Northern Berkshire RVTSD

Show detailed information about district and contract

DistrictNorthern Berkshire RVTSD
Shared Contract District
Org Code8510000
Type of DistrictVoc-Tech/Agricultural
Union AffiliationMTA
Most Recent DocumentContract
Expiring Year2017
Expired Status
Superintendency Union
Regional HS Members
Vocational HS MembersNorthern Berkshire RVTSD
CountyBerkshire
ESE RegionBerkshires
Urban
Kind of Communityurbanized centers
Number of Schools1
Enrollment500
Percent Low Income Students38
Grade Start9
Grade End12
download pdf version of this document view accessible version of this document Northern Berkshire

 

 

 

 

 

 

AGREEMENT

 

BETWEEN

 

THE NORTHERN BERKSHIRE VOCATIONAL

REGIONAL SCHOOL DISTRICT

 

 

 

AND

 

 

 

 

CHARLES H. McCANN TECHNICAL SCHOOL

FACULTY ASSOCIATION

 

 

 

 

 

 

 

 

 

SEPTEMBER 1, 2011 - AUGUST 31, 2014

Modified by addendums to 2017


Table of Contents

 

 

Section                                                                Article                                 Page

 

Alternation or Amendment                               VI                                          8

Class Size                                                            VII                                        9

Committee Prerogatives                                    II                                           1

Dues Deductions                                                XX                                      16

Duration & Recognition                                    XXX                                  25

Extra-curricular Activities                                XXVI                                  21

General                                                               XIX                                     16      

Grievance Procedure                                         III                                          1

Injury in the Course of Employment               XV                                      13

Insurance                                                            XVI                                     14

Longevity                                                            XXIX                                  24

Maternity Leave                                                 XIII                                     12

Non-Teaching Duties                                         XVII                                   15

Positions in Summer School, etc.                      XVIII                                  15

Professional Improvement/Re-certification     XXVIII                               22

Recall                                                                  XXV                                   20

Recognition                                                         I                                             1

Reduction in Force                                            XXIV                                  18

Sabbatical Leave                                                XIV                                     13

Salaries                                                                IV                                          4

Severance Pay                                                    XI                                        10

Sick Leave                                                          X                                         10

Special Assistance for Teachers                        IX                                        10

Substitute Teachers                                           XXI                                     17

Teacher Evaluation                                           XXII                                   17

Teaching Hours, Year & Load                         V                                           6

Temporary Leaves of Absence                         XII                                      11

Transfers, Assignment, etc.                               VIII                                       9

Travel & Uniforms                                            XXVII                                22

Use of School Facilities                                      XXIII                                  18

 

                                                                                                                                                                                                                                                                

 

Salary Schedules                                                Exhibit A

Extra Curricular Positions                                Exhibit B

 

 

 

 

 

AGREEMENT

 

AGREEMENT made as of the 15th day of December, 2011, pursuant to the provisions of Chapter 150E of the General Laws of the Commonwealth of Massachusetts, by and between the NORTHERN BERKSHIRE VOCATIONAL REGIONAL SCHOOL DISTRICT COMMITTEE (hereinafter referred to as “Committee”) and the CHARLES H. McCANN FACULTY ASSOCIATION (hereinafter referred to as “Association”).

 

 

ARTICLE I - RECOGNITION

 

The Committee recognizes the Association for purposes of collective bargaining in accordance with the provisions of Chapter 150E of the General Laws of the Commonwealth of Massachusetts and other pertinent provisions of law as the exclusive representative of a unit consisting of all regular professional employees who teach (including those employees in Exhibit B positions who teach), plus guidance counselors, department coordinators, school nurse and librarian, excluding substitute teachers and all other employees.  Unless otherwise indicated, the employees in the above unit will be hereinafter referred to as “teachers”.

 

 

ARTICLE II - COMMITTEE PREROGATIVES

 

The Association agrees that the Committee has complete authority over the policies and administration of the Northern Berkshire Vocational Regional School District, which it exercises under the provisions of law.  It further agrees that said committee will continue to retain, whether exercised or not, the responsibility and prerogative to direct the operation of the said school system in all aspects except same shall not be exercised in violation of any of the express terms and provisions of this agreement.

 

 

ARTICLE III - GRIEVANCE PROCEDURE

 

A.   A “grievance” is a dispute concerning the interpretation or application of this

agreement or any amendment or supplement thereto.  “Grievant” is a teacher or the Association who disputes the interpretation or application of this agreement.

 

B.   All time limits herein shall consist of calendar days exclusive of legal holidays, Saturdays and Sundays.  The time limits indicated hereunder shall be considered maximum unless extended by mutual agreement in writing.  Grievances submitted after the close of the school year in June shall be processed no later than 30 days after the start of the next school year.


 

C.   Level One.  A grievant with a grievance shall, within 45 days immediately after the first day of the occurrence of those acts or omissions upon which the grievance is premised, present it in writing to the Superintendent.  A teacher with a grievance may present it either directly or through the Association.  The grievant shall meet and discuss the grievance with the Superintendent.

 

      Level Two.  If the grievance is not resolved to the satisfaction of the grievant within seven days after submission at Level One, the grievant either directly or through the Association may present the grievance in writing to the Committee.  The grievant shall meet and discuss the grievance before the Committee.

 

      Level Three.  If the grievance is not resolved to the satisfaction of the grievant within 30 days after submission to Level Two, the Association may submit the grievance in writing to arbitration before the American Arbitration Association as hereinafter provided.

 

D.   An employee may present a grievance and have such grievance heard without intervention by the Association, provided the Association is afforded the opportunity to be present at such conferences and that any adjustment made shall not be inconsistent with the terms of this agreement.

 

E.   The following general provision shall pertain to arbitration:

 

       1.  Within ten days after written notice has been given to the Committee that a grievance has been presented to arbitration before the American Arbitration Association in accordance with the provisions of this article, the Committee and the Association shall proceed with the selection of arbitrator.  Parties shall be bound by the rules and procedures of the American Arbitration Association unless contrary to the express provisions of this article.

 

      2.   The grievant shall have the right to use in the arbitration proceedings any

            representative or representatives of his or her own choosing.

 

      3.  The costs for the services of the arbitrator, including per diem expenses, if any,

and actual and necessary travel and subsistence expenses, shall be borne

equally by the Committee and the Association.

 

      4.  The Committee and the administration will cooperate with the Association in

the investigation of any grievance by making available to the Association all

            recorded information in the possession of the Committee which is available

for public inspection, to the extent so requested by the Association.

 

      5.  The arbitrator will confer with representatives of the Committee and the

           Association and shall hold hearings and issue his decision as soon as possible.

                   The arbitrator’s decision will be in writing and will set forth his findings of

       fact, reasoning, and conclusions on issues submitted.  The decision of the

       arbitrator, other than the arbitrability of the issues involved, shall be final and

       binding upon the parties except that the arbitrator shall make no decision

                   which alters, amends, adds to or detracts from this agreement, or which  

                   modifies or abridges the rights and prerogatives of the Committee as set forth  

                   in this agreement or other pertinent provisions of law.

 

6.      It is recognized that members of the Association may have to testify in order

to properly process a grievance under Level Three and so any member shall be excused from his or her regular duties for purposes of so testifying.  Such

       excused absence shall be without loss of pay if such member of the  

       Association notifies the administration seven days in advance of the date for

       commencement of the hearing.

 

F.     All documents, communications, and records dealing with the processing of a grievance shall be filed separately from the personnel files of the participants.

 

G.   All decisions rendered at Levels One and Two of the Grievance Procedure shall be in writing with reasons, and shall be transmitted to the grievant and the Association.  A decision at Level One shall be final unless within seven days of delivery of said decision to the grievant, the grievance is presented in writing at Level Two.  A decision shall be final at Level Two unless within 30 days of delivery of said decision to the grievant, the grievance is presented to the American Arbitration Association for arbitration.

 

H.   The submission of any matter to grievance by or on behalf of one or more teachers by such teacher(s) or the Association shall constitute a waiver of any right or rights the said teacher(s) and Association may have with respect to the matter submitted under other provisions of law and shall preclude the said teacher(s) and Association from pursuing any other remedy.

 

I.  No reprisals shall be taken by the Committee or the school administration against any

     teacher participating in the presentation of a grievance in accordance with the

     provisions of this agreement because of such participation.

 

J.      The President of the Association or his designee shall have the right to participate in the investigation and processing of a grievance.  If it is necessary that such investigation or processing occur during a regular workday of the said President or his designee, he shall be released from his regular duties for such purpose without loss of pay.

 

K.   The grievant and the Committee may agree in writing to bypass Level One of the

      grievance procedure and proceed to Level Two.

 

 

ARTICLE IV - SALARIES

 

A.   Salaries during that period beginning September 1, 2011 and ending on August 31, 2014 shall be paid to a person within the unit defined in ARTICLE I in accordance with and at that rate set forth in EXHIBIT A.

 

B.    A teacher first employed by the District during the term of this agreement shall be placed at an appropriate level of the salary schedule as determined by the Superintendent and such teacher shall be advised in writing of the placement.

 

C.    Teachers shall be paid every other Thursday in equal payments over 10 months or 12 months, as requested by the teacher, at least two weeks before the first payment.  The July and August payments may be paid in a lump sum by June 30th if requested by the teacher.  A teacher employed for less than a full “work year” shall be paid for days actually worked at the teacher’s “per diem” rate.

 

D.   Whenever the teacher’s “per diem” rate is pertinent, it shall be determined by dividing the salary provided for in the applicable salary schedule by 184 or the number of working days teachers are required to attend.

 

E.    A teacher shall upon satisfactorily completing the previous vertical level, advance each September 1st to the next higher vertical level, provided always, the Superintendent might withhold such vertical movement if the performance of the teacher is unsatisfactory or for other justifiable reasons.  A teacher whose increment has been withheld may have recourse through the grievance procedure.  When a teacher qualifies for a horizontal movement between September 1st and February 1st, the effective date of the movement shall be February 1st.  When a teacher qualifies for horizontal movement between February 2nd and August 31st, the effective date of movement shall be September 1st.  Salary adjustments made in February will be for 50% of the full annual increment.

 

F.     The ‘horizontal level’ of each teacher is determined by the credits approved by the Superintendent.

 

G.   Advance written approval of the Superintendent is required for each course, workshop, seminar, training program and other programs of study which the teacher intends to earn credits to advance horizontally on the salary schedule.  For teachers on Horizontal C on the salary schedule (Academic Degree), the Superintendent’s decision to approve or disapprove an undergraduate course, workshop, seminar or training program coming within ARTICLE IV H 3 shall be final and binding on all parties and shall not be subject to the provisions of ARTICLE III.  Proof of the satisfactory completion of the same must be submitted to Superintendent before the teacher can advance on the salary schedule and upon receipt of such proof the credits earned will be approved for such advancement.

H.   Courses, workshops, seminars and training programs eligible for approval to earn credits to advance horizontally on the salary schedule are listed below.  Credits may be granted for other advancement options at the discretion of the Superintendent.

 

 

 

1.     VOCATIONAL (Horizontal A on the Salary Schedule).

 

a.      Credits for successful completion of business or industry-sponsored training programs relevant to the teacher’s field of specialization.  Three credits will be accepted for 30 clock hours of instruction per training program.

 

b.     Participation in the annual program for vocational educators sponsored by the Department of Elementary and Secondary Education and/or the Massachusetts Association of Vocational Administrators.  Three vocational credits will be accepted.

