereof. Summer school teaching or employment in the summer work program will be outside the scope of such compensation.

The following rate is established for tutorial work assigned and/or authorized by administrative officials of the North Reading School system: $27.00 (effective July 1, 2009); $27.27 (effective July 1, 2010); $27.75 (effective July 1, 2011). Such tutorial work shall not be done during the hours of the regular school day unless so authorized by the Superintendent of Schools or his designee.

PAYMENT OF WAGES

Each teacher or nurse in the system shall indicate the method of annual salary payment by choosing either Option 1 or Option 2:

Option 1

The annual salary for each teacher or nurse will be paid in twenty-six (26) equal installments on alternate Fridays.

Option 2

The annual salary for each teacher or nurse will be paid in twenty-one (21) equal installments with the first twenty (20) checks paid on alternate Fridays of the school year and the twenty-first (21st) check to be paid on the last teacher or nurse workday of the school year in June.

NOTICE OF SALARY

The School Department will provide annual individual written notice of salary and accrued sick leave (as of the first day of school).

APPENDIX B

Town of North Reading

Massachusetts

Town Administrator

North Reading Education Association

Bric Forman, President

Jill Coleman, M.T.A./NREA Representative

Re:Health Insurance

This letter confirms the agreement between the Town of North Reading, The North Reading School Committee and the North Reading Teachers Association on changes to the health insurance plan provided by the Town to employees.  Effective August 1, 2009, office visit co-pays will be increased to $15, Emergency Room visit co-pays will be increased to $50 and Mail Order Prescriptions will he increased to $20/$40/$70,

_____________________________

Greg Balukonis Town Administrator

GB/tav

cc:           Maureen Harty-Vacca, Chair

North Reading School Committee

Dr. David S. Troughton, Superintendent

APPENDIX C

EARLY RETIREMENT INCENTIVE

A.            All teachers and nurses employed as of March 14, 2006 will be eligible to participate in the Early Retirement Incentive for either one of the following options. Teachers will provide notice of their option choice (Option A or Option B) to the North Reading School System by June 30, 2006. If a teacher or nurse does not enroll in either option by June 30, 2006, he or she will be automatically enrolled in Option A.

Any teacher hired after March 14, 2006 will not be eligible to participate in the Early Retirement Incentive as delineated in Appendix B.

OPTION A

Any teacher or nurse who is at least forty-five (45) years of age and who has fifteen (15) years of teaching experience in the North Reading School System, and was hired on or before March 14, 2006, shall be eligible to participate in the Early Retirement Incentive Plan. The Early Retirement Incentive will be paid in three equal installments over the next three fiscal years following the retirement, computed as follows:

Age

Percent of Salary

45-56

20%

57

18

58

16

59

14

60

12

61

10

62

8

63

6

64

4

65

2

June 30 of the year of retirement shall be the date used to determine age.

OPTION B

Any teacher or nurse who is at least forty-five (45) years of age and who has fifteen (15) years of teaching experience in the North Reading School System, shall be eligible to participate in the Early Retirement Incentive Plan. Participating teachers shall receive a one time lump sum settlement within thirty (30) days of their last day of work computed as follows:

Age

Percent of Salary

45-56

40%

57

36

58

32

59

28

60

24

61

20

62

16

63

12

64

8

65

4

June 30 of the year of retirement shall be the date used to determine age.

B.            A teacher or nurse who is otherwise qualified must give written notice to the Superintendent of Schools of his/her intent to retire from the North Reading School system on or before February 1 in the year preceding the year of retirement. Said notification deadline may be waived by the Committee.

C.            No more than five (5) otherwise eligible teachers or nurses may exercise their rights under this article unless otherwise agreed by the Committee. In the event that more than five (5) teachers or nurses apply in any one year, participation in the plan will be granted on the basis of seniority. In any event, any teacher or nurse who is not granted participation because of excess enrollment will be guaranteed participation in the succeeding school year. Employees participating under the guarantee will be counted toward the maximum of five (5) entitled to benefits in the succeeding year. The Committee will solicit volunteers who are willing to postpone their benefits prior to imposing any involuntary delays. Employees whose payments have been postponed will have priority for receipt of benefits over subsequent retirees.

D.            If the teacher or nurse dies, the amount due under the Early Retirement Incentive will be paid to the estate of the teacher or nurse.

APPENDIX D

NORTH READING PUBLIC SCHOOLS

PROFESSIONAL GROWTH & EVALUATION PLAN

&

PRINCIPLES OF EFFECTIVE TEACHING

AND

PERFORMANCE STANDARDS

NORTH READING PUBLIC SCHOOLS

PROFESSIONAL GROWTH AND EVALUATION PLAN

PURPOSE:

We believe that the purpose of professional growth and evaluation is to maximize the opportunities for a teacher to grow in his/her professional work in the North Reading Public Schools. Recognizing that teaching is an extremely complex process, a structure can be established to improve teaching and learning by creating a comprehensive understanding of a teacher’s work, by supporting professional development, by providing feedback on professional performance and by ensuring accountability. All teachers have a responsibility to engage in continuous learning and reflection. The school system has the responsibility to ensure that high quality learning environments are provided for all children.

