Pioneer Valley

AGREEMENT BETWEEN
THE
PIONEER VALLEY REGIONAL SCHOOL DISTRICT COMMITTEE
AND THE
PIONEER VALLEY UNION EDUCATION ASSOCIATION
PERIOD: 9/1/09  - 8/31/12

SCHOOL YEARS:     2009 ­2010 2010 ­2011 2011 ­2012

 

Pursuant to the provisions of Chapter 150­E of the General Laws of Massachusetts THIS CONTRACT IS MADE by the SCHOOL COMMITTEE OF THE PIONEER VALLEY REGIONAL SCHOOL DISTRICT (hereinafter sometimes referred to as the Committee) and the PIONEER VALLEY REGIONAL SCHOOL DISTRICT FACULTY acting as a subcommittee of the PIONEER VALLEY UNION EDUCATION ASSOCIATION (hereinafter sometimes referred to as the Association).

I. DURATION:

This Agreement shall be in full force and effective for a term of three (3) years, from September 1, 2009 until August 31, 2012 and shall thereafter automatically renew itself for successive terms of one year each unless by January 15, 2012, prior to the expiration of the Contract year in which the Agreement expires, either party gives written notice to the other that it desires to terminate or modify this Agreement and upon receipt of such written notice the parties agree to meet and confer for the purpose of negotiating a new Agreement.

The parties agree to meet no later than December 1, 2011 and confer for the purpose of negotiating a new Agreement.

II. PREAMBLE:

Recognizing that the prime purpose of this contract is to clarify conditions of employment and salary, we the undersigned parties to this contract, declare that:

a.  Under the laws of Massachusetts, the Committee elected or appointed by the citizens of Bernardston, Leyden, Northfield and Warwick, and the Superintendent and Principals when specifically provided for under the Education Reform Act of 1993 and other statutes and laws of the Commonwealth of Massachusetts, have final responsibility for establishing the educational policies of the Pioneer Valley Regional School District, for management of said school and for directing their operation ­a responsibility which includes the duty by the Committee and through its Administrators to maintain public elementary/secondary schools and such other educational activities as it finds will best serve the interest of member towns: to decide the need for school facilities, to determine the care, maintenance and operation of buildings, lands, apparatus, and other property used for school purposes; to employ, assign, transfer, and promote teachers; to suspend, demote or dismiss teachers of the schools in the manner provided by statute; to evaluate the performance of, prescribe hours for and working conditions of; prescribe textbooks and other teaching aids, the curriculum and methods of teaching used by, assign any added, lessened or different work and responsibility to; grant professional status to; regulate and restrict the use of school property (real or personal) by; implement improved benefits at any time for all or some; make any pay deductions because of the absence of; or failure to perform work by; and prescribe any professional improvement program or policies for; to determine class size, to prescribe rules for management, studies, classifications, and discipline for the public schools; to prepare and submit budgets to respective member towns and, in its sole discretion, expend monies appropriated by the member towns for the maintenance of the schools, and to make such transfers of funds within the appropriate budget as it shall deem necessary; and to exercise such other authority, rights and powers conferred upon the Committee, Superintendent, and Principals by the laws of Massachusetts and the Rules and Regulations of any pertinent agency of the Commonwealth.

The Committee agrees to take whatever action that may be necessary to give full force and effect to the provisions of this Agreement.

As to matters not expressly covered by this Agreement, except as abridged or modified by this Agreement or any supplements hereto, the Committee retains all the rights and powers that it has or may hereafter be granted by law and shall exercise the same without such exercise being made the subject of grievance and arbitration provisions of this Agreement.

                b.       The Superintendent of Pioneer Valley Regional School District (hereinafter referred to as the Superintendent) has responsibility for carrying out the policies so established;

                c.       The teaching staff of Pioneer Valley Regional School District has responsibility for providing in the classrooms of the schools education of the highest possible quality;

                d.       Recognizing that the faculty is composed of trained professionals, the Committee should feel free to consult the faculty concerning educational matters;

                e.       Fulfillment of these respective responsibilities can be facilitated and supported by consultations and free exchanges of views and information between the Committee, the Superintendent, and the teaching staff in the formulation and application of policies relating to conditions of employment for the teaching staff;

                f.        The Committee shares with the citizens of this district, a deep and abiding interest in the status of education in this nation and within these member towns. This interest (concern) has been increased by published educational assessments and gives rise to an increasing need to remain flexible of assignment, schedule, school hours, and calendar, as we respond to discerned need and mandate; and so

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

 

III. SCOPE:

A.  For the purposes of collective bargaining with respect to wages, hours, other conditions of employment, the negotiation of collective bargaining agreements, and any questions arising thereunder, the Committee recognizes the Association as the exclusive bargaining agent and representative of all teachers, including: Classroom teachers, SPED teachers, Pre­K teachers, Art, Vocal and Instrumental teachers, Physical Education Teachers, Librarians, Guidance Counselors, Adjustment Counselors, Speech and Language Pathologists, Occupational Therapists, Physical Therapists, School Psychologists, Diagnostic Consultant, Educational Specialists, Audio­Visual Media Specialists and all other similar employees but excluding managerial and confidential employees and all other employees of the School Committee (as such employees are defined in Chapter 150­E of the General Laws of Massachusetts).

B. Professional employees may be referred to herein as teachers.

C. As used in this Agreement itinerant teachers shall be those professional employees assigned to more than one building.

IV. COMPENSATION AND OTHER CONDITIONS OF EMPLOYMENT:

Recognizing the need for flexibility in scheduling of hours and other conditions of employment, the parties hereto agree that during the lifetime of this Agreement proposals may be exchanged from time to time which, if mutually acceptable, would be implemented on a temporary basis until formal negotiations would deal with such matters on a permanent basis. Failure of such temporary adjustments to be accepted by either party shall not be cause for any grievance or other complaint proceeding. Such temporary arrangements will be reduced to writing and shall constitute temporary modifications to the existing Agreement. It is mutually understood that such proposals should only be made when deemed to be in the best interest of the educational process, all other matters to be treated in formal fashion during the regular negotiations.

 

V. DEDUCTIONS:

A.  The Committee hereby accepts the provisions of Section l7G of Chapter 180 of the General Laws of Massachusetts and, in accordance therewith shall certify to the Treasurer of the Pioneer Valley Regional School District all payroll deductions for the payment of dues to the Association duly authorized by the employees covered by this Contract.

B. All persons covered by this Contract may upon signing the appropriate authorization card, have the following payroll deductions:

1             Tax Sheltered Annuity Premiums;

2             Savings Deposits to Franklin First Federal Credit Union, and other credit unions;

3             Association dues, MTA, NEA dues;

4             Medical, Dental and Life Insurance Premiums.

5             Foundation for Educational Excellence

 

C. Each teacher's paycheck will display itemized deductions.

VI. GRIEVANCE PROCEDURE:

A.  The purpose of the procedure set forth hereinafter is to produce prompt and equitable solutions to those problems which from time to time may arise which are within the definition of a grievance as hereinafter set forth. The Committee and the Association desire that such procedure shall always be as informal and confidential as may be appropriate for the grievance involved at the procedural level involved; and nothing in this Contract shall prevent any such employee from individually presenting any grievance. All time lines may be extended by mutual consent.

1             A "grievance" is a claim based upon an event or condition which involves the interpretation, meaning or application of any of the provisions of the Agreement.

