Pathfinder RVTSD

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DistrictPathfinder RVTSD
Shared Contract District
Org Code8600000
Type of DistrictVoc-Tech/Agricultural
Union AffiliationMTA
Most Recent DocumentContract
Expiring Year2013
Expired Status
Superintendency Union
Regional HS Members
Vocational HS MembersPathfinder RVTSD
CountyHampden
ESE RegionPioneer Valley
Urban
Kind of Communityrural economic centers
Number of Schools1
Enrollment660
Percent Low Income Students35
Grade Start9
Grade End12
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PATHFINDER REGIONAL VOCATIONAL TECHNICAL HIGH SCHOOL

 

 

 

 

 

 

 

 

 

 

 

AGREEMENT

 

Between the

 

PATHFINDER REGIONAL VOCATIONAL TECHNICAL HIGH SCHOOL DISTRICT COMMITTEE

 

And the

 

PATHFINDER EDUCATION ASSOCIATION

 

 

 

September 1, 2010 – August 31, 2013

 


PREAMBLE

 

            Pursuant to the provision of Chapter 150E of the Massachusetts General Laws, this Contract is made this 20th day of October, 2010 by the PATHFINDER REGIONAL VOCATIONAL-TECHNICAL HIGH SCHOOL DISTRICT COMMITTEE (hereinafter referred to as the Committee) and the PATHFINDER EDUCATION ASSOCIATION (hereinafter referred to as the Association).

 

ARTICLE I

 

RECOGNITION

 

            For the purpose of collective bargaining with respect to wages, hours, standards of productivity and performance, and any other terms and conditions of employment, the Committee recognizes the Association as the exclusive bargaining agent and representative for a unit consisting of all regularly employed academic, vocational and related teachers, librarians, school adjustment counselors, school counselors and the guidance counselors, who have been recommended by the Superintendent-Director and elected by vote of the Committee under the provisions of General Laws Chapter 71, Section 38.  The school nurse and the behavioral specialists shall be added to the unit.  It is also agreed that the Co-Op Director and Grant Coordinator are not in the unit.

 

 

ARTICLE IA

 

COMMITTEE RIGHTS

 

A.        The School Committee is a public body established under and with the powers provided by the General Laws of the Commonwealth of Massachusetts.  Except as specifically abridged or modified by a term or provision of this Agreement, nothing in this Agreement shall derogate from the powers and responsibilities of the Committee under the General Laws of the Commonwealth of Massachusetts.

 

B.        Unless modified or changed by a specific written provision of this Agreement, the committee retains those rights, powers and duties it now has, may be granted or have conferred upon it by law and the exercise of such rights shall be final and binding.

 

C.        Unless modified by a provision of this Agreement, the Administration retains all customary rights and powers to manage and administer the schools.  The exercise of such rights and powers shall not be subject to review under Article VII.

 


ARTICLE II

 

WORKING CONDITIONS

 

A.        Teachers’ Hours and Load

 

1.         Teachers are expected to be present ten (10) minutes prior to the beginning of school (late bell) and generally remain in the school thirty (30) minutes after the end of the last period; however, the foregoing shall not relieve teachers from faculty, department, and committee meetings, parent conferences, extra help for pupils, evening meetings related to the school programs, detention supervision, and activities which are recognized as part of a teacher’s professional responsibility.  Past practice shall continue with respect to the scheduling of these activities.

 

2.         A faculty member will not be expected to attend more than fifteen (15) meetings per year, which are scheduled after school hours, without remuneration.  These staff meetings shall not exceed one hour.  Notice of these meetings shall be posted and placed on teachers’ voice mail not later than twenty-four (24) hours before the meeting.

 

3.         The school year of teachers covered by this contract shall be comprised of no more than 183 days – one (1) day prior to the opening of school, 180 days while students are in attendance, and one (1) day in the middle of the year without students present and one (1) day after the end of the school year for students.  The Superintendent-Director may excuse a teacher at the close of the school year after all students have been dismissed and the teacher’s work for the year has been completed.  The school year for teachers will begin no earlier than August 25th.

 

4.         Up to 50% of all academic teachers including all one person departments may be assigned to teach 6 and 6 on a rotating basis.  Academic teachers will not be assigned to teach 6 and 6 for more than two consecutive school years but may, however, volunteer to do so for more than two consecutive school years.  Academic teachers will receive $3,000.00 as part of their base pay in any year they teach 6 and 6.  When teaching 6 and 6, teachers will be guaranteed two (2) duty free preparation periods every day.  When teaching 6 and 5, teachers will be guaranteed two duty-free preparation periods every day of the week they teach 6 and will guaranteed three duty-free preparation periods every day of the week they teach.

 

5.         Related teachers are guaranteed two (2) duty-free preparation periods everyday.  If an academic or related teacher covers a class during any preparation period, that teacher will be credited with compensatory time in accordance with Article IX G.

 

6.         The agreed philosophy for academic and related classes is to maintain a balance between the number of classes and the number of students, with the optimum number of students to be one hundred twenty-five (125) per day, per teacher.  Every effort will be made to insure that a teacher will not be assigned more than four (4) consecutive teaching periods.

 

7.         On Mondays, Wednesdays, and Fridays, class periods shall run consecutively one (1) through eight (8).  On Tuesdays and Thursdays, periods shall run in the reverse order, eight (8) through one (1).  Days shall run in this order, regardless of days off due to holidays, vacations or weather cancellation.

 

8.         The goal for related and academic classes is twenty-five (25).

 

9.         The vocational teacher shall have one (1) duty-free period each day.

 

10.       Every effort will be made to notify teachers of their programs for the coming school year, including the grade level and/or subjects that they will teach, no later than July 15.

 

11.       Open House shall be mandatory for all teachers.  The following will be attended by at least one (1) teacher from each department on an equitable basis:  Academic/Vocational Awards events and a Recruiting event (1).  The following will be attended by appropriate faculty: Advisory Meetings (2) and Athletic Awards events.  The dates for all of these events will be announced for sign-up by teachers no later than September 15 of each year to be returned to the Administration no later than September 30 of each year.  If a recruiting event needs to be rescheduled, Administration shall notify teachers of the changed date at least twenty (20) calendar days in advance of the original date, except in cases of emergency.  If any of these events take place on non-school days, i.e., Saturday, Sunday, holiday, school vacation or during the summer, then attendance by teachers will be strictly voluntary.

 

12.       A joint committee, with an equal number of members appointed by both parties, will be established to study whether changes should be made to the current 8-period schedule.  The joint committee will determine whether to engage the help of outside expert(s) to assist in the study.  The joint committee will also explore whether CEU’s and/or PDP’s should be used for movement on the salary schedule.  The joint committee will make recommendations to the parties on any matter that requires a change in the contract.

 

B.        Curriculum

 

            1.         Curriculum

 

All curriculum work shall be voluntary and posted as well as sent to all relevant unit members via their school e-mail addresses.  The Assistant Superintendent-Director shall appoint all curriculum writers.  Academic and related curriculum writers shall be paid a minimum of two thousand dollars ($2,000) per course.  Vocational curriculum writers shall be paid a minimum of three thousand ($3,000) per grade level [i.e., to write curriculum for all four (4) grades would be a minimum of twelve thousand dollars ($12,000)].

 

Curriculum writers shall submit their draft of the new or redesigned curriculum to a review committee made up of a maximum of three (3) teachers from the affected department.   The review committee members shall be compensated for up to five (5) hours each at the hourly rate.  If the review committee signs off on the draft, it shall be submitted to the Assistant Superintendent-Director for final approval.

 

            2.         Department Heads

 

a.         Effective August 31, 2000 there shall be twenty two (22) Department Head positions, whose responsibility shall be to prepare budgets, to purchase books and other materials, and to coordinate with the Assistant Superintendent-Director on an ongoing basis.  Such positions shall exist in each shop and academic area (Drafting/Machine remain one department for the 1999-2000 school year only at a stipend of $1176; Spanish is created retroactively effective September 1999.)  Academic Department Heads shall be increased to $600.00 as of September 1, 2004.

 

b.         The stipend for academic department heads shall be listed as 50% of whatever the vocational department head stipend is.

 

C.        Programs Other than Regular Day School

 

1.         All openings in the program other than regular day school will be adequately publicized by the Superintendent-Director, and applicants for such positions will be notified of the action taken regarding their application ten (10) school days prior to the scheduled starting date of said program.

 

2.         Positions in this Article which must by law be filled by certified teachers – all factors relating to qualifications being equal in the committee’s judgment – will be filled first by applicants already employed in the system, then by those candidates outside the school system who apply, providing minimum qualifications are met.

 

D.        Vacancies, Promotions and New Positions in the Regular Day Program

 

1.         The filling of vacancies within the School System is the responsibility of the Principal, subject to the approval of the Superintendent-Director.

 

2.         Whenever a vacancy occurs in either an established or newly created position, it will be adequately publicized by means of an email sent to all members at their school email address as soon as the vacancy occurs.  If the vacancy occurs during the summer, notice of such vacancy shall be sent to the president or designee of the Association via their home email, if provided to employer prior to the end of the school year.  The Committee will also post all positions covered by the contract on the school website.

 

3.         All such notices shall set forth the specifications, qualifications and the rate of compensation (where determined) for the position and the date by which application shall be filed with the Superintendent-Director.  Notice of such vacancy shall remain posted for ten (10) days before applications are closed.

 

4.         An opening will not be publicized when in the judgment of the Superintendent-Director it may be filled by a person on leave of absence from the System.

 

5.         a)         For department level hiring, the Principal may ask the Department

Head in the affected department and other, as needed, to screen and interview candidates.

 

b)         The filling of vacancies shall ultimately be based upon the judgment of the Principal, with the approval of the Superintendent-Director, as to what will best serve the interest of the students.  The Principal, with the approval of the Superintendent-Director and, where applicable, with the input of the Department Head and other, will give due consideration to the professional back-ground (attainment), knowledge, ability, skill, efficiency, attendance, general health, personality of the applicants and other relevant factors.

 

c)         Whenever the above factors are equal in the judgment of the Principal, with the approval of the Superintendent-Director, preference will be given to professionals already employed by the District.  It is recognized that the final decision as to the selection must rest with the Principal, with the approval of the Superintendent-Director, and that their decision will not be subject to the arbitration provisions of this Agreement. 