To that end the North Reading Public Schools has adopted Principles of Effective Teaching which are consistent with those formulated by the Department of Education and a comprehensive procedures of evaluation and professional development.

All teachers will demonstrate adherence to the following Principles of Effective Teaching:

·                     Currency in the curriculum

·                     Effective Planning and assessment of curriculum and instruction

·                     Effective management of classroom environment

·                     Effective instruction

·                     Promotion of high standards and expectations for student achievement

·                     Promotion of equity and appreciation of diversity

·                     Fulfillment of professional responsibilities

PROFESSIONAL GROWTH AND EVALUATION PLAN

(Teachers with Professional Teacher Status)

YEAR 1                 PROFESSIONAL GROWTH PLAN

YEAR II                OBSERVATION AND ASSESSMENT OF PROFESSIONAL PRACTICE

YEAR III              DOCUMENTATION OF PROFESSIONAL PRACTICES AND STANDARDS

YEAR IV              SUMMATIVE EVALUATION

YEAR I                 PROFESSIONAL GROWTH PLAN DESIGN AND IMPLEMENTATION

During Year I, each teacher, in consultation with the building principal, will design a multi-year Professional Growth Plan which will be completed by the end of the second quarter. The Professional Growth Plan will include clearly defined goals, activities and outcomes. The plan must be consistent with the goals of the North Reading Public Schools and the school, as well as meet the needs and interests of the individual teacher. The plan should include substantial activities which take place over an identified period of time and should contribute to the professional knowledge and skill of the teacher. The Professional Growth Plan will include both an individual component and a collaborative component.

Examples of individual activities might include: graduate course work, North Reading in-service programs, conference attendance, teacher exchange programs, independent study, research, self-assessment of teaching through videotaping, etc.

Examples of collaborative activities might include: study groups, committee work, team teaching, curriculum development projects, peer observation/feedback, mentoring, presentation of a staff development program, etc.

The Professional Growth Plan must be submitted to the principal for approval prior to the end of the second quarter of Year I. It is expected that the Professional Growth plan will be multi year. A Professional Growth Plan Progress Report will be submitted by the end of the school year. The Professional Growth plan and annual progress reports will become part of the Summative Evaluation. It is understood that the Professional Growth Plan may change to reflect the individual needs of the teacher and/or the school.

YEAR II                OBSERVATION AND ASSESSMENT OF PROFESSIONAL PRACTICE

Year II involves a formal assessment of classroom teaching (or implementation of professional skills, knowledge, and practices in the case of professional educators not involved directly in the classroom instruction). Through formal observation, the teacher receives individual feedback of performance over the course of the year. One to three observations will be conducted which will include, where appropriate, at least one observation conducted by the Curriculum Chair of the teacher’s department. The principal or supervising administrator must conduct at least one of the observations. At least one of the observations will be unannounced. Additional observations may be scheduled by the Principal or Curriculum Chair and Teachers with Professional Status may request additional observations. Typically, the length of each observation will be of sufficient time in order to adequately observe a full lesson (or implementation of a professional practice in the case of a non-classroom teacher). What is being observed is the teacher’s application of the Principles of Effective Teaching. Teachers are expected to continue to add to their repertoire of teaching strategies and increase their capacity to appropriately match these strategies to individual students, groups of students and different curricula. Each observation must be followed by a conference. The conference will be scheduled to be conducted within ten school days. Each observation will be written in narrative format with a structure that will provide sufficient information to detail current performance level, identify exceptional educational practices and teaching performance, areas of improvement and suggestions that will lead to further improvement. The narrative will also address the specific Principles of Effective Teaching established as standards for the North Reading Public Schools.

It is expected that the implementation of the Professional Growth Plan will continue in Year II and a Professional Growth Progress Report will be submitted by the end of the year.

YEAR III              DOCUMENTATION OF PROFESSIONAL PRACTICES AND STANDARDS

During Year III it is expected that the implementation of the Professional Growth plan will continue.

The Professional Growth and Evaluation process provides an opportunity for each teacher to document and reflect on his/her own teaching practices, professional expectations and professional development over a period of time. As part of this process, each teacher will be expected to demonstrate how he or she has implemented the Principles of Effective Teaching.

Documentation may take the form of a portfolio, journal, narrative or other demonstrations of his or her work. Each teacher will complete reflection questions and present them with documented evidence at a sharing meeting with the principal and/or team of colleagues by September 30 of Year IV. Teachers are encouraged to complete this work during Year III.