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

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

 

Level One:     The aggrieved employee shall discuss the grievance with a member of the Professional Rights and Responsibilities Committee of the Association.

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

Level Three:  If at the end of the fourteen (14) days following such presentation the grievance shall not have been disposed of to the satisfaction of the employee, the employee may within seven (7) days thereafter, file with the President of the Association and the Chairperson of its Professional Rights and Responsibilities Committee, a written statement of the grievance. Within seven (7) days thereafter, such statement shall be reviewed with the employee by the said President or Chairperson, and if after such review the employee shall so desire, the grievance shall forthwith be presented in writing by the employee and the said President or Chairperson to the Superintendent who shall, within fourteen (14) days thereafter, meet with the employee and the said President or Chairperson in an effort to settle the grievance.

Level Four:    If at the end of the twenty­eight (28) days following such presentation to the Superintendent the grievance shall not have been disposed of to the employee's satisfaction, the employee may, within seven (7) days thereafter, notify the said President and Chairperson in writing of the employee's desire to have the grievance presented to the School Committee and within seven (7) days following receipt of any such notice, the Professional Rights and Responsibilities Committee of the Association shall meet with said President and the employee to decide whether or not the Association shall present the grievance to the School Committee. If the Professional Rights and Responsibilities Committee shall so vote, the grievance shall forthwith be presented in writing by the Association to the School Committee, and within fourteen (14) days thereafter, exclusive of July, the School Committee shall meet with the Professional Rights and Responsibilities Committee, the said President, and the employee in an effort to settle the grievance.

Level Five:     If at the end of the thirty­five (35) days following presentation of the grievance in writing to the School Committee the grievance shall not have been disposed to the satisfaction of the Professional Rights and Responsibilities Committee of the Association, and if the grievance shall involve the interpretation or application of any provision of this contract, the Association may, by giving written notice to the School Committee within thirty­five (35) days, present the grievance for arbitration. In which event the School Committee and the Association shall forthwith submit the grievance to the American Arbitration Association for Disposition in accordance with the applicable rules of the said American Arbitration Association. The expenses of such arbitration, if any, including per diem expenses, actual and necessary travel, subsistence expenses and the cost of the hearing room if other than school, as designated by the arbitrator shall be equally shared by the School Committee and the Association. All other costs shall be borne by the party in need of and directly requesting other services. The award made shall be final and binding upon the School Committee, the Association and the aggrieved employee.

The arbitrator so selected will confer with representatives of the School Committee, and the grievance representative selected by the aggrieved party, and hold hearings promptly and will issue his/her decision not later than thirty (30) days from the date of the close of the hearings, or, if oral hearings have been waived, then from the date the final statements and proofs are submitted to him/her.

The arbitrator's decision will be in writing and will set forth his findings of fact, reasoning and conclusions on the issues submitted. The arbitrator shall have no power to add to, subtract from, modify, or amend any of the provisions of this agreement, nor modify disciplinary action, nor shall he/she usurp the functions of the Committee or the proper exercise of its judgment and discretion under the law and this Agreement, nor may he/she compel an act which is in derogation of such rights. No award shall be effective retroactively beyond the date at which the grievance was first presented under the Grievance Procedure established herein. The decision of the arbitrator will be submitted to the School Committee and to the Association and shall be final and binding upon the parties to this Agreement, and upon the aggrieved person or persons.

            a.       If at the end of the fourteen (14) days following the occurrence of any grievance, or the date of first knowledge of its occurrence by any employee affected by it, the grievance shall not have been presented in writing to the appropriate immediate supervisor at Level Two of the procedure set forth in Article VI above, the grievance shall be deemed to have been waived; and any grievance in course under such procedure shall also be deemed to have been waived if the action required to present it to the next level in the procedure shall not have been taken within the time specified therefore by the said Article VI.

            b.       If any employee covered by this Contract shall present any grievance without representation by the Association, the disposition if any, of the grievance shall be consistent with the provisions of this Contract; and if the Association shall so desire, it shall be permitted to be heard at each level of the procedure under which the grievance shall be considered.

            c.       No written communication, or other document, or record relating to any grievance shall be filed in the personnel file maintained by the School Committee of Pioneer Valley Regional School District for any employee involved in presenting such grievance.

            d.       If a grievance affects a group of teachers, and appears to be associated with a school­wide policy, it may be submitted directly by the Association at Level 2.

            e.       It is understood that any grievant shall, during and notwithstanding the pendency of any grievance, continue to observe all applicable rules and regulations of the Committee until such grievance and any effect thereof shall have been duly determined.

            f.        The election of the Association to proceed to arbitration shall constitute an election of remedies and the Association in making the election to proceed to arbitrate the issue, agrees that arbitration shall be the sole remedy to be sought by it, and that no court proceeding or other dispute­resolving mechanism will be employed by the Association during the pendancy of the grievance nor until the Arbitrator has submitted his/her written award to the parties. Nothing in the above, however, shall prohibit either party from meeting court mandated filing deadlines in order to assure future access to legal remedies following the arbitration decision.

            g.       A grievance not submitted to the AAA within thirty­five (35) days of the School Committee response shall be waived as untimely. If there is no school committee response, this time period begins at the end of the thirty­five day period allowed for the school committee response.

            h.      All actions involving the suspension or termination of a teacher shall be processed pursuant to the procedural due process rights contained in the Education Reform Act of 1993.

 

VII. INSURANCE:

A.  Adoption of Chapter 32B by the Committee (Hospital and Medical Insurance).

B. The Committee will provide Health Insurance substantially equal in coverage to the existing insurance provider. Employees are eligible to participate in Blue Cross/Blue Shield (the existing provider) or in any of the following plans: Blue Cross/Blue Shield HMO, or Blue Cross/Blue Shield PPO.

The employers with the consent of the Association may substitute any comparable or better plan(s) and/or carriers for the current plan or carrier.

1             The Committee will pay 75% of the cost of existing health insurance coverage. Members will pay 25%.

2             HMO Contributions: The Committee will pay 75% of the cost of the HMO plans referenced in B. Members will pay 25%.

3             The District will contribute fifty percent (50%) of the Dental Guard Core Plan premium cost. The members will pay fifty percent (50%.)

4             The Committee will provide the Membership with the IRS Code 125 Pre­tax Premium Payment Plan.

 

C. Teachers who are eligible for district health insurance and dental insurance benefits and retire under the Massachusetts Retirement System are eligible for health insurance and dental insurance benefits provided by the Massachusetts Life and Health Insurance Program for Retired Municipal Teachers.

D. Staff   will be granted the option to purchase extended levels of Optional Life and Accidental Death and Dismemberment Insurance, such to be paid by the member within the regulations and restrictions of the Company. All staff participation must be effected by September 10th of the applicable year with the central administration office.

E.  To explore substantial improvement in term life insurance available to employees with additional cost to be borne by employees.

VIII. SICK LEAVE:

A.  Full­time and part­time teachers will be entitled to fifteen (15) days paid annual sick leave, equivalent to their work day. Such days will be payable from the first day forward second year, cumulative to 160 paid days.

1.  The one hundred and sixty (160) day limit on the cumulative sick day places a condition upon the grant of fifteen days annual sick leave such that a teacher with 160 sick days previously accumulated would receive no additional sick days upon the start of, or during a new school year. No teacher would begin a new school year with more than 160 sick days, nor would he/she exceed 160 during the school year.

