Belmont

Show detailed information about district and contract

DistrictBelmont
Shared Contract District
Org Code260000
Type of DistrictMunicipal K12
Union AffiliationMTA
Most Recent DocumentContract
Expiring Year2017
Expired Status
Superintendency Union
Regional HS Members
Vocational HS MembersMinuteman RVTSD
CountyMiddlesex
ESE RegionGreater Boston
Urban
Kind of Communityeconomically developed suburbs
Number of Schools6
Enrollment3974
Percent Low Income Students8
Grade StartPK or K
Grade End12
download pdf version of this document view accessible version of this document Belmont

MEMORANDUM OF AGREEMENT

between

The Belmont School Committee

and

The Belmont Education Association

Unit A

Pursuant to the Provisions of Chapter 150E of the General Laws of Massachusetts, this Memorandum of Agreement ("MOA") is made and entered into this 13th day of June, 2014 by the BELMONT SCHOOL COMMITTEE (hereinafter referred to as the "Committee") and Unit A of the BELMONT EDUCATION ASSOCIATION (hereinafter referred to as the "Association"). This MOA is subject to ratification by the Association and approval by vote of the Committee. Except as amended by this MOA the 2011-2014 Collective Bargaining Agreement shall constitute the 2014-2017 collective bargaining agreement.

I. Term

This agreement shall be in effect from September 1, 2014 through August 31, 2017.

II. Agreed Upon Changes

Delete

Add

ARTICLE THIRTEEN - RELIGIOUS HOLIDAYS

Article 13 - Religious

Teachers who are members of the faith which requires they celebrate the religious holidays of Rosh Hashanah and Yom Kippur shall be granted these days off with pay provided they give advance notice prior to the close of the first week of school.

Leave Employees who are members of a faith that requires that they celebrate religious holy days that fall on a day when school is in session shall be granted up to 2 days off with pay to be used on those days provided they give advance notice prior to close of first week of school.

Salary

Appendix B shall be amended to reflect the following increase.

Y1:   Steps frozen until day 23

On day 113, 1% applied to top step

Y2:   On day 109, 1% to all members except those on top step and 2% to those on top step

Y3:   On day 121, 1% to all members except those on top step and 2.5% to those on top step.

Stipends. Last Paragraph The parties agree to form a committee to review Appendix C, including the positions and the amount of stipends paid. The committee will consist of six (6) members: three (3) appointed by the School Committee and three (3) appointed by the BEA. The committee will report to the School Committee and the BEA for agreement.

Replace with

On January 28, 2013, the parties agreed to changes in stipends. The parties will delay implementation of this agreement and shall negotiate its implementation at a later date.

Section 19 of Educator Evaluation Language -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 by July 15, 2012. Upon receiving this model contract language and guidance, the parties agree to bargain with respect to this matter. Until such measures are available, an educator's impact shall be deemed Moderate.

Replace with: The parties agree to bargain with respect to this matter during the 2014-2015 school year. The first time teachers are to be rated on their Impact of Student Learning, that rating shall be Moderate or High.

Lay-offs, Article 27

 

Add: The parties agree to negotiate over the changes in the law regarding reduction in force to conclude by May 2016.

Association President's Release. Article 32.6 last sentence To fund the expenses caused by this paragraph, the Belmont Education Association will pay the full cost of the release time of the President per regular work year, but in any event not more than forty (40) per cent of his/her salary.

Replace with: To fund the expenses caused by this paragraph, the Belmont Education Association will pay the cost of the replacement employee for the President to the extent he/she is replacing the President's workload but in any event not more than forty (40) per cent of the President's salary.

Joint Labor-Management Committee

Add New Article 43 as follows: ARTICLE THIRTY-FIVE - JOINT LABOR MANAGEMENT COMMITTEE

The Association and Committee shall form a Joint Labor-Management Committee (JLMC) which shall work collaboratively to discuss concerns of either or both parties. The members of this committee and schedule of meetings shall be determined by the Committee Chair and Association President, provided the JLMC shall meet at least once per year. One week before each meeting, the parties will share agenda items.

College Recommendations

Add as Article 8.5: Given that teachers at the high school write college recommendations, teachers that write fifteen (15) or more recommendations are entitled to a professional day per year to write said recommendations with the prior scheduling approval of the building principal.

Article 19.3 (c) last two sentences The Committee will maintain the present level of specialist support at the fifth grade level. Because of the duties inherent with a self-contained classroom, fifth grade teachers will have no non-teaching duties, with the exception of recess.

Delete present language and replace with: Agreement not in contract: fifth grade teachers shall have non-teaching duties, including recess, one year after the year that they are no longer in self-contained classrooms.

Article 20, Meeting Schedules

Add 20.4

Parent-teacher conferences will be held during early-release days at the elementary, middle and high school levels. The High School administration may schedule one night parent-teacher conference time per year, which would then be followed the next day with a late arrival of equal time with breakfast offered to staff.

Article 9.2(b). Career Leave, last two sentences of first paragraph: All leaves will be for a term of one year commencing September 1. A teacher is entitled to opt for a second year leave if the total consecutive unpaid leave time does not exceed two years.

Replace with: All leaves will be for a term of one year or two years commencing September 1. A teacher is entitled to the two-year leave so long as the teacher requests the leave at the outset of the leave and the teacher can show at the time of application that said leave will benefit the district.

Article 6.1, second sentence: Up to five (5) days per year may be used for absence due to illness of a member of the teacher's immediate family or household.

Replace with: Sick Leave days may be used for absence due to illness of a member of the teacher's immediate family or household.

Article Two - Scope

Add the following positions to the list of represented employees (before long-term substitutes): Physical Therapists, Occupational Therapists, Community Service Coordinator, and Elementary Science Coordinator.

Agreement not in contract: the incumbents of these positions shall be placed on the 2014-2015 salary scale at the nearest step not less than their 2013-2014 salary.

Peer Assistant

Add the following to Article 41: An employee who is a Peer Assistant for a colleague

on an Improvement Plan shall be paid $875

Integrating Interim Agreements

Integrate the following interim agreement made since the last successor negotiations:

•  Educator Evaluation, dated 6/10/13 (which supersedes the agreement dated 6/5/12)

•  RETELL, 6/4/13

•  AP Exam Coordinator Stipend, dated 11/12/13

•  Parental Leave (Appendix F), omitted at last printing

•  Others?

Housekeeping

Where both parties agree it is appropriate, clarify language, eliminate dates of implementation and remove other outdated sections.

 

 

Signed:   ______________________________________________

                       (Date)

_________________________________                   ______________________________________

For and on behalf of                                                               For and on behalf of

the Belmont School Committee:                                       Belmont Education Association:

_________________________________                   ______________________________________

Laurie Slap, Chair                                                               John Sullivan, President

____________________________________

Kevin Cunningham

____________________________________

Laurie Graham

CONTRACTUAL AGREEMENT

between

BELMONT SCHOOL COMMITTEE

and the

BELMONT EDUCATION ASSOCIATION

UNIT A

Effective September 1, 2011 to August 31, 2014

BELMONT EDUCATION ASSOCIATION

NEGOTIATING TEAM

Robert Antonellis, President

John Sullivan, Vice President

Cliff Gallant

Ben DeLorio

Lisa Connell

Denise LaPolla

Julie Babson

Kelly Prevost

Elliot Small, MTA Consultant

BELMONT SCHOOL COMMITTEE

NEGOTIATING TEAM

Laurie Graham

Rebecca Vose

Daniel Scharfman

Philip G. Boyle, Esq., School Counsel

Superintendent of Schools

Dr. Thomas Kingston

 

AGREEMENT

Pursuant to the provisions of Chapter 150E of the General Laws of Massachusetts, this CONTRACT is made and entered into this 1st day of September, 2011 by the BELMONT SCHOOL COMMITTEE (hereinafter referred to as the "Committee") and the BELMONT EDUCATION ASSOCIATION (hereinafter referred to as the "Association").

ARTICLE ONE - PREAMBLE

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

(a)                           Fulfillment of these respective responsibilities can be facilitated and supported by consultation and free exchange of views and information between the Committee, the Superintendent, and the teaching staff in the formulation and application of policies relating to wages, hours, and other conditions of employment for the teaching staff, and so:

(b) To give effect to these declarations, the following principles and procedures are hereby adopted.

ARTICLE TWO - SCOPE

For the purpose of collective bargaining with respect to wages, hours, other conditions of employment, the negotiation of collective bargaining, and any questions arising thereunder, the Committee recognizes the Association as the exclusive bargaining agent and representative of all contractual instructional personnel, nurses, including long-term substitutes as defined below (all hereinafter referred to as teachers) excluding all principals, assistant principals, coordinators, directors, department chairpersons, master teachers, non-instructional personnel, tutors, professional aides and those employed for less than sixty (60) school days. Also excepted is every employee who on the effective date of this Contract or thereafter shall be designated by the Committee as a representative of the Committee for the purpose of such bargaining. For the purpose of this Contract, a long-term substitute is defined as a person who is employed to fill the position of a teacher who it is known is absent or on leave for more than sixty (60) school days. A long-term substitute will be informed of his or her status at the time of hire. The only provisions of the Contract that shall not apply to those teachers in this category are Articles 7,9,17 and 23.. Notwithstanding the foregoing, long-term substitutes shall be entitled to the benefits of Article Seven at the commencement of a second consecutive year of employment.

ARTICLE THREE - RIGHTS AND RESPONSIBILITIES

3.1  Both parties recognize that under the laws of the Commonwealth of Massachusetts the School Committee has the exclusive right, responsibility and final authority for establishing the policies for the control, direction and management of the Belmont Public Schools; it is the responsibility of the Superintendent to implement and administer these policies and the teachers to work to the best of their ability to carry them out.

3.2  It is agreed that the only limitation placed upon the School Committee in its right, responsibility and authority to establish policies is in reference to those which concern wages, hours and conditions of employment and have been bargained for and are included herein.

3.3  Both parties agree that it is their responsibility to abide by the terms of the Contract for its duration.

ARTICLE FOUR - NO STRIKE PROVISION

The Association and its members agree that they will not cause, or sanction, or take part in any strike, walkout, slowdown, or work stoppage.

ARTICLE FIVE - GRIEVANCE PROCEDURE

5.1 Definition

A grievance is defined as a dispute involving the alleged violation or application or the interpretation of a specified provision of the Contract.

5.2 Time Limits:

All time limits herein shall consist of calendar days exclusive of days when the students are not in regularly scheduled classes. In the event a grievance is filed on or after June 1, which, if left unresolved to the beginning of the following school year could result in irreparable harm to a party in interest, the time limits set forth herein will be reduced so that the grievance procedure may be exhausted prior to the end of the school year or as soon thereafter as practical. The time limits shall be reduced according to the following manner:

Level 1 shall be bypassed and the grievance shall be brought directly to Level 2. The Superintendent shall respond within five (5) days of the time the written grievance is presented to him/her. At Level 3, each party shall not have more than seven (7) days to act. The time limits indicated hereunder shall be considered maximum unless extended by mutual agreement in writing.

Failure of the Committee or its designee to respond at any level within the stated time limits shall entitle the Association to process the grievance at the next level.

5.3 Grievances shall be processed as follows:

(a)                           Level  One:     A teacher  with a grievance  will present it to  his or her  Principal either directly or through the Association within fourteen (14) days of the occurrence of the event upon which the grievance is based. If the grievance affects more than one person, the Association may file the grievance. In the event that the teacher is not directly responsible to an individual Principal, then he/she will present it to the immediate supervisor. The Principal or supervisor shall give an answer within seven (7) days.

(b)                           Level Two: If the grievance is not resolved to the satisfaction of the grievant or the Association, the teacher or the Association may, within ten (10) days of the Level One answer, present the grievance in writing to the Superintendent. Within seven days after receiving the grievance, the Superintendent or designee shall meet with the employee and the Association representatives in an attempt to resolve the grievance. The Superintendent or designee shall respond to the grievance in writing within seven (7) days of said meeting.

(c)   Level Three: If the grievance is not resolved to the satisfaction of the grievant or the Association, the teacher or the Association may, within ten (10) days of the Level Two answer, present the grievance in writing to the School Committee. The School Committee will hear the grievance at the next regularly scheduled meeting provided that the request has been submitted prior to the closing of the agenda. The School Committee may call a special meeting to hear the grievance. The School Committee shall make every effort to decide the grievance at the same meeting it is heard. Failing to do so, it shall be decided within ten (10) days or at the next regularly scheduled meeting, whichever is sooner. Any grievance filed at Level Three by June 15 will be heard at Level Three on or before June 30.

(d)           Level Four: If the grievance is not resolved to the satisfaction of the Association, the Association may, within ten (10) days of the Level Three answer submit the grievance to arbitration by giving notice to the School Committee.

5.4  Arbitration:

(a)  In the event either party elects to submit a grievance to arbitration, the arbitrator shall be selected according to and governed by the following procedure: The arbitrator is to be mutually selected by the Committee and the Association. If the Committee and the Association cannot agree within seven (7) school days after written notice specified above of the intention to arbitrate, then the party demanding arbitration shall within seven (7) school days thereafter request the American Arbitration Association to provide a panel of arbitrators. Said arbitrator is then to be selected under the provisions of the Voluntary Arbitration Rules from such panel.

(b)  The fees of the American Arbitration Association and of the arbitrator and the expenses of any required hearings shall be shared equally by the Committee and the Association, but each party shall bear the expenses of its representatives, participants, and for the preparation and representation of its own case.

(c)                 The arbitrator's award shall be in writing and shall set forth the findings of fact with reasoning and conclusions. The arbitrator shall have no power to add to, subtract from or modify any of the terms of this Agreement, and in reaching the decision shall interpret the Agreement in accordance with the commonly accepted meaning of words used herein. Subject to the foregoing, the decision of the arbitrator shall be submitted to the School Committee and the Association and shall be final and binding upon the Committee and the Association.

(d)                 Notwithstanding anything to the contrary, no dispute or controversy shall be subject for arbitration unless it involves the interpretation or application of a specific provision of this Agreement. The parties may, by mutual agreement, submit more than one pending grievance to the same arbitrator.

5.5 General Provisions:

(a) Before a grievance is presented by a teacher at Level Two, the teacher shall discuss the grievance with the Professional Rights and Responsibilities Committee of the Association.

(b)  The Association shall have the right to use in its presentation at any level of this grievance procedure any representative or representatives of its own choosing.

(c)   The School Committee acknowledges the right of the Association to participate in the processing of a grievance at any level. The grievant may not elect to have anyone other than the exclusive bargaining representative present or to represent him/her during the grievance/arbitration procedure without the express written consent of the Association.

(d)  Provided that parties to the Contract agree, Level One and/or Level Two of the Grievance Procedure may be by-passed and the grievance brought directly to Level Three.

(e)   The School Committee, the Administration, and the Association will cooperate with each other in their investigation of any grievance and further will furnish each other with such information as is necessary for the processing of any grievance.

(f)   All documents, communications and records dealing with the processing of a grievance will be filed separately from the personnel files of the participants.

(g)   If a grievance affects a group of teachers and more than one Principal is involved, the Association may submit such a grievance in writing to the Superintendent, and the processing of such grievances will be commenced at Level Two. In such a case the time limits for initial filing set forth as in Level One must be followed. The Association may process such grievance through all levels of the Grievance Procedure even though the aggrieved person does not wish to do so.

(h) Except as provided in RIF Article 27.7 the decision to dismiss or not rehire a teacher with professional status or without professional status or the procedure followed in accomplishing this, is not subject to arbitration under any provision of this Contract.

(i) If a grievance involves compensation then the Association can bypass Level 1 and proceed to Level 2

ARTICLE SIX - SICK LEAVE

6.1  Teachers shall receive fifteen (15) days sick leave per school year with unlimited accumulation. Up to five (5) days per year may be used for absence due to illness of a member of the teacher’s immediate family or household. These days would be taken out of the teacher’s fifteen (15) personal sick days.

6.2  A medical certificate, stating the nature of the illness, that the illness prevented reporting for work, and that the teacher is capable of resuming the responsibilities of his/her position, may be required after an absence exceeding five (5) consecutive school days or fifteen (15) intermittent school days due to personal illness.

6.3  Teachers new to the system will, upon being hired, receive sick leave credit as provided in this Article pro-rated from the day they are, by contract, to report for work within the school system. Full credit will be given if their contract calls for them to report on the first teacher work day.

6.4  Teachers shall be entitled to any and all unpaid leave provided for by the Family and Medical Leave Act provided that the individual is eligible under that statute.

ARTICLE SEVEN - SICK LEAVE BANK

7.1    A sick leave bank for use by eligible teachers covered by this Contract who have exhausted their own sick leave and who have serious illness, has been established.

7.2    Teachers new to the system shall contribute one (1) day of sick leave to the Bank in the first year of employment.

7.3  The initial grant of sick leave by the Sick Leave Bank Committee to an eligible teacher shall not exceed thirty (30) days.

7.4  Upon completion of the thirty (30) day period, the period of entitlement may be extended by the Sick Leave Bank Committee upon the demonstration of need by the applicant.

7.5  The Sick Leave Bank shall be administered by a Sick Leave Bank Committee consisting of six (6) members. Three (3) members shall be designated by the Committee to serve at its discretion and three (3) members shall be designated by the Association. Sick Leave Bank Committee shall determine the eligibility for use of the Bank and the amount of leave to be granted. The following criteria shall be used by the Committee in administering the Bank and in determining eligibility and amount of leave:

(a)   Adequate medical evidence of serious illness.

(b)   Prior utilization of all eligible sick leave.

(c)    Length of service in the Belmont School System.

(d)   Propriety of use of previous sick leave.

7.6    If the Sick Leave Bank is exhausted, it shall be renewed by the contribution of one additional day of sick leave by each teacher covered by this Contract. Each additional day will be deducted from the teachers' annual fifteen (15) days of sick leave. The Sick Leave Bank Committee shall determine the time when it becomes necessary to replenish the Bank.

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

7.8  Upon retirement, members of the unit may elect to contribute one (1) of their unused sick days to the Bank.

ARTICLE EIGHT - EXCUSED LEAVE

8.1   Annually, teachers shall exercise their professional discretion in taking up to two (2) days excused leave with pay for those obligations of a personal nature that cannot be met outside those normal school hours during which the employee has professional responsibilities, but in no event will such days be used for personal recreation or outside occupation.

8.2   In addition, teachers may be granted an additional day of excused absence for valid reasons subject to these same standards. Requests stating reasons shall be made in writing through their immediate supervisor.

The days in Sections 1 and 2 need not be taken in any particular order.

8.3  Whenever practicable, notice must be submitted in writing to the Superintendent or his/her designee at least seventy-two (72) hours before the absence is to occur.

8.4 If the Superintendent believes the purpose of the leave is not of the nature specified above, then he/she will decline to approve the payment for such leave, but the teacher may take the leave. If the individual teacher contests the Superintendent's decision, he/she may present the matter through the grievance and arbitration procedure.

ARTICLE NINE - LEAVES

9.1 Parental/Adoption Leave (see Appendix F: BPS Parental Leave Policy)

(a)                             Notice of Pregnancy. The teacher shall notify the Superintendent in writing near the beginning of the seventh month of her pregnancy of her pending leave. Such notice will contain the approximate date on which the teacher intends to commence extended leave under this Article.

(b)                             Statutory Leave. Upon receipt of at least two (2) week's written notice of her anticipated date of departure and intention to return, the Superintendent shall grant a leave of absence for up to twelve (12) weeks in accordance with the provisions of General Laws Chapter 149, Section 105D and the Massachusetts Maternity Leave Act (MMLA) and the Family and Medical Leave Act (FMLA). Consistent with her health, the teacher will try to commence such leave at the beginning of a semester or at a school vacation period. If the teacher’s health permits, the teacher is entitled to return from this leave any time before the expiration of twelve (12) weeks on five (5) days notice and provided a physician’s statement of good health is submitted. (See Appendix F)

(c) Notice of Return. The date of the anticipated return will be established with the Superintendent at the time the leave commences. At the time of return a physician’s statement of good health must be presented upon request

(d)           Termination of Pregnancy. In the event of a termination of pregnancy, the teacher may make

written application for reinstatement prior to the previously established date for the termination of the leave.   Such application shall be accompanied by a physician's statement of good health.