YEAR IV              SUMMATIVE EVALUATION

During Year IV a Summative Evaluation will be written by the principal. The Summative Evaluation culminates four years of professional growth. The Summative Evaluation will be based upon the teacher’s professional work during the past four years as measured by the Observations and Assessments of Professional Practices, the Professional Growth Plan, and the Documentation of Professional Practices and Standards. The Summative Evaluation will evaluate the overall professional work of the teacher as measured by the Principles of Effective Teaching.

The Summative Evaluation will be completed by the principal no later than June 1 of Year IV. A conference to review the Summative Evaluation will be held between the principal and the teacher. The completed Summative Evaluation will become part of the teacher’s personnel file. The teacher will have the opportunity to attach a written statement to his/her Summative Evaluation. The teacher will complete and submit a Professional Growth Progress Report by the end of the school year.

FOCUSED EVALUATION PLAN

(Teacher with Professional Teacher Status)

The principal or supervising administrator may require a Focused Evaluation Plan in the event he or she determines that a teacher is performing at a level of unacceptable performance in one or more of the Principles of Effective Teaching. A Focused Evaluation Plan may be implemented during the school year provided that it goes into effect not later than the 90th day of school. The President of the NREA will be notified when a teacher is placed on a Focused Evaluation Plan. The Focused Evaluation Plan will address specific needs for improvement for the remainder of the school year or the following school year. The Administrator will draft a Focused Evaluation Plan designed to address those areas in which improvement is needed. The Plan will include timelines, procedures to be followed, results to be achieved, how the evaluator will assist, steps to be followed by the evaluator to assist in accomplishing the goal of the plan, and a method of evaluation. For example, the Plan could include the resources to be used by the teacher, specific teaching techniques to be employed by the teacher, courses to be taken, peer assistance and the observation of other classes or other school systems. The teacher will review the Plan and may suggest changes or modifications. Should the Plan call for course work, the school system will pay the cost of registration, tuition and books, and related expenses. The duration of the Plan will be set forth in writing but may be reduced if the necessary improvement is achieved earlier. A teacher placed in this level shall be observed a minimum of three (3) times in the work year by the Principal, Administrator, Curriculum Chairperson and/or District Wide Director. At the midpoint of the Plan period, the teacher and evaluator will review the teacher’s performance under the terms of the Plan. At that time, mutually agreed upon modifications to the Plan may be made. At the end of the initial duration of the Plan period, the evaluator and the teacher shall meet and discuss the teacher’s performance compared to the terms of the Plan. Appropriate action, including returning the teacher to the Professional Growth and Evaluation plan, extending the Focused Evaluation Plan, extending the Focused Evaluation Plan, or the initiation of termination procedures will be taken based on the teacher’s performance. A teacher will not be subject to termination for failure to meet the conditions of a Focused Evaluation Plan prior to two years from the date on which the Plan was initiated.

ANNUAL OBSERVATION AND EVALUATION

(Teachers Without Professional Teacher Status)

Teachers without professional teacher status will be evaluated annually by the principal or supervising administrator. The purpose of the Annual Evaluation is to assess the teacher’s professional skills and to determine reappointment. The overall evaluation will be based on data that include the following: formal classroom observations; samples of student work and written teacher work; observations of the teacher’s work with students, parents, and other teachers; a record of professional involvement in the school; and information provided by the teacher. In Year One, at least three formal observations will be conducted of teachers without professional status who are new to teaching. The first observation will be completed no later than December 1. Teachers without professional teacher status who are not new to teaching, will be observed one to three times during Year One. During Years Two and Three, teachers without professional teacher status will be observed one to three times. At the secondary level, one of these observations may be completed by the appropriate Curriculum Chair. Following each observation, the teacher will be provided with a written summary of the observation. A post-conference will be scheduled to be conducted to discuss the observation and written summary within ten school days after the observation. Additional observations may be scheduled by the Principal, Curriculum Chair or Academic Division Leader and teachers without professional teacher status may request additional observations. The Annual Evaluation will be completed by May 1 of each year. Nothing in this procedure will be used to prevent the School Department from dismissing a teacher within his/her first ninety days of employment prior to the completion of any number of evaluations.

A teacher who attains Professional Teacher Status will be placed in Year One of the Professional Growth and Evaluation Plan as described for a Teacher with Professional Teacher Status.

NORTH READING PUBLIC SCHOOLS

PRINCIPLES OF EFFECTIVE TEACHING

Each Teacher will demonstrate

I.             CURRENCY IN THE CURRICULUM

A.    The Teacher keeps current in his/her field and applies knowledge to the instructional program.

II.            EFFECTIVE PLANNING AND ASSESSMENT OF CURRICULUM AND INSTRUCTION

A.            The Teacher plans instruction effectively

B.            The Teacher plans assessment of learning effectively

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

III.          EFFECTIVE MANAGEMENT OF CLASSROOM ENVIRONMENT

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

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.