B. First year teachers, full or part­time, in the Pioneer Valley Regional School District are entitled to one and one­half (1 1/2) days per month equivalent to their work day cumulative each month through June of their first year in the Pioneer Valley Regional School District, at which point they will have accumulated fifteen (15) full days and/or fifteen (15) equivalent work days. First year teachers experiencing days of deduction under this clause shall be reimbursed for such days at the end of the year, if total year's utilization does not exceed fifteen (15) full days or fifteen (15) equivalent days.

1.  In case of a teacher leaving the System during the school year any sick leave advanced beyond one and one­half days per month for the current year will be deducted before he/she receives his/her final paycheck.

C. Part­time teachers, being those teachers who receive less than full pay will be entitled to fifteen (15) paid equivalent work days; such equivalent work days will be payable from the first sick day forward cumulative to one hundred­sixty (160) paid equivalent work days.

D. Sick leave may be used for family illness.

E.  The Administration may require medical certification in any situation where the Administration had documented reason to believe there is abusive, excessive, or patterned sick leave usage by a teacher.

F.  After seven (7) consecutive school days of absence due to illness or injury, or any absence covered by the Family and Medical Leave Act of 1993, a medical certificate may be required by the Administration.

1             The Administration may also require medical certification to ensure that the employee is able to perform the duties and responsibilities of the position after an extended illness or injury of seven (7) or more consecutive days.

2             The Administration may withhold payment for the documented absent days if medical certification is not presented. The Administration may also take disciplinary action when medical certification is not presented or it is determined there was abusive, excessive, or patterned sick leave usage.

 

G. During the last year of employment prior to his/her retirement each teacher with fifteen years or more of service in the District or his/her estate shall be paid an amount equal to his/her full pay per day at a rate of 1/10th of his/her accumulated unused sick days. Such payments shall be made by separate check as part of the final payment.

H. Each teacher will be notified of his/her sick leave accumulation by October 1st of each school year.

                IX. PERSONAL INJURY:

                A.      Teachers shall report any injury to the Administration in writing within twenty­four (24) hours of its occurrence. The Administration will make every effort to assist teachers in handling children who lose control and are violent. Emergency procedures for handling such incidents will be set up in the school district for the protection of teachers and children involved.

                B.      Whenever a teacher is absent from school as a result of an accident or injury arising out of, and in the course of employment, he/she will receive full worker's compensation, as eligible.

            X. SICK LEAVE BANK:

 

A Sick Leave Bank is hereby established to be maintained under the following conditions:

A.  Each teacher shall donate three (3) days of his/her sick leave to the bank within fifteen (15) days of the beginning of the school year. A teacher may not join or access the sick leave bank during his/her first year of employment.

B.  Members will contribute an additional one (1) day per year until such time as a maximum of four (4) times the number of teachers on September 15 of each respective contract year, is reached. Once a maximum of five (5) days has been deducted no member will have additional days deducted until such time as the bank needs replenishing.

C.  Days contributed by personnel leaving the system will be deducted from the bank in number equal to their contribution on their last working day;

D.  If the Sick Leave Bank is exhausted, that is sick days contributed to the bank have been used, (it) shall be replenished by contribution of an additional day of sick leave from each teacher participating in the bank; such additional day to be deducted from the teacher's accumulated sick leave;

E.  Sick Leave Bank Committee will be established composed of:

1             Three (3) teachers appointed by the President of the Teachers Association;

2              The Superintendent of Schools or his/her designee;

3             Two members of the School Committee appointed by the Chairperson of the School Committee;

4             This Sick Leave Bank Committee will be appointed by said parties for the duration of this contract.

 

F.  The Sick Leave Bank Committee shall establish rules and regulations of procedures to govern operation of the "Bank".

G. No      payment from Sick Leave Bank days shall be made unless a teacher has exhausted all sick days accumulated by the teacher.

H. Decisions of the Sick Leave Bank Committee shall not be subject to the grievance procedure;

I.   No payment from the Sick Leave Bank shall be made except on a regular warrant approved by the School Committee.

J.  The sick leave bank may only be accessed where there is a prolonged illness or injury verified by a physician's statement of incapacity. For the purpose of this Article "prolonged" means at least ten consecutive work days.

XI. EXTENDED LEAVES OF ABSENCE WITHOUT PAY:

A.  Military leave shall be granted to any teacher who is inducted or recalled to active duty in any branch of the Armed Forces of the United States.

B. The Administration shall grant a leave of absence without pay to any teacher to serve in an elected full­time public office for one (1) term. Administration refers to Principals and Superintendents.

C. A leave of absence without pay up to one (1) year shall be granted for the purpose of caring for a sick member of the teacher's immediate family; such is understood to be father, mother, sister, brother, child or spouse. Additional leave may be granted at the discretion of the Administration.

D. A leave of absence without pay may be granted for up to one (1) school year for the purpose of travel, for further educational study, for professional improvement and for justifiable reasons. Request for such a leave must be made to the Superintendent by March 15th of the previous school year. The School Committee may grant exceptions to this requirement.

1             Any member(s) of the professional staff may apply for an unpaid leave of absence. Primary consideration in the granting of an unpaid leave will be given on the benefit of the proposal to the District. In the event that multiple requests are deemed of equal benefit to the District, preference shall be given to the individual who has not previously received such a leave; thereafter seniority shall prevail. In situations where conditions of seniority and initial leave are equal, the Administration will render a judgment on unpaid leave requests deemed to be in the best interest of the District. Judgments will not be subject to grievance and will not be arbitrable.

2             The teacher on leave will notify the Administration by April 15th of the leave year of his/her intent to return; failure to so notify will constitute termination of employment and free the Administration to seek replacement without fear of grievance and/or any other legal recourse;

3             The frequency of request will not exceed one (1) in ten (10) years for any one teacher;

4             Courses, if taken within the leave year, are not subject to reimbursement.

 

E.  Any member(s) who have served the Pioneer Valley Regional School District six (6) consecutive years, may request to participate as a full time exchange teacher within his/her assignment field for a minimum period of one (1) semester and a maximum exchange period of one (1) school year and upon return from such unpaid leave, teacher(s) will be placed on the salary schedule at a level he/she would have achieved if he/she had not been absent from the Pioneer Valley Regional School District; it being understood that all other benefits are to remain dormant during the leave year. Requests for such leave must be received between January 1st and April 1st of the prior school year. In the event of multiple requests, preference shall be given to the teacher(s) whose exchange is deemed to be in the best interest of the Pioneer Valley Regional School District. In the event that multiple requests are judged to be of equal benefit to the District, preference shall be given first to the individual(s) who has not previously received such a leave; thereafter seniority shall prevail. In situations where conditions of seniority and initial leave are equal, the Administration will render a judgment on the unpaid leave request deemed to be in the best interest of the District. Judgments will not be subject to grievance and will be non­arbitrable. A teacher participating in an approved exchange program, one that provides an exchange teacher to the Pioneer Valley Regional School District within the same assignment field, may apply but once during any ten (10) year period and will be subject to the effects of staff reduction and other changes in operational conditions as affects all other employees in this contract.