Any authorized, unpaid extended leave does not constitute a break in service. While on any authorized, unpaid extended leave, the staff member does not accrue seniority. (Except for Military leaves and leaves for teacher exchange)

A staff member on any authorized extended leave is subject to the Reduction in Force provisions of the collective bargaining agreement as if actively employed.

9.2 Extended Leaves without Pay

(a) Extended Parenthood Leave. In the event any teacher who has completed three (3) full years of service in the Belmont School System desires a leave without pay longer than twelve (12) weeks provided by MMLA, FMLA, and General Laws Chapter 149, Section 105D, then at the option of the teacher, such leave will expire on the September 1 following the birth of a child or the subsequent September 1. In no event may such leave be combined with any other leave so that the total consecutive unpaid leave time exceeds (2) years. This procedure will be followed for a teacher whose spouse gives birth, or for a teacher who adopts or fosters a child.

A member returning from extended leave under the provisions of this Section will be placed on the next step of the salary schedule if actively employed by the Belmont School System for at least ninety (90) days in the school year in which the leave commenced.

(b)           Career Leave. A leave of absence to explore other career possibilities will be available to teachers with professional status. Application should be filed as soon as practical during the school year preceding the year in which the leave is to be effective and must be filed by June 1. No leave already granted may be withdrawn after May 1 if the replacement for the teacher on leave has been accepted by the Superintendent, or if a Letter of Intent has been issued in the event the Superintendent has not appointed a replacement. All leaves will be for a term of one year commencing September 1. A teacher is entitled to opt for a second year leave if the total consecutive unpaid leave time does not exceed two years.

A teacher on such leave will be subject to the Reduction In Force provisions of the collective bargaining agreement as if actively employed. An individual who returns from such leave may not reapply for another career leave until he/she has completed five additional years in the Belmont School System.

(c)                             Exchange Teacher. A leave of absence for up to two years may be granted (with the approval of the Superintendent) to a teacher with professional status who serves as an exchange teacher (either nationally or internationally) and is a full-time participant in the program. Requests for leave shall be made by April 1 of the school year previous to the school year for which the leave of absence is requested. Leaves will be granted by the Superintendent for one or two full school years with the return to service coinciding with the beginning of the school year. The exchange year(s) will count toward seniority for the Belmont teacher. A returning teacher shall be granted the salary credit he/she would have attained and he/she remained in the school system.

(d)                             Community Service Program Leave. A teacher may request a leave of absence to participate in a community service program under the same conditions as stated in Section 9.2c.

(e)     Military Leave. A leave of absence will be granted to any teacher who is inducted into any branch of the armed forces of the United States. Upon return from such leave, within the time required by law, the teacher shall be placed on the salary schedule at the level which he/she would have achieved had he/she remained actively employed in the system during the period of absence up to a maximum of two (2) years.   Benefits under Federal or State law shall not be diminished by this Section.

(f)      Family Illness Leave. A leave of absence without increment may be granted to a teacher with professional status for up to one year for caring for a sick member of the teacher's immediate family. Additional leave may be granted at the discretion of the Superintendent. A teacher may return from such leave at the beginning of the school year or at the end of the leave period originally granted unless it is feasible to return the faculty member to an assignment at a different time without educational upset.

(g)     Other Leaves. Other leaves of absences without pay and/or increment may be granted by the Superintendent.

All benefits to which a teacher is entitled at the time the leave of absence commences, including unused accumulated sick leave, shall be restored upon return from such leave. It is recognized that no specific position can be held open during such leaves, but in all instances every effort will be made to assign a teacher to a substantially equivalent position as is then available to the one held at the time the leave commenced.

To the extent permitted by the Town’s insurance policy or practice, the teacher may have the option to remain in the health and life insurance programs by payment of the required premium.

9.3    Leaves With Pay

While on a leave a teacher will be considered actively employed in the school system, and all rights and benefits   to   which   a   teacher   is   entitled   shall   be   credited   and   available   to   the   teacher.   To   the   extent permitted by law, the teacher shall have the option to remain in the fringe benefit program such as health/life insurance by contributing the amount the teacher would have been required to contribute if actively employed, and the Town shall contribute the amount it would have normally contributed.

Upon return from such leave, the teacher shall be restored to the position that the teacher held at the time the leave commenced. If the position has been abolished, the teacher shall be assigned to a substantially equivalent position. If a reduction in force has taken place in accordance with the terms of this Agreement, the teacher on leave shall be subject to such terms as if actively employed. This provision shall not prevent a teacher from accepting a more favorable position in the school system if offered by the Superintendent or the Superintendent's designee.

9.4    Notice of Intention to Return (Leaves With or With Out Pay)

Between February 1 and February 15 of the calendar year in which a leave of absence is to expire, the Superintendent or designee will notify each teacher on leave by certified mail to the last address on record in the Superintendent's office of his/her obligation to notify the School Department of his/her intention to return. Thereafter, the teacher must notify the Superintendent, in writing, by March 1 or within ten (10) days of proof of delivery, whichever is later, of the teacher's intention to return in September. Failure to provide such notice to the Superintendent shall be deemed a resignation from the school system.

ARTICLE TEN – BEREAVEMENT LEAVE

10.1  In the event of a death in the immediate family of a teacher as defined below, the Superintendent will grant the teacher up to a maximum of five (5) consecutive funeral leave days, provided that payment will be made only for those days upon which the teacher has professional responsibilities, and shall not apply to Saturdays and Sundays.

10.2     "Immediate family" is defined as the teacher's spouse, domestic partner, child, parent or sibling.

10.3     Three (3) consecutive days in accordance with the terms of Section 1 above shall be granted in case of the death of the teacher's grandparent, parent-in-law, son in-law, daughter-in-law, grandchild, or member of the teacher's immediate household or the spouse or child of a sibling.

10.4     In accordance with the provisions of Section 1 above, one (1) day of leave will be allowed to attend the funeral service or other obligations in the case of the death of a relative or close friend not otherwise included in this Article.

ARTICLE ELEVEN - STAFF DEVELOPMENT

11.1  The Belmont Education Association and the Belmont School Committee agree that the strength of the school system depends upon the opportunities teachers have for continued professional development. Therefore, in addition to standard in-service training and those opportunities detailed in Articles 9, 21, and 23 of this Contract, the Association and the Committee also agree that teachers should be encouraged to pursue individual study that will enhance their ability to contribute to the school system. Resources permitting, such study may be undertaken through a school year sabbatical leave, or teacher exchange as specified below.

11.2 School Year Sabbatical Leave

(a)     The intent of a sabbatical leave is to allow the teacher professional growth which he/she could not normally attain while meeting his/her full-time responsibilities to the Belmont Public Schools.

(b)    Only teachers with professional status with seven (7) consecutive years of service in Belmont shall be eligible for a sabbatical leave under the terms of Chapter 71, Section 41A of the General Laws of Massachusetts.

(c)     A teacher who has received a sabbatical leave shall not be eligible for another until he or she has completed seven (7) additional years of service in the Belmont Public Schools.

(d)    Each sabbatical will be for a term of either 1/2 school year or one full school year at the rate of 2/3 of the salary he/she is receiving at the time the leave begins. Upon return, the teacher shall receive the same salary and other benefits as he/she would have received had the teacher not been on leave.

(e)    The intent to apply for sabbatical leave shall be filed by February 1. By March 1, a specific application with the program and/or expected university (if applicable) will be submitted to the Superintendent.   The final decision by the School Committee will be made by the first meeting in April.

(f)   Before accepting such sabbatical leave, the teacher shall enter into a written agreement in accordance with the terms of General Laws Chapter 71, Section 41A, to return to the active service of the Belmont School Department for a period of at least twice the length of such leave. A teacher who does not fulfill the agreement shall have agreed in writing to pay the Town the proportionate amount of such salary received by the Sabbatical Leave provided that the teacher may be released from such payment if his/her failure to serve twice the length of the leave is due to disability, death, or if he/she is discharged from his/her position by the School Committee.

A teacher will also submit a written report to the Superintendent concerning activities during the Sabbatical Leave.

11.3     Tuition Reimbursement

The intent of this section is to allow and encourage teacher professional growth while meeting his or her responsibilities to the Belmont Public Schools. The Committee agrees to budget and expend up to:

$55,000 (which includes full tuition reimbursement for courses highly recommended by the District) in each year of the contract, which will be used to reimburse teachers who take graduate level courses from accredited degree granting institutions. The following guidelines must be followed:

(a)                 The course work must have the prior approval of the Superintendent.

(b)                 Teachers must present evidence of payment and receipt of credit for qualifying courses on a form provided by the School Department.

(c)                 Effective September 1, 2011 the maximum of tuition reimbursement will be $725.

Effective September 1, 2012 the maximum amount of tuition reimbursement will be $775.

Effective September 1, 2013, the maximum amount of tuition reimbursement will be $825.

The amount per individual is in addition to tuition reimbursement for courses highly recommended by the District.

Unit members will notify of intent to file by May 15th.

(d)                 Reimbursement   for   courses   highly  recommended   by  the  District   will  occur  twice   a   year,   in December and June.    All other reimbursement shall be made once during each fiscal year.

(e)                 From   the   maximum   amount   reserved   for   tuition   reimbursement   for   each   year,   claims   for tuition reimbursement for courses highly recommended by the District shall be paid first.

(f)                  Should claims for tuition reimbursement for other courses exceed the balance remaining after application of (e) in any given fiscal year, each teacher will receive a prorated amount of his/her claim.

(g)                 Content   of   all   course    work    shall   be    within   the   parameters   of   the   requirements    for    state certification.

11.4 Teacher Exchange

The School District will participate in a staff exchange program with those  school districts in the United States and those foreign countries with similar educational standards.

The   purpose   of  the   exchange   program  is   to   provide  Belmont  teachers   with  a   new  and  different professional experience.

(a)  To be considered for the program, a staff member must:

(1)      have   completed   five   (5)   years   of   service   in   Belmont   and   have   served   five   (5)   years   since   any previous leave;

(2)    make application prior to February 1 of the year preceding the exchange year;

(3)    be recommended by his/her building Principal.

(b)   Final approval of an exchange will be granted by the Superintendent of Schools. Approval will be based on the interest of a Belmont teacher who meets the qualifications prescribed above, the effect of the exchange on the district, and the acceptance of an exchange teacher as a replacement.

(c)    Exchange teachers who will be coming to Belmont will be accepted on the basis of:

(1)  academic background and strength of subject knowledge;

(2)  demonstrated success as a classroom teacher;

(3)  recommendation of the home Principal and the Superintendent of Schools;

(4)  ability to fulfill the assignment of the teacher leaving Belmont.

(d)     Teachers who apply to come to Belmont under the exchange program will go through a comparable selection process that Belmont follows in hiring any new member of the staff. Exceptions may be made by the Administration for the interview process.

(e)      Belmont staff members who participate in an exchange will be under contract with the exchange district except for salary and benefits.

(f)    The teacher coming to Belmont will be under contract with Belmont except for salary and benefits.

(g)    The exchange year will count toward seniority for the Belmont teacher.

(h) Final disposition of the application will take place only if both participating school systems accept the respective applicants. Failure by either school system to do so will terminate the proposal.

ARTICLE TWELVE - AUTHORIZED ABSENCE

No salary deductions shall be made for absences for attendance at conferences and meetings as a representative of the Belmont Public Schools and for other absences authorized by the Superintendent or designee.

ARTICLE THIRTEEN - RELIGIOUS HOLIDAYS

Teachers who are members of the faith which requires they celebrate the religious holidays of Rosh Hashanah and Yom Kippur shall be granted these days off with pay provided they give advance notice prior to the close of the first week of school.

ARTICLE FOURTEEN - SCHOOL YEAR

14.1 The school year calendar for students will consist of 180 student days plus five allowed for emergency cancellation of school; the minimum required by the Commonwealth of Massachusetts, Department of Education.   Students will not be required to attend more than 180 school days.  The last day of school shall be a half day for students.

14.2    Following the dismissal of students on the final day, teachers will be expected to meet with their supervisors for close out purposes.   Principals might also use this time for a final faculty meeting.

14.3  Each year at least fourteen (14) days prior to the adoption of the School Calendar for the following school year, the President of the Association will be given a copy of the proposed calendar. If the Association does not agree with the proposed calendar, it may submit recommended changes to the Superintendent who will consider the recommendations prior to submitting the proposed calendar to the Committee.

14.4    Except as noted in paragraph 14.5 below, the teacher's normal work year will consist of the required number of student days plus the following:

(a)   One "orientation" day at the start of the school year.

(b)   Teachers will meet in Professional Learning Teams, once per month, September to May, for 1 hour and 5 minutes (Article 4, MOA June 2011)

(c)     System-wide and/or building level half-day work shops may be scheduled by the Superintendent or designee within the Massachusetts Department of Education regulations for school day and school year. Such workshops will be scheduled on a regular school calendar day after the students have been dismissed at noon and shall adjourn no later than 5:00 p.m.

(d)    The structure of school year vacations shall remain in place except for changes necessitated by an energy crises or a comparable emergency. Any grievance arising from the application of this provision may be submitted by the Association directly to arbitration.

14.5 Teachers new to the system may be required to report to their new assignment two week days prior to the start of the normal teacher work year.   A teacher transferred from one building to another shall meet with the Principal about his/her new assignment and orientation to building procedures prior to the beginning of the school year.

ARTICLE FIFTEEN - WORK DAY

15.1  The work day for teachers shall not be more than seven (7) continuous hours, including lunch and other non-class time, and will begin fifteen (15) minutes before the established starting times for students and will end fifteen (15) minutes after the established dismissal time for students (except on Fridays or the day before any non-work day when the work day will end immediately after the afternoon dismissal time). However, at the Middle and High School each teacher shall schedule a thirty (30) minute student help period immediately before (i.e. from approximately 7:30 AM until 8:00 AM at the High School, and 7:25 AM until 7:55 AM at the Middle School)) or after (i.e. from 2:00 PM to 2:30 PM or 2:30 PM to 3:00 PM at the High School and from 2:25 PM to 2:55 PM at the Middle School) that teacher’s scheduled work day one day a week, excluding Fridays or the day before a non-work day.

15.2  In the event that a change in the currently established hours becomes necessary or desirable in the best interest of the students, the Committee agrees that any change will be undertaken only after prior consultation with representatives of the Association.

15.3  The Superintendent will provide a teacher-in-charge at each of the four elementary schools.

15.4  No Unit A member will be responsible in any one school year for both: (1) recess duty and (2) bus duty and before school duty. It is expected that classroom teachers will be in their classrooms, responsible for student supervision, for no more than five (5) minutes prior to the official start of the school day.

ARTICLE SIXTEEN - TEACHER ASSIGNMENT

16.1  The District will employ only those teachers who hold preliminary or permanent licenses issued by the Commonwealth of Massachusetts, Department of Education. This section does not affect the right of the Superintendent to obtain waivers from the Department of Education.

16.2   Except in cases of emergency applicable under Department of Education regulations, teachers shall not be assigned outside their areas of licensure as established by the Massachusetts Department of Education.

16.3 Teachers shall be placed on the salary schedule in accordance with their training level and comparable teaching experience. The Superintendent may in his/her judgment grant credit for other relevant experience.

ARTICLE SEVENTEEN - TEACHER TRANSFER

The Committee and the Association recognize that some transfer of teachers from one assignment to another may be necessary. They also recognize that excessive transfer of teachers is disruptive to the education process.   Therefore, they agree as follows:

17.1 Teachers desiring a change in assignment, either temporary or permanent, shall submit a written request to the Superintendent. Requests for transfer shall include the reason for such a change, and must be submitted between September 1 and May 1 of each school year in order to be considered for the next school year. For positions posted after May 1, incumbent teachers shall be allowed to apply for a voluntary transfer in a reasonable time. The desires of the individual teachers will receive fullest consideration, but the professional requirements of the school system will be the deciding factor on which the Superintendent will make a determination. Notwithstanding this Article, any teacher who is transferred because of the elimination of the teacher's position or a particular service shall have preference to return to that position or service if it is reinstituted within three years.

17.2  When a change in the number of teachers in a school is necessary, the Superintendent will so indicate and will seek volunteers. Teachers volunteering will be given preference providing they meet the qualifications of the new position.

17.3  When involuntary transfers are necessary, a teacher's seniority, areas of competence, major and minor field of study, quality of teaching performance and recommendations of Principals involved shall be considered in determining which teacher is to be transferred. An involuntary transfer will be made only after a meeting between the teacher involved and the Superintendent, or designee, at which time the teacher will be notified of the reasons of transfer. A teacher will have a right to respond in writing to involuntary transfer assignments. Such response will be included in the personnel file of the teacher, if so requested.

17.4  Notice of transfer will be given in writing to teachers as soon as practical and under normal circumstances not later than the close of the school year.

17.5  When a teacher is assigned or transferred to teach one or more classes in a discipline (as defined in RIF Article 27) which the teacher has not taught within the previous four years in Belmont, the following shall apply:

(a)   The most senior volunteer will be assigned.

(b)   In the absence of volunteers, such assignment or transfer shall be made in the inverse order of the teacher's seniority.

(c)    Except in emergencies, the teacher will be notified in writing by June 15th of the preceding year. If the teacher is not notified in writing by August 15th, a staff Development Grant of at least 25 hours at the summer curriculum rate will be offered to the teacher. Grants may be approved for study programs, research, curriculum development and those activities deemed appropriate by the Committee. Time limit deadlines shall be prior to the beginning of the school year or two weeks from notification, whichever is later.

ARTICLE EIGHTEEN - VACANCIES

18.1   All professional staff vacancies, extra-compensatory position openings, and promotional positions shall be transmitted via e-mail to all staff (including the President of the Association) as soon as the positions become available for notification of vacancy. The essential job information shall be included with each such vacancy notice and no new notice will be issued unless a vacancy materializes which is not covered by the previous notice. A promotional position is one that carries a salary higher than a regular teacher's salary.

18.2   A teacher filling a position which is vacated during the school year will be considered to have a long term substitute status and that position will be advertised as a vacant position following the completion of the school year in which the long term substitute is hired.

18.3    When a vacancy occurs in a Unit B or higher administrative position, and a search or screening committee is established by the Superintendent or the School Committee, then at least one member of said committee will be appointed by the Association.

ARTICLE NINETEEN - CLASS SIZE AND ASSIGNMENT

19.1  In the best interests of the educational needs of students, the Committee and the Association agree as follows:

(a)   The Committee’s Guidelines on class size shall be incorporated into this agreement, provided that disputes pertaining to the Guidelines shall not be subject to the grievance and arbitration provisions of the Contract and the Committee may, at its sole discretion, alter such Guidelines as it deems appropriate.

(b)   In order to facilitate programs which can respond to the needs of students assigned to the various levels and groupings being used at the Middle School and High School, teachers and administrators working together through the Principal's Advisory Council at the Middle School and Faculty Senate at the High School shall attempt to resolve situations concerning equity of teaching and duty assignments for all staff. Whenever practicable, duty assignments shall be rotated on an annual basis.

(c)Special Education Placement Guidelines: The Belmont Education Association and the School Committee have an interest in appropriate classroom placement of children with special needs and, therefore, have developed the following guidelines:

•              Teachers receiving special needs students into their classrooms should be provided with the specifics about the students at the earliest possible time.

   Assignment of special needs students should be available before the end of the previous school year, whenever possible.

   A teacher’s complete class list should be available during July, whenever possible.

                      Teachers can request training (and in some instances may be asked to attend training) to meet a particular student’s educational needs. When such training is required by the student’s educational plan, or when the teacher’s request for training has been approved by the Superintendent, the School Department will pay for such training.

                      Placement decisions are governed by many factors and sometimes have to change. Placement changes may result in situations where advance notice is not possible.

In any event, placement decisions of the Superintendent and/or his/her designee are final and binding.

19.2   Whenever it is administratively possible and economically feasible:

(a)   The maximum pupil load for High School teachers in the major academic areas (i.e., English, World Languages, Mathematics, Science, Social Studies and Business) shall be 125 students per teacher. This shall not circumscribe the scheduling of classes for cooperative or other types of large or small group instruction.

(b)   Excluding band, chorus, orchestra and ensemble groups, maximum class sizes at the Middle School will be as follows: 24 for laboratory courses, 30 for Physical Education, and 25 for all other courses not limited by state and/or safety regulations. When no other alternative exists, to insure flexibility in programming, and to accommodate the needs of all students, non-laboratory class enrollments may be increased to a maximum of 30.