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.

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

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.

VII.         FULFILLMENT OF PROFESSIONAL RESPONSIBILITIES

A.            The Teacher is constructive and cooperative in interactions with parent and receptive to their contributions.

B.            The Teacher communicates student progress to parents, students and staff members in a timely fashion.

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

D.            The Teacher is a reflective and continuous learner.

NORTH READING PUBLIC SCHOOLS

PRINCIPLES OF EFFECTIVE TEACHING

Each Teacher will demonstrate

I.             CURRENCY IN THE CURRICULUM

A.            The Teacher keeps current in his/her field and applies knowledge to the   instructional program.

For example:

·                     Demonstrates a working knowledge of the core curriculum of the teacher's assignment.

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

·                     Contributes to the ongoing evaluation of the curriculum and program

II.            EFFECTIVE PLANNING AND ASSESSMENT OF CURRICULUM AND INSTRUCTION

A             The Teacher plans instruction effectively

For example:

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

·                     Sets short-term, and year-long goals for curriculum units which derive from unifying themes of fundamental importance to students' present and future lives.

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

·                     Uses materials and resources, including technologies, that are appropriately matched to curricular goals and to student's needs and learning styles.

·                     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.

·                     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

·                     Plans engaging ways to introduce each unit of study.

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

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

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

B.            The Teacher plans assessment of learning effectively

For example:

·                     Determines specific and challenging standards for student learning.

·                     Uses a variety of assessment tools such as performance assessment activities, projects, portfolios, and paper and pencil tests and quizzes.

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

For example:

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

·                     Implements evaluation procedures which appropriately assess the objectives   taught.

III.          EFFECTIVE MANAGEMENT OF CLASSROOM ENVIRONMENT

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

For example:

·                     Implements instructional opportunities where students interact with ideas, materials, teachers, and one another.

·                     Implements curriculum and learning experiences in which students take increasing responsibilities for their own learning, ideas and information.

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

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

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

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

For example:

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

·                     Manages routines effectively.

·                     Maintains appropriate professional boundaries with students

·                     Serves as a positive role model for students.

IV.          EFFECTIVE INSTRUCTION

A.            The Teacher makes learning goals clear to students.

For example:

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

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

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

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

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

B.            The Teacher uses appropriate instructional techniques.

For example:

·                     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.

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

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

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

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

C.            The Teacher uses appropriate questioning techniques.

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

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

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

For example:

·                     Regularly tries innovative approaches to improve instructional practices.

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

·                     Assess instructional strategies in authentic ways by comparing intended and actual learning outcomes.

V.            PROMOTION OF HIGH STANDARDS AND EXPECTATIONS FOR STUDENT ACHIEVEMENT

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

For example:

·                     Regularly communicates objectives and learning outcomes to students.

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

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

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

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

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

For example:

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

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

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

·                     Acts on the belief that all students can learn and participate in a challenging core curriculum with appropriate modifications of instruction.

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

·                     Regularly identifies students needing extra help and secures student cooperation and participation in extra help session.

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

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

·                     Builds positive relationships with students and parents to enhance students' abilities to learning effectively.

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

VI.          PROMOTION OF EQUITY AND APPRECIATION OF DIVERSITY

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

For example:

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

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

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

For example:

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

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

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

VII.         FULFILLMENT OF PROFESSIONAL RESPONSIBILITIES

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

For example:

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

·                     Maintains professional boundaries with parents.

B.            The Teacher communicates student progress to parents, students and staff members in a timely fashion.

For example:

·                     Uses a range of information including portfolios, anecdotal records, conferencing, and other artifacts.

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

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

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

For example:

·                     Maintains professional boundaries with colleagues.

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

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

·                     Participates in student or school activities.

·                     Cooperates with other teachers about students' overall workload.

D.            The Teacher is a reflective and continuous learner.

For example:

·                     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.

·                     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.

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

·                     Seeks out information in order to grow and improve as a professional. Is receptive to suggestions for growth and improvement.

NORTH READING PUBLIC SCHOOLS

PROFESSIONAL GROWTH PLAN

(Year 1)

Teacher __________________________________Date_________________________________________

Assignment_______________________________School________________________________________

(To be completed by Teacher)

Goal 1:________________________________________________________________________________

Timeline:______________________________________________________________________________

Principles of Effective Teaching:___________________________________________________________

Individual Activities:__________________________________Outcomes:__________________________

Collaborative Activities:________________________________Outcomes:__________________________

(Use additional sheets as needed)

________________________________________   __________________________________________

Principal's Signature                                                                Date

________________________________________   __________________________________________

Teacher’s Signature                                                              Date

It is understood that the Professional Growth Plan may change from time to time following, discussion with the principal.