 

c.      All courses offered under the sponsorship of the Department of Education will earn the participant the same number of vocational credits for horizontal movement as the college credit that is assigned the course.

 

d.     Completion of appropriate college level courses.  All courses from c above will be accepted.  Other college courses will be accepted at the rate of six credits in each block of 15.

 

e.      Three credits will be accepted for a minimum of 105 hours of employment or observation of work in business or industry relevant to the teacher’s field of instruction.  The teacher will be required to state prior to approval of the work experience how such employment or observation will ultimately benefit the students.  Upon completion of the required hours, the teacher will file a comprehensive report signed by the employer concerning the type of work, new skill acquired, new methods/procedures/processes observed and other relevant information which will assist administration in evaluating the appropriateness of the employment.  Six vocational credits will be accepted within each block of 15 vocational credits for such employment.

 

f.      Credits will be accepted for a successful completion of certified engineering technician courses sponsored by the American Society of Certified Engineering Technicians, Institute for the Certification of Engineering Technicians, or approved similar organizations.  Such organizations usually grant “Continuing Education Units” or “Professional Credits” to participants.  These “Units” or “Credits” will be accepted for movement on the salary schedule.

 

 

2.  VOCATIONAL DEGREE (Horizontal B on the Salary Schedule)

 

a.      All courses taken as part of an organized program leading to a bachelor degree or a master’s degree in vocational education.

 

b.     Upon completion of a bachelor degree, horizontal advancement credits can be accumulated as defined under 1 above.  These credit to be retroactive to September 1 of the current contract year.

                       

                       

3.     ACADEMIC DEGREE (Horizontal C on the Salary Schedule).

 

a.      All courses, workshops, seminars and training programs not coming within subparagraphs b, c, d, e, or f.

 

b.     Courses required by the Department of Elementary and Secondary Education for approval as an academic teacher in a state - aided vocational school.

 

c.      Graduate-level courses beyond the master’s degree provided such courses are in a field that the teacher teaches or is directly involved with at McCann Technical School.

 

d.     Graduate-level courses that enhance a teacher as professional such as offered in education, administration and psychology.

 

e.      Experiences such as attendance at workshops, participation in summer institutes, etc. which are relevant to the teacher’s position at McCann Technical school provided the District does not reimburse the teacher for expenses.

 

f.      Courses in a field for which a teacher is seeking certification provided the teacher is teaching in such a field at McCann Technical School.

                                         

I.      A part-time teacher shall be paid salary calculated by multiplying the rate set forth in the applicable salary schedule at such teacher’s appropriate horizontal level and vertical step by the said teacher’s prorated portion of service.

 

 

ARTICLE V - TEACHING HOURS, YEAR AND LOAD

 

A.   The “work-day” will begin at 7:45 a.m. and conclude at 3:00 p.m. except as otherwise hereinafter provided.  The length of the present student day will be maintained.  If starting and dismissal times for students are modified, no such modification will increase the length of the teacher’s workday.

 

B.  The Principal or his/her designee shall establish duty rosters to insure that detention duties are performed by all teachers whose assignments so permit

excluding, however, personnel of the postsecondary programs.  Teachers so assigned shall perform such duties.  The Principal or his/her designee may also assign among   

teachers whose assignments so permit specific monitoring duties to cover (a) school        assemblies provided an administrator is present, (b) those occasions when students are entering or leaving the school building and (c) those occasions during the “work-day”          when students are passing in the corridors.  The specific monitoring duties so assigned will be required to be performed only within the school building and may not require 

 the interruption of a teacher while such teacher is teaching in a classroom except when  

 a specific problem needing immediate attention renders advisable such interruption.

 

C.  The work year of teachers will begin no earlier than September 1st and terminate no later than June 30th.  In no event shall the work year be longer than 180 teaching days plus one day for orientation and 3 professional development days in 2006 and thereafter.  Teachers shall be reimbursed at their individual per diem rate for orientation and professional development days. The District shall, from time to time, consistent with the past practice, establish a school calendar for each work year.

 

D. Academic teachers will not be assigned to more than two different subject areas nor to more than a total of three teaching preparations within said subject areas over a two-week period.  Exceptions to the forgoing will be scheduled upon mutual agreement between the involved teachers and the Principal or his designee.   The word “subject” as applied to academic teachers means English, Mathematics, Social Studies and Science.

 

E.  Teachers will be available for extra help, make-up work, and to take care of those details that are usually connected with the closing of the daily session and which may involve time beyond 3:00 p.m.

 

F.  Teachers may be required to attend (2) evening meeting each year, parent night and the annual Showcase to Success.  Advisory Committee meetings will be held as needed, or as requested by the Superintendent.

 

G.  Each teacher will have a duty-free lunch period of at least 30 minutes.

 

H.    Academic teachers will be provided ten preparation periods per full week

(Monday through Friday).  Academic teachers may be assigned during any open period in excess of the aforementioned ten required preparation periods to perform any duty of an educational nature (except corridor or similar non-classroom supervision), provided a teacher so assigned has one preparation period on the day the assignment is performed.

 

I.       The workday of a teacher may be varied and modified upon mutual agreement between teacher and the Superintendent.  Notification of such agreement shall be given by the Superintendent to the Association.

 

J.       Department Chairpersons and Department Coordinators will be provided with adequate time to perform their supervisory duties within the work day and without being deprived of the 10 preparation periods per week (Monday through Friday) provided for in paragraph H above.

 

K.    Teachers may be permitted to leave before 3:00 p.m. with the consent of the Principal or Superintendent.

 

L.     Any change in the number of periods in the existing programs, which cause an increase in the workload of any teacher, shall be subject to negotiation between the parties.

 

 

 

ARTICLE VI - ALTERATION OR AMENDMENT OF AGREEMENT

 

 

A.   The parties acknowledge that during the negotiations which resulted in this agreement, each had the unlimited right and opportunity to make demands and proposals with respect to any subject or matter not removed by law from the area of collective bargaining, and that the undertakings and agreements arrived at by the parties after the exercise of the right and opportunity are set forth in this agreement.  Therefore, the Committee and the Association, for the life of this agreement, each voluntarily and unqualifiedly waives the right with respect to any subject or matter referred to or covered in this agreement, or with respect to any subject or matter not referred to specifically or not covered in this agreement, even though such subject or matter may not have been within the knowledge or contemplation of either or both of the parties at the time that they negotiated and signed this agreement.

 

B.    No agreement, alteration, understanding, variation, waiver, or modification of any of the terms, conditions, undertakings, or covenants contained herein shall be binding upon the parties hereto unless agreement is made and executed in writing between the parties hereto.

 

C.    The waiver of any breach or condition of this agreement by either of the parties hereto shall not constitute a precedent in the future enforcement of the terms of this agreement.

 

D.   If either of the parties hereto shall during the life of this agreement desire to make any proposal with respect to the modification or alteration of this agreement or with respect to any matter not expressly covered by this agreement, the said party may submit such proposal, in writing, to the other party and request a meeting.  Within ten days of the submission of such proposal, the recipient thereof shall acknowledge the receipt thereof and indicate whether or not it wishes to discuss the same.  The submission of such proposal and any subsequent discussion thereof shall not be construed by either of the parties hereto as an agreement by the other that said proposal comes within the purview of this agreement.

 

 

 

 

ARTICLE VII - CLASS SIZE

 

The Committee recognizes that class size is an important factor in good education and will insure that the size of classes will be the most beneficial for both teacher and pupil.  To the extent possible, the enrollment in the following areas will be considered maximum class size per instructor.

 

            Academic classes                                28 students per teacher

      Shop Classes                                             20 students per teacher

 

Specially sized classes may be scheduled upon mutual understanding between teacher(s) involved and the administration.

 

 

ARTICLE VIII - TRANSFERS, ASSIGNMENTS, VACANCIES AND PROMOTIONS

 

A.   Assignments.  Every teacher will be informed by the Principal, in writing, by June 1st of his tentative assignment for the coming school year.  Assignments will be made consistent with past practice.

 

B.    Vacancies.  Whenever any vacancy in a professional position in the bargaining unit occurs or a new position in the bargaining unit is created during the school year (September to June), it will be adequately publicized by the Superintendent by means of a notice placed on bulletin boards and a copy given to the Association President as far in advance of the appointment as possible.  During the months of July and August, written notice of any such vacancy will be given to the President of the Association.

 

      In both situations, the qualifications for the position, its duties, and the rate of compensation will be clearly set forth.  The qualifications set forth for a particular position will not be changed arbitrarily, capriciously or without basis in fact when such vacancies occur in the future.  No vacancy will be filled, except on temporary basis, within ten (10) school days during regular sessions and twenty (20) calendar days during the summer months from the date the notice is posted in the faculty rooms.

 

C.    Transfers and Promotions.  Whenever a vacancy in a professional position outside the bargaining unit occurs, the Superintendent shall, as soon as is practicable, post a notice of the vacancy in accordance with VIII B.   Such notice shall set forth the minimum qualifications for the position, its duties, anticipated range of compensation to be paid and application deadline.  Applications for such positions shall be accepted from professional personnel within and without the school system.  The Superintendent agrees that he shall, in his selection consider the professional background, attainments and experience of each applicant, together with such other factors he shall deem to be relevant.  If, in the judgement of the Superintendent, the professional background, attainments and experience of the applicants deemed by him to be most qualified are, in his opinion, substantially equal, he will give preference to an applicant then currently employed by the District unless, in the opinion of the Superintendent, the grant of such preference shall not be in the best interest of the school system. 

 

 

ARTICLE IX - SPECIAL ASSISTANCE FOR TEACHERS

 

The Committee and the Association recognize the fact that classroom teachers may require the assistance of certain specialists in order to effectively carry out their assigned duties.  When such assistance is in order, the teacher shall discuss same with the Principal and appropriate action, if deemed necessary or required by the Superintendent, shall be taken.

 

 

ARTICLE X - SICK LEAVE

 

Sick leave shall be granted at the rate of one and one-half days for each month of employment, same to accumulate to a maximum of 255 days for those covered by this Agreement.  Members of the unit with more than 225 days of accumulated sick leave as of 9/1/93 will retain those days in excess of 225 and as sick days are used additional days will be added to again reach that 9/1/93 maximum; subject, however to the following:

 

A teacher who commences a school year for the first year of service or with no accumulated sick leave, shall have available 10 days sick leave to charge against future earned sick leave days during the ensuing school year.  However, if the teacher resigns or is discharged prior to offsetting the number of used sick leave days against earned sick leave days, the District shall deduct from the compensation due said teacher, the sick leave days used in excess of said days earned.

 

 

ARTICLE XI - SEVERANCE PAY

 

Severance pay shall be paid to all professional staff members at the rate of $35.00 per day for each day of unused, accumulated sick leave not to exceed 255 days in accordance with the provisions listed below, 1, 2, 3, 4, 5.

 

1.     A staff member shall be paid his or her severance pay if he or she has a minimum of 15 years of service to the District or has attained age 55 or if his or her employment is terminated by a reduction of force.

 

2.     Written notification of June retirement must be submitted to the Superintendent on or before January 15th  of the year of retirement.  For a retirement other than June, a 60-day notice must be given to the Superintendent.

 

3.     If a professional staff member, after submitting notification of retirement, as provided herein, shall die, the severance pay due him shall be paid to his estate as soon as legally possible in the next budget year, but no later than September 15th of the next budget year.