19.3 Teachers will be granted preparation time, free from student assignment, in the following manner:

(a)                   At the elementary level, in cases where no follow-up instruction is required, the classroom teacher will be granted a preparation period when a teaching specialist has a class under his/her supervision. When follow-up is appropriate, the classroom teacher and the specialist will determine how much of the period the teacher's attendance is necessary. In cases of dispute between the classroom teacher and the specialist, the Principal retains final authority.

Elementary teachers, grades K-4, will be guaranteed 30 minutes preparation time each day provided that it can be accomplished without increasing the staffing level. It is not the intention of the School Committee to reduce the number of minutes of prep. time.

All elementary specialists will have their classes blocked by grade level whenever the Principal determines that it is possible to do so. When it is not possible, the Principal will meet with the staff member to address the scheduling problem.

An effort will be made to schedule elementary specialists so that they have adequate time for preparation between classes to plan and carry out the instructional program. Whenever possible, for teachers who travel between buildings during the school day, a minimum of 1/2 hour shall be scheduled and allowed for travel and set-up.

(b)   The Superintendent or designee will meet with the President of the Association to review specialists’ schedules before the scheduling of specialists is finalized. Any problem(s) will be worked out between the parties before the finalized schedules are provided to the specialists.

(c)                             At the High School all teachers will be guaranteed a minimum of one (1) preparation period per day (2 mods = 52 minutes). At the Middle School all teachers will be granted a minimum of one (1) preparation period per day of at least fifty (50) minutes. The Committee will maintain the present level of specialist support at the fifth grade level. Because of the duties inherent with a self-contained classroom, fifth grade teachers will have no non-teaching duties, with the exception of recess.

(d)                             All teachers will have a duty-free lunch recess.

(e)                             Every reasonable effort will be made to secure a substitute teacher from the first day of the regularly assigned elementary teacher’s absence.

19.4   High School Schedule:

(a)  On the basis of a seven-period day, High School teachers working in the major academic areas will be assigned no more than thirty (30) periods per week, of which not more than twenty-five (25) shall be teaching periods.

(b)  On the basis of a 15-module day, the High School Schedule academic year is as follows:

1)                   Teachers will be available to be scheduled between the hours of 7:35 AM to 2:25 PM. Teachers are scheduled 45 modules of teaching per week. Teachers have 9 mods per class and five classes per week.

2)                   As determined by each department, every teacher will be scheduled for one mod (26 minutes) per week of structured learning oversight. Each department will determine the activities of teachers and an appropriate mix of those.

3)                   No duty time except for:

a. Administrative Homeroom - This schedule does not include a dedicated homeroom period. The principal can schedule administrative homeroom when necessary to conduct the business of the school (e.g. distribution of student course descriptions, sign-up, etc.).

b. Administrative Emergencies - When extraordinary events at the High School require teacher assistance in duties to effectively run the building, teachers will be assigned and assist in such duties.

4)  If any teacher is scheduled for both A and O periods on a given day, that teacher will not be required to arrive at school 15 minutes before the start of school nor leave 15 minutes after the end of school that day.

5)   Teaching modules will be 26 minutes long. Short blocks run 52 minutes. Long blocks run 78 minutes.       Longer blocks for teachers will occur 1 per class one per week for 5 sections.

19.5   Classroom Use: Teachers will have first preference in using their classrooms after school hours. In the event that there is a request for the use of classrooms by after school groups, principals will confer with the teacher(s) before assigning rooms. In any event, classroom use will be alternated so that no one teacher is unfairly affected, and no group will be able to use any classroom for fifteen (15) minutes after the dismissal time for students.

19.6            Up to two (2) days weekly of substitute coverage will be provided at each of the elementary schools and at the middle school primarily to alleviate incursions by meetings into the preparation time of teachers.

ARTICLE TWENTY - MEETING SCHEDULES

20.1Teachers may be required to remain after the end of the regular work day without additional compensation to attend staff meetings.

The Committee and the Association recognize that the goals for student achievement of the ERA of 1993 and the system goals of the Belmont Public Schools Strategic Plan present us with significant challenges. We recognize that meeting of staff in various groupings: by building, by department, by grade level and district wide, are necessary for collaboration, professional development, curriculum development and alignment and information sharing to support the teaching and learning to which the parties are all committed.

The parties further recognize that all meetings should be as efficient and productive as possible and should provide, where possible, for the accumulation of PDP’s for teachers’ recertification, consistent with the DOE requirements.

In the effort to increase the productivity and efficiency of meetings, the parties support the following:

(a)                             Every meeting will have an agenda which shall be distributed at least one school day before the scheduled meeting.

(b)                             Teachers are encouraged to submit agenda items and ideas for meetings to the administrator chairing the meeting as part of the planning process for meetings.

(c)                             Memos and e-mail should be used to the greatest extent possible for routine business and communication.

(d)                             Meetings start (15) minutes after the dismissal of students. Meetings should start on time and all participants should come prepared for the meetings(s).

(e)                             The schedule of meetings for the year will be given to all staff at the start of the school year. It is expected that all staff will respect the schedule and make every effort to avoid conflicts.

(f)                              During the school year, teachers agree to make themselves available for eleven (11) hours of meeting time for legally mandated student meetings before and/or after school to discuss the needs of their students, subject to the schedules and convenience of all meeting participants.

(g)                             Meetings will be scheduled as follows:

1.                               Every Wednesday during the school year, the calendar will be scheduled with either an early release or a one-hour early dismissal at the elementary schools and middle school. (Achieved through the addition of ten (10) minutes to the end of the school day on Monday, Tuesday, Thursday and Friday)

2.                               Meetings on the 1-hour early dismissal Wednesdays will last for sixty-five (65) minutes.

3.                               Meetings will include:

1.       Building Meetings

2.       Department Meetings

3.       Curriculum Meetings

4.     Professional Learning Team Meetings

5.     Teacher-Generated Agenda Meetings

4.                     A schedule of meetings will be shared with teachers by the first day of school, and will be included in the Staff Development Handbook posted on the BPS web site.

5.                      Two (2) additional meetings may be called by the Superintendent, if needed, of one hour duration.

Reference Meeting Schedule Addendum G.

20.2   Agenda for all meetings will be delivered to participants by the close of the school day prior to the date of the meeting.   The omission of items from the agenda shall not preclude their being discussed.

20.3   Teachers will participate after the time of dismissal of pupils in a reasonable number of professional meetings, conferences and consulting sessions having to do with the professional commitments and responsibilities relating to their building units and the system itself.

ARTICLE TWENTY-ONE - PROFESSIONAL DEVELOPMENT

21.1  Professional Development Time shall be planned cooperatively between the administrator and staff members in each school. This is not intended to preclude individual teachers and groups of teachers from planning and attending alternative professional development activities which have been approved by the building administrator or immediate supervisor. Elementary students shall be released at least three (3) hours early on eight (8) afternoons per year so that teachers may participate in activities such as workshops, group planning and coordination, diagnosing student problems, doing tutorial work, committee meetings with parents or professional activities. The first of these elementary release days shall coincide with the first day of school for grades 1-4. Reference: meeting schedule Calendar addendum see MOA Section 4 June 2011

21.2  At the Middle School , six (6)release days will be provided. The first of these release days shall coincide with the first day of school. The decision about the length (one-half or a full day) and schedule for the first day of school for fifth grade students will be made mutually by the administration and the fifth grade teachers after reviewing and evaluating the effectiveness of the previous year’s schedule. Reference: meeting schedule Calendar addendum see MOA Section 4 June 2011

21.3. At the High School, four (4) release days will be provided. The first of these release days shall coincide with the first day of school, with the exception of grade 9. Reference: meeting schedule Calendar addendum see MOA Section 4 June 2011

21.4     From time to time, the Committee will consider the need for additional professional development time based upon the recommendation of the Superintendent.

21.5  Applications for re-certification (license) will be made by teachers to the Department of Education. Teachers will be reimbursed $100 for the recertification fee upon submission of proof of payment and a Form 19 to the Superintendent’s Office. If multiple certificates are required by the Belmont Public Schools, then the committee will pay for more than one certification up to a maximum of $125 reimbursement for these costs. The Superintendent will make the determination whether multiple certificates are required.

21.6 Staff Development Council:

1. The goal of the Staff Development Council is to provide teachers with a variety of opportunities in the areas of curriculum application and professional development.

2.    The Council shall keep teachers informed of, and assure equitable access to, professional development opportunities. To that end, a professional development information page shall be established on the Belmont Public Schools’ website. This page will provide as complete a list of system-wide professional development opportunities and such other opportunities as can be compiled cooperatively by the Association and Administration. The Staff Development Council shall develop its program with a focus on creating a “no cost” method for staff to get recertified.

3. The Council shall be chaired by the Assistant Superintendent for Curriculum and Instruction and shall include elected teacher representatives: One (1) teacher from each elementary school; two (2) from the Middle School; two (2) from the High School; one (1) specialist; and one (1) Special Education teacher. The Superintendent or designee may appoint five (5) other members of the Council. The co-chair shall be a teacher and shall be elected by the members of the Council.

4. The Staff Development Council will meet at least four (4) times throughout the school year and is responsible for planning staff development programs for the system. Members of the Council will gather information from their respective schools and/or staff they represent about the professional development needs of the staff and will encourage teacher representation and involvement in the decision making process regarding professional development. In addition, the Council will identify topics for professional development that are consistent with system goals, identify possible presenters for programs, act as a liaison between the presenter and the Council, and review evaluations of the program.

5. The Staff Development Council shall report its recommendations to the Superintendent, with notice of same to the President of the Association.

ARTICLE TWENTY-TWO - NEW INITIATIVES

Initiatives in curriculum and instruction are essential to a self renewing and high performing school system. Well designed curriculum addresses the needs and demands of a changing student body, new technology, advancing theories and practices in pedagogy, system-wide goals, and statutory mandates. The change process needs to be conducted in an orderly and participatory manner.

For successful implementation, curriculum revisions at the district level should be determined cooperatively by teachers, parents, and administrators through system-wide curriculum steering committees. All    curriculum    revisions    should    be    consistent    with    the    system-wide    schedule    for curriculum development and coordination.

Each Curriculum Steering Committee will be co-chaired by the Coordinator/Director and an Elementary Teacher. The Elementary co-chair will be chosen by the members of each Steering Committee.    Membership on the Steering Committees is open to volunteers and broad representation is valued.      All   Elementary   co-chairs   will   meet   with   the   Coordinators   and   Directors   and   the   Assistant Superintendent for Curriculum and Instruction a minimum of once every semester.

All final decisions on curriculum matters rest solely and exclusively with the School Committee and these final decisions are not subject to grievance and arbitration.

Statutory mandates may require immediate action or may result in the abridgment of the usual standards for implementation and the system-wide curriculum review cycle. When this is necessary, the needs will be explained to all concerned parties.

Within funding constraints, reasonable attempts will be made to provide appropriate funding, materials, and training necessary to implement a given program.

Staff who pilot materials and programs will participate in the evaluation of those materials and programs. Evaluation reports will be shared with the Steering Committee Chair, members of the Steering Committee, and teachers responsible for the learning area affected. The Steering Committee will allow for at least ten (10) school days to receive and review teacher reactions to evaluation data prior to finalizing the recommendation to the School Committee regarding the adoption of materials and/or programs. Evaluation data will be made available to all interested parties. In addition, once programs have been adopted, evaluation in a variety of forms will continue to determine the effectiveness of such programs.

ARTICLE TWENTY-THREE - SUMMER CURRICULUM WORK

Recognizing that the teacher's first responsibility is to teach, major curriculum revision consisting primarily of research, production of curriculum documents, and the analysis of instructional materials, will be conducted during the summer months by Belmont teachers on a selective-elective basis. The Superintendent shall post notification of availability of summer curriculum work by March 1. Teachers shall have the opportunity to submit proposals for summer curriculum work until April 1. Final decision on all proposals will rest with the Superintendent or the Superintendent’s designee in the best interests of the School District. Teachers will be notified of the disposition of their application and proposed program by May 1. The hourly rate will be $40.00.

ARTICLE TWENTY-FOUR - EVALUATION

24.1  A document entitled, “A Handbook for Evaluation of Unit A Personnel in Belmont” (Appendix D) which describes the process for evaluation of Unit A Personnel is part of this contractual agreement.

24.2 An official observation of the work performance of teachers on which formal evaluations are to be filed with the Superintendent will be conducted openly and with full knowledge of the teacher. Teachers will be given copies of evaluation reports prepared by their evaluators as required by the General Laws and will have the right to discuss such reports with their evaluators. There shall be no routine formal observations of teachers during the first and last eight (8) days of the school year unless the Principal gives written intent to make such observations or unless the following conditions exist:

(a)   The teacher has been recommended with reservation.

(b)   The teacher is new to the system or to the building.

(c)    The teacher demonstrated obvious unacceptable behavior.

24.3    No teacher with professional status will be disciplined, or formally reprimanded, reduced in rank  or  compensation,   or   deprived  of  any  professional  advantage   without   just   cause   provided   that  a teacher   with   professional   status   who   desires   to   dispute   a   dismissal   shall   pursue   his/her   rights   under Chapter 71 of the Massachusetts General Laws.

24.4  An ongoing Committee consisting of four members appointed by the Belmont Education Association and four members appointed by the Belmont School Committee has been established for purposes of reviewing and updating the evaluation instrument currently in effect. Recommendations for change shall be agreed to in writing by a majority of the Standing Committee provided there is an affirmative vote of at least two representatives of each party and shall be submitted jointly to the School Committee for action.   The current evaluation instrument will only be changed by this process.

24.5   The Belmont Education Association and the Belmont School Committee agree that changes in Section 24.4 will be made pursuant to the Contract. These changes would be subject to ratification by both the Committee and the Association. Changes pursuant to the Education Reform Act of 1993, Chapter 71, §38 will be handled pursuant to the law.

ARTICLE TWENTY-FIVE - PERSONNEL RECORD

25.1   There shall be only one official file for each teacher and this shall be maintained in the office of the Superintendent.

25.2   Any complaint regarding a teacher which becomes a matter of record shall be called to the teacher's attention by the Principal within five (5) school days, exclusive of any days on which the teacher or the Principal may be absent.

25.3   No material derogatory to a teacher's conduct, service, character or personality shall be placed in the file unless the teacher has had an opportunity to read the material. The teacher shall acknowledge that he/she has read such material by affixing his/her signature on the actual copy to be filed. Such signature does not of itself indicate agreement with the contents.

25.4   The teacher shall have the right to answer any material filed and the answer shall be attached to the file copy.   No material of anonymous authorship will be placed in a teacher's file.

25.5      As per provisions of the General Laws, Chapter 71, Section 42C, within a reasonable time after the request is presented by the teacher, he/she shall be given access to the file, while in the presence of the Superintendent or designee, and, if the teacher desires, a representative of the Association.

25.6      Upon receipt of a written request, the teacher shall be furnished a reproduction of any material in his/her file, with the exception of confidential material solicited by the school system from other employers or from colleges or private placement bureaus.

ARTICLE TWENTY-SIX - PERSONNEL FORMS

All new personnel forms adopted by the School Department  will be forwarded to the President of the Association at least thirty (30) days in advance of their utilization.

ARTICLE TWENTY-SEVEN - REDUCTION IN FORCE

27.1       If   the    School   Committee    determines,   pursuant    to    its   legal   rights    and    responsibilities consistent    with    the    General    Laws    of    the    Commonwealth,    the    Regulations    of    the    Department    of Education, and this Contract, to make decisions that a reduction in the number of teachers employed is necessary or that a particular type of teaching service should be discontinued, the following policy for reduction of personnel will be used.

(a)    Inasmuch as possible, normal attrition will be used whereby teachers who retire or resign will not be replaced if there are fully qualified teachers available who are capable to fill the position and who would otherwise be subject to layoff.

(b)    Teachers who are not under regular contract or who are on temporary status (e.g., teachers filling in for leaves of absence or long-term substitutes) will be laid off first, provided there are fully qualified teachers available who are capable of performing all the duties of the teachers to be laid off under this Section.

(c)    In case of a further reduction in teaching staff, a teacher with professional status shall not be dismissed if there is a teacher without professional status employed whose position the teacher with professional status is qualified to fill. For purposes of this Article, an employee whose position may not still be eligible for professional status under the laws of the Commonwealth of Massachusetts (e.g. guidance) shall be considered to have professional status if the employee has served in this position for three or more years.

(d)    If the Superintendent determines that further reductions in staff are necessary which affect teachers with professional status, he/she shall retain, consistent with the requirements of all relevant laws, those teachers whom it determines are most qualified. If the Superintendent determines that qualifications within the disciplines set forth below are approximately equal, then the teachers with the most seniority shall be retained. The teacher's placement on the salary schedule shall not be a consideration in determining who shall be laid off.

(e)     If a teacher is assigned to more than one discipline simultaneously, the teacher will be carried on the seniority list of each discipline in which the teacher is assigned. If a teacher subsequently leaves a discipline in which that teacher was assigned, the teacher will be retained on the seniority list of the previous discipline for a period of five (5) years.

(f)      In the event a position in Unit B is discontinued and the employer does not offer the displaced member another Unit B position, a displaced Unit B member who has served in the Belmont School System in a position covered by the Unit A or Unit B contract for a total of three years prior to June 30, 1987 will be pooled along with Unit A members on recall for consideration for a vacant position within Unit A which he/she is qualified to fill. If there is no vacancy, he/she shall be entitled to be transferred to a position held by a teacher without professional status which he/she is qualified to fill. If no open position (a vacancy or a position held by a teacher without professional status) exists, the displaced Unit B member will be transferred to a Unit A position for which he/she is qualified and will be subject at that time, along with other Unit A members, to the Reduction In Force provisions of the Unit A contract.

27.2 For purposes of this Article "disciplines" shall be as follows: (1) Elementary Grades K-4 and Grades 5 and 6 in Middle School; (2) English; (3) Foreign Languages within the certification; (4) Mathematics; (5) Science within the certification; (6) Social Studies; (7) English Language Learners; (8) Nurses; (9) Industrial Arts; (10) Art; (11) Music; (12) Physical Education; (13) Guidance; (14) Psychologist; (15) Reading; (16) Special Education; (17) Speech & Language Pathologist; (18) Library/Media Specialist; (19) Health Education; (20) Technology Education; (21) Computer Education;   (22) School Social Worker

For purposes of the Article, total continuous time in the professional employ of the Belmont Public Schools in years and days as of the beginning of the current work year shall be used to compute an employee's  length  of  service   and   seniority.  Continuous   service  during  an  entire   school  year   shall  be treated as one year, regardless of the number of actual teacher days in that school year.   Service during a portion of a school year shall be measured in teacher work days, provided the accumulation of 180 work days shall be counted as one year for purposes of seniority.

EXAMPLE: A .5 teacher for a full year would be credited with 90 days; a .6 teacher for a full year would be credited with 108 days.

Prior to school year 1994-1995, teachers less than one-half time did not accrue seniority.

Any authorized, unpaid extended leave does not constitute a break in service. While on any authorized, unpaid extended leave, the staff member does not accrue seniority. Seniority is not broken during the recall period but does not accumulate during such time. Seniority will not be considered broken if a riffed person is rehired after the recall period, unless that person had refused a job offer during the recall period. Part-time employment at less than a full day shall be added to determine the equivalent numbers of full-time days or months. Part-time work will be credited with pro-rata seniority and salary.

A list specifying the seniority and professional status of each member of the bargaining unit will be prepared by the Superintendent or his/her designee and forwarded to the President of the Association within forty (40) days following the execution of this Contract. If there are no objections to the list raised within forty (40) days after receipt by the President, the list will be deemed final and binding. In the event there are questions or objections raised, these will be examined by a representative of the Belmont Education Association and a representative of the Central Administration. If no agreement can be reached, the matter may be submitted to expedited arbitration for final and binding resolution. Thereafter an updated seniority list shall be supplied by the Superintendent or his/her designee annually by November 15. If there are no objections to the list raised within forty (40) days after receipt by the President of the Association, the list will be deemed final and binding for that school year.

In cases where two or more employees commence work on the same day, the date of appointment by the Superintendent shall establish their relative seniority status. In the event such employees are appointed on the same date, they shall draw lots by November 1 to establish their relative seniority status.