NORTH READING PUBLIC SCHOOLS

PROFESSIONAL GROWTH PLAN PROGRESS REPORT

Teacher __________________________________Date_________________________________________

Assignment_______________________________School________________________________________

**************************************************************************************

(To be completed by Teacher)

(Use the reverse side and/or additional sheets as needed)

**************************************************************************************

_______________________________________     ___________________________________________

Principal’s Signature                                                             Date

________________________________________   ___________________________________________

Teacher’s Signature                                                              Date

Changes in the Professional Growth Plan should be noted.

(Submit to Principal by the end of the school year)

NORTH READING PUBLIC SCHOOLS

OBSERVATION REPORT

TEACHER ___________________________________________________________________________

ASSIGNMENT ______________________SCHOOL _________________________________________

DATE OF OBSERVATION ____________________DATE OF POST-CONFERENCE ______________

OBSERVER _______________________________

LENGTH OF OBSERVATION ______________________________________

**************************************************************************************

(To be completed by the Principal)

(Use the reverse side and/or additional sheets as needed)

**************************************************************************************

Observer’s Signature_____________________________Date____________________________________

Teacher’s Signature______________________________Date____________________________________

The signature of the Teacher means only that he/she has read this document. The Teacher may attach a written statement of his/her own provided he/she does so within ten working days.

NORTH READING PUBLIC SCHOOLS

DOCUMENTATION OF

PROFESSIONAL PRACTICES AND STANDARDS

(Year III)

Teacher’s Signature ______________________Date_____________________________________

Assignment _____________________________School ___________________________________

**************************************************************************************

SUMMARY OF DOCUMENTATION (To be completed by Teacher)

In Year III of the Professional Growth and Evaluation Plan, you will select one Goal from your Professional Growth Plan that has had the most impact on your professional growth during the past three years. You will be asked to reflect on the goal and its key Principles of Effective Teaching. You will need to provide evidence / documentation that supports your professional growth related to that goal and the Principles of Effective Teaching. As part of the Year III Documentation of Professional Practice, you will decide to share your Reflections and Documentation with either your Principal or a group of your colleagues and your Principal.

The Documentation of Professional Practice will be completed no later than September 30 of Year IV in the Professional Growth and Evaluation cycle.

GOAL: Please identify the one Goal from your Professional Growth Plan that you feel has had the most impact on your professional growth during the past three years. Be sure to indicate the Principles of Effective Teaching that are linked to this particular goal.

REFLECTION:Please respond to the following three questions relative to your identified goal.

1.   How has the pursuit of this goal affected your professional development and growth as an educator in North Reading?

2.    How have students benefited from the work that you have accomplished on this goal?

3.    How has the outcome(s) of your goal helped you to demonstrate the applicable Principles of Effective Teaching?

DOCUMENTATION: Please select evidence to support your professional growth relative to the identified goal. This documentation may take one or more forms including, but not limited to journal logs, samples of student work, curriculum projects, lesson plans, written communications, video tapes, portfolio, etc. Please decide whether you will share your reflections and documentation with your Principal or with a group of your colleagues and your Principal.

Please attach your identified Goal and associated Principles of Effective Teaching along with your responses to the three Reflective Questions and your Documentation to this form.

***********************************************************************************

Teacher’s Signature________________________Date_______________________________________

Principal’s Signature_______________________                Date_______________________________________

NORTH READING PUBLIC SCHOOLS

DOCUMENTATION OF

PROFESSIONAL PRACTICES AND STANDARDS

(Year III)

Teacher’s Signature ______________________  Date_____________________________________

Assignment _____________________________                School ___________________________________

**********************************************************************************

SUMMARY OF DOCUMENTATION (To be completed by Teacher)

GOAL: Please identify the one Goal from your Professional Growth Plan that you feel has had the most impact on your professional growth during the past three years.

PRINCIPLES OF EFFECTIVE TEACHING: Please list the Principles of Effective Teaching that are associated with your identified Goal.

REFLECTION:Please respond to the following three questions relative to your identified goal.

1.           How has the pursuit of this goal affected your professional development and growth as an educator in North Reading?

2.                How have students benefited from the work that you have accomplished on this goal?

3.                How has the outcome(s) of your goal helped you to demonstrate the applicable Principles of Effective Teaching?

DOCUMENTATION: Please summarize the evidence to support your professional growth relative to the identified goal. Appropriate documentation should be submitted.