F.  All benefits to which a teacher was entitled at the time his/her leave of absence commenced, including unused accumulated sick leave, shall be restored to him/her upon his/her return and he/she shall be assigned to the same or similar position which he/she held at the time said leave commenced. Leave shall be without pay, however the teacher may maintain insurance benefits, as permitted by the District carrier, upon full premium payment to the District. It is further understood that a teacher on leave will retain rights of reemployment if a position he/she is qualified to fill continues to exist, but that all accumulation, schedule movement, and related rights shall remain dormant during the leave year.

XII. TEMPORARY LEAVE WITH PAY:

A.  Each teacher shall be granted up to ten (10) working days paid bereavement provided such days are days the employee would have worked and on which the employee would not have been absent for any other reason. The stated days are applicable to the death of the teachers' spouse, child, or parents. Up to four (4) paid working days shall be granted for grandchildren, brothers, sisters, mother­in­law or father­in­law, brother­in­law and sister­in­law. Up to three (3) paid working days for dependents related to the employee if living in the same household; up to two (2) paid working days for grandparents; and up to one (1) paid working day for others subject to advance approval of the Superintendent or his designee, the 1ast to be non­arbitrable. All bereavement days are non­accumulative and non­transferable.

B. Each teacher shall be granted two (2) personal days with pay per school year, non­accumulative and non­exchangeable. Twenty­four

            (24) hour notice must be given to the Principal/immediate supervisor, except in an emergency. The days are intended for personal business that cannot be conducted outside of the school day.

            C.      Each teacher will be encouraged to take at least one (1) professional day per year. The school and program to be visited and the date shall be approved in advance by the Principal and will be determined by the availability of substitute teachers, and other activities of the school. Programs witnessed and knowledge secured will be provided and shared upon request with pertinent faculty.

            D. Emergency leave up to a maximum of three (3) days will be provided for those times that immediate, critical response is necessary, such leave and its reason will be evaluated by the Superintendent of Schools and the decision rendered is non­accumulative, non­transferable and non­arbitrable in nature. Required jury duty will be a paid teaching day. Payment for jury duty, exclusive of travel and expenditures, to be paid to the District.

 

XIII. SABBATICAL LEAVE:

In the interest of rewarding professional performance and encouraging independent research, achievement and professional growth, the District Committee shall adhere to the following policies in respect to granting sabbatical leaves as recommended by the Superintendent of Schools.

A.  One year of leave for professional improvement may be granted to any member(s) of the professional staff who:

1             Has completed six full­time consecutive years of service with the Pioneer Valley Regional School District.

2             Has not had such a leave during the previous six years and;

3             Has received approval by the School Committee as recommended by the Superintendent and Principal of his/her proposal for professional improvement; such plan (proposal) shall be made part of this approval and must be submitted no earlier than 9/1 or later than 11/1 of the year prior to the effected leave.

 

B. Compensation for a sabbatical leave shall be at half pay not to exceed a school year.

C. Any member(s) of the professional staff accepting such leave shall enter into a written agreement with the School Committee in accordance with the provisions of Chapter 71, Section 41A of the General Laws of the Commonwealth of Massachusetts.

D. Primary  consideration in the granting of a sabbatical leave will be given on the merit of a proposal to the District. In the event that multiple requests and proposals are judged to be of equal value to the District, preference shall be given (first) to the individual who has not previously received a sabbatical leave; thereafter seniority shall prevail. In situations where conditions of seniority and initial leave are equal, the School Committee will render a judgment on the sabbatical request deemed to be in the best interest of the District. Judgments will not be subject to grievance and will be non­arbitrable.

E.  Proposals for such leave may be for one of the following purposes:

1             Further study at an accredited institution of higher learning germane to one's present or pending assignment at one's individual school.

2             Research leading to an advanced degree within one's present or pending assignment field at individual school, such to be presented on request, as fulfillment of an approved sabbatical plan.

3             Course travel, supervised and provided with credit from an accredited institution of higher learning, and applicable to one's present or pending assignment at individual school.

 

F.  Failure to conform to, or stay within the bounds of the approved proposal may result in forfeiture of reimbursement to the Pioneer Valley Regional School District of the amount of salary paid for the period of leave.

G. Written notice of intent to take sabbatical leave should be made to the Superintendent no earlier than 9/1 or later than 11/1 of the year prior to leave. Action shall be taken on all proposals (plans) no later than the December meeting immediately following the November 1st deadline.

XIV. MATERNITY/PATERNITY/ADOPTION LEAVE: (Unpaid)

Unpaid maternity, paternity and adoption leave will be granted only to a teacher who has a signed teaching contract and has completed ninety

            (90) calendar days of contractual service.

            A.      A request for a maternity/paternity or adoption leave should be processed through the office of the Superintendent of Schools at least forty­five (45) calendar days before anticipated date of departure. Date of intention to return shall also be indicated at this time.

            B.      A teacher who becomes pregnant may continue to teach until the teacher deems it necessary to be relieved of her teaching duties or the Administration determines that the teacher's condition interferes with her carrying out her teaching duties. Such a decision requires the recommendation of the teacher's attending physician.

            C.      The leave may be terminated prior to its expiration upon prior notification by the teacher to the Superintendent of Schools with at least one week's notice subject to the provisions of the F.M.L.A. of 1993 and the M.M.L.A. Written approval of the attending physician may be required.

            D. A teacher eligible for a maternity/paternity or adoption leave shall be on leave for up to twelve (12) work weeks after the birth or arrival of the child.

            E.      A teacher will be returned to his/her regular teaching assignment or a teaching assignment for which s/he is qualified, upon completion of a maternity/paternity or adoption leave providing such position or positions continue to exist within the system.

            F.       At the expiration of the leave, the teacher is expected to return to duty, request leave under other provisions of this contract, or submit a letter of resignation. The absence of any of the above actions will result in termination of employment.

            G. Disabilities       caused or contributed to by pregnancy, miscarriage, abortion, childbirth, and recovery therefrom are, for all job related purposes, temporary disabilities and should be treated as such under any health or temporary disability insurance or sick leave plan available in connection with employment. Upon submission of a physician's letter stating a period of temporary disability, the teacher will be able to draw on her accumulated sick leave.

            H. Teachers on maternity/paternity or adoption leave who wish to extend that leave to an unpaid leave of absence must make the request of the Administration four (4) weeks prior to the end of the leave.

            I.       A teacher may be granted an unpaid extended maternity/paternity or adoption leave for up to one school year provided that s/he returns to assignment at the beginning of a quarter or semester, only. It is further understood that all accumulation, related rights, and benefits shall remain dormant during the leave period, and that schedule movement to the next subsequent step shall occur only when said teacher has completed one hundred twenty (120) days or more during the school year and all other conditions for movement and reemployment are satisfied.

            J.       The employee at his/her expense, will be able to continue in the group insurance plan up to one (1) year, upon the approval of a leave period, and if within the insurance policy limitations currently in force.

 

XV. WORK YEAR:

A.  The work year of the teachers will be within the established minimum of 180 days and maximum of 186 days, with exception of new personnel who may be required to attend no more than 3 additional sessions.

B. The work year will begin on a mutually agreed upon date and terminate no later than June 30.

C. The day immediately preceding school opening will be set aside for the purpose of orientation, coordination and other opening activities.

D. Days worked beyond 183 (186 for new personnel) will be reimbursed at the rate of 1/183rd of the teacher's contracted salary. Remittance will be placed on the next scheduled warrant and will be made on the first check date (15th or 30th) following the approval of the warrant by the School Committee.