 

4.     If a professional staff member, without having submitted notice of retirement, but meeting all other requirements as provided herein should die, the severance pay due him shall be paid to his estate as soon as legally possible in the next budget year, but no later than September 15th in the next budget year.

 

5.     No such member shall receive severance pay if his employment is terminated by resignation or dismissal.

 

 

ARTICLE XII - TEMPORARY LEAVES OF ABSENCE

 

A.   Teachers shall be granted temporary leaves of absence without loss of pay for the following terms and conditions:

 

1.     In the event of the death in the immediate family, three (3) days for each death.  (If more than one death occurs with funerals to be held simultaneously, the deaths shall be considered as one). “Immediate family” shall consist of: husband, wife, son, daughter, brother, sister, father, mother, mother-in-law, father-in-law, grandparents, grandchildren, stepparents, and stepchildren.

 

2.     For a period not in excess of five calendar days for imperative personal business or action which cannot be effectively conducted at a time or times other than during the school hours, provided the teacher gives the Superintendent or his/her designee at least 24 hours’ written request in advance (except in case of emergency) on a “REQUEST FOR LEAVE form.  (The nature of the leave to be disclosed by category, i.e., personal business, legal, medical, educational and family.)  If more than 10% of the teachers request such leave for a given day or days, the Superintendent or his/her designee may deny the request of one or more teachers, if the leave of such teacher or teachers will cause more than 10% of the teachers on personal leave to be absent, and further provided teacher may not use such leave for the purpose of extending a weekend, holiday or vacation.  The granting of such leave shall be in the order in which written requests for such leave are received by the Superintendent or his designee.

 

B.    The Superintendent may, but need not, grant temporary leaves of absence without loss of pay for the following reasons and upon the following terms and conditions:

 

1.     Superintendent authorized day or days granted for workshops, field trips, conferences and trips involving District or District School’s interests for worthwhile educational experiences; subject, however, to the submission of written reports, if requested by said Superintendent.

 

2.      Leave for additional absence may be granted for personal and imperative reasons, upon approval thereof by the Superintendent.  However, such granted additional absence shall be charged against accumulative sick leave.

 

Any absence granted under paragraph 2 above that cannot be charged against accumulative sick leave because same is exhausted or the party obtaining such leave requests that his sick leave not be so charged, shall have deducted from his salary the per diem amount of the annual salary for each day absent for ten (10) month employees; and 1/260 of said annual salary for twelve (12) month employees; and, 1/207 for eleven (11) month employees.

 

Applications for leave of absence, extensions or renewals of leaves shall be made to the Superintendent, in writing in a format consistent with the existing form.  Except for emergency reasons or purposes of illness, the granting of leave of absence shall be contingent upon the ability of the administration to secure a satisfactory substitute.

 

Leave of absence without pay may be granted by the Superintendent for the following reasons:

1.      Professional study, research, travel or any other good cause.

2.      Military leave, subject to existing law (the present law is Chapter 708 of the Acts of 1941, as amended).

3.      To care for a sick member of the teacher’s immediate family (father, mother, son, daughter, father-in-law, mother-in-law, spouse).

4.      For other reasons deemed appropriate by the Superintendent.

 

All benefits to which a teacher was entitled at the time of his 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 or similar position which he/she held at the time said leave commenced, if available.

 

Upon return from such leave, a teacher will be considered as if he were actively employed by the Committee during the leave; and, he will be placed on the salary schedule at the level he would have achieved if he had not been absent; subject, however, to the prior approval of such placement by the Superintendent.

 

Time on leave of absence hereunder shall not be considered as continuous service for the purpose of establishing professional teaching status.

 

 

ARTICLE XIII - MATERNITY LEAVE

 

Maternity leave shall be granted in accordance with M.G.L. c. 149, S 105D, as amended, and shall be without pay except that teacher may utilize accumulative sick leave upon submission of a physician’s statement of disability.

 

 

ARTICLE XIV - SABBATICAL LEAVE

 

The Superintendent may, in his sole discretion, grant sabbatical leave to the professional staff for academic study.  The grant or denial of a sabbatical leave shall not be subject to grievance or arbitration. To apply for a sabbatical leave, teacher must submit an application of intent to seek such leave to the Superintendent on or before February 1st of the year preceding the year during which the leave is to commence.  Said application shall set forth such information as will enable the Superintendent to deliberately review and act upon such request.  The applicant will be notified in writing by April 1st that his/her application has been approved or denied.  If granted, the teacher must formally notify the Superintendent in writing by May 1st of the year in which the sabbatical is desired if he/she intends to take such a sabbatical.  Teachers will be compensated at the rate of three-fourths of their regular teaching salary in effect at the same time of the granting (The Superintendent may grant up to 100% of teacher’s regular teaching salary in effect at the time of the granting of the sabbatical if teacher is to be absent from such teacher’s teaching duties for only one semester).  A teacher taking a sabbatical will be under obligation to return the following year to the District as stated in Chapter 71, Section 41A of the General Laws and otherwise comply with the provisions of Chapter 71.

 

A teacher who accepts a leave must sign an agreement stating the he/she will return to service in the District for a period of time equal to twice the length of the leave immediately following the school year in which the leave was taken.  Teachers who fail to complete these agreements will be required to return to the District the appropriate portion of salaries received except in cases of death, incapacitating illness, or other circumstances beyond the control of the individual.

 

Teachers will not lose professional teacher status by accepting sabbatical leaves, and upon returning from such leaves, teachers will be eligible for any advancement on the salary schedule.  The salaries of teachers on leave will be the same as those received by teachers with similar experience and academic training under the salary policies effective during the year of leave.

 

 

ARTICLE XV - INJURY IN THE COURSE OF EMPLOYMENT

 

A.    A teacher, who is disabled because of injury sustained in the course of and arising out of a teacher’s employment and prevented from working by reason of such injury sustained, who is eligible and receives benefits under the Worker’s Compensation Act of Massachusetts, shall receive each pay period his/her salary in full minus any Compensation received under the Workmen’s Compensation Act which may be due or become due to the teacher during the period in which the teacher may be incapacitated. The total amount payable under this article because of any one injury shall not exceed an amount obtained by multiplying the number of such teacher’s accumulated sick leave days by such teacher’s per diem rate.  (Total amount payable = number of teacher’s accumulated sick days X teacher’s per diem rate.)

 

B.    If the illness or injury of a teacher comes within the purview of both this article and Article X “Sick Leave”, it shall be deemed to come within the purview of this article, and such teacher shall not be paid any benefits pursuant to article X for such illness or injury except as is provided in the preceding paragraph.

 

 

ARTICLE XVI - INSURANCE

 

1.     The School District will offer the health/life insurance plans listed below to eligible employees for the duration of the three (3) year contract.

 

a)      Master Health Plus Insurance Plan (the Indemnity Plan).  The School District will pay 55% of the premium and the employee will pay 45% of the premium.  Benefits, deductibles, co-pays, limitations and exclusions are as specified

in the plan.

 

b)      Blue Cross/Blue Shield - Blue Care Elect (PPO).

 

c)      Blue Cross/Blue Shield - Blue Care Elect Value Plus (PPO).

 

d)     Blue Cross/Blue Shield - Blue Choice New England (POS).

 

e)      Blue Cross/Blue Shield - Blue Choice Value Plus (POS).

 

f)       Blue Cross/Blue Shield - Network Blue New England (HMO).

 

g)      Blue Cross/Blue Shield - Network Blue New England Value Plus (HMO).

 

h)      Blue Cross/Blue Shield Dental Plan.

 

i)        Savings Bank Life Insurance.  (Active Employees $20,000)

 

2.  Senior Plans

      a)   Medex Standard

 

       b)  BC/BS Medex Enhanced

 

       c)  BC/BS Managed Blue for Seniors

 

School district and employee share of insurance costs for listed plans.  The school District will pay 75% of the premium and the employee will pay 25% of the premium.  Benefits, deductibles, co-pays, limitations and exclusions are as specified in each plan.

 

1.      Professional staff will have the option to purchase additional term life insurance of the type presently available, as the law permit (CH 32B), at full cost, with no District contribution, on a payroll deduction plan.

2.      Establishment of a Section 125 Cafeteria Premium Only Plan (POP) – This plan allows employees to pay their portion of health, dental, and life insurance with pre-tax dollars.

 

 

 

ARTICLE XVII - NON-TEACHING DUTIES

 

Teachers will not be required to perform the following:

 

A.    Monitoring of student conduct on sidewalks and buses (except pursuant to athletic events, field trips or off premises job sites) during school hours.

 

B.   Collect money from students, except when required to support extra-curricular

      activities and with the approval, support and assistance of the Administration.

           

C.     Clerical duties that are not related to their teaching assignment, classroom or shop,

      however for professional correspondence, curriculum and or unit development and

      similar approved projects, clerical support will be provided when appropriate. (A

      photocopy machine shall be made available for classroom material duplication).

 

D.    Drive students to activities, which take place away from the school building, except where such activity is an extension of the classroom (job sites, field trips etc.), or on a voluntary basis with advanced approval of the Administration.

 

E.  Health services, such as administering eye and ear examinations and weighing

      and measuring students.

 

F.  Cafeteria monitoring duty, except on a volunteer basis.

 

G.    Monitoring of student conduct in lavatories except when a specific problem is

      apparent.

 

 

ARTICLE XVIII - POSITIONS IN SUMMER SCHOOL, EVENING SCHOOL AND UNDER FEDERAL AND STATE PROGRAMS

 

A.     All openings for teaching positions in summer school and evening adult education programs and under federal and state programs shall be publicized by the Superintendent so that teachers may apply for such positions.

 

B.      Positions in the summer, evening school and under federal, state and other programs will, to the extent possible, be filled first by regularly appointed teachers in the system.

 

C.      In filling such positions, consideration will be given to a teacher’s area of competence, major and/or minor field of study, quality of teaching performance, attendance record, length of service in the school system and, in regard to summer school or evening school positions, previous summer school or evening school teaching experience.

 

 

ARTICLE XIX - GENERAL

 

A.   This Agreement constitutes Committee policy for the term of said Agreement, and

the Committee will carry out the commitments contained therein and give them full force and effect as Committee policy.  The Committee will amend its Administrative Regulations and/or policy statements and take such other action as may be necessary in order to give full force and effect to the provisions of this Agreement.

 

B.    The Committee will make available to the Association in the Superintendent’s office,

as soon as possible, copies of the agenda and minutes of official Committee meetings.  All other public documents shall be made available to the Association upon request.

 

C.    If negotiation meetings between the Committee and the Association are scheduled

during a school day, the representatives of the Association will be relieved from all regular duties without loss of pay as necessary in order to permit the participation in such meeting.

 

D.   If any provision of this Agreement or any application of the Agreement to any

employee or group of employees shall be found contrary to law, then such provision or application shall not be deemed valid and subsisting, except to the extent permitted by law, but all other provisions or applications will continue in full force and effect.

 

 

ARTICLE XX - DUES DEDUCTIONS

 

A.   The District agrees to deduct from the salaries of its teachers for local, state and

national dues and for McCann Faculty Association, Massachusetts Teachers Association and National Education Association services and programs as said teachers individually and voluntarily authorize the District to deduct, and to transmit the monies promptly to the appropriate Association.  Teacher authorization will be in writing.