27.3     Except in unforeseen circumstances, teachers with professional status who are affected by reductions in staff shall normally be notified by April 15 of the school year preceding that school year in which the reduction is to be effected, but in no event later than May 15.

In the event of a decision to reduce the force during the school year, staff members being laid off will be given a minimum of sixty (60) calendar days' written notice prior to the effective date of the layoff. While it is recognized that only teachers with professional status are covered by the provisions of this Article, in view of the fact that a reduction in force may affect a teacher without professional status during a school year or after a person without professional status has been reappointed for the following school year, it is agreed that in such cases the teacher without professional status shall be given a minimum of thirty (30) calendar days' written notice prior to the effective date of the layoff.

The Association shall be provided with copies of all layoff notices.

27.4 Teachers with professional status who are on layoff, shall for eighteen (18) months after the effective date of the layoff retain first preference to recall rights in the inverse order of layoff to positions from which they were laid off or open positions for which they satisfy the qualifications for new hires in the Belmont School System.

The only benefits accorded to teachers who have been laid off and who are on the recall list, will be those specified in this Article. All other benefits gained by teachers as a result of this or successive collective bargaining agreements will be received only by those teachers actively employed.

Teachers   who   are   recalled,   shall   be   credited   with   all   benefits   provided   for   in   this   Contract   and accrued up to the time of layoff.

Teachers on the recall list shall be entitled to membership in any group, health or life insurance coverage in existence at the time of the effective date of the layoff, provided, however, that the teacher pays the entire cost of the insurance pursuant to the requirements of the insurance carrier and there shall be no contribution required by the Committee or the Town for such teachers' insurance.

During the recall period, teachers who have been laid off shall be given first preference on the substitute list, if they so desire, within their discipline or areas of qualification, at the rate of pay applicable to substitutes.

Teachers laid off during the school year will, upon return, be placed on the next step of the Salary Schedule if they had served for a minimum of ninety (90) days combined during the year of the layoff and during the recall period.

27.5      For openings occurring during the school year, recall notices shall be sent via certified mail to the teacher's last address of record at the time of layoff at least twenty-one (21) days in advance of the effective date of return. For openings effective at the start of the school year, recall notices shall be sent as soon as possible. If a teacher fails to notify the School Department within seven (7) days of proof of receipt of a recall notice of his/her intention to accept recall, said teacher shall forfeit all rights to such position. A teacher who accepts recall and fails to return on the return day, shall forfeit all rights and benefits provided in this Article unless such failure is caused by illness or other emergency. A teacher who has been laid off and accepts or declines recall to a part-time position does not prejudice his/her right to be recalled to a full-time position.

27.6      A teacher with professional status who received eighteen (18) months recall rights, waives and is not entitled to a dismissal hearing pursuant to Chapter 71, Section 42 or 42A of the General Laws of Massachusetts.

27.7      Notwithstanding the provisions of Article 5, Section 5.5(h), the Association may challenge through grievance and arbitration a question of whether the procedures have been followed in a reduction in force; but such arbitration challenge will not include a challenge to the judgment of the Superintendent.

ARTICLE TWENTY-EIGHT - TEACHERS' CONTRACT SEVERANCE

Requests by teachers for release from a yearly or continuing contract status will become effective as follows:

(a)   During the period from the close of school in June until October 1st such requests will become effective sixty (60) days from the receipt of the request by the Superintendent or upon appointment of a replacement, whichever comes first.

(b)    During the period from October 1st to the close of school in June, such requests will become effective at a time mutually agreed upon or upon appointment of a replacement.

ARTICLE TWENTY-NINE - VOUCHERS FOR TUITION CREDIT

The distribution of vouchers for tuition credit shall be the responsibility of the Association.

ARTICLE THIRTY – AGENCY FEE AND PAYROLL DEDUCTIONS

30.1 Effective September 1, 2001, any teacher employed by the Belmont School Committee shall be subject to an agency service fee unless said teacher is or becomes a member of the Belmont Education Association. Pursuant to MGL Chapter 150E, Sections 12, it shall be a condition of employment that on or after the thirtieth (30th) day of employment in the bargaining unit or the effective date of this Agreement, whichever is later, each and every member of the bargaining unit shall pay to the Association an agency fee, which shall be proportionally commensurate with the costs defined by law and by the Massachusetts Labor Relations Commission’s regulations contained in 456 CMR 17:00: Agency Service Fee. The Agency Service Fee shall be deducted from each paycheck pursuant to payroll authorization.

Collection of agency service fees, including the collection of delinquent fees shall be solely the responsibility of the Association, and the Committee shall not be obligated to take any action in regard to the employment of such delinquent employees. Teachers who fail to pay the fee shall not be subject to dismissal or suspension, but the Association shall have standing to pursue any and all remedies it may have at law to collect such fee.

The Association agrees to set the amount of the agency service fee and to administer procedures relating to the fees in accordance with all applicable laws and regulations.

30.2     The Association and Committee agree to the provisions of Section 17C of Chapter 180 of the General Laws of Massachusetts. Upon submission of appropriately signed dues and credit union deduction cards, monthly deductions from salary will be made for the Belmont Education Association, the Massachusetts Teachers Association, the National Education Association and/or Century Bank - Educator's Division, and United Way as designated thereon. Teachers are also entitled to have payroll deductions made to a Credit Union or a designated bank.

30.3  The signed dues and credit union deduction authorization cards, which shall be distributed and collected by the Association, must be received by the Superintendent before October 1st. Deduction shall continue to be made unless the Superintendent is given sixty (60) days notice in writing that the teacher wishes to withdraw this authorization.

30.4  The Association shall indemnify and save the Committee and/or the Town harmless against all claims, demands, suits, or other forms of liability, which may arise by reason of any action taken in making deductions and remitting the same pursuant to this Article.

ARTICLE THIRTY-ONE – INSURANCE AND ANNUITIES

31.1 Effective September 1, 2007, the Town of Belmont will pay 80% of the cost of the premium for the HMO health insurance plan, and members of the bargaining unit will pay 20% of the cost.

Upon agreement by all town and school unions, the Town of Belmont will pay 75% of the cost of the premiums for the PPO health insurance plan, and members of the bargaining unit will pay 25% of the cost.

Subject to agreement by school and town unions, the BEA agrees to the following plan design changes:

Office visit co-pay from $5.00 per office visit to $15.00 per office visit

Prescription Drug co-pay from $5/ $10/ $25 to $5/ $25/ $40

As long as the Town of Belmont agrees to pay one half (1/2) of the health and life insurance policies currently in effect, the School Department will deduct the employee's share from payroll checks for participating members upon receipt of the proper authorization. The School Committee agrees not to discourage the Association from working toward an increase in the town's percentage of contribution for employee health and life insurance.

In the event the Town of Belmont modifies its insurance benefits, either as to coverage or percent of contribution, similar arrangements for payroll deductions will be made available to all teachers.

31.2            Within its authority, the Committee will take whatever action is necessary so that insurance shall be continued for unit members on leave.

31.3    In order to provide a non forfeitable tax sheltered annuity payable upon retirement or termination of employment, a teacher may contract with the Committee, pursuant to Section 37B of Chapter 71 of the General Laws of Massachusetts, for the purpose of such annuity as part of his/her employment compensation. Such contract shall specify the premiums to be paid toward the annuity and the benefits payable there under.

Teachers will be provided with the opportunity to change annuity carriers and the amount to be deducted, etc. once a year either in December or March.

Changes in any Aetna tax sheltered annuities may be made at any time permitted by the annuity plan.

31.4                  The Association shall indemnify and save the Committee harmless against any claim, demand, suit, or any other form of liability that may arise out of or by reason of action taken or not taken by the Committee for purposes of complying with this Article or in reliance of any authorization furnished to the Committee.

31.5                  Salary deductions for a Belmont Education Association sponsored dental plan will be offered at no cost to the school system.

ARTICLE THIRTY-TWO - ASSOCIATION SECURITY

32.1   Within sixty (60) days of the execution of this Contract, the Committee will supply the Association with an electronic copy of the Contract. One hundred (100) printed copies will be made available to the BEA.

32.2   The President of the Association will be sent a copy of the official agenda prior to each Committee meeting. Said agenda will be e-mailed to the President on the same day that it is e-mailed or hand delivered to the members of the School Committee.

32.3        The Committee will provide five (5) telephone lines at the High School in the departmental offices, three (3) telephone lines at the Middle School and three (3) telephone lines at each elementary school for use by staff.

There will be a minimum number of handsets at each elementary building to achieve a ratio of at least one (1) handset to six (6) staff members. Every effort will be made to place one (1) handset that offers privacy on each floor of each elementary school. There will be a phone handset in the office of each counselor and school psychologist.

32.4    The Committee shall annually make available a total of twenty (20) work days per year for members of the bargaining unit designated by the Association to attend MTA and other related conferences, meetings, and workshops.    No individual, except the President, may use more than three of said days in any given school year. Seven of these twenty (20) days shall be used for delegates to the MTA Annual Convention and/or the NEA Convention. In addition, these days can be used by those having business at arbitrations or hearings of administrative agencies. This includes witnesses, officers and committee chairmen, but not observers.

32.5     The President of the Association, the Grievance Chairperson and up to seven members of the PR&R Committee will be relieved of non-teaching duties which duties will be absorbed by other staff members. The Belmont School Committee will compensate each of the seven members of the PR&R $450 in lieu of release time, a total of $3,150.

32.6     The Belmont Education Association President who has been assigned to the High School or Middle School will be relieved of two teaching classes or, at the option of the President, a mutually agreed upon equivalent time. If the President is assigned to the elementary school, he/she shall be given a clerk aide for 15 hours per week and shall be released from two hours of instructional time per day or an equivalent time per agreement of the parties. At the Middle School, if it is not possible to locate a teacher to fill the 2/5 position, the parties will mutually agree on an alternative such as the clerk aide described for the elementary level. To fund the expenses caused by this paragraph, the Belmont Education Association will pay the full cost of the release time of the President per regular work year, but in any event not more than forty (40) per cent of his/her salary.

32.7     The school department will make its best effort to provide office space in the school the BEA president teaches in.

ARTICLE THIRTY-THREE TEACHER PROTECTION AND INDEMNIFICATION

33.1     Within forty-eight (48) hours teachers will inform their Principal or immediate supervisor in writing of all cases of assault or injury suffered by them in connection with their employment. Teachers may report cases of other abusive conduct within the same 48 hours.

33.2     The Principal, a designee, or the immediate supervisor will investigate such report and notify the Superintendent in writing. The Principal, a designee, or the immediate supervisor will promptly report the assault or injury to the proper law enforcement authorities.

33.3    The Superintendent will forward all reports to the School Committee who shall determine what action is to be taken by the Committee. Nothing in this Section shall preclude the Principal or the Superintendent from taking such action as they deem necessary within their statutory authority.

33.4     If the assault, injury or abusive conduct is in connection with the teacher's employment and is committed by a person who is not a pupil, the Administration shall promptly report the incident to the proper law enforcement authorities.

33.5     In the case of an assault by either a pupil or non-pupil on the teacher, in connection with the handling of the incident by law enforcement authorities, such assistance shall include, but not be limited to, complying with any request by the teacher for information in its possession relating to the incident or persons involved.

33.6     If the teacher fails to report within forty-eight (48) hours any cases of assault, injury or other abusive conduct suffered by him/her in the scope of his/her employment, he/she shall be deemed to have waived the protective process as described in the first four sections of this Article, and the Committee or the Administration may take whatever action is reasonable. The teacher does not waive any other rights.

33.7    In addition to the above indemnification, the Committee agrees to continue in effect for the term of this Contract, if available on substantially equivalent terms, its optional insurance policy for teachers.

33.8   All teachers shall be covered by the provisions of the Worker's Compensation Law of the Commonwealth of Massachusetts, Chapter 152, Section 69.

33.9    In addition thereto, the Committee shall grant personal injury leave not exceeding five (5) days without loss of pay and not deducted from sick leave to a teacher because of a personal injury arising out of the course of employment, including a teacher who is the physically injured victim of an assault during the course of employment where such incident did not materially involve negligence or misconduct by the teacher.

33.10    In instances in which injuries covered by this Section incapacitate a teacher for more than seven (7) calendar days, he/she shall apply for Worker's Compensation benefits. In such instances, the Committee, to the extent permitted by law and the contract, shall grant the injured teacher pro rata sick leave so that when added to the amount of disability compensation under Worker's Compensation, the sick leave allowance will result in the payment to the teacher of his or her full salary.

33.11   The Committee shall provide protection as required by the provisions of Chapter 258 of the General Laws of the Commonwealth of Massachusetts.

ARTICLE THIRTY-FOUR - SALARY AND SALARY PAYMENT

34.1   Salary Schedules:

(a)                 For personnel employed as of the signing of this agreement, the salary schedule appended hereto as B-1 shall be effective September 1, 2011.

(b)                 Similar to the above, Appendix B-2 applies to the 2012-2013 school year.

(c)                 Similar to the above, Appendix B-3 applies to the 2013-2014 school year.

34.2   Credit for Training and Experience:

(a)   All teachers shall receive full credit for each year of full-time comparable teaching experience. For the purposes of the Article, full-time teaching experience shall be defined as follows:

(i) Continuous full-time teaching in the same school system for only one-half or more of a school year shall be equated to one full year of teaching.

(ii) One full year of half-time or more teaching in the same school system shall be equated to one full year of teaching.

(iii)   No credit shall be given for any fraction of a year less than one-half.

(b)                             All teachers shall receive credit for up to two years spent in Vista, the Peace Corps or the Armed Forces. Such credit shall be granted provided that the sequence of high school, college training, Peace Corps, Vista and Armed Forces is not interrupted by permanent work experience outside the profession.   The sequence need not be in the order listed above.

(c)                             A new teacher holding two Masters Degrees, or a CAS, or a CAES, or a CAGS, will be placed on the appropriate level according to the number of credits earned beyond the 1st Masters degree provided that the advanced degree is relevant to the teacher’s assignment. The Superintendent’s decision in this regard is final

(d)                   Any  disagreement  between  teachers  and  the  District  regarding  pay  for  course  work  and degrees must be initiated during the first year of employment or no further action will be taken.

34.3        Compensation for Professional Growth:

A document entitled “Compensation for Professional Growth Guidelines” which describes the process for salary advancement for Unit A personnel is part of this contractual agreement and is incorporated as Appendix E.

34.4            Payment:

Teachers shall receive their first paycheck on the Wednesday of the first full week of classes and on every other Wednesday thereafter in a sum equal to 1/26th of their annual salary. Should a teacher's payday fall in a vacation week one week after a work week, then that check will be paid on the last day before vacation. Should a teacher's payday fall in a vacation week more than one week after a work week, the check would be made available at the teacher's school on a normal payday. If that payday is a holiday, the check would be made available the day before the payday, at the teacher's school. Not later than the last workday in June each year, teachers shall receive a lump sum payment of the balance of their annual salary due for the fiscal year, except that teachers who are not returning to Belmont for the following year will not receive their pay check until the principal certifies that all professional responsibilities have been fulfilled.

At the option of the teacher, salary payments shall be made by direct deposit to a bank of the teacher's choice.

Payment of extra days of work (or deductions from pay) shall be at 1/181 of the yearly salary. No deductions will be made from extra-compensatory stipends unless a substitute is hired or the program curtailed or disbanded.

34.5 Members of the bargaining unit who are employed less than full time will be paid on a pro­rated basis of the appropriate step of the salary schedule. (e.g. three quarters time = .75 x appropriate step).

ARTICLE THIRTY-FIVE - EXTRA-COMPENSATORY ASSIGNMENTS

Extra-compensatory athletic duties and services shall be compensated in accordance with the salary schedule set forth in Appendix C for the term of the Contract.

The enumeration of said positions or types of extra-curricular services or duties as set forth in that schedule does not mean the Committee must continue those in existence. In the case of the creation of new positions, the Committee will establish the initial salary which will be included in a job posting and in effect for the first year and which will be subject to negotiations in successor contracts or succeeding years of this Contract if requested by the Association. In establishing the initial salary, the Committee will, to the greatest extent possible, make use of the existing salary categories included in Appendix C.

An appointment to the duties and positions listed in Appendix C is subject to annual reappointment by the Superintendent. Teachers will normally be notified by June 1 whether or not they have been reappointed for the next school year. Positions in the Belmont Summer and Evening Schools, coaching positions, and other extra-compensatory positions, other qualifications being approximately equal, will be filled first by regular appointed teachers in the Belmont School System. The decision of the Superintendent is not arbitrable.

ARTICLE THIRTY-SIX – LONGEVITY

The salaries of the bargaining unit who have completed the required length of service in Belmont will be increased as follows:

2011-2012

2012-2013

2013-2014

15 Years

$1,800

$1,800

$1,800

20 Years

$2,100

$2,100

$2,100

25 Years

$3,000

$3,000

$3,000

ARTICLE THIRTY-SEVEN - SAVING CLAUSE

37.1    If any provision of this Contract shall be found to be contrary to law, then such provision shall not be applicable or enforced except to the extent permitted by law. Substitute provisions, if any, shall thereafter be negotiated between the parties hereto.

37.2    In the event that any provision of this Contract shall be found to be contrary to law, all other provisions of this Contract shall remain in effect.

ARTICLE THIRTY-EIGHT - JURY DUTY

A teacher who serves on jury duty will be paid full salary for the time served.    Per diem salary paid to the teacher for the jury duty on school work days will be returned to the School Committee.

ARTICLE THIRTY-NINE - SCHOOL ENVIRONMENTAL PROBLEMS

39.1  Any staff member who has a complaint about the heating, ventilation, sanitation or other environmental problem will report that problem to the Principal's office. The complaint will be investigated as soon as possible by the appropriate custodian who will, if possible, rectify it immediately. If the complaint cannot be dealt with immediately, the custodian will notify the Supervisor of Buildings and Grounds who will, with the agreement of the Superintendent or designee, bring in appropriate help and materials to correct the problem. At each step of this procedure the complainant will be notified by the building Principal as to what corrective action is being taken.

39.2 If the above procedure does not correct the problem, the Supervisor of Buildings and Grounds and/or the staff member or designee will so notify the building Principal and the BEA building representative who will meet with the Superintendent or designee and the complainant or designee within 48 hours after the complainant has notified the building representative. Through the BEA building representative, the complainant will be notified of action taken as a result of this meeting.

39.3    Grievances filed under this Article are not subject to arbitration.

ARTICLE FORTY – TUITION FREE ATTENDANCE OF NON-RESIDENT

TEACHER’S CHILDREN

Effective in the 2003-2004 school year, a teacher in the Belmont School System who is not a resident of the Town will have the option, at no cost of having his/her child( children) attend the Belmont Public Schools subject to the following conditions:

(a)                 Space available basis, as determined by the Superintendent

(b)                 Limit of twenty-two (22) students per school year

(c)   If more apply than there are spaces, there will be a lottery to choose students who may attend

Once a child is accepted, so long as the teacher is employed in the Belmont Public Schools, the child shall be allowed to attend school through grade twelve (12) subject to the rules and regulations that apply to Belmont residents. In addition, every reasonable effort will be made to place siblings in the same school if the parent so requests.

ARTICLE FORTY-ONE – MENTOR PROGRAM

The Belmont Public Schools has established an orientation program for all teachers new to the school system and a Mentor Program for beginning teachers. Teachers new to the school system who are not beginning teachers may, at the discretion of the Superintendent, be allowed to, or required to, participate in the Mentor Program. Teachers who serve as mentors have achieved professional status and agree to participate in training every year of their involvement in the program. In the event that mentors are not assigned mentees for the following school year, the mentors will be paid a stipend of $100 for their attendance at the annual training. Whenever possible, substitute coverage for mentors and mentees will be provided by the Committee for mutual classroom visitations.

Teachers who wish to become mentors will apply using the established application form. Applicants who complete the training will be added to the pool of mentor candidates. The Assistant Superintendent for Curriculum and Instruction will provide a list of mentors chosen by the principals for the coming school year to the President of the BEA at the end of the school year and again immediately after the mentor training is completed.

The compensation listed below will be paid to the mentor.

2011-2012     $875

2012-2013     $875

2013-2014     $875

Mentors will receive 15 PDP’s each year to the extent permitted by the DOE requirements for individual professional development plans.