E.  Attendance on days worked beyond 183 (186 for new personnel) is mandatory for all teachers unless specifically exempted by the Administration.

F.  Days beyond 183 (186 for new personnel) may be scheduled by the Administration during the normal work week at any time during the school year, except for the month of June. Such days may also be scheduled at other times (vacation periods, weekends, June, etc.) if mutually agreed upon by the School Committee and PVUEA. Every effort will be made to inform teachers by June 30 of the next year's schedule of days beyond 183.

G. No faculty meetings or IEP meetings will be scheduled until 2:30

p.m. on "early release" exam days.

XVI. WORK HOURS:

A. Pioneer

1             Teachers will remain as long after pupil departure as is necessary to carry out the teacher's responsibilities. These responsibilities may include informal parent­teacher conferences, teacher­detention, faculty meetings, department meetings, committee meetings, extra help sessions for pupils, grade­level meetings, 504’s, I.E.P.’s, Student Success Plans and other meetings called by the Administration and/or supervisors. All meetings will end by 4:00 p.m.

2             Workshops for professional development will not exceed the scheduled workday.

3             Pioneer Valley Regional School will maintain current practices regarding after school responsibilities for the life of this agreement.

4             IEP meetings will be scheduled to begin no earlier than one­half (1/2) hour before the start of the teacher's work day, nor more than one­half (1/2) hour at the end of the teacher's work day. IEP meetings will not be held after regular work site hours on Friday or the day immediately preceding a holiday, unless such is voluntarily agreed by the employee.

                5.       The scheduled day for teachers at Pioneer shall be 6 ¾ hours, set between the hours of 7:45 a.m. and 2:45 p.m.

                i.        The beginning and ending of the school day will remain as stated in #5 for the duration of this contract period with the understanding that the bell schedule providing seven

                (7) periods may be changed to meet the needs of the school. Increase in the length of the school day will be negotiable.

5             At Pioneer, when a substitute is needed for one period, a classroom teacher and administrator could agree to have the teacher substitute in place of a preparation period at the rate of $25 per period to implement the lesson plans provided by the absent teacher.

 

All teachers will be offered the opportunity to sign up for single period subbing. When needed, the substitute coordinator will offer the opportunity to substitute to volunteers on the list on a rotating basis according to the volunteer pool’s availability.

Teachers will only be eligible to sub in place of their preparation period, not in place of another teaching or duty assignment.

7.  The Administration may require teacher attendance at no more than two (2) evening meetings per year.

B. Elementary Schools:

1             Teachers will remain as long after pupil departure as is necessary to carry out the teacher's responsibilities. These responsibilities may include informal parent­teacher conferences, faculty meetings, grade level meetings, 504’s, I.E.P.’s, Student Success Plans, committee meetings, extra help for pupils, and other meetings called by the Administration and/or supervisors. All meetings will end by 4:30 p.m.

2             Workshops for professional development will not exceed the scheduled workday.

3             Bernardston, Leyden, Northfield and Warwick Elementary Schools will maintain current practices regarding after school responsibilities for the life of this agreement.

4             The Administration may require teacher attendance at no more than four (4) evening meetings per year, inclusive of no more than two (2) parent conferences.

5             IEP meetings will be scheduled to begin no earlier than one­half (1/2) hour before the start of the teacher's work day, nor more than one­half (1/2) hour at the end of the teacher work day. IEP meetings will not be held after regular work site hours on Friday or the day immediately preceding a holiday, unless such is voluntarily agreed by the employee.

            6.       The scheduled day for teachers at the elementary level shall consist of 6 3/4 hours, set between the hours of 8:30 a.m. and

            3:30 p.m.

            i.        The beginning and ending of the school day will remain as stated in #6 for the duration of this contract period. Increase in the length of the school day will be negotiable.

6             The elementary classroom teacher will be relieved of supervisory duties during regularly scheduled Art, Music and Physical Education classes. When specialists are absent, a substitute will be provided. When a substitute is not available and both the classroom teacher and administrator agree, the teacher will be paid $25 per period to implement the lesson plans provided by the specialist.

 

C. Itinerant Staff:

1             Teachers will remain as long after pupil departure as is necessary to carry out the teacher's responsibilities. These responsibilities may include informal parent­teacher conferences, faculty meetings, grade level meetings, 504’s, I.E.P.’s, Student Success Plans, committee meetings, extra help for pupils, and other meetings called by the Administration and/or supervisors.

2             Workshops for professional development shall not exceed scheduled workday.

3             Itinerant staff will maintain current practices regarding after school responsibilities for the life of this agreement.

4             IEP meetings will be scheduled to begin no earlier than one­half (1/2) hour before the start of the teacher's work day, nor more than one­half (1/2) hour at the end of the teacher's work day. IEP meetings will not be held after regular work site hours on Friday or the day immediately preceding a holiday, unless such is voluntarily agreed by the employee.

5             The itinerant staff will work their primary work site hours not to exceed 6 3/4 hours.

6             Shared staff whose work day is spent entirely in one building may be assigned a duty by the principal.

 

XVII. TEACHER ASSIGNMENT AND SCHEDULE:

A.  Pioneer:

1             Teachers will be notified of their teaching schedule and assignment for the coming year under normal circumstance no later than the one hundred seventy­eight (178th) day of the previous school year. Under extenuating circumstances, teachers will be notified of assignments and schedules as soon as they are decided.

2             Full time PVRS teachers will be guaranteed a minimum of one thirty (30) minute duty free lunch period per day. There is an understanding that there will be a limited number of exceptions per school year to accommodate changes to the student schedule. Any change will be by mutual agreement of the PVRS Principal and the PVRS Building Representative of the PVUEA, notwithstanding the above. The Principal will have sole discretion to change the teacher lunch period up to two times each school year.

            3.       In a seven (7) period day a teacher's schedule will consist of:

            i.        Five (5) instructional periods daily.

            ii.       One cafeteria/lunch, study hall, hall duty assignment.

            a.       Teachers eligible for a duty can only have a duty during the lunch block once a week.

            iii.      One non­duty/preparation period.

            iv.      Staff who participate in grade team meetings will have their grade team meetings designated as their duty period when the meetings are scheduled by the administration.

3             Overloads will be compensated at a rate of $3,000 per course per semester. An overload is defined as a teaching period in lieu of a study hall or hall duty period. Teachers may be requested but not required to teach an overload.

4             Staff who teach senior courses may be assigned other instructional duties once seniors graduate in the spring.

            6.       In a seven (7) period day schedule, a Head Teacher will teach five

            (5) periods per day and in addition will have one (1) supervisory period and one (1) preparation period within his/her daily assignment.

5             The work year of a Head Teacher will be the teacher's work year plus two days. Days worked beyond these will be paid at a per diem rate and subject to prior approval of the Superintendent.

            8.       Head Teacher in Mathematics/Business, English, Social Studies, Science/Technology, and Special Education/Psychology will receive their step rate plus:

            2009/2010: $2,296 2010/2011: $2,296 2011/2012: $2,330

6             Head Teachers in Foreign Language, Fine Arts, Phys. Ed./FCHS, and Guidance will receive their step rate plus:

 

2009/2010: $1,171 2010/2011: $1,171 2011/2012: $1,189

1             In a seven (7) period day the Athletic Director will teach four (4) periods per day and in addition will have one (1) preparation period and two (2) administrative periods within his/her daily assignment.