 

6.         Nothing in this Agreement shall prevent the Superintendent-Director or the Administration from making acting appointments in the best interest of the educational needs for the system until positions can be filled with permanent appointments.  (Such acting appointments will normally not be for more than one (1) year).

 

E.        Association’s Use of School Facilities

 

The Association will be allowed use of the school facilities upon advance request of and approval by the Superintendent-Director, providing such use does not interfere with the educational process.  The Association is responsible for paying the costs of the custodian who would be present to open and close the building when it is utilized by the Association.

 

F.         Resignation Procedure

 

Any regularly employed teacher intending to terminate employment in the system will submit a written resignation to the Superintendent-Director at least 30 days prior to the effective date of such termination.

 

ARTICLE III

 

LEAVES WITH PAY

 

A.        Sick Leave

 

1.         All full-time regularly employed teachers in the system will be granted sick leave with full pay for fifteen (15) days per school year, cumulative without limit.  Sick days will be credited to each teacher on the first day of the school year for teachers employed on the first day.  New teachers who enter the System after the first day of the school year will be granted sick leave on a prorated basis (1.5 days per full calendar month).  A record of each teacher’s sick leave shall be available to him/her upon request.

 

2.         Teachers shall be allowed to use sick leave for days absent to a serious illness or a member of the employee’s immediate family or permanent house hold requiring the personal care of that member by the employee.

 

3.         In the event of the absence of a teacher for illness in excess of three (3) consecutive working days, the teacher may be required to submit a physician’s certificate of personal illness to the Superintendent-Director prior to the payment of sick leave benefits.

 

4.         Sick leave benefits will be granted exclusively for illness or injuries not compensable under M.G.L. c. 152, and for reasons set forth in sub-section 2 of this Section.

 

B.        Sick Leave Bank

           

1.         The sick leave bank shall be established and administered by a sick leave bank committee consisting of five (5) members of the Pathfinder Education Association.

 

2.         A sick leave bank is hereby established for the purpose of providing additional coverage after exhaustion of individual accumulated sick leave only in the event of serious prolonged illness as evidenced by medical certification exclusively for the use of the members of this bargaining unit.  Participation by members of the unit shall be mandatory and each teacher shall be assessed one day of his/her annual and/or accumulated sick leave as of September 1, 1985.

 

New members of the bargaining unit shall be assessed one day of their annual and/or accumulated sick leave as of the date they enter the unit.  Said days are to be deposited in the bank.  Unused days in the bank shall carry over from year to year.  In the event a teacher has no accumulated and/or annual sick leave at the time of said assessment, that teacher shall be assessed the amount of days owed to the bank the following September 1.

 

3.         The initial grant of sick leave by the sick leave bank committee shall not exceed fifteen days.  This initial grant will be approved on a daily or weekly basis as determined by the sick leave bank committee.  Upon completion of the fifteen (15) day period, additional entitlement may be extended by the sick leave bank committee upon demonstration of need by the applicant.

 

A maximum benefit of 15 days per year of service for the first three years, not to exceed forty-five days, or membership of the bargaining unit will be granted to any one individual.  As of September 1 of the fourth year of service by a member of the bargaining unit, the maximum benefit will increase to a full year (183 days) of sick leave per member, per separate cases of prolonged serious illness.  Sick days are defined as teaching days excluding holidays and vacations.

 

4.         Once the number of days in the bank exceeds two hundred (200), the bank will be considered depleted when the bank is reduced to two hundred (200) days.  When the bank is depleted, all participants will be assessed one (1) additional day.  The maximum accumulation of days in the sick bank will be one thousand (1,000).  Once one thousand (1,000) days has been reached, the mandatory one (1) day assessment will cease unless the bank becomes depleted as defined above.

 

The mandatory assessment of one day per member will be implemented to stabilized the sick bank at approximately the maximum cap of one thousand days.  The sick bank committee reserves the right to exceed the maximum cap.  Individual members of the bargaining unit shall have the option of contributing no more than fifty (50) percent of their accumulated sick leave to the sick bank throughout the year.  Teachers who resign, retire, or are laid-off from Pathfinder shall have the option of contributing all of their accumulated sick leave to the sick bank.

 

5.         The sick leave bank committee shall determine the eligibility for the 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 determining eligibility and amount of leave.

 

                        a.         Adequate medical evidence of serious prolonged illness.

                        b.         Prior exhaustion of all accrued sick leave.

                        c.         Length of service in the Pathfinder School System.

 

Total disability for a maximum benefit – A member shall be considered totally disabled only while the person satisfies both of the following conditions:

 

a.         The person shall not be engaged in his/her or any other gainful occupation

b.         They must be completely unable, due to sickness or bodily injury, or both, to engage in any an every gainful occupation for which he/she is reasonably fitted by education, training, or experience.

 

No days may be withdrawn from the sick leave bank for use for any other illness other than prolonged illness.  Days may not be withdrawn to permit the individual to stay at home to care for other members of the family.

 

            6.         The duties of the sick leave bank committee shall be as follows:

 

a.         To govern all phases of the sick leave bank, including the option to accept or reject an application for sick leave.

b.         Review of long-term cases will be in order after each thirty (30) day withdrawal, and an attending physician’s statement must be forwarded to the sick leave bank committee by the attending physician.

c.         Authorized to make rules and regulations as necessary to administer the sick leave bank.

d.         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.         The Association agrees to hold the Committee harmless for any action or inaction in the establishment or administration of the sick leave bank and further agrees to indemnify the Committee for all damages and costs, including legal fees, which are actually incurred by the Committee in connection with any civil action or administrative proceeding involving the sick leave bank.

 

8.         It is understood and agreed that the only obligation of the Committee in relation to the sick leave bank is to pay out sick leave to teachers from said bank as officially directed by the Association.

 

C.        Sick Leave Buy-Back

 

Effective September 1, 2007, teachers with less than 25 years of service who retire under M.G.L. Chapter 32 or who die while active employees of Pathfinder shall be compensated for unused accumulated sick leave for all sick days in excess of one hundred (100) days up to a maximum of three hundred fifty (350) days at the rate of twenty percent (20%) of the annual pay of the employee at the time of death or retirement.  Teachers with 25 to 29 years of service may accumulate up to 375 days, and teachers with 30 or more years of service may accumulate up to 400 days.  The parties agree that the maximum number of days that can be bought back by teachers with less than 25 years of service under this Section is two hundred fifty (250) days (350 minus 100), and teachers with 30 or more years of service may buy back up to 300 days (400 minus 100).  In the event of death, payment shall be made to the teacher’s estate.

 

In order to receive payment of sick leave buy-back in any particular fiscal year, the teacher must have given written notice to the Superintendent-Director by January 1 of the prior fiscal year, in order to permit budgeting of the amount due.  Teachers, who notify by January 1 will have the option of receiving payment when they retire or defer payment until the next January 1.  Late notice will only delay payment, not forfeit it.

 

 

 

D.        Professional Days

 

Teachers may be granted leave for visitations to other schools and attendance at conferences, workshops, etc. upon written application to the Superintendent-Director.  Written application shall first be submitted to the Assistant Superintendent-Director (Principal) who may grant approval.

 

E.        Union Leave

 

An elected official or an appointed representative of the local PATHFINDER VOCATIONAL TECHNICAL EDUCATION ASSOCIATION may be granted a total of two (2) days for the purpose of attending MTA/NEA conferences, meetings, and/or workshops upon written request submitted to the Superintendent-Director.  Written application shall first be submitted to the Assistant Superintendent-Director (Principal) who may grant approval.

 

F.         Personal Leave

 

All teachers shall have two (2) days personal leave for the purpose of transacting business which cannot be done at any time other than during a regular school day.  Such leave must be approved by the Superintendent-Director.  Request for the leave must be given to the Superintendent-Director no later than one week in advance, except in cases of emergency.  Personal leave shall not normally be taken on the day immediately preceding or following vacations, holidays or long weekends.  Written applications shall first be submitted to the Assistant Superintendent-Director (Principal) who may grant approval.

 

            Typical occasions of personal leave include:

 

a.         Business and other legal transactions which can only be attended to by the member during school hours.

 

            b.         Graduation or wedding of a member of the immediate family.

 

            c.         Religious days.

 

d.         Emergencies which develop without prior knowledge of the teacher and which require the immediate attention of the teacher.

 

e.         Leave for appointments with medical physicians in specialty areas which could not be scheduled outside of school hours.

 

            f.          Intimately personal.

 

Other occasions of personal leave not listed above may be granted where a request is submitted, with an explanation, subject to the approval of the Superintendent-Director.  The parties agree to develop an updated form for administering personal leave.

 

G.        Bereavement Leave

 

All regularly employed teachers shall be granted bereavement leave, up to three (3) days, not chargeable to sick leave, to cover death in the immediate family – grandparents, parents, child, brother, sister of an employee or spouse.  To cover the death of an immediate household member, teachers will be granted up to five (5) days under this section.

 

H.        Jury Duty

 

1.         A teacher on call for jury duty shall notify the Superintendent or his designee as soon as possible if he/she is scheduled to serve on jury duty.

 

2.         A teacher actually serving on jury duty on a work day or who actually reports to the Court for jury service as required by said Court for any portion of a work day, shall receive his/her regular rate of pay for each day served, reduced by the amount of jury pay received from the Court.  (Jury pay received for service on non-working days shall not be deducted from a teacher’s pay.)  Jury pay, however, shall not include any meal or travel expenses paid by the Court.  The normal pay of a teacher shall not be interrupted by jury duty.

 

A teacher serving on jury duty will furnish the Committee information with respect to days actually served on jury duty, days or any portion of a day the teacher reported to the Court for service as required by the Court, and the amount of jury pay (not including meals or travel expenses paid by the Court) received from the Court.  Upon receipt of such information, the School Committee shall deduct the amount of jury pay from the teacher’s next paycheck.  In the alternative, at the teacher’s option, the teacher may endorse the jury pay check to the School District or may provide a personal check to the School District in the appropriate amount.  The Association shall hold the Committee harmless for said deduction but reserves the right to process grievances as to the amount of said deduction.

 

 

 

 

 

 

 

 

ARTICLE IV

 

LEAVE WITHOUT PAY

 

A.        Maternity Leave

 

1.         The Committee shall provide unpaid maternity leave for the purpose of giving birth in accordance with Massachusetts General Laws Chapter 149, Section 105D.