The mentor liaison stipend will be

2011-2012     $2000

2012-2013     $2000

2013-2014     $2000

ARTICLE FORTY-TWO - DURATION

43.1 Subject only to the right to reopen in accordance with Article 37, this Contract shall continue in effect from September 1, 2011, to and including August 31, 2014 and shall thereafter automatically renew itself for successive terms of one year unless, by the October 15 next prior to the expiration of the contract  year involved, either the  Committee or the Association shall have  given the other  written notice of its desire to modify or terminate this Contract. The party giving such notice shall submit its total Contract proposal by November 15. If, after giving any such notice and after a reasonable period of negotiating, the Committee and the Association shall have failed to reach agreement by the following December 15, or the end of an agreed extension period, they may jointly petition the state Board of Conciliation and Arbitration to initiate mediation in accordance with the provisions of Chapter 150E of the General Laws of the Commonwealth of Massachusetts.

In the event of an emergency so declared by the Committee, the Contract may be reopened for the purpose of negotiating aspects of this Contract affected by such an emergency.

43.2    Any changes in this Contract agreed to by both parties will be reduced to writing, signed by both parties and become new appendices which shall replace those previously in effect. They shall thereupon become a part of this Contract.

43.3    The Association and the Committee agree that each has had the opportunity to bargain for any provision that they wished in this Contract and each expressly waives the right to reopen the Contract for any further demands or proposals, except as provided in this Article. Each agrees that this Contract constitutes a complete agreement on all matters and that if other proposals have been made or considered, they have been withdrawn in consideration of this Contract.

APPENDIX A – Side Letters of Agreement

The Parties shall form committees to investigate the following:

A.                    6 person committee (3 Association members/3 Committee approved members)   to study changes in teacher lunch duty at the Chenery(Article 19.3 (d));

B.                    6 person committee (3 Association members/3 Committee approved members) to study changing the 5th grade teacher preparation time at the Chenery (Article 19.3 (c)). That committee shall report its changes to the Association and Committee for approval;

C.                    Committee made up of A BEA member, Assistant Superintendent, Science Curriculum Director, Science faculty, and School Committee members to examine how to ease the transition of science teachers to the 5 class course load and the possibility of hiring an aide. Reference current MOA, Section III; and

D.                    6 person committee (3 Association members/3 Committee approved members) to study stipends pursuant to Appendix C of the Contract. This committee shall present its results to the Association and Committee. (Appendix C).

APPENDIX B-1 - Pay Scale 2011-2012

September 1, 2011 - August 31, 2014

APPENDIX B-1

TEACHER SALARY SCALE 2011-2012 SCHOOL YEAR

There shall be a half-year freeze of all movement on the steps of the advancement grid for all members of Unit A in 2011-2012 with the steps commencing on day 91 of that year.

STEP

B

B+15

M

M+15

M+30

M+45

PHD

1

45,285

46,134

48,621

49,910

51,287

52,784

54,277

2

47,435

48,311

50,945

52,261

53,694

55,244

56,793

3

49,583

50,487

53,269

54,613

56,100

57,703

59,309

4

51,732

52,662

55,593

56,965

58,503

60,162

61,826

5

53,881

54,838

57,914

59,316

60,910

62,624

64,341

6

56,028

57,013

60,238

61,669

63,317

65,084

66,859

7

58,178

59,189

62,561

64,020

65,723

67,542

69,375

8

60,327

61,364

64,885

66,372

68,128

70,001

71,891

9

62,475

63,540

67,208

68,724

70,533

72,463

74,408

10

64,624

65,715

69,533

71,075

72,939

74,921

76,924

11

69,283

70,436

71,857

73,427

75,345

77,380

79,439

12

74,557

75,770

76,907

78,549

80,560

82,702

84,859

13

74,793

76,005

82,810

84,522

86,627

88,876

91,131

14

76,764

78,191

85,210

87,135

89,455

91,919

94,388

APPENDIX B-2 - Pay Scale 2012-2013

APPENDIX B-2

TEACHER SALARY SCALE 2012-2013 SCHOOL YEAR

There shall be a quarter-year freeze of all movement on the steps of the advancement grid for all members of Unit A in 2012-2013 with the steps commencing on day 46 of that year.

DAY 1

 

 

 

 

 

 

 

STEP

B

B+15

M

M+15

M+30

M+45

PHD

1

45,285

46,134

48,621

49,910

51,287

52,784

54,277

2

47,435

48,311

50,945

52,261

53,694

55,244

56,793

3

49,583

50,487

53,269

54,613

56,100

57,703

59,309

4

51,732

52,662

55,593

56,965

58,503

60,162

61,826

5

53,881

54,838

57,914

59,316

60,910

62,624

64,341

6

56,028

57,013

60,238

61,669

63,317

65,084

66,859

7

58,178

59,189

62,561

64,020

65,723

67,542

69,375

8

60,327

61,364

64,885

66,372

68,128

70,001

71,891

9

62,475

63,540

67,208

68,724

70,533

72,463

74,408

10

64,624

65,715

69,533

71,075

72,939

74,921

76,924

11

69,283

70,436

71,857

73,427

75,345

77,380

79,439

12

74,557

75,770

76,907

78,549

80,560

82,702

84,859

13

74,793

76,005

82,810

84,522

86,627

88,876

91,131

14

76,764

78,191

85,210

87,135

89,455

91,919

94,388

DAY 91:      1% COST OF LIVING INCREASE

$150 INCREASE ON TOP STEP

 

B

B+15

M

M+15

M+30

M+45

PHD

1

45,738

46,595

49,107

50,409

51,800

53,312

54,820

2

47,909

48,794

51,454

52,784

54,231

55,796

57,361

3

50,079

50,992

53,802

55,159

56,661

58,280

59,902

4

52,249

53,189

56,149

57,535

59,088

60,764

62,444

5

54,420

55,386

58,493

59,909

61,519

63,250

64,984

6

56,588

57,583

60,840

62,286

63,950

65,735

67,528

7

58,760

59,781

63,187

64,660

66,380

68,217

70,069

8

60,930

61,978

65,534

67,036

68,809

70,701

72,610

9

63,100

64,175

67,880

69,411

71,238

73,188

75,152

10

65,270

66,372

70,228

71,786

73,668

75,670

77,693

11

69,976

71,140

72,576

74,161

76,098

78,154

80,233

12

75,303

76,528

77,676

79,334

81,366

83,529

85,708

13

75,541

76,765

83,638

85,367

87,493

89,765

92,042

14

77,683

79,124

86,214

88,158

90,501

92,990

95,483

DAY 136:   1% COST OF LIVING INCREASE

 

B

B+15

M

M+15

M+30

M+45

PHD

1

46,195

47,061

49,598

50,913

52,318

53,845

55,368

2

48,388

49,282

51,969

53,311

54,773

56,354

57,935

3

50,580

51,502

54,340

55,711

57,228

58,863

60,501

4

52,772

53,721

56,710

58,110

59,679

61,371

63,069

5

54,964

55,940

59,078

60,508

62,134

63,883

65,634

6

57,154

58,159

61,449

62,909

64,590

66,392

68,203

7

59,347

60,379

63,818

65,307

67,044

68,900

70,769

8

61,540

62,597

66,189

67,706

69,497

71,408

73,336

9

63,731

64,817

68,559

70,105

71,951

73,920

75,904

10

65,923

67,036

70,931

72,504

74,405

76,427

78,470

11

70,676

71,852

73,301

74,903

76,859

78,935

81,036

12

76,056

77,293

78,453

80,128

82,179

84,364

86,565

13

76,296

77,533

84,474

86,221

88,368

90,662

92,963

14

78,460

79,916

87,076

89,039

91,406

93,920

96,438

APPENDIX B-3 - Pay Scale 2013-2014

APPENDIX B-3

TEACHER SALARY SCALE 2013-2014 SCHOOL YEAR

DAY 1

 

 

 

 

 

 

 

STEP

B

B+15

M

M+15

M+30

M+45

PHD

1

46,195

47,061

49,598

50,913

52,318

53,845

55,368

2

48,388

49,282

51,969

53,311

54,773

56,354

57,935

3

50,580

51,502

54,340

55,711

57,228

58,863

60,501

4

52,772

53,721

56,710

58,110

59,679

61,371

63,069

5

54,964

55,940

59,078

60,508

62,134

63,883

65,634

6

57,154

58,159

61,449

62,909

64,590

66,392

68,203

7

59,347

60,379

63,818

65,307

67,044

68,900

70,769

8

61,540

62,597

66,189

67,706

69,497

71,408

73,336

9

63,731

64,817

68,559

70,105

71,951

73,920

75,904

10

65,923

67,036

70,931

72,504

74,405

76,427

78,470

11

70,676

71,852

73,301

74,903

76,859

78,935

81,036

12

76,056

77,293

78,453

80,128

82,179

84,364

86,565

13

76,296

77,533

84,474

86,221

88,368

90,662

92,963

14

78,460

79,916

87,076

89,039

91,406

93,920

96,438

DAY

91:                1% COST OF LIVING INCREASE

$150 INCREASE ON TOP STEP

 

B

B+15

M

M+15

M+30

M+45

PHD

1

46,657

47,532

50,094

51,422

52,841

54,383

55,922

2

48,872

49,775

52,489

53,845

55,321

56,918

58,514

3

51,085

52,017

54,883

56,268

57,800

59,451

61,106

4

53,300

54,258

57,278

58,691

60,276

61,985

63,699

5

55,514

56,500

59,669

61,113

62,756

64,522

66,291

6

57,726

58,741

62,063

63,538

65,236

67,056

68,885

7

59,941

60,982

64,457

65,960

67,714

69,589

71,477

8

62,155

63,223

66,851

68,383

70,192

72,122

74,069

9

64,368

65,465

69,244

70,806

72,670

74,659

76,663

10

66,582

67,706

71,640

73,229

75,149

77,191

79,255

11

71,382

72,570

74,034

75,652

77,628

79,725

81,846

12

76,816

78,066

79,237

80,929

83,001

85,208

87,430

13

77,059

78,308

85,319

87,083

89,252

91,569

93,892

14

79,396

80,866

88,098

90,081

92,472

95,010

97,554

DAY 136:   1% COST OF LIVING INCREASE

 

B

B+15

M

M+15

M+30

M+45

PHD

1

47,124

48,007

50,595

51,937

53,369

54,927

56,481

2

49,361

50,273

53,014

54,383

55,874

57,487

59,099

3

51,596

52,537

55,432

56,831

58,378

60,046

61,717

4

53,833

54,800

57,850

59,278

60,878

62,605

64,336

5

56,069

57,065

60,266

61,724

63,383

65,167

66,954

6

58,303

59,328

62,684

64,173

65,888

67,727

69,574

7

60,540

61,592

65,101

66,619

68,392

70,284

72,192

8

62,777

63,856

67,520

69,067

70,894

72,843

74,810

9

65,012

66,120

69,937

71,514

73,397

75,405

77,429

10

67,248

68,383

72,356

73,961

75,901

77,963

80,047

11

72,096

73,296

74,775

76,408

78,404

80,522

82,665

12

77,584

78,847

80,030

81,738

83,831

86,060

88,305

13

77,830

79,091

86,172

87,954

90,144

92,485

94,831

14

80,190

81,675

88,979

90,982

93,396

95,960

98,530

Any unit member receiving a $300 stipend for holding two Masters, prior to September 2008, and not eligible to be moved to M+45, will continue to receive that stipend until they have reached M+45.

The incumbent Head Librarian during the term of the agreement in force from September 1, 2011 to August 31, 2014 shall be grandfathered in her receipt of additional wages in the amount of $2000 per year for the duration of her time employed in that position in the Belmont Public Schools. Upon the date of her departure from that position, that $2000 payment of additional wages shall not be paid to any other employee assuming the position of Head Librarian.

During the contract beginning September 1, 2011 and ending August 31, 2014, there shall be a one-time payment of $150 to all Unit A members packing and/or moving classroom materials from the Wellington School that shall not establish precedent for future moves and shall not increase the base pay of those members.   The payment shall be made on completion of the move or Day 1 of the Contract, whichever comes last.

APPENDIX C – Extra Compensation Positions

COMPENSATION FOR EXTRA COMPENSATORY POSITIONS

2011-2014

APPENDIX   C

EXTRA COMPENSATORY STIPENDS

A committee of four will be formed to discuss the addition of changes in categories to the extra compensatory stipend list. The committee will be comprised of two members chosen by the Superintendent and two members   chosen by the BEA. New categories are:

High School Sports: whether the positions during Fall and Winter sports of Game Supervisor, Ticket Seller/Taker, Video Operator, Sideline Crew, Site Director, Announcer, Score Keeper, Clock Operator could be combined and added to extra compensatory stipend list. Whether positions that cannot be combined to create a stipend would be paid per game. Whether unit staff would be notified in June and in September by the Director of Athletics of all positions available

Theater Specialist: whether the salary of the Theater Specialist will increase at the same percentage rate as the Unit A salary schedule for each of the consecutive years of the contract. Whether the salary will be placed on the same page as the salary schedule

Saturday Music Advisor: whether the position should be placed on the extra compensatory stipend list. The salaries for the instructors of the Saturday Morning Music Program will be determined by the Superintendent each year. The Superintendent will determine the salaries based on the income generated by tuition receipts and other factors as recommended by the Director of Fine and Performing Arts.

APPENDIX     B

COMPENSATION FOR EXTRA COMPENSATORY POSITIONS

2011-2014

CATEGORY A

FOOTBALL – FALL

VARSITY

Step                                   2011-2014

1                                                                     9,032

2                                                                     9,424

3                                                                     9,811

4                                            10,200

VARSITY FIRST ASSISTANT

Step                                 2011-2014

1                                                                  5,136

2                                                                  5,328

3                                                                  5,526

VARSITY SECOND ASSISTANT

Step                                 2011-2014

1                                                                  4,804

2                                                                  4,995

3                                                                  5,190

JUNIOR VARSITY

Step                                 2011-2014

1                                                                  4,783

2                                                                  4,978

3                                                                  5,173

FRESHMAN

Step                                 2011-2014

1                                                                  3,981

2                                                                  4,177

3                                                                  4,469

FRESHMAN ASSISTANT

Step                                 2011-2014

1                                                                  3,651

2                                                                  3,846

3                                                                  4,138

CATEGORY                                                    B

GIRLS AND BOYS BASKETBALL & HOCKEY - WINTER

VARSITY

Step                                                    2011-2014

1                                                                                               5,461

2                                                                                               5,849

3                                                                                               6,239

4                                                                                               6,627

VARSITY ASSISTANT

Step                                                    2011-2014

1                                                                                               3,503

2                                                                                               3,696

3                                                                                               4,086

JUNIOR VARSITY

Step                                                    2011-2014

1                                                                                               3,505

2                                                                                               3,732

3                                                                                               3,980

FRESHMAN

Step                                                    2011-2014

1                                                                                               3,056

2                                                                                               3,252

3                                                                                               3,447

CATEGORY C

BASEBALL - SPRING

FIELD HOCKEY -   FALL

GIRLS & BOYS SOCCER - FALL

SOFTBALL - SPRING

GIRLS & BOYS VOLLEYBALL - FALL/SPRING

GIRLS & BOYS LACROSSE - SPRING

GIRLS & BOYS TENNIS - SPRING

GIRLS & BOYS CROSS-COUNTRY – FALL

VARSITY

Step                                                    2011-2014

1                                                                                               4,920

2                                                                                               5,114

3                                                                                               5,308

VARSITY ASSISTANT

Step                                                    2011-2014

1                                                                                               2,975

2                                                                                               3,192

3                                                                                               3,411

JUNIOR VARSITY

Step                                                    2011-2014

1                                                                                               3,022

2                                                                                               3,215

3                                                                                               3,447

FRESHMAN

Step                                                    2011-2014

1                                                                                               2,971

2                                                                                               3,070

3                                                                                               3,166

CATEGORY D

GIRLS SWIMMING - FALL

BOYS SWIMMING – WINTER

GIRLS & BOYS INDOOR TRACK - WINTER

GIRLS & BOYS OUTDOOR TRACK - SPRING

WRESTLING - WINTER

VARSITY

Step                                                    2011-2014

1                                                                                               4,041

2                                                                                               4,228

3                                                                                               4,451

VARSITY ASSISTANT

Step                                                    2011-2014

1                                                                                               2,632

2                                                                                               2,822

3                                                                                               3,004

FRESHMAN

Step                                                    2011-2014

1                                                                                               2,773

2                                                                                               2,966

3                                                                                               3,161

CATEGORY E GOLF – FALL SKIING – WINTER

VARSITY

Step                                                    2011-2014

1                                                                                               3,163

2                                                                                               3,371

3                                                                                               3,584

CATEGORY F

CHEERLEADING – FALL/WINTER

VARSITY

Step                                                     2011-2014

1                                                               2,361

INTRAMURALS

SUPERVISOR – YEAR

Step                                                     2011-2014

1                                                               3,801

GENERAL ATHLETIC

BUSINESS MANAGER

Step                                                    2011-2014

1                                                                                               9,400

2                                                                                               9,711

3                                                          10,021

4                                                              10,341

EQUIPMENT MANAGER

Step                                                    2011-2014

1                                                                                               6,363

2                                                                                               6,625

3                                                                                               6,894

TRAINER

Step                                                    2011-2014

1                                                              23,291

FIELD HOUSE / WEIGHT ROOM SUPERVISOR

Step                                                     2011-2014

1                                                               2,137

HIGH SCHOOL NON-ATHLETIC

CATEGORY A

MARCHING BAND DIRECTOR

Step                                                    2011-2014

1                                                                                               4,148

2                                                                                               4,435

3                                                                                               4,721

CATEGORY B1

ASSISTANT MARCHING BAND DIRECTOR

YEARBOOK EDITOR

Step                                                     2011-2014

1                                                               3,030

CATEGORY B2

MADRIGAL SINGERS DIRECTOR

STAGE BAND DIRECTOR

JAZZ ENSEMBLE DIRECTOR

JAZZ CHOIR DIRECTOR

MEDIA CLUB ADVISOR

STUDENT GOVERNMENT ADVISOR

A CAPPELLA GROUPS DIRECTOR

Step                                                    2011-2014

1                                                                                               2,685

2                                                                                               2,855

3                                                                                               3,030

CATEGORY C

BELMONTIAN CLUB ADVISOR

COLOR GUARD ADVISOR

HIGHPOINT EDITOR

JUNIOR CLASS ADVISOR

MATH TEAM ADVISOR

SENIOR CLASS ADVISOR

ORCHESTRA CONDUCTOR

VOCAL COACH

Step                                                     2011-2014

1                                                               1,821

CATEGORY D

DEBATE CLUB ADVISOR

YEARBOOK ASSISTANT EDITOR

YEARBOOK BUSINESS MANAGER

MOCK TRIAL CLUB

NATIONAL HONOR SOCIETY ADVISOR

SCIENCE CLUB ADVISOR

ZENITH ADVISOR

FRESHMAN CLASS ADVISOR

SOPHOMORE CLASS ADVISOR

GAY, STRAIGHT ALLIANCE ADVISOR

COMPUTER CLUB ADVISOR

STEP SQUAD ADVISOR

BREAK DANCE CLUB ADVISOR

Step                                                     2011-2014

1                                                               1,282

CATEGORY E

ARMENIAN CLUB ADVISOR

ASIAN AMERICAN CLUB ADVISOR

INTERNATIONAL CLUB ADVISOR

GERMAN CLUB ADVISOR

PEER LEADERSHIP ADVISOR

S.A.D.D. ADVISOR

ENVIRONMENTAL CLUB ADVISOR

DIVERSITY CLUB ADVISOR

Step                                                     2011-2014

1                                                                 571

GENERAL / NON-ATHLETIC

THEATER ARTS SPECIALIST

Step                                                    2011-2014

1                                                              25,791

HIGH SCHOOL MUSICAL – SET DESIGNER / CHOREOGRAPHER

Step                                                    2011-2014

1                                                  Range: 1,093-1,640

HIGH SCHOOL REHEARSAL ACCOMPANIST

Step                                                     2011-2014

1                                                               2,186

SET DESIGNER / DRAMA FESTIVAL

Step                                                    2011-2014

1                                                                656

SET DESIGNER / CHILDREN’S THEATER

Step                                                    2011-2014

1                                                                328

EXTENDED DAY PROGRAM / TUTORS

Step                                            2011-2014

$31.21 per hour

MIDDLE SCHOOL ATHLETICS

BOYS & GIRLS BASKETBALL – WINTER

Step                                                    2011-2014

1                                                                                               1,863

2                                                                                               2,001

3                                                                                               2,099

INTRAMURALS

PER SEASON

Step                                                     2011-2014

1                                                               1,327

MIDDLE SCHOOL NON-ATHLETIC

CATEGORY A

CHAMBER MUSIC COACH

Step                                                     2011-2014

1                                                               4,830

CATEGORY B

7/8 MUSICAL THEATRE DIRECTOR

Step                                                    2011-2014

1                                                                                               3,984

2                                                                                               4,353

3                                                                                               4,731

CATEGORY C1

COMMUNITY SERVICE CLUB ADVISOR

Step                                                    2011-2014

1                                                                 976

2                                                                                               1,150

3                                                                                               1,327

CATEGORY C2

NEWSPAPER ADVISOR

SCIENCE OLYMPIAD ADVISOR

MATH TEAM ADVISOR 5/6

MATH TEAM ADVISOR 7/8

JAZZ ENSEMBLE

THEATRE WORKSHOP DIRECTOR 5/6

AP EXAM COORDINATOR

Step                                                     2011-2014

1                                                               1,327

CATEGORY D

STUDENT GOVERNMENT ADVISOR 5/6

STUDENT GOVERNMENT ADVISOR 7/8

ART EDITOR

EDITORIAL ADVISOR

FLUTE ENSEMBLE

BRASS ENSEMBLE

LATE BUS/METCO MONITOR

COURT YARD CLUB ADVISOR

COMMUNITY SERVICE 6TH GRADE ADVISOR

Step                                                     2011-2014

1                                                                 944

GENERAL NON-ATHLETIC

DANCE

Step                                                    2011-2014

1                                                              14,060

REHEARSAL ACCOMPANIST (Musical Production)

Step                                                     2011-2014

1                                                               1,640

SCHOOL CHOREOGRAPHER (Musical)

Step                                                    2011-2014

1                                                  Range: 1,093-1,640

5TH GRADE OUTDOOR EDUCATION (Environmental Camp)

Step                                                     2011-2014

1                                                                 108

7TH GRADE OVERNIGHT

Step                                                     2011-2014

1                                                                 105

EXTENDED DAY PROGRAM BEHAVIOR SUPPORT TEACHER

33 weeks per year                   2011-2014

$31.21 per hour

OTHER EXTRA-COMPENSATORY STIPENDS

MORNING MONITOR

Step                                                     2011-2014

1                                                                 979

ELEMENTARY TEACHER-IN-CHARGE

Step                                                    2011-2014

1                                                                                               2,457

2                                                                                               2,743

3                                                                                               3,018

WELLINGTON BUS MONITOR

Step                                                     2011-2014

1                                                               2,931

Any person serving in an extra compensatory position during the 2011-2012 school year who continues to serve in the same position during the 2012-2013 school year and continuously thereafter will be paid no less than the amount of the 2013-2014 stipend.