2             The Athletic Director will receive step rate plus:

 

2009/2010: $5,741 2010/2011: $5,741 2011/2012: $5,827

12. The    Library/Media Coordinator in addition to his/her regular salary will receive:

2009/2010: $688 2010/2011: $688 2011/2012: $698

1             Evidence of lesson planning shall be checked periodically by the Head Teachers and submitted quarterly to the Principal.

2              Teacher in Charge will receive a stipend of $100 per day.

3             The Middle School Coordinator will represent other 7^th and 8^th grade teachers at any meeting involving all head teachers.

 

B.   Elementary:

1             Teachers will be notified of their teaching assignment/schedule for the coming year under normal circumstances no later than the one hundred seventy­eight (178) day of the previous school year. Under extenuating circumstances, teachers will be notified of assignments and schedules as soon as they are decided.

                2.       Full time teachers will be guaranteed a minimum of one thirty

                (30) minute duty free lunch period per day.

2             A full time teacher will be given a minimum of one (1) thirty (30) minute non­duty/preparation period daily within the confines of the teacher day. A partial work week will be prorated.

3             Every effort will be made to assign teachers to no more than one duty assignment per day.

4             The Administration may appoint a teacher­in­charge for one year, who shall be the administrative officer of the building during the temporary absence of the Principal. The duties and responsibilities of the teacher ­in­charge shall be defined by the Committee. During the term of this agreement the teacher­in­charge shall be paid:

 

2009/2010: $1,200 2010/2011: $1,200 2011/2012: $1,200

per year, half to be paid in January and half to be paid in June for duties performed when the Principal is unavailable.

6.  At a school where there is a principal who is less than full time the teacher in charge shall be paid $1,750 per year.

C. Itinerant Staff:

1             Teachers will be notified of their teaching schedule/building assignments for the coming year under normal circumstances no later than the 178th day of the previous school year. Under extenuating circumstances, teachers will be notified of assignments and schedules as soon as they are decided.

2             Staff assigned to more than one work site will not be assigned duties.

3             Each full time teacher will be given preparation periods consistent with the work site schedule.

4             Each full time teacher will be guaranteed a minimum of one thirty (30) minute duty free lunch period per day.

 

XVIII. EMPLOYMENT PROCEDURES:

A.  Dismissals and suspensions of teachers with or without professional status as provided for under General Laws, Chapter 71, as amended, or any other applicable law shall not be grievable and not arbitrable, but the teacher shall have all of the rights and remedies provided for under the aforesaid laws.

B. Professional status and non­professional status teachers will receive a written notice by the Superintendent of Schools by June 1, stating whether or not the teacher will be retained and if retained, the salary step payable for services. Nonprofessional status teachers who have not been reappointed shall have the right of a hearing before the Superintendent, in the presence of a member of the Association.

C. A teacher signing a contract with another school system shall provide notice to Pioneer Valley Regional School District Committee within three (3) days of signing and shall continue in his/her teaching assignment for thirty (30) calendar days unless a suitable replacement is secured, in which event a mutual release date may be agreed to by the Superintendent.

D. When a teacher is not going to be reappointed to a salaried extra duty, said teacher shall be notified in writing by June 1^st for the ensuing school year. Employees who do not want to continue in such positions shall notify the Committee through the Superintendent in writing twenty (20) work days prior to activity need.

E.  The Committee will employ only those teachers who qualify to hold or who hold permanent certificates or licenses issued by the Commonwealth of Massachusetts Department of Education, as defined in the Educational Reform Act of 1993.

F.  In cases of involuntary transfer, the teacher involved will, at the teacher's request, be entitled to meet with the Superintendent, to discuss the implications of the transfer and the teacher's preferences in that regard, such transfer shall not be arbitrary or punitive.

G. No teacher shall be disciplined, discharged, or denied any professional advantage without just cause.

H. The Committee agrees to require during the term of this Agreement as a condition of continued employment that every employee covered by this Agreement, except those employees who are certified to the Committee and to the Association as being members of the Association, as the thirtieth (30) day of such employment or the thirtieth (30) day after the effective date of this Agreement provision, whichever is later, pay to the Pioneer Valley Regional Education Association an agency service fee or authorize in accordance with General Laws, c.150E, Section 12, the payroll deduction in equal installments of an agency service fee which shall be commensurate with the costs of collective bargaining and contract administration as determined by the Association and which amount shall be certified annually to the Committee by the Association and shall be less than the regular Association dues. The Committee further agrees to certify to the District Treasurer the amount of such agency service fee, the employee authorization of the deduction of same in accordance with General Laws, c. 180, Section 17G, (beginning with the 1995/96 school year).

It is specifically understood and agreed that the Pioneer Valley Regional School District Committee shall be saved harmless for such deductions under those circumstances as provided by General Laws, Chapter 180, Section 17G.

Excluded from this section H will be teachers teaching less than fifteen (15) hours per week.

I.   In all matters of employment, the Committee and the Association agree that there will be no discrimination due to race, color, sex, religion, national origin, marital status, sexual orientation or disability.

XIX. VACANCIES AND PROMOTIONS:

A.  Whenever any vacancy in a professional position occurs during the school year (September to June) it will be adequately publicized by the Superintendent by means of a notice placed on the Association bulletin board in all buildings as far in advance of the appointment as possible. During the months of July and August, written notice of any such vacancy will be given to the Association via the building representative of each school. A notice of any such vacancy shall be sent to all Association members via district email. In addition, vacancies shall be posted on the Pioneer Valley Regional School District web site. Teachers wishing to be notified of such vacancies will so indicate to building representatives in June. In both situations, the qualifications for the position, its duties and rate of compensation will be clearly set forth. No vacancy will be filled during the school year except on a temporary basis, within fifteen

            (15) days from the date notice is posted in the school, or the giving of notification to the Association.

            B.      All qualified teachers will be given adequate opportunity to make application for such positions, the selection process will give due weight to the professional background and attainments of all applicants, the length of time each has been in the school system and other relevant factors. In filling vacancies, consideration will be given to qualified teachers already employed by the Committee, and each such teacher applicant not selected will upon request, receive from the Superintendent or his/her designee a written explanation of why the successful applicant was selected. Where a vacancy is to be filled, appointments will be made wherever possible not later than sixty (60) days after the notice is posted in the schools or the giving of notification to the Association.

            C.      Appointments will be made without regard to race, color, sex, religion, national origin, marital status, sexual orientation or disability.

 

XX. REDUCTION IN STAFF:

‘"For the purpose of Article XX, "Qualified and Seniority"’ shall be defined as:

"Qualified" ­A teacher has on file with the Office of the Superintendent evidence that he/she has taught successfully in a subject area and/or grade level, and possesses either the necessary certification or license, or is eligible for a waiver from the Massachusetts Department of Education.

"Seniority" ­Continuous length of service in years, months, and days excluding leaves where movement is dormant provided that the seniority of present teachers as of the effective date of this Agreement shall consist of their continuous length of service from the initial date of employment by the Pioneer Valley Regional School District Committee or predecessor School Committees.

A. The parties also agree that notwithstanding any agreement that may now exist, the provisions of M.G.L., Ch. 71 are applicable to all teachers within the District as of July 1, 1991. In the event of a Reduction in Force any professional status teacher in the school district could displace any non­professional status teacher for which position the teacher is currently certified to perform the job duties and responsibilities or will be so certified by the effective date of the Reduction in Force.