 

2.         A teacher who desires to request leave under this policy must process an application for maternity leave through the office of the Superintendent-Director at least two weeks prior to the anticipated date of departure.  Tentative date of intention to return should also be indicated at this time.

 

B.        Child-Rearing Leave

 

1.         A teacher shall be granted, upon request, an unpaid leave for child-rearing, such leave to commence upon the teacher or spouse giving birth, or upon commencement of adoption.  Leaves beginning after February 1 of a school year may be granted for the balance of the school year or through the entire following school year.  Leaves beginning between July 1 and February 1 may be granted through the next June 30.

 

2.         The period of this child-rearing leave shall, upon request, be extended until the beginning of the school year in September first following the expiration of said leave.  If such an extension is desired, it may be submitted with the original request; thereafter, if desired the teacher shall give the Superintendent-Director notice of her intent to so extend the leave at least sixty (60) days prior to the expiration of the child-rearing leave.

 

3.         Leave under this policy may be terminated prior to expiration upon thirty (30) days prior written notification by the teacher to the Superintendent-Director and written approval of the teacher’s attending physician.

 

4.         In addition to the above, teachers not serving at discretion (non-tenure teachers) shall be eligible for child-rearing leave with the understanding that the period of leave does not constitute creditable service under Massachusetts General Laws, Chapter 71, Section 412, and further the granting of the leave does not interrupt consecutive service required under said statute, so that upon return, each full year of service prior to the leave is creditable as service under said statute.

 

 

 

 

 

C.        Miscellaneous

 

1.         Teachers on maternity leave and child-rearing leave are expected to return to duty upon expiration of the leave as granted or as extended under the above provisions.  Teachers who do not intend to return to duty shall, at least thirty (30) days prior to the expected date of return, request leave under provisions of this contract or submit a timely resignation or request for other leave will result in termination of employment.

 

2.         Disabilities caused by or contributed to by pregnancy, miscarriage, abortion, childbirth, and recovery thereafter are for all job-related purposes temporary disabilities and should be treaded as such under any health or temporary disability.  The teacher will be able to draw on her accumulated sick leave.

 

3.         (a)       Teachers on approved sabbatical leave shall accrue seniority for

purposes of layoff and for purpose of salary placement if, in the judgment of the School Committee, the original job-related purpose of granting the leave has, by affirmative evidence, been fulfilled.

 

(b)          Notwithstanding any other provision of this agreement, teachers on

other unpaid leaves of absence in excess of ninety school days (whether or not in the same school year) shall not accrue seniority for purposes of salary placement or sick leave, and for purposes of layoff, shall not accrue seniority for the first ninety schools days of such leave.

 

 

ARTICLE V

 

EVALUATION

 

A.        Performance Standards

 

The parties agree to negotiate performance standards and to publish such standards in a separate document which shall be subject to ratification by the Association and the School Committee.

 

 

 

 

 

 

ARTICLE VI

 

TEACHERS’ PROTECTION

 

A.        Statutory Protection

 

No teacher will be dismissed, disciplined, reduced in rank or compensation without strict compliance to applicable statues.

 

B.        Indemnification Provision

 

The parties acknowledge that M.G.L. Chapter 258, Section 9 governs indemnity of teachers acting within the scope of their official duties or employment.

 

C.        Workers’ Compensation

 

The Committee will provide Workers’ Compensation under Massachusetts General Laws, Annotated, Chapter 152.

 

D.        Insurance Premiums

 

The Committee shall have the right to negotiate and purchase, in such terms as it deems to be in the best interest of the District and its employees, a policy or policies of group general or blanket insurance providing hospital, surgical and medical benefits covering employees and their dependents.  Prior to the purchase of said insurance, the Committee shall consult with an advisory committee elected or appointed by the organizations of the employees affected, for the purpose of securing the written recommendations of a majority of the membership of said advisory committee and shall negotiate with the Association to the extent required by M.G.L. Chapter 150E, Section 6.

 

The parties acknowledge that at the time of settlement of this Agreement, the Committee was unable to secure indemnity insurance at affordable rates necessary to attract a sufficiently large risk pool.  Accordingly, the parties acknowledge that the health insurance offerings under this agreement are limited to health maintenance organizations (HMOs).

 

For coverage on and after September 1, 2008, the School Committee’s rate of contribution shall decrease to 87.5% for all HMO’s and, effective September 1, 2009, the Committee’s rate of contribution shall decrease to 85% for all HMO’s.

 

The Committee agrees to pay seventy-five (75%) of the premiums for life insurance and for any indemnity health insurance coverage which may be procured during the term of this Agreement.

 

The Committee agrees to offer health insurance to retired employees of Pathfinder and to pay 50% of the premium for whatever plan the employee chooses (single, family, spousal).

 

E.        Access to Personnel File

 

Upon request, each teacher has the right to review the contents of his/her personnel file at reasonable times and with reasonable notice.  At the teacher’s request a representative of the Association may accompany the teacher in such a review.  The review shall be made in the presence of the person responsible (Superintendent-Director or his designee) for the safekeeping of such files.  Facilities shall be available for the teacher to make photocopies of such contents and records.

 

F.         Teacher’s Response to a Complaint

 

Complaints or adverse reports concerning teacher performance, which are to be included in the teacher’s personnel file, or acted upon, shall be shown to the teacher involved, within a reasonable time.  The teacher will sign indicating only that the teacher has seen it.

 

A teacher shall have the right to answer in writing any complaints filed in his personnel file, and his answers shall be attached to the complaint and review by the Superintendent-Director.

 

G.        Non-Tenured Teachers

 

It is understood and agreed that teachers who have not attained professional status and who are not reappointed shall have no rights to a statement of reasons, or a hearing, or any other recourse.

 

H.        Association Representative

 

The Association recognizes the authority and responsibility of the Superintendent-Director and other administrators to discipline or reprimand a teacher for delinquency of professional performance.  If a teacher is to be formally disciplined or reprimanded by a member of the administration, he will be entitled to have a representative of the Association present.

 

 

 

 

 

 

 

ARTICLE VII

 

GRIEVANCE PROCEDURE

 

A.        Definition of Grievance

 

A grievance is defined as a dispute concerning the interpretation or application of an express, specific provision of this Agreement.

 

B.        Purpose

 

The purpose of this grievance procedure is to provide prompt resolution of grievances at the lowest possible level consistent with the authority of the official responding on behalf of the Committee.  In order to implement the purposes of this Article, the parties shall upon request, share with each other all available information and evidence which is relevant to, and necessary for, the full consideration and resolution of the issues raised.  Informal resolution of the grievance is encouraged.

 

C.        Grievance Committee of the Association

 

The aggrieved teacher shall discuss the grievance with the Grievance Committee of the Association.

 

D.        Principal

 

If the grievance is not resolved by such discussion, the grievance shall be presented by the teacher and a member of said committee to the principal within five (5) days of the occurrence of the grievance.

 

E.        Superintendent-Director

 

            a.         If the grievance is not resolved by such presentation, it may be submitted

by the aggrieved employee or the Association or both to the Superintendent-Director.

 

            b.         Such submission shall be in writing and must be made within ten (10)

days of the occurrence of the grievance.

 

c.         The grievance shall specify the facts, the issue, the date of the alleged violation, the controlling contract provision and the remedy or relief sought.  Forms for filing grievances will be jointly prepared by the Superintendent-Director and the Association and give appropriate distribution so as to facilitate the submittal of the specification and operation of the grievance procedure.

 

d.         The Superintendent-Director shall meet to discuss the grievance within seven (7) days of receipt and should answer the grievance in writing within seven (7) days of said meeting.

 

e.         A grievance may not be expanded to specify any new or different alleged violation after the meeting with the Superintendent-Director.

 

F.         American Arbitration Association/ Board of Conciliation and Arbitration

 

a.         If the grievance remains unresolved, the Association may, by a majority vote of its executive committee, refer the unsettled grievance to arbitration in writing fifteen (15) days after the Superintendent-Director’s answer or the date on which said answer is due, whichever first occurs, specifying the facts, the issue, the date of the alleged violation, the controlling contract provision and the remedy or relief sought.

 

By mutual agreement, the parties may utilize the state’s Board of Conciliation and Arbitration rather than the American Arbitration Association.

 

The arbitrator shall be selected by agreement between the parties.  If the parties are unable to agree upon an arbitrator within fifteen (15) days, the selection shall be made by the American Arbitration Association in accordance with its rules.

 

b.         The arbitrator shall be without power or authority to alter, amend, add to or subtract from the provisions of this Agreement, shall be limited to the issues submitted and shall consider nothing else.  The following shall not be subject to the grievance arbitration provisions of this Agreement:

 

1.         Any matter which by law or under the terms of this Agreement is within the exclusive authority of the Committee.

           

2.         Any aspect of the failure of the Committee or the Superintendent to reemploy any non-tenure teacher.

 

3.         The dismissal or suspension of a probationary employee.  The parties recognize that a non-tenure teacher who has been teaching for more than ninety (90) days in the System has a right to a hearing at his request before the Committee under M.G.L. c. 71, §42.

 

 

 

c.         Subject to the foregoing, the decision of the arbitrator shall be submitted to the Committee and Association and shall be final and binding upon the Committee, the Association and the employee or employees who initiated the grievance.

 

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

 

G.        Exclusive Remedy

 

1.         In any matter involving disciplinary procedures, suspension, dismissal, removal or termination and which is not specifically excluded from arbitration hereunder, the employee may elect arbitration as the exclusive remedy for such a matter.

 

2.         The arbitration provisions of the Agreement will not apply to a grievance unless the employee elects the Arbitration provision as final and binding and as the exclusive remedy in a matter involving disciplinary procedure, suspension, dismissal, removal or termination.  Such employee election will be put in writing (by the employee) to the School Committee within fifteen (15) days of the School Committee answer or the date on which the said answer is due, which ever first occurs.

 

3.         Failure of the employees to elect between remedies under Chapter 71, Massachusetts General Laws and going to arbitration in a matter involving disciplinary procedures, suspension, dismissal, removal or termination, shall be justifiable and proper grounds for the Committee to refuse to process the grievance.

 

H.        Waiver of Grievance

 

A grievance shall be waived by the Association and the employee(s) if any one of the following conditions is met:

 

1.         The grievance is not filed or not processed in accordance with the time limits set forth in this Agreement; or

 

2.         Any other procedural requirement of the contract is not observed.

 

 

 

 

 

 

ARTICLE VIII

 

REDUCTION IN FORCE

 

A.        Committee Rights

 

1.         The Committee reserves and retains the right to determine the level of services, programs and staffing needs of the system.