SHARING: I plan to share the outcomes, reflections, and documentation of my Professional Development Goal with my ____ Principal or _______________ a group of my colleagues and my Principal on _______________________________

******************************************************************************

Teacher’s Signature ______________________  Date _________________________________

NORTH READING PUBLIC SCHOOLS

SUMMATIVE EVALUATION DOCUMENT

(YEAR IV)

(TEACHER WITH PROFESSIONAL TEACHER STATUS)

______________________________________________________________________________

TEACHER

DOCUMENTS REVIEWED

_______________________Professional Growth Plan

_______________________Professional Growth Plan Progress Reports

_______________________Observation Reports

_______________________Documentation of Professional Practices and Standards

_______________________Other (please describe)

**************************************************************************************

Principal's Signature________________________ Date ____________________________________

Teacher's Signature_______________________ Date ______________________________________

The signature of the Teacher means only that he/she has read this document. The Teacher may attach a written statement of his/her own provided he/she does so within ten working days.

TO BE FILED IN TEACHER'S PERSONNEL FOLDER

NORTH READING PUBLIC SCHOOLS

SUMMATIVE EVALUATION REPORT

(TEACHER WITH PROFESSIONAL TEACHER STATUS)

TEACHER____________________________          DATE _____________________________

ASSIGNMENT ________________________           SCHOOL __________________________

PRINCIPAL___________________________

**************************************************************************************

(To be completed by Principal): Please indicate the level of Performance Standard relative to each of the Principles of Effective Teaching.)

 

 

Performance Standard

Acceptable Performance

Unacceptable Performance

Demonstrates Standard

Continues to Work Toward Standard

Does Not Demonstrate Standard

Frequent demonstrations, observations, and documentations of standard

Demonstrations, observations, and documentations of standard in-progress

Limited or no demonstration, observation, and documentation of standard

1. Currency in the Curriculum

 

 

 

2. Effective Planning and Assessment of Curriculum and Instruction

 

 

 

3. Effective Management of Classroom Environment

 

 

 

4. Effective Instruction

 

 

 

5. Promotion of High Standards and Expectations for Student Achievement

 

 

 

6. Promotion of Equity and Appreciation of Diversity

 

 

 

7. Fulfillment of Professional Responsibilities

 

 

 

COMMENTS:

NORTH READING PUBLIC SCHOOLS

SUMMATIVE EVALUATION REPORT

(TEACHER WITH PROFESSIONAL TEACHER STATUS)

TEACHER____________________________          DATE _____________________________

ASSIGNMENT ________________________           SCHOOL __________________________

PRINCIPAL___________________________

**************************************************************************************

COMMENTS (additional):________________________________________________________________

______________________________________________________________________________________

______________________________________________________________________________________

______________________________________________________________________________________

NORTH READING PUBLIC SCHOOLS

FOCUSED EVALUATION PLAN

(TEACHER WITH PROFESSIONAL TEACHER STATUS)

TEACHER____________________________          DATE __________________________________

ASSIGNMENT ________________________           SCHOOL _______________________________

PRINCIPAL___________________________

**************************************************************************************

(To be completed by the Principal)

(Use the reverse side and/or additional sheets as needed)

**************************************************************************************

Principal’s Signature_______________________      Date______________________________________

Teacher’s Signature_________________________ Date______________________________________

The signature of the Teacher means only that he/she has read this document. The Teacher may attach a written statement of his/her own provided he/she does so within ten working days.

NORTH READING PUBLIC SCHOOLS

FOCUSED EVALUATION REPORT

(TEACHER WITH PROFESSIONAL TEACHER STATUS)

TEACHER____________________________          DATE _____________________________

ASSIGNMENT ________________________           SCHOOL __________________________

PRINCIPAL___________________________

**************************************************************************************

(To be completed by the Principal)

(Use the reverse side and/or additional sheets as needed)

**************************************************************************************

Principal’s Signature______________________Date_____________________________________

Teacher’s Signature________________________Date____________________________________

The signature of the Teacher means only that he/she has read this document. The Teacher may attach a written statement of his/her own provided he/she does so within ten working days.

NORTH READING PUBLIC SCHOOLS

ANNUAL EVALUATION REPORT

(TEACHER WITHOUT PROFESSIONAL TEACHER STATUS)

TEACHER____________________________          DATE _____________________________

ASSIGNMENT ________________________           SCHOOL __________________________

PRINCIPAL___________________________          YEAR___________1_______2__________3

**************************************************************************************

 (To be completed by the Principal)

(Use the reverse side and/or additional sheets as needed)

**************************************************************************************

Principal’s Signature____________________             Date_____________________________

Teacher’s Signature_______________________       Date__________________________

The signature of the Teacher means only that he/she has read this document. The Teacher may attach a written statement of his/her own provided he/she does so within ten working days.