B. In the event it becomes necessary to reduce the number of teachers in the Pioneer Valley Regional School District (K­12) the Administration will take into consideration length of service, ability, and qualifications: and when all factors that constitute ability and qualifications are relatively equal, length of continuous service shall prevail. The laid­off teacher, or the teacher whose position has been eliminated shall (a) be transferred to an open position within the district for which he/she is qualified; or (b) replace an employee with the lowest seniority in the district provided that he/she is qualified. In the case of shared or itinerant teachers, the laid off teacher, or the person whose position is eliminated, shall (a) be transferred to a position for which he/she is qualified or; (b) replace a teacher with the lowest seniority within the shared or itinerant bargaining unit. In cases involving teachers who have identical seniority, preference for retention or recall shall be given to the teacher who has achieved the highest level of training directly applicable to the vacancy involved.

C. Teachers who have been laid­off shall be entitled to recall rights for a period of time equal to the length of continuous service on the effective date of their respective layoffs, but under no circumstances more than two (2) years.

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

2             The teacher shall within twenty (20) calendar days after receipt of notice of recall by certified mail and return receipt requested, file acceptance through return of a signed slip provided by the employer of his/her intention to return or not to return by certified mail and return receipt requested. If such acceptance is not received by the Superintendent's Office at the end of twenty

 

(20) calendar days, it shall be considered a declination on the part of the employee and any such teacher shall lose any further recall

rights, unless there are extenuating circumstances approved by

the Superintendent and/or the Committee.

3.  A list specifying the seniority of each member of the Bargaining Unit shall be prepared by the Committee and forwarded to the President of the Association within thirty (30) calendar days after the signing of this Agreement, a list of teachers arranged in the order of their seniority shall be posted on all Association bulletin boards within each school and a copy furnished to the Association. Claims for corrections to such lists must be made to the employer and the Association within thirty (30) calendar days after such posting and after such time, the lists will be regarded as correct. Any dispute, if raised within the thirty (30) calendar day period concerning an employee's seniority shall be referred to the Grievance Procedure as provided herein.

D. All benefits  to which a teacher is entitled at the time of the layoff shall be restored in full upon re­employment within the recall period. During the recall period, teachers who have been laid off shall be given preference on the substitute list if they so desire.

E.  Teachers on layoff may continue their group life and health insurance coverage during the recall period by reimbursing the Committee for the total premium costs. Failure to forward premium payments to the Committee in accord with a mutually agreed­upon schedule or the refusal to return to employment upon recall will terminate this option.

F.  The provisions enumerated above (Article XX B­E), shall apply to professional status teachers only.

G. Non­professional    status teachers who are to be affected by a reduction in force must be notified in writing no later than May 15, professional status teachers by June 1 of the school year preceding the year in which the reduction will take effect.

XXI. STAFF EVALUATIONS: (see following document, (pgs. 26 ­57)

The Pioneer Valley Regional School District and the Pioneer Valley Union Education Association agree to establish a joint labor/management committee to review and potentially revise the current teacher evaluation instrument and process.

10/18/96

PIONEER VALLEY REGIONAL SCHOOL DISTRICT
PERFORMANCE STANDARDS FOR TEACHERS
STANDARDS

I. CURRENCY IN THE CURRICULUM:

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

1)  Indicators:

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

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

c) Keeps current in the field and applies knowledge to the instructional program, in the teacher's primary area of certification.

d)  Contributes to the ongoing evaluation of the curriculum.

II. EFFECTIVE PLANNING AND ASSESSMENT OF CURRICULUM AND

INSTRUCTION:

A)   The teacher plans instruction effectively.

1)  Indicators:

a)  Has a personal vision to guide learning goals, expectations and standards for student work.

b)  Sets short­term and year­long goals for thematic units which are fundamentally important to students' present or future lives.

c)  Identifies individual and group needs and plans appropriate strategies, including those that involve the use of up­to­date technologies, to meet those needs.

d)  Uses materials and resources, including technologies, that are appropriately matched to curricula goals and to students' needs and learning styles.

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

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

g)  Plans engaging ways to introduce and implement each unit of study.

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

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

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

B.  The teacher plans assessment of student learning effectively.

1)  Indicators:

a)  Determines specific and challenging standards for student learning.

b)  Develops and uses authentic assessment which describes a student's learning process as well as his/her learning achievements.

c)  Incorporates time for individual and interactive reflection such as response journals, debriefings and group discussions.

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

1)  Indicators:

a)  Regularly uses a variety of formal and informal authentic assessments of students' achievement and progress for instructional revisions and decision­making.

b)  Implements evaluation procedures which appropriately assess the objectives taught.

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

d)  Prepares and maintains accurate and efficient record­keeping systems of the quality and quantity of student work.

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

f) Uses classroom time and classroom space to promote optimal learning.

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

h) Establishes classroom procedures that maintain a high level of students' time­on­task and that ensure smooth transitions from one activity to another.

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

1)  Indicators:

a)  Serves as a positive role model for students.

b)  Maintains systematic approach to discipline by establishing and administering a consistent and fair set of rules and guidelines supporting appropriate expectations and logical consequences.

c)  Manages routines effectively.

d)  Maintains appropriate professional boundaries with students.

III. EFFECTIVE INSTRUCTION:

A) The teacher makes learning goals clear to students.

1)  Indicators:

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

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

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

d) Communicates clearly in writing and speaking, using precise language.

e) Understands and shows students the relevance of the subject to life­long learning.

B)  The teacher uses appropriate instructional techniques.

1)  Indicators:

a)  Uses a variety of teaching strategies, such as cooperative, peer and project­based learning; audio­visual presentations, lecture, discussions and inquiry, practice and application.

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

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

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

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

C)  The teacher uses appropriate questioning techniques.

1)  Indicators:

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

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

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

1)  Indicators:

a)   Tries innovative approaches to improve instructional practices.

b)  Continually evaluates and refines instructional strategies, including the effective use of technologies, to increase student learning and confidence about learning.

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

IV. PROMOTION OF HIGH STANDARDS AND EXPECTATIONS FOR

STUDENT ACHIEVEMENT:

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

1)  Indicators:

a)  Regularly communicates objectives or learning outcomes to students.

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

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

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

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

V. EFFECTIVE MANAGEMENT OF CLASSROOM ENVIRONMENT:

A)  The teacher helps create an environment that is positive for student learning and involvement.

1)  Indicators:

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

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

c)  Demonstrates an openness to student challenges about information and ideas.

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

1)  Indicators:

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

b)  Develops and supports students' awareness of themselves as learners and their ability to overcome self­doubts associated with learning and taking risks.

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

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

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

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

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

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

i)   Builds positive relationships with students and parents to enhance students' abilities to learn effectively.

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

VI. PROMOTION OF EQUITY AND APPRECIATION OF DIVERSITY

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

1)  Indicators:

a)  Provides opportunities to include all students in the full range of academic programs and activities and extracurricular activities.

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

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

1)  Indicators:

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

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

c)  Functions effectively in a multi­lingual, multi­cultural and economically diverse society.

VII. FULFILLMENT OF PROFESSIONAL RESPONSIBILITIES:

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

1)  Indicators:

33

a) Keeps parents informed of students' progress and works with them, in culturally appropriate ways, to aid in the total development of the student.

b) Maintains professional boundaries with parents.