 

2.         The Committee reserves and retains the right to lay off its employees for lack of work, reasons of economy, insufficient appropriations, a change in departmental organization, abolition of position, or a decrease in the actual number of pupils in the school or in a department or program, or any other good cause.

 

3.         The Committee reserves and retains the right to determine whether layoffs within the bargaining unit will be instituted on a school-wide basis or be limited to one or more departments or positions.

 

B.        Definitions

 

1.         Length of service in the bargaining unit is defined as the number of years, months and days of continuous, unbroken service as a regular employee in the unit, elected by vote of the Committee, measured from the first day of such employment.

 

Teachers shall continue to accrue services during any paid leave of absence authorized by this contract.  Service during any unpaid leave of absence shall not accrue; however, such leaves shall not constitute a break in service.

 

An employee who resigns or who is absent without leave shall forfeit all previously accrued seniority.

 

2.         Length of service in an affected subject area is defined as the number of years, months and days of continuous, unbroken service as a regular employee, elected by the Committee, in the subject area affected by the layoff.  In the Committee’s discretion, such services may include prior service in the affected subject area which was interrupted by service in another subject area.

 

3.         Layoff is defined as a temporary separation from employment in the nature of an involuntary leave of absence without pay.

 

 

C.        Selection for Layoff

 

1.         The Superintendent-Director reserves and retains the right to determine which non-tenure teacher will be selected for layoff pursuant to law.

 

2.         In selecting tenured teachers for layoff, the Superintendent-Director shall consider the following criteria:

 

                        a.         length of service in the bargaining unit;

 

b.         for academic teachers, certification status and date of acquisition of certification;

 

                        c.         for vocational teachers, approval status;

 

                        d.         length of service in the affected subject area;

 

e.         for vocational teachers, the extent and relevance of experience in the trade, including but not limited to the number of years in the trade;

 

f.          for academic teachers, the extent and relevance of educational background, including but not limited to level of attainment; and

 

g.         overall ability, qualifications, and contributions to Pathfinder, as determined by the Committee, which determination may be based on the input of the Superintendent-Director and other members of the Administration.

 

3.         The parties recognize the need for and right of the Superintendent-Director to determine in each layoff decision how to weigh the above criteria, in their foregoing order.  Accordingly, the only aspect of this section which will be subject to the provision of Article VII will be whether the Superintendent-Director utilized the above method in formulating his decision.

 

D.        Notice of Layoff

 

Except as otherwise provided by law, the Superintendent-Director shall endeavor to give an employee not less than thirty (30) calendar days’ notice of layoff.

 

E.        Teachers’ Options

 

1.         A teacher who is given a layoff notice shall have the right to transfer to any position which is new, vacant, or filled by a substitute on the date of notice of the layoff, provided that teacher has the requisite certification or will have such certification by the effective date of the layoff.

 

2.         In the event there are multiple layoffs, the opportunity to transfer described in subsection 1 above shall be determined by the Committee according to the selection criteria set forth in, and subject to the provisions of, Section C of this Article.

 

F.         Recall Rights

 

1.         Definition – The right to be recalled shall mean the right to preference over any new hire for all teachers on layoff who have certification or approval status for any new or vacant bargaining unit position.

 

2.         Duration – Recall rights shall extend for a period of two (2) years from the effective date of separation, or until such teacher has found employment in some other school system, whichever comes first.

 

3.         Selection for Recall – Selection for recall to new or vacant unit positions shall be determined by the Superintendent-Director in accordance with the selection criteria set forth in, and subject to the provisions of Section C of this Article.

 

4.         Condition for Eligibility – In order to be eligible for recall under this Agreement, an employee must execute a written waiver of any hearing or appeal rights under General Laws Sections 42 and 43A.

 

5.         Procedures for Recall – Teachers shall be notified of recall in writing by certified mail addressed to the employee’s last address on file in the office of the Superintendent-Director.  The recall notice shall specify a date by which the employee must give written notice of acceptance.  Unless such notice of acceptance is received by the specified date, the employee will be deemed to have rejected the recall offer.

 

6.         Status Upon Recall – Upon commencing employment pursuant to a recall, the employee shall reacquire the length of service and accrued sick leave standing to his credit on the effective date of separation.  For purposes of salary schedule placement, the period of layoff shall not be creditable; accordingly, the employee shall be placed at the step he would have attained on the day after the effective date of the layoff.

 

 

 

 

 

ARTICLE IX

 

COMPENSATION AND OTHER CONDITIONS OF EMPLOYMENT

 

A.        Single Salary Schedule

 

A single salary schedule is hereby adopted with the basic salary classification of teachers determined by professional and academic qualifications, irrespective of grade level of students taught.  Negotiated salaries and benefits are to be pro-rated for regularly employed teachers working part-time.

 

B.        Placement of Salary Schedule

 

The relationship of professional and academic qualifications to the location of teachers on the salary schedule is clearly stated in the rules and regulations governing the operation of this salary schedule as stipulated in Article X which follows.

 

C.        Uniforms

 

All shop and related teachers will be provided with two (2) appropriate and customary trade uniforms, the type and design of which will be approved and purchased by the Superintendent-Director.  Said uniforms will be the only type and style permitted.

 

D.        Hourly Rate

 

            1.         a)         The hourly rate for Afternoon School, Evening School, Summer

School and Shop Hours make-up and related hours make-up and other professional work that the parties agree shall in crease to $30 (thirty dollars) in the first year, $31 in the second year, and $32 in the third year.  All such work will be offered on a voluntary basis, expect as otherwise provided by agreement of the parties.

 

b)         Compensation for Afternoon School and Summer School professional work will be listed in the contract as weekly, rather than hourly.

 

c)         The weekly rate will be determined by multiplying the appropriate hourly rate times the agreed upon number of hours per week in the first year (FY 08).

 

2.         Evening School teachers, Summer School teachers and Afternoon Program teachers will be compensated for one (1) hour of preparation for each two and one half (2 ½) hours of instruction.

 

3.         Shop Hours Make-up: Teachers as Proctors shall supervise thirty (30) hours of make-up and shall be compensated for an additional five (5) hours for correction of student work.  This is a total of thirty-five (35) hours paid at the hourly rate.

 

4.         Related Make-up: Teachers as Proctors shall supervise twenty (20) hours with students.

 

5.         For creation of make-up packets and correction of student work, teachers shall be compensated for five (5) hours work per student for related teachers.

 

E.        Longevity

 

As of September 1 of any school year Teachers with continuous service of fourteen (14) or more years shall receive a longevity payment of $1000.00; nineteen (19) or more years $1750.00 twenty-four (24) or more years $2500.00 and twenty-nine (29) or more years $3750.

 

Payment shall be made in the first full payroll period of December.  Approved, voluntary leaves of absence shall not constitute an interruption of continuous years of service.

 

The parties agree to a non-binding settlement allowing the two employees who were hired after the beginning of the year to receive their longevity one year earlier.  The contract language will not change and the settlement will apply only to those two employees.

 

F.         Lunch/Stair Duty

 

Supervision in the cafeteria and on the stairs during lunch shall be compensated at the rate of five dollars ($5.00) per day, per assignment.  Volunteers shall be sought for such assignments, on a full year, half year, or monthly basis.  In the event there are insufficient volunteers, the employer reserves the right to assign teachers, such teachers to be compensated as set forth above.  In lieu of using teachers for stair duty, the School Committee will consider using aides for such assignments.

 

G.        Class Coverage

 

a)         Vocational and academic teachers who lose a duty-free preparation period guaranteed under Article IIA, Subsections 4 or 8, shall earn one-half day compensatory time for each increment of four full periods lost, e.g.

 

                        4-7 periods lost …                ½ day compensatory time

                        8-11 periods lost …              1 day compensatory time

                        12-15 periods lost …           1.5 days compensatory time

                        16-19 periods lost …           2 days compensatory time

 

A teacher who reaches the minimum necessary to earn compensatory time under the above schedule in a school year may take such time under the above schedule in a school year may take such time within the same school year or, if scheduling needs require, may carry over the time earned into the next school year.  All such compensatory time shall be taken at times agreeable to the teacher and the administration.  When a teacher has had a request for a particular day denied, reasonable efforts shall be made to accommodate an alternative request.

 

b)         Vocational teachers who are required, due to the absence of another vocational teachers and the unavailability of a substitute, to “double up” by taking students from another class, shall receive one-half day compensatory time for each full day of compensatory time for each full day of “doubling up”.  This subparagraph is adopted on an experimental basis for the balance of the 1988-89 school year and will therefore expire at the end of said school year unless affirmatively negotiated and extended by agreement of the parties.  On or about May 15, 1989, this provision shall be re-opened and the parties shall meet to exchange views on its operation.  Disputes concerning the extension or modification of the provision shall not be subject to arbitration.

 

c)         Accumulated compensatory time earned prior to June 30, 2004 shall not be added to by any compensatory time earned after June 30, 2004.  All teachers with accumulated compensatory time must submit a plan to Administration as to when, by the last day of school in June of 2007, they will use their accumulated compensatory time.

 

Teachers with accumulated compensatory time shall first use additionally earned compensatory days prior to using accumulated compensatory days.

 

Compensatory time earned between September 1, 2004 and April 30, 2005 must be used during the 2004-2005 school year.  Teachers will submit a plan to Administration as to when the compensatory time will be used.  If the teacher and Administration agree that it is impossible for the teacher to use compensatory time during the 2004-05 school year, then the teacher will be compensated at the rate of one hundred dollars ($100.00) per day.

 

Any compensatory time earned after April 30, 2005 and the end of the 2004-2005 school year must be used, if possible, prior to the end of the 2004-2005 school year.  If that is not possible, then it shall carry over to the 2005-2006 school year, including partial time that is not sufficient to be used.

 

In ensuing years, for any compensatory time carried over from May and June of the prior school year (including partial time that is not sufficient to be used) combined with any compensatory time earned by April 30 of the school year, teachers will submit a plan to Administration as to when a the compensatory time will be used.  If the teacher and Administration agree that it is impossible for the teacher to use the compensatory time during the school year, then the teacher will be compensated at the rate of one hundred dollars ($100.00) per day.

 

Written application for the scheduled use of compensatory days shall first be submitted to the Assistant Superintendent-Director (Principal) who may grant approval.