APPENDIX E

NORTH READING PUBLIC SCHOOLS

SCHOOL NURSE EVALUATION

Purpose and Scope of Evaluation:

The purpose of the School Nurse Evaluation is to assess the Nurse’s professional skills and to determine reappointment. Nurses without professional status will be evaluated annually and a Nurse who attains Professional Teacher Status will be evaluated on a biannual basis. All evaluations will be completed by the Director of Pupil Personnel Services with input from the building principal. The Summative Evaluation will be based on information and documentation of nursing practices including interactions with students, families and staff and documentation of professional practice. This information and documentation will be provided by the Nurse and observed by the Director of Pupil Personnel Services and/or building Principal.

Nothing in this procedure will be used to prevent the School Department from dismissing a nurse within the first ninety days of employment prior to the completion of any number of evaluations.

Summative Evaluation:

The Summative Evaluation will focus on the eight Performance Standards for School Nurses and will be judged on the basis of “Acceptable” (Meets Standards) or “Unacceptable” (Does Not Meet Standards):

·         Maintains Current Knowledge in School Nursing Practice

·         Interacts with Students and Families

·         Manages the Health Room Effectively

·         Manages School Health Services

·         Promotes General School Health and Wellness Programs

·         Implements Effective School Nursing Practices Within the Standards of Care in a School

·         Collaborates with Health Care Providers in the Community

·         Promotes Collaboration in the School

A post evaluation conference will be scheduled to discuss the Nurse’s evaluation within ten (10) school days of the Nurse receiving the evaluation. The Summative Evaluation will be completed by May 1 and will become part of the Nurse’s Personnel File. The Nurse will have the opportunity to attach a written statement to his/her Summative Evaluation.

Professional Growth Plan:

The Nurse who attains Professional Teacher Status will complete and submit a Professional Growth Plan by October 1 of the first year of Professional Status and complete a Professional Growth Plan Progress Report by the end of each school year. The Professional Growth Plan will be developed in consultation with the Director of Pupil Personnel Services and will include clearly defined goals, activities and outcomes. The plan must be consistent with the goals of the North Reading Public Schools, the Performance Standards for School Nurses and the needs and interests of the individual Nurse. The plan should include substantial activities which take place over an identified period of time and should contribute to the professional knowledge and skill of the Nurse. It is expected that the Professional

Growth Plan will extend for a two year period. A Professional Growth Plan Progress Report will be completed and submitted by the end of each school year. The Professional Growth Plan and annual progress reports will become part of the Summative Evaluation. It is understood that the Professional Growth Plan may change to reflect the individual needs of the Nurse and/or the school.

Focused Evaluation Plan:

The Director of Pupil Personnel Services may require a Focused Evaluation Plan in the event he or she determines that a Nurse is performing at a level of unacceptable performance in one or more of the performance standards. A Focused Evaluation Plan may be implemented during the school year provided that it goes into effect not later than the 90th day of school. The President of the NREA will be notified when a Nurse is placed on a Focused Evaluation Plan. The Focused Evaluation Plan will address specific needs for improvement for the remainder of the school year or the following school year. The Director of Pupil Personnel Services will draft a Focused Evaluation Plan designed to address those areas in which improvement is needed. The plan will include timelines, procedures to be followed, results to be achieved, how the evaluation will assist in the improvements, steps to be followed by the Nurse to assist in accomplishing the goals of the plan, and a method of evaluation. For example, the plan could include the resources to be used by the Nurse, specific techniques to be employed by the Nurse and courses to be taken. The Nurse will review the Plan and may suggest changes or modifications. Should the Plan call for course work, the school system will pay the cost of registration, tuition, books and related expenses. The duration of the Plan will be set forth in writing but may be reduced if the necessary improvement is achieved. A Nurse placed in this level shall be observed a minimum of three (3) times in the work year by the administrator. At the midpoint of the Plan, the Nurse and the Director of Pupil Personnel Services will review the Nurse’s performance under the terms of the Plan. At that time, mutually agreed upon modifications to the Plan may be made. At the end of the initial duration of the Plan period, the evaluator and the Nurse shall meet and discuss the Nurse’s performance compared to the terms of the Plan. Appropriate action, including returning the Nurse to the Evaluation Plan, extending the Focused Evaluation Plan, or the initiation of dismissal procedures will be taken based on the Nurse’s performance. A Nurse will not be subject to termination for failure to meet the condition of a Focused Evaluation prior to one year from the date on which the Plan was initiated.

NORTH READING PUBLIC SCHOOLS

SUMMATIVE EVALUATION

Nurse__________________________________________                 School Year__________________

School_________________________________

Directions: Evaluate the overall Level of Performance for each of the eight Performance Standards (Check Box ).Identify those Performance Indicators noted as commendations (“Demonstrates Standard”) and those Performance Indicators that need improvement (“Does Not Demonstrate Standard”).