 

 

 

 

ARTICLE XXI - SUBSTITUTE TEACHERS

 

The administration will make every reasonable effort to provide a qualified substitute teacher when it is made aware that the regular teacher will be away from his regularly constituted duties, except that a teacher with more than 10 preparation periods per week may be assigned to substitute teach if the teacher so assigned continues to have one preparation period on the day the assignment is to be prepared.

 

 

 

 

 

ARTICLE XXII - TEACHER EVALUATION

 

A.    Evaluation and observation of personnel shall be the responsibility of the administration and may be conducted by them in a timely manner after the teacher has been informed of the specific criteria at the beginning of the school year.  The teacher shall know who will be evaluating him/her, and the time of the evaluation shall be mutually agreed upon.

 

B.    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

      the material.  The teacher will acknowledge that he/she has had the opportunity to

      review such material by affixing his/her signature to the copy to be filed under the 

      express understanding that such signatures in no way indicate agreement with the

      contents thereof.  The teacher will also have the right to submit a written answer to

      such material and such teacher’s answer shall be reviewed by the Superintendent and

      attached to the file copy.

 

C.    No complaint regarding a teacher shall be considered unless reduced to writing by the

      complainant.  Such written 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, and the complainant identified.

 

D.   The Association recognizes the authority and responsibility of the Principal for

      disciplining and 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 will be entitled to have a representative

      of the Association present.

 

E.    No teacher will be dismissed, disciplined, reprimanded, reduced in rank or

      compensation, not re-appointed, or deprived of any professional advantage without

      just cause.

 

F.   Evaluation Procedure

1.     A teacher who has attained professional teacher status will be formally evaluated at least once every two years in his/her area of certification/approval by the appropriate supervisor.

2.     A first year teacher’s classroom performance shall be formally observed at least once during each of the first three (3) student marking periods in his/her area of certification/approval by the appropriate supervisor.

3.     All other teachers who have not yet attained professional teacher status will have their classroom performance formally observed at least once during the school year prior to May 1.

4.     All formal observations and evaluations shall be at least for 20 minutes in duration.  Whenever possible, the evaluator should stay for an entire lesson.

5.     Twenty-four hours notice shall be given prior to all formal observations.  For teachers who are in their first two years of employment, one formal evaluation may be conducted without said notice during each of these two years.

6.     Formal classroom observation shall be:

a.      Conducted openly and with the employee’s full knowledge that an observation is in progress.

b.     For different classes and subjects if this is possible or applicable.

c.      Reduced to writing and presented to the teacher within five (5) school days of the observation.

d.     Followed by a conference with the observer within five (5) school days of the receipt of the report.

             7.  In the process of conducting an evaluation, it shall be incumbent upon an

                  evaluator to comment upon ranked areas and to offer suggestions for the

                  teacher to follow in order to show improvement.  

8.     Closed circuit TV and audio monitors shall not be used for observations.

 

 

ARTICLE XXIII - USE OF SCHOOL FACILITIES

 

A.   The Association will have the right to use school buildings at reasonable times for

      meetings.  The Principal or Superintendent will be notified in advance of the time

      and the place of all such meetings.  The said Association will have the right to use the     

     athletic facilities and equipment at the school.  The schedule and other related          

     matters will be arranged in advance with the Principal or Superintendent.  The cost,

     if any, for custodial services, shall be borne by the Association.

 

B.    There will be one bulletin board in each faculty room for the purpose of displaying

      notices, circulars and other Association material.  Copies of any such material will be

      given to the Principal, but his advance approval will not be required.

 

 

ARTICLE XXIV - REDUCTION IN FORCE

 

A.   Whenever the Superintendent, in the exercise of his discretion, determines that after

      taking into account teacher retirements and resignations he shall reduce the number

      of teachers employed by the District, he shall determine the anticipated staffing

      needs, identify the areas by certification in which the Superintendent intends to

      reduce the number of teachers employed by the District and select for dismissal those

      teachers having the least “length of service” as will in the opinion of the Super-

      intendent enable the District to meet its anticipated staffing needs.  Thereafter the

      Superintendent shall notify the Association in writing of the District’s anticipated

      staffing needs, the areas by certification in which the Superintendent intends to

      reduce the number of teachers employed by the District and the teachers selected for

      dismissal.  The Association may within ten days of the receipt of the aforesaid notice

      deliver notice in writing to the Superintendent containing the names of the teachers

      having the least length of service as will in the opinion of the Association enable the

      Superintendent to accomplish the District’s intended reduction.  The Superintendent

      may, after the expiration of the aforesaid ten-day period, dismiss from the District's

      employ any one or more of the teachers named in the Superintendent’s notice to the

      Association or named in the Association’s notice to the Superintendent.  Dismissal

      under this article shall not be subject to grievance or arbitration as to any given

      teacher unless (1) the Association has delivered the aforementioned notice of

      Association to the Superintendent within the prescribed 10-day period and (2) the

      dismissed teacher's name does not appear on the aforementioned notice of 

      Association to the Superintendent.

 

B.    A dismissal grievable under this article must be submitted to arbitration at Level Two

      within 30 calendar days after the Superintendent’s decision to dismiss the teacher in

      question.

 

C.    Length of service means a teacher’s continuous length of service within the

      bargaining unit from his or her initial date of employment, plus (a) those years of

      continuous service immediately prior to dismissal pursuant to the provisions of this

      article if the teacher has been recalled pursuant to the provisions of this article; (b)

      those years of service within the bargaining unit if a teacher leaves employment by

      the District in a position not within the bargaining unit and subsequently returns

      to employment within the bargaining unit.

 

D.   Teachers having identical length of service shall be ranked by academic degree with

      the teachers having the highest academic degree the highest ranking.

 

E.    The Superintendent will provide a “length of service” list with certification/licensure of each teacher in writing annually to the Association.  The list will be available by October 1st.  Challenges to this list must be presented in writing to the Superintendent October 15th.  If there are no challenges to the list by October 15th, the list will stand

     until October 1 of the next calendar year except that there shall be added to the list the

     certification/license of each teacher who prior to January 10th of each year submits

     to the Superintendent his/her certification or proof of certification/license (all                               

paperwork must be on file with the Commonwealth to establish proof of  the ability to obtain certification/license) not appearing on the October list.

 

F.     It is understood that in the application of this article a teacher whose position is

      eliminated, employment shall not be terminated if such teacher can:

 

(1)  be transferred to an open position for which he/she is qualified and certified/

licensed or able to obtain licensure/certification.

                

(2)  replace a teacher who (I) has lesser length of service and (II) holds a teaching position for which the teacher whose position is eliminated is qualified and certified or certifiable to fill.

 

 

ARTICLE XXV - RECALL

 

A.   Teachers who have been laid off shall be entitled to be recalled to employment as a teacher for a period of two (2) years from the effective date of the particular teacher’s layoff.

 

1.     During the recall period, teachers and Association shall be notified by certified mail, return receipt requested, addressed to their latest address of record, and given preference for teaching positions for which they are qualified and certified or certifiable in the inverse order of their respective layoff.

 

2.     Teachers so notified shall have twenty (20) calendar days from the date of delivery of written notice to accept the employment offer.

 

3.     The District will not be held responsible for the failure of the postal service to deliver letters of notification or for the failure of the postal service to deliver letters of reply within specified time limits.

 

B.    In the event that the position offered requires certification/licensure not presently held by a teacher on recall, the teacher must establish that he/she is certifiable (all paperwork must be on file with the Commonwealth to establish the ability to obtain certification/licensure).

 

1.     The District will seek a waiver from the State Department of Education for a period of time, not to exceed one (1) calendar year, to enable the teacher to obtain the appropriate certificate or license..

 

2.     The District will not be held responsible if the State Department of Education declines to seasonably issue the requested waiver.

 

3.     In the event a teacher is unable to seasonably secure the necessary certification/licensure within the waiver period, he will not be re-appointed for continued employment.

 

C.    All unutilized benefits to which a teacher is entitled at the time of the layoff shall be restored in full upon reemployment within the recall period.

 

D.   During the recall period, teachers who have been laid off shall be given preference on the substitute list if they so desire.  Their employment will be at the established District substitute pay rate.  The District will not be held responsible if teachers on the substitute list decline work.

 

 

ARTICLE XXVI - EXTRA CURRICULAR ACTIVITIES

 

A.   Before undertaking to assign any person to a position described on Exhibit B or similar position funded by grants, the Superintendent shall post the involved positions on one or more bulletin boards referred to in Article XXIII.  Applications for such positions shall be accepted from both members and non-members of the aforesaid unit.  The Administration agrees that it shall, in selecting an applicant, consider the background, attainments and experience of each applicant, together with such other factors it shall deem to be relevant.  If, in the judgment of the Administration the background, attainments and experience of the applicants deemed by it to be the most qualified are in, in its opinion, substantially equal, it will give preference to an applicant who is a member of the aforesaid unit unless, in the opinion of the Administration, the grant of such preference shall not be in the best interest of the school system.  The decision of Administration regarding such assignments is a matter of educational policy and shall not be subject to Article III.  A teacher so appointed shall not be removed from such appointed position during the term of his/her appointment without cause.

 

1).  Athletic Extra-Curricular Positions

If the applicant selected is a member of the aforesaid unit, appointments to a position shall be for a period of three (3) years.  Whenever possible appointments shall be made no later than August 1st of each calendar year or at least 30 days prior to the beginning of the season.  The provisions of Chapter 71, Section 47A relevant to athletic coaches shall apply to all coaching positions.

                              

Director of Athletics

                               Faculty Manager

                               Head Coaches

                               Assistant Coaches

                               Scorer, Timer, Ticket Takers

 

2).  Activity Advisors, Class Advisors, and other non-athletic positions currently filled by a faculty member may remain filled consistent with past practices and subject to the conditions in Article XXVI.  Positions filled on or after September 1, 2000 shall be for a period of three (3) years (except class advisor positions, which shall be for a period of four (4) years or conclude with class graduation).  Whenever possible appointments shall be made no later than August 1st of each calendar year or, at least 30 days prior to the beginning of said activity.

 

                               Yearbook Advisor

                               Student Council Advisor

                               Senior Class Advisor

                               Junior Class Advisor

                               Sophomore Class Advisor

                               Freshman Class Advisor

                               National Honor Society Advisor

                               Cheerleader Advisor

                               Evening School, Tutors, Summer School, Etc.

                               Ski Club

                               SkillsUSA

                               Gender Equity (Federal Grant)

                               Peer Ed (Federal Grant)

                               SADD (Federal Grant)

                               Unity (Grant)

                               Mentor

                               Mentor Coordinator

 

2A).  Mentor and Mentor Coordinator positions shall be filled as required by statute to assist with the development of new teachers.  Appointments will be made on an annual basis by the Administration after considering background, experience and other relevant factors.

 

3).  Department Chairpersons, School Lunch Program Supervisor, Dental Assisting, Medical, Practical Nursing, and Surgical Coordinator positions shall be filled by a member of the aforesaid unit consistent with past practices and subject to the conditions in Article XXVI.  A teacher so appointed shall not be removed from such appointed position during the term of his/her appointment without cause.

 

                               Department Chairpersons

                               School Lunch Program Supervisor

                               Dental Assisting, Medical, Practical Nursing, Surgical Coordinator

 

 

ARTICLE XXVII - TRAVEL AND UNIFORMS

 

A.  Medical instructors and school nurse will be reimbursed for mileage from school to   

      hospitals and nursing homes at the IRS standard amount per mile for use of their               

      personal vehicle, with prior administration approval, when a school vehicle is not

      available.