 

The compensatory time for class coverage formula will be applied when:

 

1.         A teacher covers for at least one-half of a single teaching block.  (Currently this time is 21 minutes).  He/she will receive one-half (1/2) compensatory time.

 

2.         A teacher will receive full compensatory time if he/she covers for more than half the period.  (Currently, 22 to 42 minutes).

 

H.        Miscellaneous

 

The Association shall be given a copy of all official minutes of public sessions of School Committee meetings within one (1) school day after the Committee votes to approve said minutes, and a copy of the agenda of said meeting.

 

The parties agree that the administration will adopt a policy providing that teachers will have access to the central office copier for copying requiring up to 20 pages at a time.

 

I.          Equipment Maintenance

 

The School Committee shall select, from volunteers, vocational teachers to perform up to one week’s work during the summer in major maintenance of equipment.  Ordinarily, the Committee shall determine the nature and extent of work to be performed on or about May 1.  (Teachers selected to perform such work shall be paid at a daily rate equal to their annual salary in the preceding year divided by the number of days in the teacher’s work year.)

 

This section shall be enforceable through the grievance-arbitration provisions of the collective bargaining agreement.

 

 

ARTICLE X

 

SALARY SCHEDULE RULES AND REGULATIONS

 

A.        Appendices A-1, A-2, A-3

 

Effective September 1, 2010 – 1.75%

Effective September 1, 2011 – 1.75%

Effective September 1, 2012 – 1.75%

 

B.        Salary Payments

 

Salary payments shall be made in twenty-six (26) equal payments commencing the first week in September of each year.

 

C.        Compensation for Extra-Curricular Activities

 

1.         The Varsity Wrestling Coach shall be established and shall be paid at the same level as the Varsity Basketball Coach.

 

2.         The Cheerleading Coach stipend shall be increased to the same level as the Golf Varsity Coach and the JV baseball, basketball, soccer and softball coaches for both cheerleading seasons.

 

3.         Except as noted above and in Article II, section 2b, all positions in Appendix B shall be increased as follows:

 

Effective September 1, 2010 – 1.75%

Effective September 1, 2011 – 1.75%

Effective September 1, 2012 – 1.75%

 

Extracurricular activities will be compensated as set forth in Appendices B-1 attached hereto and made part of this Agreement.

 

D.        Step-Rate Increases

 

Teachers shall advance from lane to lane in either February or September.  Teachers must notify the Superintendent-Director in writing of the prospective change by December 1 for February and by August 1 for September.  This notice without documentation is sufficient to satisfy the notice requirement, but official documentation must be submitted by the teacher before any salary change will occur.  If circumstances dictate, the adjustment will be retroactive.  Teachers hired during the school year shall receive their annual increments on each anniversary date following the first day of employment.

 

E.        Salary Schedule Placement – Academic

 

Academic teachers shall be placed on the proper column according to the number of credits past their Bachelor’s Degree they have obtained.  Horizontal columns will be gained for additional approved credits, earned during a teacher’s employment in the system as follows:

 

so that the total additional credits so earned shall equal eighteen (18) for Column 2, thirty-six (36) for Column 3, forty-five (45) for column 4, and sixty (60) for Column 5.

 

F.         Salary Schedule Placement  - Vocational

 

Vocational teachers shall be placed on the first column as a minimum.  Horizontal columns will be gained for additional approved credits, earned during a teacher’s employment in the system, as follows:

 

so that the total additional credits so earned shall equal eighteen (18) for Column 2, thirty-six (36) for Column 3, forty-five (45) for column 4, and sixty (60) for Column 5.

 

G.        Credit for Outside Teaching Experience

 

In the discretion of the School Committee, new teachers may receive credit for job-related experience and education.  Reasonable efforts will be made not to hire teachers at salaries higher than teachers presently in the system where comparability and similar factors are judged to be equal.  Upon request of the Executive committee of the Association, in writing, the School Committee or its designee shall explain to a representative of the Association the basis of a placement decision in terms of comparability (of skills, education, experience, and other relevant factors) between the new hire and incumbent teachers.

 

H.        Payment of Part-Time Teachers

 

Teachers employed part-time upon initial employment, following a granted request, or due to the partial elimination of a position, shall be placed on the appropriate step of the salary schedule and be paid salary and benefits on a prorated basis.  It is anticipated that such teachers will perform non-teaching duties which are appropriately related to the nature and extent of their part-time teaching assignments.

 

I.          Notification to Association

 

A roster of all employees, including her hires, will be provided to the PEA president in September.  In addition, the PEA president will receive timely notification when a new employee is hired.  The notification will include the person’s name, position, date of hire, and salary.

 

 

ARTICLE X(A)

 

PROFESSIONAL IMPROVEMENT AND REIMBURSEMENT OF TUITION FOR APPROVED COURSES

 

A.        Educational Improvement Incentive

 

1.         Each teacher will be required to take at least three (3) semester hours every three (3) years.  Such courses must be approved by the Superintendent-Director and completed by the opening day of school.  Failure to meet this requirement shall cause the teacher to lose the annual increment for that year and subsequent years until the course requirement is completed.

 

Teachers at the maximum step who fail to meet this requirement shall lose that portion of any salary increase which equals the increment between the 11th and 12th step for that year and subsequent years until the course requirement is completed.

 

2.         For courses required under Section 1 of this Article, the Committee agrees to reimburse teachers up to the cost of tuition for a graduate level course at the Westfield State College, plus all fees assessed by Westfield for approved courses, in accordance with the following schedule:

 

                        For a grade of –  C or better – reimbursement will be 100%

                        For a grade of – D or below – reimbursement will be 0%

For a “pass” grade in a course graded strictly on a pass/fail basis – reimbursement will be 100%

 

A teacher shall not be reimbursed for more than 100% of his/her actual cost.

 

           

 

3.         Course Reimbursement

 

The Committee agrees to reimburse teachers up to the cost of tuition and all fees (not to exceed 100% of a teacher’s actual cost) at Westfield State College for courses not required under Section 1 of this Article, subject to all of the following conditions:

 

a.         The teacher shall submit a written request for reimbursement in advance of registration, which request shall specify the course and its relevance to professional improvement at Pathfinder.

 

b.         The request shall be answered in writing, and a reason or reasons shall be provided for a denial.  The Superintendent-Director’s decision shall be without recourse to arbitration under this Agreement.

 

c.         Reimbursement of all courses under this Article shall be limited to one course each year.

 

d.         Courses required for initial certification as a vocational or academic teacher shall not be reimbursable under this Section.

 

B.        Alternative for Vocational Teachers

 

In lieu of three (3) semester hours every three (3) years, a shop or related teacher may spend time each year, upon the approval of the Superintendent-Director, in updating the skills of the vocation in which he teaches.

 

 

ARTICLE XI

 

DEDUCTIONS

 

A.        Responsibilities

 

1.         The Committee agrees to certify to the Pathfinder District Treasurer deductions from the salaries of its employees for the Pathfinder Vocational Technical Education Association, as said teachers individually and voluntarily authorize the Committee to deduct, and to transmit the monies promptly to the Association.  Teacher authorization will be in writing in the forms set forth below:

 


 

DUES AUTHORIZATION CARD

 

Name _______________________________________

 

Address ______________________________________

 

I hereby request and authorize the District School Committee to deduct from my earnings and transmit to the Pathfinder Vocational Education Association an amount sufficient to provide for a full year’s payments of the membership dues as certified by the Pathfinder Vocational Technical Educational Association.  The deductions shall be made in fourteen (14) consecutive equal payments beginning with the first paycheck in October.  If I leave the District School system prior to the time all deductions have been made, I authorize and direct that the balance due be deducted from my final check.  I understand that I must give at least sixty (60) days’ notice prior to the first payment date to the Committee to withdraw this authorization for a subsequent school year.

 

__________________________________________________________

Signature of Teacher                                                          Witness

 

__________________________________________________________

Date                                                                                        Date

 

2.         The Pathfinder Vocational Technical Education Association will certify to the Committee in writing the current rate of its membership dues.  When the Association changes the rate of its membership dues, it will give to the Committee thirty (30) days’ written notice prior to the effective date of such change.

 

3.         Teachers will be eligible to participate in “tax-sheltered” Annuity Plans established by law and the School Committee will authorize monthly deductions therefore, in a fixed amount upon proper written authorization which can only be cancelled by at least thirty (30) days’ written notice.

 


 

ARTICLE XI(A) – AGENCY SERVICE FEE

 

Effective September 1, 1997, except for those employees who are certified as members of the Association to the Committee by the Association, the Committee, in accordance with Massachusetts General Laws, Chapter 150E, Section 12, shall, on or after the thirtieth (30th) day following the beginning of such employment or the effective date of this provision, whichever is later, require as a condition of employment the payment of an agency service fee to the Pathfinder Education Association/MTA/NEA.

 

The amount of the agency service fee shall be equal to the amount required to become a member and remain a member in good standing of the Pathfinder Education Association/MTA/NEA.  Employees may have access to payroll deductions under Article XI of this Agreement for purposes of paying the agency service fee.

 

Upon the request of the Association, the Superintendent shall suspend for five (5) school days without pay (1/183 of annual gross salary) any member of the bargaining unit who, after proper Annual Notice and Annual Final Demand, has refused to pay the agency service fee.  Within fifteen (15) school days of receipt of such request, accompanied by proof of Annual Notice and Annual Final Demand, the Superintendent shall notify the Association and the individual bargaining unit members whose names appear on such request when, specifically, during the thirty (30) school days following receipt of such request that the five (5) school day suspension without pay (5/183) of annual gross salary) shall occur.

 

The Association agrees to indemnify and hold the Committee harmless against all claims, suits or other forms of liability arising out of the deduction of said agency service fee from an employee’s pay or as a result of the Committee’s compliance with this Article.  Failure of the Committee or its agents to cooperate with the Association in the enforcement of this Article shall relieve the Association of any obligation to indemnify and/or hold the Committee harmless.  The terms of this Article are enforceable on an annual basis.

 


 

ARTICLE XII

 

DURATION

 

A.        Effective Dates

 

This agreement shall be in effect from September 1, 2010 through August 31, 2013.  The parties agree to re-open negotiations for a successor agreement not later than October 1, 2012, with any agreement relating thereto to become effective September 1, 2013.

 

B.        Committee Action

           

The Committee will take whatever action as may be necessary in order to give full force and effect to all of the provisions of this Agreement.