In the event that two or more positions are combined, it is understood that the stipend for each position will be combined.

The parties agree to form a committee to review Appendix C, including the positions and the amount of stipends paid.   The committee will consist of six (6) members:   three (3) appointed by the School Committee and three (3) appointed by the BEA. The committee will report to the School Committee and the BEA for agreement.

Faculty Supervision of School Events

Middle and High School

Faculty supervision at Middle School dances, spectator buses to school events outside school hours, and the supervision and/or driving of students in rented cars to school events outside of school hours will be compensated at:

$15.29 per hour – 2011 - 2014

The Principal or Head Master will use discretion in determining the amount of need and type of supervision at these activities, based in part on the recommendation of the faculty advisor, who shall specify: type of supervision (police, faculty, parents, etc.), duties of supervisor, and number needed. The principal will publish guidelines, subject to the approval of the Superintendent, to aid the faculty advisor in his/her recommendation. These guidelines must consider: building area involved, special equipment to be used, and the kind of event as well as the size and type of attendance.

Faculty supervision at High School dances, drama, and musical performances, class fund-raising events, club-sponsored events, spectator buses to school events outside of school hours, and the supervision and/or driving of students in rented cars to school events outside of school hours will be compensated at:

$15.29 per hour – 2011 - 2014

The Principal or Head Master will use discretion in determining the amount of need and type of supervision at these activities, based in part on the recommendation of the faculty advisor, who shall specify: type of supervision (police, faculty, parents, etc.), duties of supervisor, and number needed. The Principal or Head Master will publish guidelines, subject to the approval of the Superintendent, to aid the faculty advisor in his/her recommendation. These guidelines must consider: building area involved, special equipment to be used, and the kind of event as well as the size and type of attendance.

APPENDIX D – Handbook for Evaluation

A HANDBOOK FOR EVALUATION

OF UNIT A PERSONNEL

IN BELMONT

TABLE OF CONTENTS

Introduction

58

Definitions

58

Evaluation Procedures

59

Teachers without Professional Status

60

Teachers with Professional Status

61

Principles of Effective Teaching

63

Plan of Assistance

66

Reservation

67

Forms: Teachers

Professional Development Plan

68

Professional Development Summary

70

Professional Staff Observation Form

72

Year 2 Teacher Evaluation Checklist

74

Comprehensive Teacher Evaluation Form

75

Assistance Plan for Teachers with Professional Status.

78

Evaluation Process for Nurses

81

Standards

82

Forms: Nurses

Professional Development Plan ..

84

Professional Development Summary..

86

Professional Staff: Nurse Observation Form..

88

Year 2 Nurse Evaluation Checklist

90

Nurse Evaluation Form

92

Principles of Effective Counseling..

97

Forms: Guidance Counselor, Social Worker and School Adjustment Counselor

Evaluation Form for Guidance Counselor, School Adjustment Counselor, School Psychologist

or School Social Worker..

100

Year 2 Evaluation Checklist.

103

Chart of Evaluation Responsibilities

104

INTRODUCTION

The purpose of the Belmont Public Schools’ Principles of Effective Teaching and Evaluation Procedure is to provide for the continuous growth of staff and the continuous improvement in the quality of education for all students. Evaluation of teacher performance is an essential component of an effective educational program, as well as a requirement of the state law and regulations (MGL c. 71, s. 38; 603 CMR 35.00). We believe that professional growth and development, and the resulting improvement in the quality of education, are best achieved by a cooperative process, characterized by mutual respect, teamwork and trust.   Teachers and administrators share responsibility in this evaluation process.

The Teacher Evaluation Procedure described here has been designed to:

1.       Raise the quality of instruction and educational services to the children.

2.       Recognize, encourage and support growth and improvement in teaching.

3.       Define goals, identify, gather and use information as part of a process to improve professional performance, and to assess total job effectiveness and make personnel decisions.

This Handbook is part of the collective bargaining agreement between Unit A of the Belmont Education Association and the Belmont School Committee. (See Article 24 of this contract.)

DEFINITIONS

Teacher - Any person serving in a position included within the Unit A recognition clause.

Evaluator - Any person designated by the Superintendent who has responsibilities for evaluation. The Superintendent is responsible for insuring that all evaluators have training in the principles of supervision and evaluation and have, or have available to them, expertise in the subject matter and/or areas to be evaluated. The Superintendent and Assistant Superintendent may observe teachers and be included in the evaluation process.

Pre-Evaluation Conference - In any year in which there will be a comprehensive evaluation, the evaluator will hold a meeting with the teacher to include:

1.    Goals for the year in the context of current assignment.   (Professional Development Plan)

2.    Strengths of the teacher.

3.    Progress of the teacher’s Professional Development Plan.

4.    What support will be provided.

5.    Identity of contributing evaluators, as appropriate.

Pre-Observation Conference - The purpose of this conference is to allow the evaluator to obtain background information in advance of a particular observation or to receive information about a particular classroom activity that he/she may wish to observe, including the goals of the lesson.

Observation - An observation is a time during a teacher’s normal classroom day when an evaluator is present while the teacher conducts a class or exercises his/her professional duties. An observation is an opportunity to gather information on performance relative to the criteria identified in the Principles of

Effective Teaching. A formal observation should last for a full class period in the middle and high school, or for a complete lesson in the elementary schools, including transitions between lessons. Observations    may    be    either    announced    or    unannounced.                                                                                                                    When    announced,    a    pre-observation conference will be held.   Every formal observation will be followed by an Observation Report.

Post-Observation Conference - A conference between a teacher and evaluator following a formal observation which must be held within 5 school days during which both parties are present in the building. The teacher and evaluator will review the goals of the lesson, the outcomes, and discuss what was observed by the evaluator.

Information Sources - Information from a variety of sources including direct observation and/or other documented information which has been substantiated by the evaluator and shared in writing with the teacher.

Written Observation Report - Information which is provided to the teacher following a formal observation. It may include observations and comments on performance which will be used in generating the Evaluation Report.

Plan of Assistance - A plan to assist a teacher in improving performance, developed after an evaluator has made a determination that the criteria set out in the Principles of Effective Teaching are not being satisfactorily met.

Comprehensive Evaluation - A formal assessment of a teacher’s professional ability. Utilizing the Principles of Effective Teaching, this assessment will include formal observation, review of the other relevant information sources (see definition), a conference with the teacher and a written document.

Professional Development Plan - A document developed by a teacher which describes both short and long term activities and goals of the teacher for strengthening content, pedagogical and professional skills and for remaining current in other educational issues. The Plan should be consistent with the goals of the teacher’s department and school, and the district. District goals are included in the Educational Improvement Plan (EIP), and school goals are contained in each school’s School Improvement Plan (SIP).   These documents are available at each school office.

EVALUATION PROCEDURES

The written comprehensive evaluation of performance of a Unit A staff member is comprised of assessments of a variety of activities as described in the Principles of Effective Teaching. The Descriptors to the Principles, while informative of the type of activity that will demonstrate proficiency in a particular Principle, are not exhaustive, nor are they intended to limit a teacher’s creative or individual responses to the substance of the Principles.

The evaluation procedures, which are used for all Unit A Personnel, include a pre-evaluation conference, goal setting, formal observations and post-observation conferences, as well as a comprehensive evaluation and conference.

PROCEDURES - TEACHERS WITHOUT PROFESSIONAL STATUS

Teachers without Professional Status will take part in Comprehensive Evaluation each year. The purpose of the annual evaluation is to assist teachers in developing professional skill in the Principles of Effective Teaching.

Summary of Procedure:

1.    Teacher and evaluator meet for a pre-evaluation conference, to be held by October 15, to review, discuss and agree on the teacher’s Professional Development Plan.

2.    The evaluator conducts at least three formal classroom observations, both announced and unannounced with a minimum of 2 by January 31. Announced observations will be preceded by a pre-observation conference. A post-observation conference will be held within 5 school days during which both parties are present in the building. A written observation report (Professional Observation Report) will be completed within 10 school days following the post-observation conference and a copy provided to the teacher.

3.    The evaluator documents teacher’s progress, using information from a variety of sources including direct observation and/or other documented information which has been substantiated by the evaluator and shared in writing with the teacher.

4.   The evaluator writes a comprehensive evaluation report (Teacher Evaluation Form). The written evaluation, signed by the Principal, must contain the principal’s recommendation with regard to re-appointment of the non-professional status teacher.

5.             The evaluator conducts a final evaluation conference by June 1, to review the evaluation report. The evaluation report should be given to the teacher no later than 3 school days prior to the final evaluation conference.

6.  The evaluation report must be signed by the principal, evaluator and teacher. Calendar of Evaluation Process for Teachers without Professional Status: September   Orientation meeting with evaluator

By October 15     Goal setting conference

October-March   Observations and associated conferences (minimum of 2 by January 31)

February-March Professional Development Summary to be filed with evaluator by March 1 By June 1        Formal written evaluation and conference

PROCEDURES - TEACHERS WITH PROFESSIONAL STATUS

All teachers with Professional Status whose performance is satisfactorily consistent with the standards of Belmont Public Schools, as described in the Principles of Effective Teaching, will take part in the following four-year evaluation cycle:

Year 1 - Professional Development Plan

The teacher develops a Professional Development Plan covering goals for the following four years and a specific short range plan of activities and goals for Year 1. The teacher and evaluator hold a conference by October 15 to review, discuss and agree on the plan.

The teacher works to accomplish short-term goals for Year 1, and documents progress and results achieved, which are shared in writing with the evaluator by the end of the school year (Professional Development Summary).

Year 2 - Mid-Cycle Evaluation

In Year 2, between October and May, evaluator(s) and teacher agree on a time for at least one formal observation.

Teacher and evaluator(s) hold a pre-observation/evaluation conference to discuss progress in the Professional Development Plan, review and update short-term goals, and plan observation(s).

Evaluator(s) conducts observation(s) and completes mid-cycle evaluation checklist (Year 2 Teacher evaluation Checklist). The Association and the School Committee agree that the Year 2 Check List will not include comments.

Teacher and evaluator hold a Post-Observation/evaluation Conference to review and discuss the evaluation.

Teacher submits Professional Development Summary by April 15.

Year 3 - Professional Development Plan

Teacher and evaluator hold a conference in the first semester to review the teacher’s long range Professional Development Plan and review, discuss and agree on short-term goals for Year 3 (Professional Development Plan).

Teacher works to accomplish short-term goals for Year 3 and documents progress and results achieved, which are shared in writing with the evaluator by the end of the school year (Professional Development Summary).

Year 4 - Comprehensive Evaluation

Teacher and evaluator hold a pre-evaluation conference by October 15 to review, discuss and agree on teacher goals and discuss the evaluation process.

Evaluator(s) documents progress through at least two formal observations and other relevant information sources. The teacher’s Professional Development Summary must be submitted by April 15.

Evaluator writes a comprehensive evaluation (Teacher Evaluation Form) which is shared and discussed with the teacher at a year-end evaluation conference, held by the first Friday in June.

PRINCIPLES OF EFFECTIVE TEACHING

I.       Currency in Curriculum

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

1.                                           Demonstrates mastery of the subject matter in his/her teaching assignment.

2.                                           Presents instructional materials and ideas which reflect an awareness of current research.

3.   Contributes to the ongoing evaluation and development of the curriculum when  opportunities to do so are provided.

II.  Effective Planning and Assessment of Curriculum and Instruction

A.        The teacher plans instruction effectively.

1.    Demonstrates long-range planning.

2.    Prepares effective lessons with clear learning objectives.

B.                The teacher plans and implements assessment of student learning effectively.

1.                                           Develops, uses, and records assessments of student work which document a student’s learning achievements.

2.                                           Accounts   for   the   students’   acquisition   of   the   skills   and   knowledge   outlined   in   the curriculum and/or students’ Individual Education Plans.

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

1.     Assesses  student  performance,  both  formally and  informally,  providing feedback  and  sharing  the results with students in a clear and timely manner.

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

III.              Effective Management of Classroom Environment

A.                The    teacher    creates    an    environment    that    is    supportive    of    student    learning    and participation.

1.   Models, encourages, and fosters interest in the subject.

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

1.                             Uses a  variety of teaching techniques  which are responsive  to the  student’s learning

styles and levels of proficiency and contribute to student achievement.

IV.      Effective Instruction

A.        The teacher makes learning objectives clear to students.

1.                             Provides students with strategies for accomplishing learning objectives.

B.        The teacher uses appropriate instructional techniques.

1.                     Uses a variety of teaching techniques which are responsive to the student’s learning styles and levels of proficiency and contribute to student achievement.

2.                             Provides opportunities and activities for students to reason, judge, synthesize, and express their ideas in oral and written form.

C.        The teacher uses appropriate questioning techniques.

1.                             Uses  a  variety of  strategies  to  monitor  students’  understanding  during  the  course  of

instruction.

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

1.                         Enriches classroom presentations by using school and community resources.

2.                         Provides opportunities and activities for students to be creative and imaginative.

E.                The teacher shares accountability for providing instruction which results in a pattern of student growth and development.

V.        Promotion of High Standards and Expectations for Student Achievement

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

1.         Sets clear and appropriate expectations.

B.                The teacher promotes students’ confidence, self-discipline, and personal responsibility for achieving the goals of the curriculum.

1.         Maintains positive relationships with students.

2.                             Provides opportunities for students to develop competence, self-discipline, self-confidence, and personal responsibility for achieving the goals of the curriculum.

VI.      Promotion of Equity and Appreciation of Diversity

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

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

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

1. Demonstrates sensitivity to differences in abilities and social and cultural backgrounds.

VII.     Fulfillment of Professional Responsibilities

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

1.                         Works cooperatively with parents.

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

1.                 Cooperates with colleagues in all areas of the school system.

2.         Follows    the    policies,    regulations,    guidelines    and    procedures    listed    in    the    Belmont    School Committee Policies, Regulations and Bylaws, Teacher Contract and Handbook for Evaluation.

3.                         Maintains and submits, when requested, current and accurate records.

4.                         Maintains a professional standard of behavior when interacting and sharing information with parents, students and staff.

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

6.                 Takes appropriate care of school property.

C.        The teacher is a reflective and continuous learner.

1.                 Participates  in  school-wide  or  district-wide  committees  or  other  appropriate  activities  that foster professional growth.

Plan of Assistance

At any point during the four year cycle, after having made a determination that the teacher is not meeting the criteria of the Principles of Effective Teaching, an evaluator may place a teacher on a Plan of Assistance by notifying the teacher and the President of the Association in writing. This notice will outline the way(s) in which the teacher’s performance does not meet the criteria of the Principles of Effective Teaching.

Following consultation with the teacher and a representative of the Association, the evaluator will schedule and hold, within ten school days, a meeting to include the teacher, the evaluator and a representative of the Association. They will mutually develop a specific plan of assistance to address the areas of need specified in the previous notice. Such plan, written by the evaluator, will set out criteria for demonstrating improvement and will specify a date for a comprehensive evaluation. In the event that a plan is not mutually agreed to by the evaluator and teacher, it will be referred to the Superintendent who, following consultation with a representative of the Association, will make a final decision about the content of the plan. A Plan of Assistance may be up to 365 calendar days in duration.

The Plan of Assistance will conclude after a satisfactory comprehensive evaluation and the teacher will resume the four-year cycle where he or she left off. If evaluation of the teacher’s performance determines that the teacher has made significant progress, but is not yet meeting the Principles of Effective Teaching set out in the Plan of Assistance, the evaluator may choose to extend the Plan of Assistance for up to 365 additional calendar days. In no event will a Plan of Assistance extend beyond 730 calendar days.

Reservation

An evaluator may place a teacher on Reservation only after the teacher fails to successfully meet the criteria set out in a Plan of Assistance which shall be for a minimum of 90 school days. The evaluator will notify the teacher and the Association in writing, of his/her intention to place the teacher on reservation. That notification will include the comprehensive evaluation which will identify all aspects of the teacher’s performance that do not comply with the Principles of Effective Teaching. The teacher and the Association will receive such notification at least two (2) school days in advance of the scheduled meeting to discuss the evaluation.

If the evaluator places the teacher on reservation the Teacher and the Association will be notified in writing. Within 10 school days after placement of a teacher on reservation, the teacher, evaluator and representative of the Association will meet to discuss the development of a remediation plan. When drafting such plan, the evaluator will include:

1.    A list of specific actions or activities the teacher must undertake to improve.

2.    The indicators of satisfactory improvement.

3.    Methods which the evaluator and others, if appropriate, will use to support the teacher.

4.    An observation schedule.

5.    A schedule of regular meetings set up to review the teacher’s progress.

The plan must be signed by the evaluator and the teacher.

In the absence of agreement on the contents of a remediation plan, the Superintendent and the President of the Association will meet within five school days to attempt to resolve the disagreement. In the event that they are unable to resolve the disagreement, the matter will be referred to a mediator selected by the parties or designated by the American Arbitration Association. During the pendency of the mediation, the agreed upon parts of the plan will be implemented. If after a meeting with the mediator, they are unable to resolve any outstanding disagreement, the mediator shall resolve the disagreement. The decision of the mediator is not grieve able.

The remediation plan will be in effect for a minimum of 180 school days and will conclude with a written Comprehensive Evaluation (Teacher Evaluation Form) of the teacher’s performance and a determination about the continuation of the remedial plan.

A teacher whose performance meets the criteria set forth in the Principles of Effective Teaching at the end of a period of reservation will resume the evaluation cycle at Year 1. A teacher whose performance fails to meet the criteria set forth in the Principles of Effective Teaching may be subject to personnel action.