 

B.    Medical Assistant, Dental Assistant, Practical Nursing, Surgical Technology and Cosmetology instructors and the school nurse shall be reimbursed for uniforms in the amount of $60 per year.

 

C.    Shop coats will be furnished to shops at two (2) per instructor per week for the automotive, machine, metal fabrication and building trade shops.

 

 

ARTICLE XXVIII - PROFESSIONAL IMPROVEMENT/RECERTIFICATION

 

            The Committee and the Association have agreed that funds will be provided to reimburse professional staff for certain expenses incurred in pursuing professional improvement and re-certification.

 

            ALL COURSES AND ACTIVITIES FOR WHICH REIMBURSEMENT IS SOUGHT SHALL BE SUBJECT TO THE FOLLOWING:

 

1.     Prior approval shall be obtained from the Superintendent.  The Superintendent will provide an appropriate form.

 

2.     Teacher shall complete the course or other activity in a satisfactory manner.  For a course, a passing grade in writing from the instructor/institution shall be submitted.  (Reimbursement shall not be allowed for auditing a course.)  For an activity other than a course, written validation from the provider that the activity was completed in a satisfactory manner shall be submitted.  These submittals shall be made prior to any reimbursement.

 

3.     Approval for reimbursement will be granted ordinarily only for a course taken at an accredited college or university and for an activity other than a course, taken from a legitimate and reputable provider.  Such course or activity must be associated with the teacher’s assignment and/or would enhance a teacher’s professional ability and/or performance.  Each request will be judged on its own merits.

 

4.     Reimbursements shall not exceed a teacher’s verifiable out-of-pocket expenses.  Reimbursement shall not be made if payment has or will be received from another source.

 

5.     Reimbursement for a course shall not exceed the current charge for a three (3) credit hours undergraduate course at Massachusetts College of Liberal Arts.  Only charges per credit hour will be considered for reimbursement.  Other expenses such as books, general fees, transportation, etc., will not be considered.

 

6.     Reimbursement for an activity other than a course shall not exceed the current cost for a three (3) credit hour undergraduate course at Massachusetts College of Liberal Arts and shall not include the cost of transportation.

 

7.     A teacher may qualify for reimbursement of one course or activity only in each of three time periods which correspond to the McCann school year calendar: 1st semester, 2nd semester, summer vacation period.

 

8.  Reimbursement shall be made for courses or activities no later than July 1st of  

     each year provided that required documentation shall have been submitted at

     least four (4) weeks prior.

 

9.     Should valid claims exceed funds available, the funds shall be distributed to

                  teachers on a pro-rated basis, based on expenses incurred.  For purposes of

                  pro-ration no teacher’s expenses shall be considered to exceed the current cost

                  for a three (3) credit hour undergraduate course at Massachusetts College of          

                  Liberal Arts and shall not include the cost of transportation.

 

         10.   Should valid claims be less than funds available, the Superintendent and the

                 Association President shall consult to determine a way of expending the funds

                 to benefit the entire professional staff in a manner consistent with the aims of

                 this section.

 

11. Funds budgeted but not expended in a fiscal year shall be available for

      distribution in the following year or expended as provided in 10 above.

 

Adopted 6/8/95.

 

 

 

 

 

 

 

ARTICLE  XXIX – LONGEVITY

 

Commencing in school year 2004/2005, the District shall pay a teacher once during his/her employment, as part of teacher’s regular salary, a longevity payment in the sum of $2625 in each of three successive school years provided:  (1) that the teacher shall have irrevocably requested such payment in writing, delivered to the Superintendent no later than January 15th prior to the school year that payment is to commence, (2) that the teacher has been employed at least 15 years by the District.  (3) that the teacher has and maintains at least 180 days of accumulative sick leave during each of the three years and (4) that the amount payable shall be paid during such teacher’s employment as part of the teacher’s salary.

 

 


ARTICLE XXX - DURATION AND RENEGOTIATION

 

This agreement shall be effective as of September 1, 2011, and remain in full force and effect through August 31, 2014.  Both Parties agree that on or about October 15, 2013, they will use their best efforts to negotiate an agreement to become effective on the expiration of this agreement.

 

IN WITNESS WHEREOF, we have affixed our hand this 15th day of December, 2011.

 

                                                NORTHERN BERKSHIRE VOCATIONAL

                                                REGIONAL SCHOOL DISTRICT COMMITTEE

 

                                                            By_______________________________________

                                                                        Its Chairman

 

                                                CHARLES H. McCANN FACULTY ASSOCIATION

 

                                                            By_______________________________________

                                                                        Its President

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

Collective Bargaining Agreement Addendum

 

Between

 

The Northern Berkshire Vocational Regional School District

 

And

 

The Charles H. McCann Technical School Faculty Association

 

 

 

The following items are agreed to by the McCann Faculty Association as an addendum to the collective bargaining agreement in effect from September 1, 2011 through August 31, 2014.

 

1.       The District and the Association mutually agree to re-open the agreement for the purpose of negotiations should the Commonwealth of Massachusetts, the Berkshire Health Group and/or the District initiate a change in any particular health insurance plan(s) type currently offered in the collective bargaining agreement, as promulgated by MGL Ch. 69 and MGL Ch. 32b, s. 21-23 as enacted in 2011.

 

2.       The District and the Association mutually agree to re-open the agreement for the purpose of negotiating pending changes to the teacher evaluation process as promulgated by the Massachusetts Department of Elementary and Secondary Education.

 

 

                                                      Northern Berkshire Vocational Regional

                                                      School District Committee

 

                                                      By                                                                            Date                                     

                                                          Daniel J. Maloney, Jr , Chairperson

 

 

 

                                                      Charles H. McCann Faculty Association

 

                                                      By                                                                           Date                                      

                                                          Robert A. Davis , President

 

 

 

 

 

 

 

 

 

 

 

 

 

 

Pkg. #5

 

 

 

       EXHIBIT  B

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

1) Athletic Extra Curricula Positions.

 

 

 

1.00%

1.25%

1.25%

 

 

 

 

 

 

FY11

 

FY12

FY13

FY14

 

   Athletic

Director

 

 

 

4414

 

4459

4515

4571

 

   Faculty

Manager

 

 

 

1341

 

1354

1371

1388

 

   Scorer, Timer, Tickets

 

 

36.52

 

36.88

37.34

37.81

 

 

 

 

 

 

 

 

 

 

 

 

   *Varsity Coaches

 

 

 

 

 

 

 

 

 

 

Step 1

 

 

 

3122

 

3153

3192

3232

 

 

Step 2

 

 

 

3325

 

3358

3400

3442

 

 

Step 3

 

 

 

3524

 

3560

3605

3650

 

 

Step 4

 

 

 

3722

 

3759

3806

3854

 

 

Step 5

 

 

 

3943

 

3983

4033

4083

 

 

 

 

 

 

 

 

 

 

 

 

   *Football, Baseball, Basketball (2), Softball, Soccer, Wrestling, Cross Country, Golf

 

 

 

 

 

 

 

 

 

 

 

 

 

 

   **Assistant Varsity

 

 

 

 

 

 

 

 

 

 

Step 1

 

 

 

1695

 

1712

1733

1755

 

 

Step 2

 

 

 

1828

 

1846

1869

1892

 

 

Step 3

 

 

 

1958

 

1978

2003

2028

 

 

Step 4

 

 

 

2096

 

2117

2143

2170

 

 

Step 5

 

 

 

2222

 

2244

2272

2300

 

 

 

 

 

 

 

 

 

 

 

 

   **Football (2), Baseball, Basketball (2), Softball, Soccer

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

2)  Activity Advisors, Class Advisors, and other non-athletic positions.

 

 

 

 

 

 

 

 

 

FY11

 

FY12

FY13

FY14

 

   Skills USA Advisors (4)

 

 

1291

 

1304

1320

1337

 

   Yearbook Advisor

 

 

 

1291

 

1304

1320

1337

 

   Student Council Advisor

 

 

1291

 

1304

1320

1337

 

   Senior Class Advisor (2)

 

 

946

 

956

968

980

 

   Junior Class Advisor (2)

 

 

946

 

956

968

980

 

   Sophomore Class Advisor (2)

 

 

739

 

747

756

766

 

   Freshman Class Advisor (2)

 

 

740

 

747

756

766

 

   National Honor Society Advisor

 

 

1291

 

1304

1320

1337

 

   Cheerleader Advisor

 

 

 

1291

 

1304

1320

1337

 

   Ski Club Advisor

 

 

 

1291

 

1304

1320

1337

 

   AHERA -Right to Know

 

 

779

 

786

796

806

 

   Peer Ed, SADD & Gender Equity Advisor

 

779

 

786

796

806

 

   Evening & Summer School, Tutors, Etc

 

29.58

 

29.87

30.24

30.62

 

 

 

 

 

 

 

 

 

 

 

 

3) Department Chairpersons, School Lunch Program Supervisor, Dental Assisting

 

 

 

    Medical, Surgical and Practical Nursing Coordinator positions.

 

 

 

 

 

 

 

 

 

 

FY11

 

FY12

FY13

FY14

 

   Department Chairpersons:

 

 

1291

 

1304

1320

1337

 

   Dental, Medical, Surgical, & Practical Nursing Coordinators

1291

 

1304

1320

1337

 

   Teacher Mentor Coordinator

 

 

646

 

652

661

669

 

   Teacher Mentor

 

 

 

646

 

652

661

669

 

   School Lunch Program Supervisor

 

7706

 

7783

7880

7979

 

 

 

 

 

 

 

 

 

 

 

 


 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

EXHIBIT A  

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

           School Year   2011-2012

184 Days

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

Year 1

1.00%

plus $400 step 21

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

Voc

Cert

15

Credits

30

credits

45

credits

60

credits

75

Credits

 

 

 

Voc

Degr

VC+

24SH

VC+

81SH

VC+

Bach

VB+

15

VB+

30

School

Nurse

 

Bach

Degr

B+

15SH

Mast

Degr

Mast

Degr+15

Mast

Degr+30

Mast

Degr+45

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

1

 

2

 

3

 

4

 

5

 

6

 

7

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

FY11

FY12

FY11

FY12

FY11

FY12

FY11

FY12

FY11

FY12

FY11

FY12

FY11

FY12

1

39452

39847

41054

41465

42665

43092

44260

44703

45862

46321

47477

47952

33697

34034

2

41054

41465

42665

43092

44260

44703

45862

46321

47477

47952

49329

49822

35568

35924

3

42665

43092

44260

44703

45862

46321

47477

47952

49076

49567

50681

51188

37438

37812

4

44260

44703

45862

46321

47477

47952

49076

49567

50681

51188

52286

52809

39313

39706

5

45862

46321

47477

47952

49076

49567

50681

51188

52286

52809

53885

54424

41178

41590

6

47477

47952

49080

49571

50681

51188

52286

52809

53885

54424

55492

56047

43053

43484

7

49080

49571

50681

51188

52286

52809

53885

54424

55492

56047

57095

57666

44921

45370

8

50681

51188

52286

52809

53885

54424

55492

56047

57095

57666

58700

59287

46788

47256

9

52286

52809

53885

54424

55480

56035

57095

57666

58700

59287

60296

60899

48662

49149

10

53885

54424

55480

56035

57095

57666

58700

59287

60297

60900

61911

62530

50047

50547

11

55492

56047

57095

57666

58700

59287

60297

60900

61911

62530

63517

64152

50271

50774

12

57095

57666

58700

59287

60297

60900

61911

62530

63517

64152

65101

65752

50489

50994

13

59102

59693

60700

61307

62310

62933

63919

64558

65518

66173

67126

67797

 