 

C.        Appendices C3, C4 and C5

 

1)         Side letter C3 and C5 will be incorporated into a separate Culinary Arts memo of agreement.

 

2)         Side Letter C4 will be incorporated into the collective bargaining agreement as a new Section I in Article IX.

 

 

FOR THE COMMITTEE                                                      FOR THE ASSOCIATION

 

 

 

____________________________                                 __________________________

 

Date: ________________________                                Date ______________________


 

 


APPENDIX A-1

 

TEACHERS SALARY SCHEDULE FY’11

 

Effective September 1, 2010 increase of 1.75%

 

 

 

PATHFINDER REGIONAL VOCATIONAL

TECHNICAL HIGH SCHOOL DISTRICT

 

TEACHERS’ SALARY SCHEDULE FY 2011

 

 

 

 

 

 

 

 

FY 2011

 

1

2

3

4

5

ACADEMIC

 

BACHELOR

+18 CREDITS

+36

+45

+60

VOCATIONAL CERTIFICATE

 

 

 

 

Step

1

40,233

42,151

44,067

45,985

47,904

 

2

41,811

43,729

45,646

47,565

49,484

 

3

43,393

45,309

47,227

49,146

51,065

 

4

44,969

46,888

48,808

50,725

52,645

 

5

46,551

48,468

50,387

52,307

54,223

 

6

48,127

50,045

51,965

53,884

55,802

 

7

49,708

51,624

53,544

55,461

57,379

 

8

51,287

53,205

55,124

57,040

58,959

 

9

52,867

54,786

56,704

58,622

60,538

 

10

54,444

56,364

58,282

60,199

62,117

 

11

56,028

57,944

59,862

61,780

63,700

 

12

60,843

63,146

65,448

67,559

69,668

 

 

 

 

 

 

 


APPENDIX A-2

 

TEACHERS SALARY SCHEDULE FY’12

 

Effective September 1, 2011 increase of 1.75%

 

 

 

PATHFINDER REGIONAL VOCATIONAL

TECHNICAL HIGH SCHOOL DISTRICT

 

TEACHERS’ SALARY SCHEDULE FY 2012

 

 

 

 

 

 

 

 

FY2012

 

1

2

3

4

5

ACADEMIC

 

BACHELOR

+18 CREDITS

+36

+45

+60

VOCATIONAL CERTIFICATE

 

 

 

 

Step

1

40,937

42,889

44,838

46,790

48,742

 

2

42,543

44,494

46,445

48,397

50,350

 

3

44,153

46,102

48,054

50,006

51,959

 

4

45,756

47,709

49,663

51,613

53,567

 

5

47,365

49,316

51,268

53,222

55,171

 

6

48,969

50,921

52,874

54,827

56,778

 

7

50,578

52,527

54,481

56,431

58,383

 

8

52,185

54,136

56,089

58,038

59,991

 

9

53,792

55,745

57,697

59,648

61,598

 

10

55,397

57,351

59,302

61,253

63,204

 

11

57,008

58,958

60,909

62,861

64,814

 

12

61,908

64,251

66,593

68,741

70,887

 

 

 

 

 

 

 


APPENDIX A-3

 

TEACHERS SALARY SCHEDULE FY’13

 

Effective September 1, 2012 increase of 1.75%

 

 

 

PATHFINDER REGIONAL VOCATIONAL

TECHNICAL HIGH SCHOOL DISTRICT

 

TEACHERS’ SALARY SCHEDULE FY 2013

 

 

 

 

 

 

 

 

FY2013

 

1

2

3

4

5

ACADEMIC

 

BACHELOR

+18 CREDITS

+36

+45

+60

VOCATIONAL CERTIFICATE

 

 

 

 

Step

1

41,653

43,639

45,623

47,608

49,595

 

2

43,287

45,273

47,258

49,244

51,231

 

3

44,925

46,909

48,895

50,881

52,868

 

4

46,557

48,544

50,532

52,516

54,504

 

5

48,194

50,179

52,166

54,153

56,137

 

6

49,826

51,812

53,799

55,786

57,772

 

7

51,463

53,447

55,434

57,419

59,405

 

8

53,098

55,084

57,070

59,054

61,041

 

9

54,734

56,721

58,706

60,692

62,676

 

10

56,367

58,354

60,340

62,325

64,310

 

11

58,006

59,989

61,975

63,961

65,949

 

12

62,992

65,376

67,758

69,944

72,128

 

 


 

 

2010-2011

2011-2012

2012-2013

DEPARTMENT HEADS

 

 

 

Auto Body Repair

1,695

1,725

1,755

Auto Mechanics

1,695

1,725

1,755

Carpentry

1,695

1,725

1,755

Cosmetology

1,695

1,725

1,755

Culinary Arts

1,695

1,725

1,755

Drafting

1,695

1,725

1,755

Electricity

1,695

1,725

1,755

Electronics

1,695

1,725

1,755

Health Occupations

1,695

1,725

1,755

Horticulture

1,695

1,725

1,755

HVAC

1,695

1,725

1,755

Machine Shop

1,695

1,725

1,755

Programmer

1,695

1,725

1,755

English

848

862

878

Reading

848

862

878

Social Studies

848

862

878

Mathematics

848

862

878

Science

848

862

878

PE/Health

848

862

878

Spanish

848

862

878

Computer Concepts

848

862

878

Business/Accounting

848

862

878

 

 

 

 

ATHLETICS

 

 

 

A.  Athletic Director

5,926

6,030

6,135

 

 

 

 

B.  Varsity Teams

 

 

 

Baseball

3,395

3,455

3,515

Basketball Boys’

3,873

3,940

4,009

Basketball Girls’

3,873

3,940

4,009

Cheerleading – Fall

2,481

2,524

2,568

Cheerleading – Winter

2,481

2,524

2,568

Football 1

5,759

5,860

5,962

Football 2

5,196

5,287

5,380

Golf

2,481

2,524

2,568

Soccer Boys’

3,395

3,455

3,515

Soccer Girls’

3,395

3,455

3,515

Softball

3,395

3,455

3,515

Wrestling

3,873

3,940

4,009

 

 

 

 

C. Junior Varsity Teams

 

 

 

Baseball

2,481

2,524

2,568

Basketball Boys’

2,481

2,524

2,568

Basketball Girls’

2,481

2,524

2,568

Football 1

3,787

3,853

3,921

Football 2

3,787

3,853

3,921

Soccer

2,481

2,524

2,568

Softball

2,481

2,524

2,568

 

 

 

 

Other School Activities

 

 

 

A.  Student Activities Coordinator

1,288

1,311

1,334

 

 

 

 

B.  Student Council Advisor

1,288

1,311

1,334

 

 

 

 

C.  Class Advisors

 

 

 

1.  Senior Class Advisor

1,432

1,457

1,482

2.  Junior Class Advisor

1,171

1,192

1,212

3.  Sophomore Class Advisor

912

928

944

4.  Freshman Class Advisor

650

662

673

5.  Graduation Assistant

317

323

329

 

 

 

 

D.  Publications

 

 

 

1.  Literary Magazine Advisor

1,451

1,476

1,502

2.  Yearbook Advisor

1,986

2,021

2,056

 

 

 

 

E.  Future Farmers of America Adv

1,288

1,311

1,334

 

 

 

 

F.  VICA (12 months)

1,580

1,608

1,636

    To go to nationals

632

643

654

 

 

 

 

G.  Drama (2 productions)

1,264

1,286

1,308

 

 

 

 

H. Special Olympics

632

643

654

 

 

 

 

I.  Student Mentor Coordinator (12 months)

1,264

1,286

1,308

Mentor Teacher

632

643

654

J.  ELL Coordinator

632

643

654

K.  National Technical Honor Society Advisor

407

414

421

 


APPENDIX C1

 

SIDE LETTER 1

 

 

 

As a condition of entering into the 1993-1996 Agreement, it is understood and agreed that the economic items in the second and third years of the agreement are specifically subject to the approval of two-thirds of the legislative bodies of the member towns in the initial submission required under M.G.L. c. 71 §16B, as part of the normal budgetary process, for Fiscal Years 1995 and 1996.  In the event the requested funding is not approved by such margin, to an extent which reasonably impairs the Committee’s ability to maintain the level of educational offerings and/or maintain the size of the teaching force, the economic items shall be returned to the parties for further bargaining.  The School Committee may also decide to resubmit a request for sufficient funds to implement the agreement without impairment of educational offerings or the size of the teaching staff.

 

This Memorandum of Agreement is subject to ratification first by the membership of the Association then by the School Committee.  The negotiating committees shall sponsor and support such ratification.

 


APPENDIX C2

 

SIDE LETTER II

 

 

 

            It is understood and agreed that in any grievance arising under Article VIII, C3 evidence of bargaining history leading to the 1983-85 agreement shall not be admissible by either party.

 


MEMORANDUM OF AGREEMENT

BETWEEN

PATHFINDER VOCATIONAL TECHNICAL HIGH SCHOOL

AND

PATHFINDER EDUCATION ASSOCIATION/MTA/NEA

CONCERNING CULINARY ARTS

 

            As a result of the integration of the responsibilities and duties performed by the cafeteria manager and those of the Culinary Arts Department, the following job titles, responsibilities, duties and compensation are established:

 

Food Services Director

 

            The Director shall be responsible for all food purchasing, scheduling, billing to separate accounts, all state and school mandated paperwork and reports, and all budget responsibilities.  The Director shall be in charge of all non-teaching activities and shall spend approximately 30% of his/her time overseeing administrative tasks.  The remaining approximate 70% of his/her time shall be spent in direct student-teacher contact.  Due to the scope of responsibility, the Director shall not participate in activities which would shorten his/her day at Pathfinder (e.g. South Hadley Program).  In addition to any and all other compensation, the Director shall receive a $1,000.00 stipend for the added responsibilities and administrative tasks.

 

Quantity Foods Instructor/Special Education Instructor

 

            The instructor is responsible for the preparation of daily cafeteria meals, supervising special education and regular day students.  Additionally, the instructor is responsible for special education students that may be assigned to Tea Room Service, Tea Room Kitchen and Bake Shop areas.

 

Restaurant Foods Instructor/Related Teacher

(Two Positions)

 

            Two people will rotate between the two roles being responsible for each activity on alternating weeks.  The Restaurant Foods Instructor shall be responsible for the preparation of all Tea Room meals and kitchen service for those meals.