PERFORMANCE STANDARD (___Performance Indicators)

Acceptable Performance

Unacceptable Performance

 

Demonstrates Standard

Does Not Demonstrate Standard

1. MAINTAINS CURRENT KNOWLEDGE IN SCHOOL NURSING PRACTICE

− Demonstrates a working knowledge and competency in School Nursing professional practice

 

 

− Keeps current in the field of School Nursing and applies this knowledge to the School Health Services

 

 

− Participates in professional activities that contribute to professional performance

 

 

2. INTERACTS WITH STUDENTS AND FAMILIES

− Displays knowledge of impact of students’ special medical needs on learning

 

 

− Interacts with students in a friendly, caring and respectful manner appropriate to developmental and cultural norms

 

 

− Delivers care in a nonjudgmental and non-discriminatory manner

 

 

− Promotes and preserves student and family autonomy, dignity, and rights

 

 

3. MANAGES THE HEALTH ROOM EFFECTIVELY

− Creates a safe and comfortable environment within the school setting

 

 

− Demonstrates respect for individual differences in all interactions

 

 

− Provides privacy as needed for all interactions

 

 

− Maintains confidentiality, within the scope of the law, of interactions within the health services area except when health and safety are at risk.

 

 

4. MANAGES SCHOOL HEALTH SERVICES

− Conducts mandated screening programs in an efficient manner

 

 

− Provides mandated reports and data

 

 

− Maintains currency in all local, state, and federal requirements as related to school health services

 

 

− Maintains health records and documentation in a confidential and retrievable format

 

 

− Maintains and updates health office equipment and supplies as needed

 

 

− Organizes school health services to meet student health needs and maintains security and accessibility of medications

 

 

5. PROMOTES GENERAL SCHOOL HEALTH AND WELLNESS PROGRAMS

− Develops and implements school health programs as needed

 

 

− Develops, implements, and updates health policies, guidelines, and protocols as needed and in collaboration with student services and other professionals

 

 

− Evaluates the effectiveness of the school health services, health programs, and protocols on an ongoing basis

 

 

6. IMPLEMENTS EFFECTIVE SCHOOL NURSING PRACTICE WITHIN THE STANDARDS OF HEALTH CARE IN A SCHOOL

− Assesses the health needs of the students within the school community. Evaluation of student health issues is careful, thorough, and based on available clinical data

 

 

− Correctly identifies health related problems that impact on the learning process and demonstrates appropriate clinical judgment in the development of a nursing diagnosis.

 

 

− Identifies expected outcomes that are realistic and that provide direction for the plan of care of individual students

 

 

− Develops an individualized plan of care as needed with interventions and outcomes that maximize student learning and minimize disruptions to student learning.

 

 

− Implements a plan of care in a timely, safe, and appropriate manner; interventions reflect current standards of professional school nursing practice; interventions are documented in a retrievable form

 

 

− Evaluates student progress toward the developed outcome. Revises plan of care based on evaluation, and documents evaluation in a retrievable form.

 

 

− Maintains practice guided by the Code for Nurses with Interpretive Statement (ANA, 1986) and Code of Ethics with Interpretive Statement (NASN, 1990) and Massachusetts Nursing Laws and Regulations

 

 

7. COLLABORATES WITH HEALTH CARE PROVIDERS IN THE COMMUNITY

− Communicates clearly and effectively with other health care providers involved in the care of students

 

 

− Makes timely and necessary referrals to other health care professionals

 

 

− Is knowledgeable about community health resources, and provides resources to students and their families

 

 

− Communicates, when necessary, with the school physician regarding student and community health issues

 

 

8. PROMOTES COLLABORATION IN THE SCHOOL

− Communicates with students, families, school staff, community and others regarding individual and group health care in the school setting

 

 

− Assists students and families in developing skills to become self-advocates in terms of health care

 

 

− Collaborates effectively with members of the student services team to provide coordinated care and planning for students

 

 

− Collaborates with nursing colleagues and other educational professionals to enhance the health care of students and staff

 

 

− Collaborates with nursing colleagues to advance the profession of school nursing

 

 

− Acts as an advocate for students in the educational setting

 

 

 

**************************************************************************************

Evaluator’s Comments:

_____________________________________          ___________________________________

Nurse                                                                                      Evaluator

_____________________________________          ___________________________________

Date of Signature                                                                Date of Evaluation Review Meeting

The signature of the Nurse means only that he/she has read this document. The Nurse may attach a written statement of his/her own provided he/she does so within ten (10) working days.

The original, signed copy of the Summative Evaluation, along with any signed written statement by the Nurse, will be placed in the employee’s personnel file.

Notes

______________________________________________________________________________________

______________________________________________________________________________________

______________________________________________________________________________________

______________________________________________________________________________________

______________________________________________________________________________________

______________________________________________________________________________________

______________________________________________________________________________________

______________________________________________________________________________________

______________________________________________________________________________________

______________________________________________________________________________________

______________________________________________________________________________________