Belmont Public Schools Belmont, Massachusetts

Professional Development Plan

Name: ______________________________          Date:    ___________________

Title/Position: __________________________                         Year of Cycle: 1 2 3 4

School: ____________________________________________________

Coordinating Evaluator: ____________________________________________________

Contributing Evaluator (s): __________________________________________________

Area(s)of Certification:

______________________________________________________________________________________

Long Term goals (over the course of the four year cycle):    Goals should be consistent with the department, school and district goals and the Principles of Effective Teaching.

______________________________________________________________________________________

______________________________________________________________________________________

______________________________________________________________________________________

Short Term Goals (over the next 12 months):   Goals should be consistent with your long term goals and the Principles of Effective Teaching.

______________________________________________________________________________________

______________________________________________________________________________________

______________________________________________________________________________________

What professional development activities and/or other strategies have you identified which might be helpful to you in reaching your goals?    (i.e., professional development courses, study groups, independent study, other)

______________________________________________________________________________________

______________________________________________________________________________________

______________________________________________________________________________________

What resources do you need or have you identified to help you accomplish the goals stated in this plan?

______________________________________________________________________________________

______________________________________________________________________________________

______________________________________________________________________________________

Are there specific outcomes that you expect?    If so, what are they?

______________________________________________________________________________________

______________________________________________________________________________________

______________________________________________________________________________________

Completed by: __________________________________Date: ___________________________________

Teacher Signature

Belmont Public Schools

Belmont, Massachusetts

Professional Development Summary

Name: ____________________________________________

School(s): ____________________________________________

(Last)                     (First)

Teaching Assignment: ___________________________    Date: _______________________________

1.    Committees and Other Professional Participation Within the System (School Advisory Council, Curriculum Steering Committee, Professional Development Committee, Association Committee, Task Force, Search Committee, Extra Compensation Position):

______________________________________________________________________________________

______________________________________________________________________________________

______________________________________________________________________________________

2.    Professional Development Participation Through Belmont Offerings (Workshops, Courses, Other):

______________________________________________________________________________________

______________________________________________________________________________________

______________________________________________________________________________________

3.    Professional Meetings and Conferences Attended:

______________________________________________________________________________________

______________________________________________________________________________________

______________________________________________________________________________________

4.    Professional Work Outside the System (Courses taught, Speaking engagements, Workshop Presentations, Participation on Panels, etc.):

______________________________________________________________________________________

______________________________________________________________________________________

______________________________________________________________________________________

5.    Graduate Level Coursework Completed by the End of the Year:

______________________________________________________________________________________

______________________________________________________________________________________

______________________________________________________________________________________

Additional Degrees:___________________________________________________________________

6.    Professional Organizations (include offices held or any special participation or awards):

______________________________________________________________________________________

______________________________________________________________________________________

______________________________________________________________________________________

7.    Student Teaching Supervision:

______________________________________________________________________________________

______________________________________________________________________________________

______________________________________________________________________________________

8.    Other Activities or comments about your Professional Activities:

______________________________________________________________________________________

______________________________________________________________________________________

______________________________________________________________________________________

9.    Summary of progress toward goals:   (How did the above assist you in your progress toward the goals stated in your Professional Development Plan?)

______________________________________________________________________________________

______________________________________________________________________________________

______________________________________________________________________________________

Completed by: _____________________________________       ________________________________

Teacher Signature                                                               Date

Belmont Public Schools

Belmont, Massachusetts

Professional Staff Observation Form

Professional’s Name: ____________________________ Class/Subject: ____________________________

Observer’s Name: ____________________________ Observer’s Title: ____________________________

Date: ____________________________ Grade/Level: _______________ No. of Students: ____________

Time and Duration of Classroom Observation: ________________________________________________

Date, Time and Duration of Conference: ____________________________________________________

OBSERVATION REPORT

OBSERVATIONS                                                            COMMENTS

____________________________________          ___________________________________________

____________________________________          ___________________________________________

____________________________________          ___________________________________________

____________________________________          ___________________________________________

____________________________________          ___________________________________________

____________________________________          ___________________________________________

____________________________________          ___________________________________________

____________________________________          ___________________________________________

____________________________________          ___________________________________________

____________________________________          ___________________________________________

Observation Report

Page 2

______________________________________________________________________________________

Summary Comments of Observer

______________________________________________________________________________________

______________________________________________________________________________________

______________________________________________________________________________________

Professional’s Comment, Post Observation Conference

______________________________________________________________________________________

______________________________________________________________________________________

Evaluator: _______________________________      Professional: ______________________________

Signature                                                                                                   Signature

Date: _____________________________                                   Date: _____________________________

Belmont Public Schools

Belmont, Massachusetts

Year 2 Teacher Evaluation Checklist

Teacher: _____________________________    Date_____________________________  

Evaluator: _____________________________   Teaching Assignment: ____________________

I.  Currency in the Curriculum:

Satisfactory _________________________      Less than Satisfactory __________________________

II.  Effective Planning and Assessment of Curriculum and Instruction:

Satisfactory _________________________      Less than Satisfactory __________________________

III.  Effective Management of Classroom Environment:

Satisfactory _________________________      Less than Satisfactory __________________________

IV.  Effective Instruction:

Satisfactory _________________________      Less than Satisfactory __________________________

V.   Promotion of High Standards and Expectations for Student Achievement:

Satisfactory _________________________      Less than Satisfactory __________________________

VI.  Promotion of Equity and Appreciation of Diversity:

Satisfactory _________________________      Less than Satisfactory __________________________

VII.  Fulfillment of Professional Responsibilities:

Satisfactory _________________________      Less than Satisfactory __________________________

VIII.  Overall Performance Assessment:

Satisfactory _________________________      Less than Satisfactory __________________________

Teacher Signature: _________________________       Date: _________________________

Evaluator Signature: _________________________   Date: _________________________

Principal Signature: _________________________      Date: _________________________

Belmont Public Schools

Belmont, Massachusetts

Teacher Evaluation Form

Name: __________________________________________________

Date: __________________________________________________

School: _________________________   Assignment: _________________________ 

Second Election: ________     Third Election: _________   Professional Status: _______

Years of Experience in Belmont:_____________   Total years of Experience: ______________________

Evaluation

I.  Currency in the Curriculum

______________________________________________________________________________________

______________________________________________________________________________________

______________________________________________________________________________________

______________________________________________________________________________________

______________________________________________________________________________________

II.  Effective Planning and Assessment of Curriculum and Instruction

______________________________________________________________________________________

______________________________________________________________________________________

______________________________________________________________________________________

______________________________________________________________________________________

______________________________________________________________________________________

III.  Effective Management of Classroom Environment

______________________________________________________________________________________

______________________________________________________________________________________

______________________________________________________________________________________

______________________________________________________________________________________

______________________________________________________________________________________

IV.  Effective Instruction

______________________________________________________________________________________

______________________________________________________________________________________

______________________________________________________________________________________

______________________________________________________________________________________

______________________________________________________________________________________

V.   Promotion of High Standards and Expectations for Student Achievement

______________________________________________________________________________________

______________________________________________________________________________________

______________________________________________________________________________________

______________________________________________________________________________________

______________________________________________________________________________________

VI.  Promotion of Equity and Appreciation of Diversity

______________________________________________________________________________________

______________________________________________________________________________________

______________________________________________________________________________________

______________________________________________________________________________________

______________________________________________________________________________________

VII.  Fulfillment of Professional Responsibilities

______________________________________________________________________________________

______________________________________________________________________________________

______________________________________________________________________________________

______________________________________________________________________________________

______________________________________________________________________________________

RECOMMENDATIONS:

______________________________________________________________________________________

______________________________________________________________________________________

______________________________________________________________________________________

TEACHER COMMENTS:

(If more space is needed, attach a separate sheet.)

______________________________________________________________________________________

______________________________________________________________________________________

I have read comments (if any) ________________________________ (initial)

Coordinating Evaluator: ________________________________

Contributing Evaluator: ________________________________

I have read the above report and have the opportunity to comment.

_______________________________________                ________________________________

Teacher’s Signature                                                                            Date

_______________________________________                ________________________________

Principal’s Signature                                                                           Date

Belmont Public Schools

Belmont, Massachusetts

Assistance Plan for Teachers with Professional Status

Teacher: _____________________________ Year in Cycle: ______________  Date: _______________

Evaluator: _____________________________ Teaching Assignment: ___________________________

Area of Identified Need (standard(s) not met):

______________________________________________________________________________________

______________________________________________________________________________________

______________________________________________________________________________________

______________________________________________________________________________________

Criteria for Demonstrating Improvement

Short Term:

______________________________________________________________________________________

______________________________________________________________________________________

______________________________________________________________________________________

______________________________________________________________________________________

Long Term:

______________________________________________________________________________________

______________________________________________________________________________________

______________________________________________________________________________________

______________________________________________________________________________________

Methods to Support Plan of Assistance

Teacher Activities:

______________________________________________________________________________________

______________________________________________________________________________________

______________________________________________________________________________________

______________________________________________________________________________________

Administrative Support:

______________________________________________________________________________________

______________________________________________________________________________________

______________________________________________________________________________________

______________________________________________________________________________________

Date by which Comprehensive Evaluation will occur: __________________________________________

Teacher Comments: (Optional)

______________________________________________________________________________________

______________________________________________________________________________________

______________________________________________________________________________________

______________________________________________________________________________________

The signatures below signify agreement with the goals, activities and support specified in this plan.

Signature: _______________________________    Date: _____________________________

Teacher

Signature: _______________________________    Date: _____________________________

Evaluator

Signature: _______________________________    Date: _____________________________

Principal

EVALUATION INSTRUMENT

FOR

NURSES

Belmont Public Schools Belmont, Massachusetts

EVALUATION PROCESS FOR NURSES

INTRODUCTION

The evaluation process for nurses focuses on ten standards that are consistent with the guidelines as defined by the National Association of School Nurses, Inc.   The content areas reviewed are:

Clinical Knowledge

Nursing Process

Clients with Special Health Care Needs

Communication

Program Management

Collaboration within the School System

Collaboration with Community Health Systems

Health Education

Collegiality

Professional Development

We believe that professional growth and development and the resulting improvement of student’s health are both achieved by a cooperative process, characterized by mutual respect, teamwork and trust. Nurses and administration share responsibility in this evaluation process.

In each evaluation area, sample descriptors which are observable and measurable serve as guidelines to assess performance.   All descriptors need not be addressed during any single observation.

The evaluation will be conducted by the Nurse Coordinator and building principal.

Staff with Professional Status will be evaluated every other year using the Evaluation Checklist form. A plan of assistance may be implemented to assist a nurse in improving performance when an evaluator has determined that the evaluation criteria are not being satisfactorily met.

Staff without Professional Status will be evaluated annually using the Nurse Evaluation Form. Observations by will be made at least two times each year.

Belmont Public Schools

Belmont, Massachusetts

STANDARDS

Standard I. The nurse uses a distinct clinical knowledge base for decision-making in nursing practice.

•              Applies appropriate theories from nursing, public health and social sciences to meet: The objectives of the school health program

The unique diverse needs of students, parents and staff

Standard II.   The nurse demonstrates current knowledge regarding the nursing process, which consists of assessment, planning, implementation and evaluation.

                      Uses appropriate techniques to gather information in a systemic and continuous manner

                      Analyzes assessment data to facilitate the development of a care plan

                      Specifies measurable, attainable and appropriate goals

                      Develops a plan of care

                      Executes and adequately documents interventions in an appropriate manner

                      Contributes to the ongoing evaluation of the health services provided, appraises efficacy of interventions and documents and uses data to revise care plans as necessary

                      Manages routines and emergencies effectively

Standard III. The nurse contributes to the education of the student with special health care needs with assessment, planning, provision of appropriate care and evaluation of outcomes.

•              Demonstrates current knowledge of special health care needs including, but not limited to: Common disabling conditions of childhood

National and state laws applicable to special education

District policy and procedures related to students with special needs

Existence and availability of local resources designed to meet the educational needs

Effect of chronic illness or disability on student and family

                      Conducts nursing assessments of students with special needs

                      Participates in student team meetings and presents findings and recommendations

                      Develops and implements a nursing plan of care

                      Monitors student health status and modifies plan as necessary

                      Provides information and education to school staff to facilitate normalization of students’ experiences

Standard IV. The nurse uses effective written, verbal and non-verbal communication skills.

                      Positively communicates to achieve nursing goals

                      Employs effective receptive and expressive skills

                      Demonstrates appreciation and sensitivity to diversity

Standard V. The nurse establishes and maintains a comprehensive school health program.

                      Participates in the coordination and management of school site health programs

                      Participates in the evaluation of on-going programs and communicates findings as appropriate

                      Develops and implements health protocols and procedures in collaboration with School Nurse Coordinator and principal.

                      Identifies current and potential health problems for individuals and the school community

•              Participates in the planning and implementation of needed health programs

Standard VI.  The nurse collaborates with other school professionals, parents, and caregivers to meet the health, developmental and educational needs of the student

                      Demonstrates knowledge of the philosophy of the school system

                      Demonstrates knowledge of the roles of other school professionals and utilizes their expertise

                      Demonstrates the ability to communicate effectively with others regarding on-going care of students and advocates for students and families in interdisciplinary collaboration

                      Manages the medication administration program

Standard VII.  The nurse collaborates with the community in the delivery of health services and utilizes knowledge of community resources.

                      Identifies community agencies as resources for students and families and evaluate their appropriateness

                      Communicates and networks with community health providers

Standard VIII.   The nurse assists students, families and the school community toward optimal levels of wellness through appropriately designed and delivered health education.

                      Works cooperatively with the Health and Physical Education staff in achieving increased wellness

                      Promotes and participates in the application of health promotion principles within all areas of the school community: food service, custodial, etc.

                      Acts as a resource person to school staff around health and wellness

                      Provides formal health instruction within the classroom

                      Provides individual health teaching and counseling when needed

                      Promotes student, staff and school safety through education

                      Supports teaching and promotion of students taking responsibility for their own health

Standard IX. The nurse interacts with and contributes to the professional development of peers and school personnel as colleagues.

                      Shares knowledge and skills with nursing and interdisciplinary colleagues

                      Contributes to an environment that is conducive to education of nursing students and other employees

                      Participates in appropriate professional organizations

Standard X.   The nurse identifies, delineates and clarifies the nursing role, pursues continued professional enhancement and demonstrates professional conduct.

                      Identifies a clear role for nursing based on national standards

                      Maintains professional responsibility, accountability and behavior

                      Pursues continued professional growth

                      Participates in school nurse professional activities at local, state and national levels

Standard XI. The nurse fulfills all managerial responsibilities associated with the position.

                     Completes reports in a timely and thorough manner

                     Maintains good attendance and punctuality

                     Prepares and maintains accurate and continuous records

                     Maintains a clean, organized clinic environment

                     Enforces and complies with school rules, procedures and policies

Belmont Public Schools Belmont, Massachusetts

Professional Development Plan Nurses

Name: __________________________________                   Date:_________________________

Title/Position: ____________________________________________________________________

Coordinating Evaluator: _________________________________________________________________

Contributing Evaluator(s): ________________________________________________________________

Area(s) of Certification:

______________________________________________________________________________________

Long Term goals: Goals should be consistent with Standards of School Nursing.

______________________________________________________________________________________

______________________________________________________________________________________

______________________________________________________________________________________

Short Term Goals: Goals should be consistent with your long term goals and the Standards of School Nursing.

______________________________________________________________________________________

______________________________________________________________________________________

______________________________________________________________________________________

What professional development activities and/or other strategies have you identified which might be helpful to you in reaching your goals? (i.e., professional development courses, study groups, independent study, other)

______________________________________________________________________________________

______________________________________________________________________________________

______________________________________________________________________________________

What resources do you need or have you identified to help you accomplish the goals stated in this plan?

______________________________________________________________________________________

______________________________________________________________________________________

______________________________________________________________________________________

Are there specific outcomes that you expect?    If so, what are they?

______________________________________________________________________________________

______________________________________________________________________________________

______________________________________________________________________________________

Completed by: ________________________     Date: _____________________________

Nurse Signature

Belmont Public Schools

Belmont, Massachusetts

Professional Development Summary

Name:       __________________________________________    School(s): ________________________

(Last)                     (First)

Date:     

1.    Committees and Other Professional Participation Within the System (School Advisory Council, Professional Development Committee, Association Committee, Task Force, Search Committee, Extra Compensation Position):

______________________________________________________________________________________

______________________________________________________________________________________

______________________________________________________________________________________

2.    Professional Development Participation through Belmont Offerings (Workshops, Courses, Other):

______________________________________________________________________________________

______________________________________________________________________________________

______________________________________________________________________________________

3.    Professional Meetings and Conferences Attended:

______________________________________________________________________________________

______________________________________________________________________________________

4.    Professional Work Outside the System (Courses taught, Speaking engagements, Workshop Presentations, Participation on Panels, etc.):

______________________________________________________________________________________

______________________________________________________________________________________

5.    Graduate Level Coursework Completed by the End of the Year:

______________________________________________________________________________________

______________________________________________________________________________________

Additional Degrees: ____________________________________________________________________

6.    Professional Organizations (include offices held or any special participation or awards):

______________________________________________________________________________________

______________________________________________________________________________________

7.    Student Nurse Supervision:

______________________________________________________________________________________

______________________________________________________________________________________

8.    Other Activities or comments about your Professional Activities:

______________________________________________________________________________________

______________________________________________________________________________________

______________________________________________________________________________________

______________________________________________________________________________________

Completed by: ____________________________________        _________________________________

Nurse Signature                                                                    Date

Belmont Public Schools

Belmont, Massachusetts

Professional Staff: Nurse Observation Form

Professional’s Name: ____________________________________     School:______________________

Observer’s Name: ____________________________________           Observer’s Title:______________

Date: ____________________________________

Time and Duration of Clinic Observation: ____________________________________

Date, Time and Duration of post observation Conference: ____________________________________

OBSERVATION REPORT

OBSERVATIONS                                                                COMMENTS

______________________________________         _________________________________________

______________________________________         _________________________________________

______________________________________         _________________________________________

______________________________________         _________________________________________

______________________________________         _________________________________________

______________________________________         _________________________________________

______________________________________         _________________________________________

______________________________________         _________________________________________

______________________________________         _________________________________________

______________________________________         _________________________________________

Nurse Observation Report Page 2

Summary Comments of Observer

______________________________________________________________________________________

______________________________________________________________________________________

______________________________________________________________________________________

Professional’s Comment, Post Observation Conference

______________________________________________________________________________________

______________________________________________________________________________________

Evaluator: _______________________________      Professional: ______________________________

Signature                                                                                                 Signature

Date: _____________________________                 Date: _____________________________

Belmont Public Schools

Belmont, Massachusetts

Year 2 Nurse Evaluation Checklist

Nurse _____________________________    Date_____________________________  

Evaluator: _____________________________   School Assignment:   ____________________

I.   The nurse uses a distinct clinical knowledge base for decision-making in nursing practice:

Satisfactory _________________________      Less than Satisfactory __________________________

II. The nurse demonstrates current knowledge regarding the nursing process, which consists of assessment, planning, implementation and evaluation.

Satisfactory _________________________      Less than Satisfactory __________________________

III. The nurse contributes to the education of the client with special health care needs with assessment, planning, provision of appropriate care and evaluation of outcomes.

Satisfactory _________________________      Less than Satisfactory __________________________

IV.  The nurse uses effective written, verbal and non-verbal communication skills.

Satisfactory _________________________      Less than Satisfactory __________________________

V.    The nurse collaborates with other school professionals, parents/ guardians and with the community in the delivery of health services in order to meet the health, developmental and educational needs of the students.

Satisfactory _________________________      Less than Satisfactory __________________________

VI. The nurse interacts with and contributes to the professional development of peers and school personnel as colleagues.