 

 

 

 

 

 

 

 

 

 

Compensation

 

In addition to any and all compensation, the following is provided for additional duties described above.

 

            Food Services Director*                     $6,042

            Quantity Instructor                             $4,029

            Tea Room                                            $4,029

            Related Instructor                               $2,015

            Bake Shop Instructor                          $2,015

 

*In addition to any and all other compensation, the Director shall receive a $1,000 stipend for added responsibilities and administrative tasks.

 

All positions contained herein shall be posted.

 

Staffing of catering services for school-related functions shall be sought first from volunteers before any assignment is made.  Such assignments shall be rotated on an equitable basis.  Culinary arts personnel who perform and direct such services for school related functions shall be paid at an hourly rate equal to their annual salary divided by the number of days in the teachers’ work year and further divided by seven.  The method of calculating this rate shall not be deemed a precedent for any other matter involving the parties.

 

School-related functions shall be defined to include such functions as: open houses; meetings of Future Farmers of America, advisory committee meetings, the junior prom, awards nights, athletic banquets, and finance committee meetings.

 

Other functions, (e.g. meetings of the Palmer Cowboys), shall be catered by culinary arts personnel on a voluntary basis, and shall be paid at the rate specified above.  However, both parties recognize the value of these functions for the improvement of students’ skills and the benefit to community relations.  Accordingly, such personnel shall make reasonable efforts to cover such functions.  The administration shall make reasonable efforts to provide alternate dates for functions to facilitate such coverage, and shall provide reasonable notice of all such functions.  If there are problems in providing such coverage, the parties shall enter into discussions to resolve the matter.

 

This memorandum shall be enforceable through the grievance-arbitration provisions of the Collective Bargaining Agreement.

 

FOR THE COMMITTEE                                                       FOR THE ASSOCIATION

 

 

________________________________                                _____________________________

 

Date: ___________________________                                Date: _________________________

 


Evaluation Language Changes

 

The changes to the Evaluation Procedures document are found on Page 1-2

 

The changes to the evaluation tool are on Page 5.

 


PATHFINDER REGIONAL VOCATIONAL TECHNICAL HIGH SCHOOL

EVALUATION OF TEACHERS AND INSTRUCTORS

 

 

1.         Teacher evaluation is identifying, gathering and using information as part of an ongoing process to improve professional performance and to judge total job effectiveness.

 

2.         The Superintendent-Director, Assistant Superintendents and Supervisory Staff may evaluate teachers/instructors.  The Superintendent shall insure that evaluators have training in general principals of supervision and evaluation and have or have available to them expertise in the subject matter and/or area to be evaluated.

 

3.         The ongoing evaluation cycle shall consist of several conferences and observations between the authorized evaluator and the teacher to be evaluated as necessary.

 

4.         All observations of teacher’s performance shall be conducted by the authorized evaluator and with the full knowledge of the teacher.  A reasonable effort will be made to have observations extend for a minimum of fifteen (15) minutes.  Nothing in this evaluation document would prohibit an evaluator from making a brief unannounced visit to any teacher’s classroom.

 

5.         FOR ACADEMIC TEACHERS:

At the beginning of each ongoing evaluation cycle, the authorized evaluator and the individual teacher shall meet to select the date, the time (or class period), and the subject matter being taught, or the lesson to be observed, and to set any specific goal.  If the authorized evaluator and the teacher fail to reach agreement on the evaluation cycle then the authorized evaluator shall set the date, time and class to be observed.  The teacher shall provide the evaluator a copy of the lesson plan in advance of the observation.  The evaluator shall provide the teacher with a copy of the observation and evaluation instruments and an explanation of the instruments prior to the observation.  The foregoing process shall be repeated prior to each observation.  In the case of non-professional status teachers, the evaluator may do classroom observations of the non-professional status teacher being observed.  The evaluator must inform the non-professional teacher during the pre-observation meeting that observations may occur without notice to the teacher.

 

            FOR VOCATIONAL/TECHNICAL INSTRUCTORS

At the beginning of each ongoing evaluation cycle, the authorized evaluator and the members of the vocational technical department shall meet to select the date and the time to be observed and to set any specific goal.  If the authorized evaluator and the instructors fail to reach agreement on the evaluation cycle, then the authorized evaluator shall set the date and the time to be observed.  The evaluator shall provide the instructors with a copy of the observation and evaluation instruments and an explanation of the instruments prior to the observation.  The foregoing process shall be repeated prior to each observation.  In the case of non-professional status teachers, the evaluator ay do observations of the non-professional status instructor during this process without advance notice to the non-professional status instructor being observed.  The evaluator must inform the non-professional teacher during the pre-observation meeting that observations may occur without notice to the teacher.

 

6.         Where practicable there shall be a minimum of fifteen (15) school days between observations of a teacher/instructor by an evaluator or evaluators.

 

7.         No adverse comments shall be made to teachers/instructors by evaluators in the presence of pupils, parents, or other teachers/instructors.

 

8.         FOR ACADEMIC TEACHERS:

Following every observation of a teacher the evaluator(s) shall meet with the teacher to discuss the observation report and plan for the next observation as per item #5 above.  The meeting shall be at the mutual convenience of the teacher and the evaluator(s) and, where practicable, within ten (10) school days of the observation.

 

            FOR VOCATIONAL/TECHNICAL INSTRUCTORS

Following every observation of a vocational/technical department, the evaluator(s) shall meet with the instructors to discuss the observation report and plan for the next observation as per item #5 above.  The meeting shall be at the mutual convenience of the instructors and the evaluator(s) and, where practicable, within ten (10) school days of the observation.

 

9.         Following the final observation of a teacher/instructor, the authorized evaluator(s) shall meet with the teacher/instructor to discuss the evaluation report.  The meeting shall be a the mutual convenience of the parties and, where practicable, within ten (10) days following the final observation.

 

10.       Evaluation Reports should recognize areas of strength as well as identify any areas needing improvement.

 

11.       For areas identified as needing improvement, the observation and evaluation reports should provide specific recommendations for improving performance in those areas.  Where practicable, at least fifteen (15) school days shall elapse to allow the teacher/instructor to benefit from the recommendation for improvement prior to any subsequent observation.

 

12.       The teacher/instructor being evaluated may gather and provide additional information on his/her performance and shall submit it to the evaluator.

 

13.       After each discussion, the teacher/instructor shall sign the observation and evaluation report indicating he/she has seen it, but the teacher’s signature does not necessarily indicate agreement with the contents.  The teacher/instructor shall have the right to make a written statement which shall become part of the final evaluation report.  This statement must be submitted within fifteen (15) school days after receipt of the evaluation report.

 

14.       A copy of each observation and evaluation report shall be filed in the teacher’s personnel file and a copy provided to the teacher/instructor following discussion referred to in item #9 above.

 

15.       Evaluation of Teachers/instructors Without Professional Status:

 

a.         Teachers/instructors without professional status shall be evaluated at least once a year and observed at least two times each year.  Where practicable, the first observations and conference shall be no later than November 1st and the second observation and conference not later than February 1st.  Appropriate adjustments will be made for teachers/instructors hired after September.

 

b.         If a teacher/instructor is working on an area(s) of improvement identified in earlier observations, subsequent observations should occur no later than May 30th.  A teacher/instructor without professional status who is not going to be recommended for re-election must be observed a minimum of three (3) times.

 

c.         For other teachers/instructors without professional status, a third observation is at the request of the teacher/instructor.

 

16.       Evaluation of Teachers/instructors With Professional Status

 

a.         Teachers/instructors with professional status shall be evaluated at least every two years.  In years in which teachers/instructors are evaluated, the evaluation process should be completed by March 1st.  In the event the teacher/instructor is not meeting expectations, he/she may request a second evaluation by a mutually agreed upon authorized evaluator.

 

b.         Where practicable, the authorized evaluator should observe the teacher/instructor at least two (2) times for a period of no less than fifteen (15) minutes before making a formal evaluation report.

 

17.       This document, Teacher and Instructors Performance Standards and Evaluation Procedures, shall be subject to the grievance procedure in the Pathfinder Teachers’ Contract.


PATHFINDER REGIONAL VOCATIONAL – TECHNICAL HIGH SCHOOL DISTRICT

240 SYKES STREET, PALMER, MA 01069-1225   TEL.NO. (413) 283-9701 FAX (413) 284-0032

 

PRE-OBSERVATION CONFERENCE FORM

 

Teacher ______________________________ Subject/Grade ______________________

 

Evaluator: ____________________________ PTS: _____________ Non-PTS ________

 

Date of Conference: ___________________________________

 

Lesson to be Observed:          Day ________________ Time Period _________________

 

EXPECTED INSTRUCTIONAL STRATEGIES:

(These are some of the points that area expected to be demonstrated)

 

Materials ready to begin class _____              Begins with a review ____________

Introduces new lesson   __________             Lesson is understandable _________

Gets students on task quickly _______          Maintains instructional time on task _____

Provides relevance ____________                 Asks appropriate questions  __________

Provides efficient, smooth transitions ________

Assignments are clear __________                Summarizes main points  ____________

________________________________________________________________________

(Please complete this section and give it to the evaluator prior to the lesson)

 

Objective(s) of Lesson: ____________________________________________________

_______________________________________________________________________

_______________________________________________________________________

_______________________________________________________________________

_______________________________________________________________________

 

GENERAL COMMENTS: _________________________________________________

_______________________________________________________________________

_______________________________________________________________________

_______________________________________________________________________

Teacher’s Signature ____________________________ Date: _____________________

 

Evaluator’s Signature ___________________________ Date: _____________________

A copy of all evaluation forms will be given to the teacher upon request.


TEACHER EVALUATION FORM

 

Staff Member Name: ___________________________ Dept: ___________________________

 

Evaluator Name: _______________________________ Position: ________________________

 

School Year: ___________________ Staff Member Status: _____________________________

 

PERFORMANCE RATINGS:

 

#1.  NEEDS IMPROVEMENT:*

 

Individual performs at a level which is unacceptable and requires a plan of improvement in a specific area of performance.  This is to ensure consistent student development and/or organizational effectiveness.

 

 

#2.  ACCEPTABLE:

 

Individual performs duties thoroughly and at a level which meets requirements of the position.  This level of performance is consistent even under varying conditions.

 

 

#3.  COMPETENT:

 

Individual performs duties at a level which exceeds the requirements for this position.  Demonstrates achievement which contributes to student development and/or organizational effectiveness beyond the primary work objectives.