51394

14

61111

61722

62715

63342

64315

64958

65915

66574

67526

68201

69182

69874

 

 

15

63898

64537

65510

66165

67116

67787

68729

69416

70340

71043

72336

73059

 

 

16

65452

66107

67066

67737

68672

69359

70283

70986

71899

72618

73890

74629

 

 

17

67132

67803

68743

69430

70351

71055

71962

72682

73579

74315

75570

76326

 

 

18

68762

69450

70374

71078

71979

72699

73592

74328

75208

75960

77199

77971

 

 

19

70336

71039

71949

72668

73554

74290

75165

75917

76782

77550

78773

79561

 

 

20

72162

72884

73774

74512

75381

76135

76993

77763

78610

79396

80599

81405

 

 

21

 

73284

 

74912

 

76535

 

78163

 

79796

 

81805

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

AGREEMENT

 

BETWEEN

 

THE NORTHERN BERKSHIRE VOCATIONAL

REGIONAL SCHOOL DISTRICT

AND

CHARLES H. McCANN TECHNICAL SCHOOL

FACULTY ASSOCIATION

 

 

SEPTEMBER 1, 2014 - AUGUST 31, 2017


 

 

 

 

 

APPENDIX C

TEACHER EVALUATION

Table of Contents

(1)           Purpose of Educator Evaluation

(2)           Definitions

(3)           Evidence Used in Evaluation

(4)           Rubric

(5)           Evaluation Cycle:  Training

(6)           Evaluation Cycle:   Annual Orientation

(7)           Evaluation Cycle:   Self-Assessment

(8)           Evaluation Cycle:   Goal Setting and Educator Plan Development

(9)           Evaluation Cycle :  Observation of Practice and Examination of Artifacts – Educators without PTS

(10)       Evaluation Cycle:  Observation of Practice and Examination of Artifacts – Educators with PTS

(11)       Observations

(12)       Evaluation Cycle:  Formative Assessment

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

(14)       Evaluation Cycle:  Summative Evaluation

(15)       Educator Plans :  General

(16)       Educator Plans:  Developing Educator Plan

(17)       Educator Plans:  Self-Directed Growth Plan

(18)       Educator Plans:  Directed Growth Plan

(19)       Educator Plans:  Improvement Plan

(20)       Timelines

(21)       Career Advancement

(22)       Rating Impact on Student Learning Growth

(23)       Using Student feedback in Educator Evaluation

(24)       Using Staff feedback in Educator Evaluation

(25)       Transition from Existing Evaluation System

(26)       General Provisions



1)                   Purpose of Educator Evaluation

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

B)                  The regulatory purposes of evaluation are:

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

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

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

iv)                 To assure effective teaching and administrative leadership, 35.01(3).

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

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

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

C)                  Classroom teacher:  Academic and technical Educators who teach 9-13 whole classes, and teachers of special subjects as such as library, and physical education,  special education teachers, and reading specialists who teach whole classes.

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

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

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

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

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

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

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

iv)                 Improvement Plan shall mean a plan developed by the Evaluator of at least 30 instructional days for Educators who did not previously receive a Proficient or higher rating on a Directed Growth Plan.

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

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

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

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

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

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

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

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

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

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

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

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

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

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

S)                   *Observation:  A data gathering process that includes notes and judgments made during one or more classroom or worksite visits(s) of any duration by the Evaluator and may include examination of artifacts of practice including student work.  An observation may occur in person or through video.  Video observations will be done openly and with knowledge of the Educator.  The parties agree to bargain the protocols of video observations should either party wish to adopt such practice.  Classroom or worksite observations conducted pursuant to this article must result in feedback to the Educator.   Normal supervisory responsibilities of department, building and district administrators will also cause administrators to drop in on classes and other activities in the worksite at various times as deemed necessary by the administrator.  Carrying out these supervisory responsibilities, when they do not result in targeted and constructive feedback to the Educator, are not observations as defined in this Article. 

T)                  Parties: The parties to this agreement are the local school committee and the employee organization that represents the Educators covered by this agreement for purposes of collective bargaining (“Employee Organization/Association”).

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

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

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

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

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

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

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

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

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

i)                     Standard 1:  Curriculum, Planning and Assessment

ii)                   Standard 2:  Teaching All Students

iii)                  Standard 3:  Family and Community Engagement

iv)                 Standard 4:  Professional Culture

v)                   Attainment of Professional Practice Goal(s)

vi)                 Attainment of Student Learning Goal(s)

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

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

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

iii)                  Elements:  Defines the individual components under each indicator

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

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

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

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

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

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

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

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

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

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

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

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

i)                     Unannounced observations of practice of any duration.

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

iii)                  Examination of Educator work products.

iv)                 Examination of student work samples.

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

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

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

(b)                 Evidence of active outreach to and engagement with families;

ii)                   Evidence of progress towards professional practice goal(s);

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

iv)           Student and Staff Feedback – see # 23-24, below; and

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

 

4)                   Rubric

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

 

5)                   Evaluation Cycle:  Training

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

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

 

6)                   Evaluation Cycle:  Annual Orientation

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

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

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

iii)                  The faculty meeting may be digitally recorded to facilitate orientation of Educators hired after the beginning of the school year. 

 

7)                   Evaluation Cycle:  Self-Assessment

A)                  Completing the Self-Assessment

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

ii)                   The self-assessment includes:

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

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

(c)                 Proposed goals to pursue:

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

(2nd)          At least one goal directly related to improving student learning.

B)                  Proposing the goals

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

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

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

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

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

 

8)                   Evaluation Cycle: Goal Setting and Development of the Educator Plan

A)                  Every Educator has an Educator Plan that includes, but is not limited to, one goal related to the improvement of practice; one goal for the improvement of student learning.  The Plan also outlines actions the Educator must take to attain the goals established in the Plan and benchmarks to assess progress.  Goals may be developed by individual Educators, by the Evaluator, or by teams, departments, or groups of Educators who have the similar roles and/or responsibilities.  See Sections 15-19 for more on Educator Plans.

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

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

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

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

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

D)                  The Evaluator completes the Educator Plan by November 1st. The Educator shall sign the Educator Plan within 5 school days of its receipt and may include a written response. The Educator’s signature indicates that the Educator received the plan in a timely fashion. The educator may sign indicating receipt of, and agreement with, the plan or sign indicating receipt of, but disagreement with, the plan.  The Evaluator retains final authority over the content of the Educator’s Plan. 

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

A)                  In the first three years of practice:

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

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

 

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

A)                  The Educator whose overall rating is proficient or exemplary must have at least one unannounced observation during the evaluation cycle.

B)                  The Educator whose overall rating is needs improvement must be observed according to the Directed Growth Plan during the period of Plan which must include at least two unannounced observations.

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

 

11)               Observations

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

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

The Evaluator, over the course of the observations, will review a minimum of 63% (12) of the 19 remaining elements (excluding  II-A-2 Student Engagement) contained in Standards I Curriculum and Instruction and II Teaching all Students.  Evaluators will assess II-A-2, Student Engagement through observations.  Additionally, evaluators will assess, without initial evidence required, the following elements: II-A-2, IV-A-2, IV-F-1, and IV-F-2.  If an element is identified as Proficient or Exemplary the Educator does not need to provide any further evidence for that respective element.  If an element is identified as Needs Improvement or Unsatisfactory, it is the responsibility of the Educator to provide qualifying evidence of Proficient or higher caliber in order to potentially elevate the rating.

Unannounced Observations

i)                     Unannounced observations, walkthroughs, may be in the form of partial or full-period classroom visitations.  In the case of Technical Instructors evaluators will, as best as possible, distribute their visits between shop and theory sessions (with a  minimum of one each); in the case of all instructional faculty, evaluators will, as best as possible, distribute their visits throughout the times of day and A/B weeks, and throughout the school year.  Evaluators will notify educators via email by the end of the evaluators’ day (5:00 PM) that an unannounced observation occurred. 

ii)                   The Educator will be provided with at least brief written feedback from the Evaluator within 3-5 school days of the observation.  The written feedback shall be delivered to the Educator in person, by email, placed in the Educator’s mailbox.

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

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

B)                  Announced Observations

i)                     All non-PTS Educators in their first year in the school, PTS Educators on Improvement Plans and other educators at the discretion of the evaluator shall have at least one Announced Observation.

(a)                 The Evaluator shall propose a window of time from which the Educator will select a date and time for the lesson or activity to be observed and discuss with the Evaluator any specific goal(s) for the observation. 

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

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

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

(c)                 The Evaluator shall provide the Educator with written feedback within 15 school days of the observation.   Also, within 15 school days of the observation, the Evaluator and Educator shall meet for a post-observation conference if either party requests.  This timeframe may be extended due to unavailability on the part of either the Evaluator or the Educator, but shall be rescheduled within 24 hours if possible.  For any standard where the Educator’s practice was found to be unsatisfactory or needs improvement, the feedback must:

(1st)            Describe the basis for the Evaluator’s judgment.

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

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

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

12)               Evaluation Cycle:  Formative Assessment 

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

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

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

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

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

 

F)                   The Evaluator shall complete the Formative Assessment report and provide a copy to the Educator. All Formative Assessment reports must be signed by the Evaluator and delivered face-to-face, by email or to the Educator’s school mailbox.

G)                  The Educator may reply in writing to the Formative Assessment report within 10 school days of receiving the report.

H)                 The Educator shall sign the Formative Assessment report within 10 school days of receiving the report. The signature indicates that the Educator received the Formative Assessment report in a timely fashion. The educator may sign indicating receipt of, and agreement with, the report or sign indicating receipt of, but disagreement with, the report.

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

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

K)                 After the formative assessment point, Educators will only be required to submit further evidence for elements that have been rated as Proficient if there is documented concern.  Further evidence would be necessary to maintain or attain Exemplary ratings.

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

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

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

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

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

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

F)                   The Educator may reply in writing to the Formative Evaluation report within 10 school days of receiving the report.

 

G)                  The Educator shall sign the Formative Evaluation report by within 10 school days of receiving the report. The signature indicates that the Educator received the Formative Evaluation report in a timely fashion. The educator may sign indicating receipt of, and agreement with, the report or sign indicating receipt of, but disagreement with, the report.

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

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

J)                    After the formative evaluation point, Educators will only be required to submit further evidence for elements that have been rated as Proficient if there is documented concern.  Further evidence would be necessary to maintain or attain Exemplary ratings.

 

 

14)               Evaluation Cycle:  Summative Evaluation

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

B)                  The Evaluator determines a rating on each standard and an overall rating based on the Evaluator’s professional judgment, an examination of evidence against the Performance Standards and evidence of the attainment of the Educator Plan goals.  Educators must be rated Proficient or higher on 75% of the elements within a standard to attain a Proficient or higher rating on that Standard. 

C)                  The professional judgment of the primary evaluator shall determine the overall summative rating that the Educator receives.

D)                  For an educator whose overall performance rating is exemplary or proficient and whose impact on student learning is low, the evaluator’s supervisor shall discuss and review the rating with the evaluator and the supervisor shall confirm or revise the educator’s rating. In cases where the superintendent serves as the primary evaluator, the superintendent’s decision on the rating shall not be subject to review.