Satisfactory _________________________      Less than Satisfactory __________________________

VII. The nurse demonstrates professional conduct.

Satisfactory _________________________      Less than Satisfactory __________________________

Year 2

Nurses Evaluation Checklist

Page 2

VIII. The nurse fulfills all managerial responsibilities associated with the position.

Satisfactory _________________________      Less than Satisfactory __________________________

Nurse Signature: ______________________________________   Date____________________

Evaluator Signature ____________________________________   Date____________________

Principal Signature _____________________________________  Date____________________

Belmont Public Schools Belmont, Massachusetts

NURSE EVALUATION FORM

Name: _____________________________________

Date: _____________________________________

School: _____________________________________

Professional Status: _____________________________________

Years of Experience in Belmont: _______________    Total years of Experience: ____________________

Evaluation

I. The nurse uses a distinct clinical knowledge base for decision-making in nursing practice.

______________________________________________________________________________________

______________________________________________________________________________________

______________________________________________________________________________________

______________________________________________________________________________________

______________________________________________________________________________________

II. The nurse demonstrates current knowledge regarding the nursing process, which consists of assessment, planning, implementation, and evaluation.

______________________________________________________________________________________

______________________________________________________________________________________

______________________________________________________________________________________

______________________________________________________________________________________

______________________________________________________________________________________

III.  The nurse contributes to the education of the client with special health care needs with assessment, planning, provision of appropriate care and evaluation of outcomes.

______________________________________________________________________________________

______________________________________________________________________________________

______________________________________________________________________________________

______________________________________________________________________________________

______________________________________________________________________________________

Nurse Evaluation Form

IV.  The nurse uses effective written, verbal and non-verbal communication skills.

______________________________________________________________________________________

______________________________________________________________________________________

______________________________________________________________________________________

______________________________________________________________________________________

______________________________________________________________________________________

V.   The nurse collaborates with other school professionals, parent(s) / guardian(s) and with the community in the delivery of health services in order to meet the health, developmental and educational needs of the student.

______________________________________________________________________________________

______________________________________________________________________________________

______________________________________________________________________________________

______________________________________________________________________________________

______________________________________________________________________________________

VI.  The nurse interacts with and contributes to the professional development of peers and school personnel as colleagues.

______________________________________________________________________________________

______________________________________________________________________________________

______________________________________________________________________________________

______________________________________________________________________________________

______________________________________________________________________________________

VII.  The nurse demonstrates professional conduct.

______________________________________________________________________________________

______________________________________________________________________________________

______________________________________________________________________________________

______________________________________________________________________________________

______________________________________________________________________________________

VIII.  The nurse fulfills all managerial responsibilities associated with the position.

Nurse Evaluation Form

______________________________________________________________________________________

______________________________________________________________________________________

______________________________________________________________________________________

______________________________________________________________________________________

______________________________________________________________________________________

RECOMMENDATIONS:

______________________________________________________________________________________

______________________________________________________________________________________

______________________________________________________________________________________

______________________________________________________________________________________

______________________________________________________________________________________

NURSE COMMENTS:

______________________________________________________________________________________

______________________________________________________________________________________

______________________________________________________________________________________

______________________________________________________________________________________

______________________________________________________________________________________

(If more space is needed, attach a separate sheet.)

I have read comments (if any) ________________________________________ (initial)

Coordinating Evaluator: ________________________________________

Contributing Evaluator: ________________________________________

I have read the above report and have had the opportunity to comment.

________________________________________   _____________________________

Nurse’s Signature                                                                                 Date

________________________________________   _____________________________

Principal’s Signature                                                                                          Date

EVALUATION INSTRUMENT

FOR

GUIDANCE COUNSELORS

SCHOOL SOCIAL WORKERS

SCHOOL ADJUSTMENT COUNSELORS

PRINCIPLES OF EFFECTIVE COUNSELING

The Guidance Counselor, School Adjustment Counselor, School Psychologist or School Social Worker

I.  Currency in the Professional Area

The   Guidance   Counselor,   School   Adjustment   Counselor,   School   Psychologist   or   School   Social Worker demonstrates competency in the professional area.

1.       Exhibits appropriate in-depth knowledge of guidance and counseling practices.

2.       Employs and/or adapts sound guidance and counseling materials and practices.

3.       Contributes to the ongoing evaluation and development of materials and practices when opportunities to do so are provided.

II.    Planning and Assessment of Guidance and Counseling Interventions

A.        The   Guidance   Counselor,   School   Adjustment   Counselor,   School   Psychologist   or   School Social Worker plans and assesses effectively.

1.       Formulates objectives and appropriate strategies to assure continuity of effective guidance and counseling services.

2.       Identifies individual and group needs and plans the use of appropriate counseling intervention.

3.       Acquires pertinent information form a variety of sources such as but not limited to

a.     Student Records

b.     Consultation with appropriate school personnel

c.     Consultation with students, parents, and other appropriate agencies or individuals outside of school

d.     Test data

4.       Assesses the effectiveness of intervention strategies.

5.       Demonstrates long range planning.

B.        The     Guidance     Counselor,     School     Adjustment     Counselor,     School    Psychologist     or     School Social Worker monitors student progress.

1.        Maintains and is familiar with student records including but not limited to English Language Learner documentation and Individual Student Success Plans.

III.   Effective Management

The   Guidance   Counselor,   School   Adjustment   Counselor,   School   Psychologist,   or   School   Social Worker meets individual and/or group case load responsibilities.

1.       Attends to referrals in a timely and responsive manner.

2.       Refers students to appropriate support personnel as needed.

3.       Is available at reasonable times outside scheduled appointments.

4.       Employs strategies for crisis intervention when necessary.

5.       Actively reaches out to contact students.

6.       Communicates with teachers and administrators when necessary.

IV.    Guidance/Counseling Practices

The   Guidance   Counselor,   School   Adjustment   Counselor,   School   Psychologist   or   School   Social Worker communicates and responds effectively.

1.       Works positively and productively with students, parents, and teachers.

2.       Listens well, responds appropriately, and encourages student participation in discussion by effective counseling strategies.

3.       Communicates positive expectations for all students.

4.       Provides lessons in classrooms as appropriate.

V.   Promotion of Standards and Expectations for Personal Growth and Development

The   Guidance   Counselor,   School   Adjustment   Counselor,   School   Psychologist   or      School   Social Worker promotes high standards and expectations for personal growth and development.

1.       Stimulates students’ self-awareness and involvement in the learning process.

2.       Elicits student involvement in selecting goals for personal change, selecting activities and evaluating progress consistent with age and ability levels of students.

3.       Helps students develop decision - making skills.

4.       Encourages students to develop personal standards and methods to assess their own efforts and achievements.

5.       Maintains positive relationship with students.

6.       Provides opportunities for students to develop self discipline, self confidence, and personal responsibility for achieving the goals of the curriculum.

VI.    Promotion of Equity and Appreciation of Diversity

The   Guidance   Counselor,   School   Adjustment   Counselor,   School   Psychologist   or   School   Social Worker promotes equitable opportunities and appreciation of diversity of all students.

1.       Provides opportunities for all students to participate in guidance and counseling programs.

2.       Demonstrates sensitivity to differences in abilities, gender, race and ethnicity, learning style, social and cultural backgrounds.

3.       Develops strategies and implements programs that are effective in meeting the needs of a diverse student body.

VII.    Fulfillment of Professional Responsibilities

The   Guidance   Counselor,   School   Adjustment   Counselor,   School   Psychologist   or   School   Social Worker demonstrates concern for professionalism.

1.       Seeks out information and is receptive to suggestions for growth and improvement.

2.       Shares expertise and new ideas with colleagues and cooperates with colleagues in all areas of the school system.

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

4.       Meets deadlines and fulfills routine responsibilities.

5.       Maintains and submits current and accurate records.

6.       Participates in appropriate self-development activities such as conferences, in-service training, and professional study.

7.       Maintains appropriate level of confidentiality and professional behaviors in all interactions with students, parents, and colleagues.

8.       Follows the policies, regulations, guidelines, and procedures listed in the Belmont School Committee Policies, Regulations, and Bylaws, Teacher’s Contract and Handbook for Evaluation.

9.       Participates in school or district wide committees or other appropriate activities that foster professional growth.

Belmont Public Schools

Belmont, Massachusetts

EVALUATION FORM

for

GUIDANCE COUNSELOR, SCHOOL   ADJUSTMENT   COUNSELOR,

SCHOOL   PSYCHOLOGIST   or SCHOOL   SOCIAL WORKER

Name____________________________________________________________________

Date____________________________________________________________________

School______________________________________  Assignment______________________________

Second Election ____________________  Third Election ________________________Professional Status

Years of Experience in Belmont___________________ Total years of Experience____________________

EVALUATION

1.    Currency in the Professional Area

______________________________________________________________________________________

______________________________________________________________________________________

______________________________________________________________________________________

______________________________________________________________________________________

2.    Planning and Assessment of Guidance and Counseling Interventions

______________________________________________________________________________________

______________________________________________________________________________________

______________________________________________________________________________________

______________________________________________________________________________________

3.    Effective Management

______________________________________________________________________________________

______________________________________________________________________________________

______________________________________________________________________________________

______________________________________________________________________________________

4.    Guidance / Counseling Practices

______________________________________________________________________________________

______________________________________________________________________________________

______________________________________________________________________________________

______________________________________________________________________________________

5.    Promotion of Standards and Expectations for Personal Growth and Development

______________________________________________________________________________________

______________________________________________________________________________________

______________________________________________________________________________________

______________________________________________________________________________________

6.    Promotion of Equity and Appreciation of Diversity

______________________________________________________________________________________

______________________________________________________________________________________

______________________________________________________________________________________

______________________________________________________________________________________

7.    Fulfillment of Professional Responsibilities

______________________________________________________________________________________

______________________________________________________________________________________

______________________________________________________________________________________

______________________________________________________________________________________

Recommendations:

______________________________________________________________________________________

______________________________________________________________________________________

______________________________________________________________________________________

______________________________________________________________________________________

Evaluator’s(s’) Signature(s):

Coordinating Evaluator_________________________________  Date _____________________________

Contributing Evaluator__________________________________ Date _____________________________

I have read the above report and have had the opportunity to comment.

______________________________________________________________________________________

Guidance Counselor, School Adjustment Counselor, School Psychologist,  or School Social     Worker’s Signature:

______________________________________________________________________Date____________

Belmont Public Schools Belmont, Massachusetts

Year 2 Evaluation Checklist for

Guidance Counselor, School Adjustment Counselor, School Psychologist or School Social Worker

______________________________________________________________________________________

Date____________________________________________________

Evaluator____________________________________________________

Counselor’s Assignment____________________________________________________

1.  Currency in the Professional Area

Satisfactory _________________________      Less than Satisfactory __________________________

2.  Planning and Assessment of Guidance and Counseling Interventions

Satisfactory _________________________      Less than Satisfactory __________________________

3.  Effective Management

Satisfactory _________________________      Less than Satisfactory __________________________

4.  Guidance/Counseling Practices

Satisfactory _________________________      Less than Satisfactory __________________________

5.  Promotion of Standards and Expectations for Personal Growth and Development

Satisfactory _________________________      Less than Satisfactory __________________________

6.  Promotion of Equity and Appreciation of Diversity

Satisfactory _________________________      Less than Satisfactory __________________________

7.  Fulfillment of Professional Responsibilities

Satisfactory _________________________      Less than Satisfactory __________________________

Guidance Counselor, School Adjustment Counselor, School Psychologist or School Social Worker’s

Signature  ____________________________________  Date _______________________________

Evaluation Signature____________________________  Date________________________________

Principal Signature______________________________  Date_______________________________

Belmont Public Schools

Belmont, Massachusetts

Chart of Evaluation Responsibilities

Staff Member

Coordinating Evaluator

Contributing Evaluator

High School

 

 

English

English Director

Principal or Assistant Principal

Mathematics

Mathematics Director

Principal or Assistant Principal

Science

Science & Tech. Director

Principal or Assistant Principal

Social Studies

Social Studies Director

Principal or Assistant Principal

Foreign Languages

Foreign Languages Director

Principal or Assistant Principal

Art and Music

Director, Fine & Performing Arts

Principal or Assistant Principal

Physical Education

Athletics/PE/Student Activity Director

Principal or Assistant Principal

Health

Science/Tech. Ed./Health Director

Principal or Assistant Principal

Librarian

Principal or Assistant

Principal or Assistant Principal

*Special Education

Principal or Assistant

Dir of Student Services or Ass’t

Guidance Counselor

Principal or Assistant

Dir of Student Services or Ass’t

Psychologist

Principal or Assistant

Dir of Student Services or Ass’t

Nurse

Principal

Nurse Coordinator

*Special Education Contributing Evaluator shall be the Director of Student Services or the Assistant Director of Student Services

Middle School

 

 

Grade 5

Principal or Assistant Principal

Curriculum Director

Grade 6

Curriculum Directors

Principal or Assistant Principal

Grade 7 & 8

Curriculum Director

Principal or Assistant Principal

Reading

English Director

Principal or Assistant Principal

Foreign Languages

Foreign Languages Director

Principal or Assistant Principal

Art and Music

Director, Fine & Performing Arts

Principal or Assistant Principal

Physical Education

Athletics/PE/Student Activity Director

Principal or Assistant Principal

Librarian

Principal or Assistant Principal

Principal or Assistant Principal

*Special Education

Principal or Assistant Principal

Dir of Student Services or Ass’t

*Guidance Counselor

Principal   or Assistant Principal

Dir of Student Services or Ass’t

*Psychologist

Principal

Dir of Student Services or Ass’t

Technical Education

Science & Tech. Coordinator

Principal or Assistant Principal

Health

Science/Tech Ed./Health Director

Principal or Assistant Principal

Computer Education

Headmaster

Principal or Assistant Principal

Nurse

Principal

Nurse Coordinator

* Contributing Evaluator shall be the Director of Student Services or the Assistant  Director of Student Services

Elementary Schools

 

 

Classroom

Principal

 

Art and Music

Director, Fine & Performing Arts

Principal

Physical Education

Athletics, PE/Student Activity Director

Principal

Librarian

Principals

Ass’t Sup’t for Curriculum and Instruction

Special Education

Principal

Dir of Student Services or Ass’t

Guidance Counselor

Principal

Dir of Student Services or Ass’t

Psychologist

Principal

Dir of Student Services or Ass’t

Social Worker

Principal

Dir of Student Services or Ass’t

Nurse

Principal

Nurse Coordinator

*Special Education Contributing Evaluator shall be the Director of Student Services or the Assistant Director of Student Services

Pre School

Regular Ed.           Early Childhood Coordinator                           Principal

Special Ed.            Early Childhood Coordinator                           Dir or Student Services or Ass’t

*Special Education Contributing Evaluator shall be the Director of Student Services or the Assistant Director of Student Services

The Administration agrees that no further changes will be made without negotiating the changes with the Association.

The High School Principal and the Chenery Headmaster will furnish the Association with the Evaluation Responsibilities of the Assistant Principals and Assistant Headmasters by October 15 of each year.

APPENDIX E – Compensation for Professional Growth Guidelines

COMPENSATION FOR PROFESSIONAL GROWTH

GUIDELINES

COMPENSATION FOR PROFESSIONAL GROWTH

GUIDELINES

INTRODUCTION

The Belmont School Committee encourages and rewards the continued professional growth of teachers through  salary incentives.  Teachers  have  the  opportunity to  increase  their  salaries  by qualifying  for  a change in classification (B+15, Masters, M+15, M+30, M+45, CAGS, Doctorate).

This   manual   is  intended   to   provide   an  explanation   of   how   to   qualify   for   these   salary  increases   and includes the application form. The form may be copied as needed or can be obtained in the main office in   each  school.  If   you   have   any  questions,   you  can   contact  the   Superintendent’s   Office   or  the  BEA President.

CHANGES IN CLASSIFICATION

Part I

Reclassification to the Masters, CAGS, and Doctorate Levels

How to Qualify

Changes in classification to a Master’s Degree, CAGS, or Doctoral levels will be made upon receipt of documentary evidence (official transcript of completed work or a copy of the degree) from the college or university where the degree was granted.

How to Apply

1.                   A letter stating that a teacher is enrolled in a Master’s, CAGS, or a Doctoral Program should be sent to the Superintendent’s Office from the college or university at the time the teacher is accepted into the program.

2.                   As teachers complete course(s) they should submit evidence (transcript) of satisfactory completion for each course(s) to the Superintendent’s Office so that they can be credited for hours beyond the Bachelor’s (B+15) or Master’s Degree (M+15, M+30, M+45).

3.                   Upon completion of the degree program, teachers should submit an official transcript which indicates that the course work has been completed or that the degree has been conferred. They must bring the degree/certificate into the superintendent’s office as evidence of the completion of the degree or a letter from the university/college indicating completion of the program and anticipated date when the degree will be conferred.

4.                   Verification of conferral of degree must be submitted to the Superintendent’s Office within six months of the granting of the degree. Changes to a teacher’s classification and salary level will be implemented as appropriate documentation is received.

5.                   Degree credit for placement on the Masters column will be granted based on total hours required by the granting institution.

Part 2

Reclassification to the B+15, M+15, M+30, M+45 levels

How to Qualify

1.     Teachers can advance to the B+15, M+15 M+30, and M+45 levels without being enrolled in a degree granting program.

2.                   All courses submitted to qualify for levels M+15, M+30, and M+45 shall be at the graduate level.

3.                   Credit will be given for passing a pass/fail course.

4.                   Teachers enrolled in a Master’s, CAGS, or Doctoral program, will be advanced on the salary scale to the B+15, M+15, M+30, or M+45 levels when satisfactory evidence of completion of these credit hours is received.

5.                   Courses which have been completed for more than six months at the time of submitting will not be given credit for advancement.

5.             New personnel  must  submit  all  transcripts of  completed  work  within  six  (6)  months  of  their appointment date.

How to Apply

1.             As graduate courses are completed, teachers should submit an official transcript of grade(s) to the Superintendent. Verification of completed course work must be submitted within six months of completion.

2.     Course work equivalent to graduate level courses can be accepted only with prior approval of the Superintendent. Requests for approval of equivalent course work, including course description and/or other relevant information, should be submitted and approved by the Superintendent prior to submitting completed work for advancement on the salary schedule.

DISPUTES

Teachers who dispute the procedures as stated within this document should refer their concerns in writing to the Superintendent’s Office. The dispute will be reviewed in consultation between the Superintendent and the BEA President and then the decision will be made by the Superintendent.

IN-DISTRICT COURSE WORK

Expenses for three in-district courses highly recommended by the district, EMI, Understanding Teaching I, and Understanding Teaching II, will be covered by the School Department. These expenses include the cost of the program, books, and graduate credit costs for all participants. Admission to such courses will be on a space available basis. Every effort will be made to schedule course availability in a manner that will meet the demand. Should the district elect to change the courses that are highly recommended from those mentioned above, they will continue to cover said costs.

Request for Prior Approval of Equivalent Credits(s)

Name:_________________________________________________________________________

School: ________________________________________________________________________

Date: __________________________________________________________________________

Institute: ________________________________________________________________________

Requested Amount of Equivalent Credit:_______________________________________________

Course description and/or other relevant information: (attach information if appropriate)

______________________________________________________________________________________

______________________________________________________________________________________

______________________________________________________________________________________

______________________________________________________________________________________

______________________________________________________________________________________

______________________________________________________________________________________

FINAL APPROVAL OF GRADUATE CREDIT WORK

Name: ________________________________________________________________________

School: ________________________________________________________________________

Grade and/or Subject: _____________________________________________________________

Date: ________________________________________________________________________

College/University: ________________________________________________________________

Submitted with this form is an official transcript(s) of grades or documentation of attendance.

______________________________________________________________________________________

Level of Advancement:     From  ______________________  To _________________________________

For:       Name of Course(s)                                       Credit                 Date

Completed

___________________________________            ________          ________________________________

___________________________________            ________          ________________________________

___________________________________            ________          ________________________________

___________________________________            ________          ________________________________

___________________________________            ________          ________________________________

___________________________________            ________          ________________________________

For a total of___________________   credits.

Signed:________________________________________________________________________________

Signature of Teacher

IN WITNESS WHEREOF, THE BELMONT SCHOOL COMMITTEE and the BELMONT EDUCATION ASSOCIATION have caused these presents to be executed by their agents and representative, hereunto duly authorized, and their seals to be affixed hereto, as of the date first above written.

FOR THE BELMONT SCHOOL COMMITTEE:

______________________________________          _______________________________________

Laurie Graham , Chairperson                                              Date

FOR THE BELMONT EDUCATION ASSOCIATION:

______________________________________          _______________________________________

Robert Antonellis, President                                                Date

Approved as to form:

______________________________________          _______________________________________

School Committee Counsel                                                Date

Philip G. Boyle