 

 

#4 COMMENDABLE:*

 

Individual performs duties demonstrating unusual ability to consistently, constantly, and successfully exceed all requirements for the position.

 

 

 

*Information must be provided in the COMMENTS section.

 

 

 

 


 

 

PRE-EVALUATION COMMENTS:

 

 

EVALUATOR COMMENTS:

 

 

 

 

 

 

 

 

 

 

Addendum attached: _____________

 

 

STAFF MEMBER COMMENTS:

                   

 

 

 

 

 

 

 

 

 

Addendum attached: ______

 

 

PRE-EVALUATION VERIFICATION:

 

Evaluator signature below indicates validation of the evaluative statements on the Pre-Evaluation Form.  Staff Member signature does not necessarily indicate concurrence with the Pre-Evaluation Form, but acknowledges that it has been discussed.

 

Staff Member Signature: ______________________________    Date: __________________

 

Evaluator Signature: __________________________________    Date: __________________

 

 


 

 

TEACHER EVALUATION FORM

 

PERFORMANCE RATINGS:

 

   (1) Needs Improvement*         (2) Acceptable       (3) Competent       (4) Commendable*

 

 

*Additional information must be proved for ratings 1 & 4

 

 

                                                                                   RATING                         COMMENTS

 

 

1.  CURRENCY IN THE CURRICULUM:

 

     (a)  The teacher is up to date regarding

            curriculum content.

 

 

2.  EFFECTIVE PLANNING AND ASSESSMENT OF CURRICULUM AND INSTRUCTION:

 

  a)  The teacher plans instruction effectively.

 

  b)  The teacher plans assessment of student

        learning effectively.

 

  c)  The teacher monitors student’s understanding

       on curriculum effectively and adjusts instruction,

       materials, or assessments when appropriate.

 

 

3.  EFFECTIVE MANAGEMENT OF CLASSROOM ENVIRONMENT:

 

  a)  The teacher creates an environment that is

       positive for student learning and involvement.

 

  b)  The teacher maintains appropriate standards

        of behavior, mutual respect and safety.

 

 

 

 


TEACHER EVALUATION DESCRIPTORS*

1.  Currency in the Curriculum:

 

           The Teacher:

1A01:  *Keeps current in the field and applies knowledge to the instructional program.

1A02:  *Demonstrates a working knowledge of the core curriculum of the teacher’s assignment.

1A03:  *Demonstrates familiarity with curriculum frameworks and standards based instruction and plans

              lessons accordingly.

1A04:  *Adheres to general and specific safety rules.

 

2.  Effective Planning and Assessment of Curriculum and Instruction:

 

           The Teacher:

2A01:  *Identifies individual and group needs and plans appropriate strategies, including those

              that involve the use of up-to-date technologies, to meet those needs.

2A02:  *Uses materials and resources, including technologies, that are appropriately matched

              to curricular goals and student’s needs and/or learning styles.

2A03:  *Designs curriculum experiences in which students take increased responsibility for their

              own learning.

2A04:  *Procures and organizes, in advance equipment and supplies for use in the shop and

            classroom.

2A05D*  Provides department teachers which direction and assistance necessary to develop and

             maintain efficient and effective operation of the department, including student discipline.

2A06D* Maintains the best possible teaching environment for the students.

 

           The Teacher:

2B01:  *Determines specific and challenging standards for student learning.

2B02:  *Complies with the District’s grading policy.

2B03:  *Utilizes meaningful assessment tolls to determine ongoing student growth for enhancing

              student learning.

 

           The Teacher:

2C01:  *Implements evaluation procedures which appropriately assess the objectives taught.

2C02:  *Prepares and maintains accurate and efficient record-keeping systems of the quality and

             quantity of student’s work.

2C03:  *Communicates student progress to parents, students and staff members in a timely

             fashion consistent with the District’s polices.

 

3.  Effective Management of Classroom Environment:

 

           The Teacher:

3A01:  *Uses classroom time and space to promote optimal learning..

3A02:  *Establishes classroom procedures that maintain a high level of student’s time-on task and that ensure

              smooth transitions form one activity to another.

3A03:  *Responds to students of ranging abilities and learning styles.

 

           The Teacher:

3B01:  *Maintains systematic approach to discipline by establishing and administering a consistent and fair set of

             rules supporting appropriate expectations.

3B02:  *Effectively enforces rules of behavior consistent with the parent/student and teacher handbooks.

3B03:  *Communicates with students in a realistic, open and consistent manner of mutual respect.

3B04D:*Maintains discipline within the department in accordance with the parent/student and teacher handbooks.

 

*NOTE:           DESCRIPTORS MARKS WITH “D” SHALL APPLY TO DEPARTMENT HEADS ONLY

 

PERFORMANCE RATINGS:

 

   (1) Needs Improvement*         (2) Acceptable       (3) Competent       (4) Commendable*

                                                                                   RATING                         COMMENTS

4.  EFFECTIVE INSTRUCTION:

 

 

    a.  The teacher makes learning goals clear

          to the students.

 

 

   b.  The teacher uses appropriate instructional

         techniques.

 

 

   c.  The teacher uses appropriate questioning

        techniques.

 

 

   d.  The teacher evaluates, tries innovative

         approaches, and refines instructional

        strategies, including the use of technologies, to

        increase student learning and confidence to learn.

 

5.  PROMOTION FOR HIGH STANDARDS AND EXPECTATIONS FOR STUDENT

     ACHIEVEMENT:

 

 

   a.  The teacher communicates learning goals

        and high standards and expectations to students.

 

 

   b.  The teacher promotes confidence and

        perseverance in the student that stimulate

        increased personal student responsibility for

        achieving the goals of the curriculum.

 

6.  PROMOTION OF EQUITY AND APPRECIATION OF DIVERSITY:

 

   a.  The teacher strives to ensure equitable

        opportunities for student learning.

 

 

   b.  The teacher demonstrates appreciation

        for and sensitivity to the diversity among

        individuals.

TEACHER EVALUATION DESCRIPTORS*

4.  Effective Instruction:

 

           The Teacher:

4A01:  *Regularly checks for students’ understanding of lesson content and concepts and progress on skills.

4A02:  *Communicates clearly in writing and speaking, using precise language.

4A03:  *Establishes connections between curricular area and the appropriate learning strategies for the student to

              acquire information.

 

           The Teacher:

4B01:  *Uses a variety of teaching strategies, for example, cooperative, peer and project-based learning, audio visual

              presentations, lecture, discussions and inquiry, practice and application; and the teaching of others.

 

           The Teacher:

4C01:  *Uses a variety of questioning techniques, including those which encourage and guide critical and

              independent thinking and the development of ideas.

 

           The Teacher:

4D01:  *Tries innovate approaches to improve instructional practice.

4D02:  *Establishes classroom procedures that maintain a high level of student time on task.

 

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

 

           The Teacher:

5A01:  *Regularly provides feedback to students on their progress on goals and objectives.

5A02:  *Responds to students’ answers and work as to keep student’s open, thinking and willing to take risks and to

              preserve with challenging tasks.

5A03:  *Communicates to students and parents the standards, expectations and guidelines regarding quality and

               quantity of students’ work..

 

           The Teacher:

5B01:  *Models attitudes of fairness, courtesy and respect.

5B02:  *Provides a classroom environment which encourages students participation, motivation and commitment to

              learning.

5B03:  *Identifies students who are not meeting expectations through progress reports and grades, and strives to

              develop an appropriate strategy for improvement.

 

6.  Promotion of Equity and Appreciation of Diversity:

           The Teacher:

6A01:  *Shows encouragement and support for students without regard to gender and ethnicity.

6A02:  *Demonstrates sensitivity to differences in abilities, modes of construction, and social and cultural

              backgrounds.

 

*NOTE:           DESCRIPTORS MARKS WITH “D” SHALL APPLY TO DEPARTMENT HEADS ONLY

 

 


 

PERFORMANCE RATINGS:

 

   (1) Needs Improvement*         (2) Acceptable       (3) Competent       (4) Commendable*

                                                                                   RATING                         COMMENTS

7.  FULFILLMENT OF PROFESSIONAL RESPONSIBILITIES:

 

   a)  The teacher is constructive and cooperative

         in interactions with parents and receptive to

         their contributions.

 

 

   b)  The teacher shares responsibilities for accomplishing

         the goals and priorities of his, her, grade, team department,

         building and school district.

 

 

    c)  The teacher is a reflective and continuous

         learner.

 

NOTE:  DESCRIPTORS MARKED WITH “D” SHALL APPLY TO DEPARTMENT HEADS ONLY

7.  Fulfillment of Professional Responsibilities:

 

           The Teacher:

7A01:  *Strives to meet and communicate with parents as needed.

 

           The Teacher:

7B01:  *Maintains professional confidentiality with colleagues.

7B02:  *Follows through on assignments in a timely and professional manner.

7B03:  *Plans instruction consistent with team, department, school and district goals.

7B04:  *Works constructively with others to identify school problems and suggest possible solutions.

7B05D:  *Supervises the department budget, monitors expenditures, and arranges for the purchase of the necessary

               tolls, supplies, and equipment, and maintains accurate inventory.

7B06D:  *Administers departmental activities as assigned by the Superintendent-Director and Administrator-In-

                 Charge.

7B07D:   * Supervises and assists substitute teachers and provides necessary instructional material for classes and

                  vocational areas.

 

           The Teacher:

7C01:  *Fulfills his or her certification/approval requirements.

7C02:  *Is receptive to suggestions for growth and improvement.

7C03:  *Expands and refines professional knowledge and skills.

 

NOTE:  DESCRIPTORS MARKED WITH “D” SHALL APPLY TO DEPARTMENT HEADS ONLY

 

 


 

 

STAFF MEMBER COMMENTS:

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

Addendum attached: _________

 

POST –EVALUATION VERIFICATION

 

Evaluator signature below indicates validation of the evaluation statements on the Post-Evaluation Form.  Staff Member signature does not necessarily indicate concurrence with the Post-Evaluation Form, but acknowledges that the evaluation has been read.

 

____________________________________________            _______________________

Staff Member Signature                                                              Date

 

____________________________________________            _______________________

Evaluator Signature                                                                     Date

 

 


 

 

POST –EVALUATION COMMENTS:

 

EVALUATORS COMMENTS:

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

Addendum attached: __________