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

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

G)                  No less than 1 week before the due date for the Summative Evaluation report, which due date shall be established by the Evaluator with written notice provided to the Educator, the Educator will provide to the Evaluator evidence of family outreach and engagement, fulfillment of professional responsibility and growth, and progress on attaining professional practice and student learning goals. The educator may also provide to the evaluator additional evidence of the educator’s performance against the four Performance Standards. 

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

I)                    The Evaluator shall deliver a signed copy of the Summative Evaluation report to the Educator face-to-face, by email or to the Educator’s school mailbox no later than June 1.

J)                    The Evaluator shall meet with the Educator rated needs improvement or unsatisfactory to discuss the summative evaluation. The meeting shall occur before the conclusion of the school year.

K)                 The Evaluator may meet with the Educator shall occur before the conclusion of the school year.rated proficient or exemplary to discuss the summative evaluation, if either the Educator or the Evaluator requests such a meeting. The meeting

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

M)                The Educator shall sign the final Summative Evaluation report by the end of the school year. The signature indicates that the Educator received the Summative Evaluation report in a timely fashion. The educator may sign indicating receipt of, and agreement with, the report or sign indicating receipt of, but disagreement with, the report.

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

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

 

15)               Educator Plans – General

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

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

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

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

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

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

16)               Educator Plans:  Developing Educator Plan

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

B)                  The Educator shall be evaluated at least annually.

 

17)               Educator Plans:  Self-Directed Growth Plan

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

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

 

18)               Educator Plans:  Directed Growth Plan

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

B)                  The Evaluator shall determine the length of the Directed Growth Plan based on the improvement needs of the Educator.

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

D)                  The Evaluator shall complete a summative evaluation for the Educator at the end of the period determined by the Plan, but at least annually, and in no case later than June 1.

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

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

 

19)               Educator Plans:  Improvement Plan

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

B)                  The parties agree that in order to provide students with the best instruction, it is necessary for an Educator whose practice has been rated as unsatisfactory to be placed on an Improvement Plan. For those Educators who were on a Directed Growth Plan the previous school year the Improvement Plan shall be for a time period sufficient to achieve the goals in the improvement plan; at least 30 instructional days in duration and no more than one school year.  In the case of an Educator receiving a rating of unsatisfactory near the close of one school year, the Improvement Plan may include activities that occur during the summer before the next school year begins, if mutually acceptable between the parties. 

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

D)                  An Educator on an Improvement Plan shall be assigned a Supervising Evaluator (see definitions). The Supervising Evaluator is responsible for providing the Educator with guidance and assistance in accessing the resources and professional development outlined in the Improvement Plan.  The primary evaluator may be the Supervising Evaluator.

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

F)                   The Improvement Plan process shall include:

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

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

iii)                  If the Educator consents, the Employee Organization/Association will be informed that an Educator has been placed on an Improvement Plan.

G)                  The Improvement Plan shall:

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

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

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

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

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

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

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

 

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

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

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

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

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

(c)                 In those cases where the Educator was placed on an Improvement Plan as a result of his/her Summative rating at the end of his/her Directed Growth Plan, if the Evaluator determines that the Educator is not making substantial progress toward proficiency, the Evaluator shall, after consult with other Evaluators, recommend to the superintendent that the Educator be dismissed.  While an educator is on an improvement plan of any duration, they may request an additional observation be conducted by another Evaluator. 

(d)                 If the Evaluator determines that the Educator’s practice remains at the level of unsatisfactory, the Evaluator shall, after consult with other Evaluators, recommend to the superintendent that the Educator be dismissed. While an educator is on an improvement plan of any duration, they may request an additional observation be conducted by another Evaluator. 

 

20.          Timelines (Dates in italics are provided as guidance)

Activity:

Completed By:

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

September 15

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

Educator submits self-assessment and proposed goals

October 1

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

October 15

Evaluator completes Educator Plans

November 1

Evaluator should complete first observation of each Educator

November 15

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

* or 2 weeks before Formative Assessment Report date established by Evaluator

January 5*

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

February 1

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

February 15

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

*or 2 weeks prior to Summative Evaluation Report date established by evaluator

April 20*

Evaluator completes Summative Evaluation Report

May 15

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

June 1

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

End of School Calendar  Year

Educator signs Summative Evaluation Report and adds response, if any within 10 school days of receipt

End of School Calendar Year

 

A)                  Educators with PTS on Two Year Plans

Activity:

Completed By:

Evaluator completes unannounced observation(s)

Any time during the 2-year evaluation cycle

Evaluator completes Formative Evaluation Report

June 1 of Year 1

Evaluator conducts Formative Evaluation Meeting, if any

June 1 of Year 1

Evaluator completes Summative Evaluation Report

May 15 of Year 2

Evaluator conducts Summative Evaluation Meeting, if any

End of School Calendar Year of Year 2

Evaluator and Educator sign Summative Evaluation Report

End of School Calendar Year of Year 2

 

B)                  Educators on Plans of Less than One Year

 

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

 

 

21.          Career Advancement

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

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

C)            Educators with PTS whose summative performance rating is exemplary and, after 2013-14 whose impact on student learning is rated moderate or high, shall be recognized and rewarded as determined by the district through collective bargaining where applicable.

 

22.          Rating Impact on Student Learning Growth

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

 

23.          Using Student feedback in Educator Evaluation

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

 

24.          Using Staff feedback in Educator Evaluation

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

 

25.          Transition from Existing Evaluation System

A)            The parties agree that 100% of the Educators in the district will be evaluated under the new procedures at the outset of this Agreement.

B)            The parties shall agree on a process for identifying the Educator Plan that each Educator will be placed on during the Educator’s first year being evaluated under the new procedures.

i)                     Educators who have received ratings of unsatisfactory or its equivalent in the prior year will be placed on Directed Growth or Improvement Plans at the sole discretion of the Superintendent. 

ii)                   Educators will be placed on a 1 year self-directed growth plan if prior evaluations have resulted in a needs improvement designation and will create goals specific to those areas identified as “needs improvement.” 

iii)                  The names of the remaining Educators who are being placed on Self-directed Growth Plans shall be literally or figuratively “put into a hat.” Names will be pulled until 50% of the educators are on a 1 year (or less) plan and the remaining teachers will be placed on a 2-year plan. 

E)            The existing evaluation system will remain in effect until the provisions set forth in this                Article are implemented. The relevant timeframe for adopting and implementing new systems is set forth in 603 CMR 35.11(1).

 

 

26.          General Provisions

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

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

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

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

E)            The parties agree to continue the meetings of the joint labor-management evaluation team which shall review the evaluation processes and procedures at the end of the first year and also in subsequent years as necessary. 

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

G)            Evaluation and observation of personnel shall be the responsibility of the administration and may be conducted by them in a timely manner after the teacher has been informed of the specific criteria at the beginning of the school year.

 

Standard I:

Standard II:

Standard III:

Standard IV:

Curriculum, Planning, and Assessment

Teaching All Students

Family and Community Engagement

Professional Culture

 

 

A. Instruction Indicator

A. Engagement Indicator

A. Reflection Indicator

A.

Curriculum and Planning Indicator

1. Quality of Effort and Work

1. Parent/Family Engagement

1. Reflective Practice

 

1 Subject Matter Knowledge

2. Student Engagement

 

2. Goal Setting

 

2. Child and Adolescent Development

3. Meeting Diverse Needs

 

 

 

3. Rigorous Standards-Based Unit Design

 

 

 

 

4. Well-Structured Lessons

 

 

 

B.

Assessment Indicator

B. Learning Environment Indicator

B. Collaboration Indicator

B. Professional Growth Indicator

 

1. Variety of Assessment Methods

1. Safe Learning Environment

1. Learning Expectations

1. Professional Learning and Growth

 

2. Adjustments to Practice

2. Collaborative Learning Environment

2. Curriculum Support

 

 

 

3. Student Motivation

 

 

C.

Analysis Indicator

C. Cultural Proficiency Indicator

C. Communication Indicator

C. Collaboration Indicator

 

1. Analysis and Conclusions

1. Respects Differences

1. Two-way Communication

1. Professional Collaboration

 

2. Sharing Conclusions With Colleagues

2. Maintains Respectful Environment

2. Culturally Proficient Communication

 

 

3. Sharing Conclusions With Students

 

 

 

 

 

D. Expectations Indicator

 

D. Decision-Making Indicator

 

 

1. Clear Expectations

 

1. Decision-making

 

 

2. High Expectations

 

 

 

 

3. Access to Knowledge

 

 

 

 

 

 

E. Shared Responsibility Indicator

 

 

 

 

1. Shared Responsibility

 

 

 

 

F. Professional

 

 

 

Responsibilities Indicator

 

 

 

1. Judgment

 

 

 

2. Reliability and Responsibility

 

Standard I:

Standard II:

Standard III:

Standard IV:

Curriculum, Planning, and Assessment

Teaching All Students

Family and Community Engagement

Professional Culture

 

 

A. Instruction Indicator

A. Engagement Indicator

A. Reflection Indicator

A.

Curriculum and Planning Indicator

1. Quality of Effort and Work

1. Parent/Family Engagement

1. Reflective Practice

 

1. Subject Matter Knowledge

2. Student Engagement

 

2. Goal Setting

 

2. Child and Adolescent Development

3. Meeting Diverse Needs

 

 

 

3. Rigorous Standards-Based Unit Design

 

 

 

 

4. Well-Structured Lessons

 

 

 

B.

Assessment Indicator

B. Learning Environment Indicator

B. Collaboration Indicator

B. Professional Growth Indicator

 

1. Variety of Assessment Methods

1. Safe Learning Environment

1. Learning Expectations

1. Professional Learning and Growth

 

2 Adjustments to Practice

2. Collaborative Learning Environment

2. Curriculum Support

 

 

 

3. Student Motivation

 

 

C.

Analysis Indicator

C. Cultural Proficiency Indicator

C. Communication Indicator

C. Collaboration Indicator

 

1. Analysis and Conclusions

1. Respects Differences

1. Two-Way Communication

1. Professional Collaboration

 

2. Sharing Conclusions With Colleagues

2. Maintains Respectful Environment

2. Culturally Proficient Communication

 

 

3. Sharing Conclusions With Students

 

 

 

 

 

D. Expectations Indicator

 

D. Decision-Making Indicator

 

 

1. Clear Expectations

 

1. Decision-making

 

 

2. High Expectations

 

 

 

 

3. Access to Knowledge

 

 

 

63% (12) of the remaining elements in Standards 1 and 2 will be rated by your evaluator in walk-through observations (min.)

 

E. Shared Responsibility Indicator

 

1. Shared Responsibility

 

F. Professional Responsibilities Indicator

 

1. Judgment

 

2. Reliability and Responsibility

Proficiency within Standards

•   To be rated proficient or higher within a standard you must be proficient or higher in 75% of the elements within that standard.

•   Standard 1-7 Elements

•   Standard 2-8 Elements

•   Standard 3-4 Elements

•   Standard 4-6 Elements

 

APPENDIX B

 

 

FY14

FY15

FY16

FY17

1) Athletic Extra Curricula Positions.

 

 

 

 

 

 

1.25%

1.75%

1.85%

1.85%

Athletic

Director

4571

4,651

4,737

4,825

Site

Coordinator

1388

1,412

1,438

1,465

Scorer, Timer, Ticket Takers

37.81

38.47

39.18

39.91

*Varsity Coaches

 

 

 

 

 

Step 1

3232

3,289

3,349

3,411

 

Step 2

3442

3,502

3,567

3,633

 

Step 3

3650

3,714

3,783

3,853

 

Step 4

3854

3,921

3,994

4,068

 

Step 5

4083

4,154

4,231

4,310

 

 

 

 

 

 

*Football, Baseball, Basketball (2), Softball, Soccer (2), Wrestling, Cross Country, Golf

 

**Assistant Varsity

 

 

 

 

 

Step 1

1755

1,786

1,819

1,852

 

Step 2

1892

1,925

1,961

1,997

 

Step 3

2028

2,063

2,102

2,141

 

Step 4

2170

2,208

2,249

2,290

 

Step 5

2300

2,340

2,384

2,428

 

 

 

 

 

 

**Football (2), Baseball, Basketball (2), Softball, Soccer

2)  Activity Advisors, Class Advisors, and other non-athletic positions.

Book Club

980

997

1,015

1,034

Business Professionals of America (2)

1337

1,360

1,385

1,411

Cheerleading

1337

1,360

1,385

1,411

Curriculum Coordinator (2)

1337

1,360

1,385

1,411

Data Team (3)

669

681

693

706

Evening School, tutors, summer school, etc.

30.62

31.16

31.73

32.32

Freshman Class Advisor (2)

766

779

793

808

Junior Class Advisor (2)

980

997

1,015

1,034

Mentor

669

681

694

706

Mentor coordinator

669

681

694

706

Robotics (2)

1337

1,360

1,385

1,411

Ski Club

1337

1,360

1,385

1,411

SkillsUSA (4)

1337

1360

1,385

1,411

Sophomore Class Advisor (2)

766

779

793

808

Senior Class Advisor (2)

980

997

1,015

1,034

Virtual High School

1337

1360

1,385

1,411

Yearbook Advisor

1337

1360

1,385

1,411

 

 

 

 

 

Evening & Summer School, Tutors, Etc.

30.62

31.17

31.75

32.34

 

 

 

 

 

3) Department Chairpersons:

FY14

FY15

FY16

FY17

Eng/History, Math, Science, Culinary Arts (4)

1337

1,360

1,385

1,411

Dental, Medical, Surgical, & Practical Nursing (4)

1337

1,360

1,385

1,411

 

 

 

 

 

School Lunch Program Supervisor

7979

8,119

8,269

8,422

 

APPENDIX A

School Year 2014-2015                          184 Days

Year 1      1.75%

Voc Cert

15 Credits

30 credits

45 credits

Voc Degr

VC+ 24SH

VC+ 81SH

VC+ Bach

Bach Degr

B+ 15SH

Mast Degr

Mast Degr+15

1

2

3

4

FY14

FY15

FY14

FY15

FY14

FY15

FY14

FY15

1

40849

41564

42508

43252

44176

44949

45828

46630

2

42508

43252

44176

44949

45828

46630

47486

48317

3

44176

44949

45828

46630

47486

48317

49158

50018

4

45828

46630

47486

48317

49158

50018

50814

51703

5

47486

48317

49158

50018

50814

51703

52476

53394

6

49158

50018

50818

51707

52476

53394

54137

55084

7

50818

51707

52476

53394

54137

55084

55793

56769

8

52476

53394

54137

55084

55793

56769

57457

58462

9

54137

55084

55793

56769

57444

58449

59117

60152

10

55793

56769

57444

58449

59117

60152

60778

61842

11

57457

58462

59117

60152

60778

61842

62432

63525

12

59117

60152

60778

61842

62432

63525

64103

65225

13

61194

62265

62846

63946

64517

65646

66182

67340

14

63275

64382

64936

66072

66592

67757

68249

69443

15

66161

67319

67829

69016

69492

70708

71163

72408

16

67770

68956

69441

70656

71104

72348

72771

74044

17

69509

70725

71177

72423

72842

74117

74511

75815

18

71197

72443

72866

74141

74528

75832

76198

77531

19

72826

74100

74496

75800

76159

77492

77827

79189

20

74717

76025

76386

77723

78051

79417

79719

81114

21

75933

77262

77601

78959

79266

80653

80934

82350

22

77533

78890

79201

80587

80866

82281

82534

83978

 

60 credits

75 Credits

VB+ 15

VB+ 30

School Nurse

Mast Degr+30

Mast Degr+45

5

6

7

FY14

FY15

FY14

FY15

FY14

FY15

1

47486

48317

49158

50018

34890

35501

2

49158

50018

51076

51970

36828

37472

3

50814

51703

52476

53394

38764

39442

4

52476

53394

54137

55084

40705

41417

5

54137

55084

55793

56769

42636

43382

6

55793

56769

57457

58462

44578

45358

7

57457

58462

59117

60152

46511

47325

8

59117

60152

60778

61842

48445

49293

9

60778

61842

62370

63461

50385

51267

10

62432

63525

64103

65225

51819

52726

11

64103

65225

65766

66917

52052

52963

12

65766

66917

67406

68586

52276

53191

13

67838

69025

69502

70718

52687

53609

14

69917

71141

71631

72885

53368

54302

15

72830

74105

74897

76208

16

74445

75748

76507

77846

17

76185

77518

78246

79615

18

77871

79234

79933

81332

19

79500

80891

81563

82990

20

81393

82817

83453

84913

21

82608

84054

84668

86150

22

84208

85682

86268

87778

 

APPENDIX A

School Year 2014-2015                          184 Days

Year 1      1.75%

Voc Cert

15 Credits

30 credits

45 credits

Voc Degr

VC+ 24SH

VC+ 81SH

VC+ Bach

Bach Degr

B+ 15SH

Mast Degr

Mast Degr+15

1

2

3

4

FY14

FY15

FY14

FY15

FY14

FY15

FY14

FY15

1

40849

41564

42508

43252

44176

44949

45828

46630

2

42508

43252

44176

44949

45828

46630

47486

48317

3

44176

44949

45828

46630

47486

48317

49158

50018

4

45828

46630

47486

48317

49158

50018

50814

51703

5

47486

48317

49158

50018

50814

51703

52476

53394

6

49158

50018

50818

51707

52476

53394

54137

55084

7

50818

51707

52476

53394

54137

55084

55793

56769

8

52476

53394

54137

55084

55793

56769

57457

58462

9

54137

55084

55793

56769

57444

58449

59117

60152

10

55793

56769

57444

58449

59117

60152

60778

61842

11

57457

58462

59117

60152

60778

61842

62432

63525

12

59117

60152

60778

61842

62432

63525

64103

65225

13

61194

62265

62846

63946

64517

65646

66182

67340

14

63275

64382

64936

66072

66592

67757

68249

69443

15

66161

67319

67829

69016

69492

70708

71163

72408

16

67770

68956

69441

70656

71104

72348

72771

74044

17

69509

70725

71177

72423

72842

74117

74511

75815

18

71197

72443

72866

74141

74528

75832

76198

77531

19

72826

74100

74496

75800

76159

77492

77827

79189

20

74717

76025

76386

77723

78051

79417

79719

81114

21

75933

77262

77601

78959

79266

80653

80934

82350

22

77533

78890

79201

80587

80866

82281

82534

83978

 

60 credits

75 Credits

VB+ 15

VB+ 30

School Nurse

Mast Degr+30

Mast Degr+45

5

6

7

FY14

FY15

FY14

FY15

FY14

FY15

1

47486

48317

49158

50018

34890

35501

2

49158

50018

51076

51970

36828

37472

3

50814

51703

52476

53394

38764

39442

4

52476

53394

54137

55084

40705

41417

5

54137

55084

55793

56769

42636

43382

6

55793

56769

57457

58462

44578

45358

7

57457

58462

59117

60152

46511

47325

8

59117

60152

60778

61842

48445

49293

9

60778

61842

62370

63461

50385

51267

10

62432

63525

64103

65225

51819

52726

11

64103

65225

65766

66917

52052

52963

12

65766

66917

67406

68586

52276

53191

13

67838

69025

69502

70718

52687

53609

14

69917

71141

71631

72885

53368

54302

15

72830

74105

74897

76208

16

74445

75748

76507

77846

17

76185

77518

78246

79615

18

77871

79234

79933

81332

19

79500

80891

81563

82990

20

81393

82817

83453

84913

21

82608

84054

84668

86150

22

84208

85682

86268

87778

 

APPENDIX A

School Year 2016-2017                                                     184 Days

Year 3       1 .85%

Voc Cert

15 Credits

30 credits

45 credits

Voc Degr

VC+ 24SH

VC+ 81SH

VC+ Bach

Bach Degr

B+ 15SH

Mast Degr

Mast Degr+15

1

2

3

4

FY16

FY17

FY16

FY17

FY16

FY17

FY16

FY17

1

42333

43116

44052

44867

45781

46628

47493

48372

2

44052

44867

45781

46628

47493

48372

49211

50121

3

45781

46628

47493

48372

49211

50121

50943

51885

4

47493

48372

49211

50121

50943

51885

52660

53634

5

49211

50121

50943

51885

52660

53634

54382

55388

6

50943

51885

52664

53638

54382

55388

56103

57141

7

52664

53638

54382

55388

56103

57141

57819

58889

8

54382

55388

56103

57141

57819

58889

59544

60646

9

56103

57141

57819

58889

59530

60631

61265

62398

10

57819

58889

59530

60631

61265

62398

62986

64151

11

59544

60646

61265

62398

62986

64151

64700

65897

12

61265

62398

62986

64151

64700

65897

66432

67661

13

63417

64590

65129

66334

66860

68097

68586

69855

14

65573

66786

67294

68539

68827

70100

70728

72036

15

68564

69832

70293

71593

72016

73348

73748

75112

16

70232

71531

71963

73294

73686

75049

75414

76809

17

72033

73366

73763

75128

75488

76885

77218

78647

18

73783

75148

75513

76910

77235

78664

78965

80426

19

75471

76867

77202

78630

78926

80386

80654

82146

20

77431

78863

79161

80625

80886

82382

82615

84143

21

78691

80147

80420

81908

82145

83665

83873

85425

22

80349

81835

82078

83596

83803

85353

85532

87114

 

60 credits

75 Credits

VB+ 15

VB+ 30

School Nurse

Mast Degr+30

Mast Degr+45

5

6

7

FY16

FY17

FY16

FY17

FY16

FY17

1

49211

50121

50943

51885

36158

36827

2

50943

51885

52931

53910

38165

38871

3

52660

53634

54382

55388

40172

40915

4

54382

55388

56103

57141

42183

42963

5

56103

57141

57819

58889

44185

45002

6

57819

58889

59544

60646

46197

47052

7

59544

60646

61265

62398

48201

49093

8

61265

62398

62986

64151

50205

51134

9

62986

64151

64635

65831

52215

53181

10

64700

65897

66432

67661

53701

54694

11

66432

67661

68155

69416

53943

54941

12

68155

69416

69855

71147

54175

55177

13

70302

71603

72026

73358

54601

55611

14

72457

73797

74233

75606

55307

56330

15

75476

76872

77618

79054

16

77149

78576

79286

80753

17

78952

80413

81088

82588

18

80700

82193

82837

84369

19

82387

83911

84525

86089

20

84349

85909

86484

88084

21

85609

87193

87744

89367

22

87267

88881

89402

91056