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

1)  Indicators:

a)  Maintains professional boundaries with colleagues.

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

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

d)  Participates in student or school curricular activities.

e)  Cooperates with other teachers about students' overall work load.

C)  The teacher is a reflective and continuous learner.

1)  Indicators:

a)  Reflects about and acts on what students need to know and be able to do and about what the teacher can do to foster learning,

b)  Uses available resources to analyze, expand, and refine professional knowledge and skills; resources can include professional organizations, academic course work, school­based staff, administrative and community resources, and other colleagues.

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

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

e)  Is receptive to suggestions for growth and improvement.

Approved at the 10/24/96 P.V.R.S.D. Committee Meeting

PIONEER VALLEY REGIONAL SCHOOL DISTRICT 10/18/96 TEACHER EVALUATION

PHILOSOPHY

We believe that all children can learn. This fundamental belief is the foundation of the nature of teaching and learning in our classrooms. It must be our commitment to educate students in challenging and stimulating school environments that allow all students to work toward achieving the maximum of their potential. We recognize that teachers are learners also and need a collegial and supportive atmosphere in order to thrive. We feel that a dynamic and productive environment will result in successful and positive students. An effective teacher evaluation process that focuses on the improvement of instruction is critical to student learning.

The teacher evaluation process can encourage and facilitate professional growth while assessing performance. It is a cooperative process with the responsibility for accomplishment shared by the teacher and the evaluator. The system should stimulate self­evaluation, and teachers should be active participants in all phases of the evaluation process.

THE PURPOSE OF TEACHER EVALUATION

This guide has been designed to assist teachers and evaluators in their continuing efforts to improve instruction for students.

Our values are clear. We believe that teaching and teachers are the heart of the educational process. We believe that teacher performance makes a difference in the achievement of student as well as students' sense of fulfillment and well­being. We believe that what teachers do and how they do it is important.

Evaluation procedures are intended to:

1             Assist the individual teacher in providing high quality education for students;

2             Provide a means of assessing individual performance of a teacher over a period of time;

3             Detail staff members' current performance level, areas of improvement, and suggestions that will lead to further improvement;

4             Identify exceptional educational practices and superior teaching performance.

 

Teacher evaluation also provides data for personnel practices relating to renewal, promotion, assignment, and dismissal.

PRINCIPLES OF TEACHER EVALUATION

An effective system for teacher evaluation:

1             Ensures that the Summative Evaluation (Form B) document contains information that has been reviewed with the teacher as close as possible to the observation.

2             Produces a written record of individual activities and growth.

3             Ensures a permanent, continuous commitment of the district to the development of its teachers.

4             Makes the experience of teaching more satisfying and more enjoyable.

5             Requires frequent interaction with others in a collaborative setting.

6             Provides activities to study the knowledge base of teaching such as study groups and peer coaching.

7             Provides a structure to have all staff participate in a meaningful way.

 

MAKING EVALUATION WORK

The following tenets must be present for this evaluation system to work:

            1.       COMMON LANGUAGE AND CONCEPT SYSTEM

            The foundation of all desirable outcomes for observation is having a common language and concept system for talking about teaching so professionals can communicate meaningfully about what is happening in a classroom.

            2.       EVALUATING THE EVALUATORS

            To make supervision and evaluation work, the district is committed to improving the process. This means a commitment of time, money, and training resources to the goal of effective teaching. This commitment includes formally assessing the evaluators on their ability to evaluate.

            3.       TRAINING FOR ADMINISTRATORS AND TEACHERS

            Evaluators need to learn the concepts from the knowledge base of teaching and then practice looking for, noticing, and recording occurrences of important teaching behaviors. They need to know how to analyze their notes and produce observation reports which have a balance of claims, evidence, interpretation, judgment, and suggestions. They also have to be able to write Summative Evaluation Reports which include judgments, supported by evidence. Teachers need training in the knowledge base of teaching and how to do peer observation and problem­solving with colleagues.

            4.       SYSTEMATIC INDUCTION AND TRAINING OF NEW PERSONNEL (BOTH ADMINISTRATORS AND TEACHERS)

            Teaching and learning is the work of a school system. Therefore, ongoing professional development for administrators and teachers is a district's commitment.

2             AT­RISK AND DISMISSAL PROCEDURES AND PRACTICES

 

These procedures pertain to a very small number of people. They must be (and be seen as) prompt, fair, humane, and courageous...

Prompt in that problems in teaching are addressed in a timely manner.

Fair in that teachers who are subject to these procedures have had a chance to improve and significant effort has been put into helping them do so. Humane in that teacher feelings are recognized and support is offered. Courageous in that evaluators write evaluation reports that reflect inadequate

classroom performance and give suggestions and help for improvement.

THE FORMAL
0BSERVATION
PROCESS

THE FORMAL OBSERVATION PROCESS

 

I. THE OBSERVATION PROCESS

The supervision instruments and procedure shall be distributed to all teachers on or before the first instructional day.

A.  Data­Gathering

While formal classroom observation is an important source of information regarding the performance of a teacher, evaluators are expected to gather information in as many different ways as possible to produce the most complete and accurate picture of the teacher's overall performance. These may include "walk through" visits, conferences with the teacher, review of materials produced by the teacher and/or students, letters of commendation, communications from teachers, parents and other persons who can provide firsthand information appropriate for consideration in the evaluation process, consistent with the provisions of the Teachers' Contract.

B. Pre­Observation Conference (Optional)

A pre­observation conference may take place between the evaluator and the teacher when requested by either party. Such requests should be submitted one week prior to scheduled observation.

C. Observation

The observation shall last at least 30 minutes, with the exact length of time at the discretion of the evaluator. Teachers or evaluators may request additional observations for any reason. The teacher will receive a copy of the evaluator's literal notes, at least twenty­four

            (24) hours prior to the post­observation conference.

            D.      Post­Observation Conference

 

1             Within two (2) working days of the observation, the teacher and the evaluator will meet to discuss the observation.

2             Within four (4) working days of the post observation conference the evaluator will submit to the teacher a written assessment of the observation unless illness or absence creates a need to extend the time lines. (Form A)

 

E.  Summative Evaluation

The teacher will receive a written assessment of the overall teaching performance on the summative Evaluation Form (Form B).

F.  Post­Summative Evaluation Conference Within five working days after the teacher receives the completed Summative Evaluation, the evaluator and the teacher will meet to discuss the overall performance of the teacher and review the completed Summative Evaluation (Form B).

A teacher may attach a rebuttal statement to his/her observation report or Summative Evaluation report. Copies of the rebuttal statement must be submitted by the teacher to the observer(s) and the Superintendent of Schools within two weeks of receipt of that document.

II.           OBSERVATION PROCEDURE AND TIMETABLE ­Classroom Teachers. Pre­K ­12

A. NON­PROFESSIONAL STATUS FACULTY MEMBERS

A non­professional status faculty member will have a minimum of two "Observation Reports", prepared by the Principal, Assistant Principal or Supervisor. These observation reports will be incorporated into the summary Evaluation. The first observation should take place no later than December 15th. The entire process including the summary evaluation will be completed by April 1st.

B. PROFESSIONAL STATUS FACULTY MEMBERS

A Professional Status faculty member whose performance is considered satisfactory will be evaluated every other year. A Professional Status faculty member whose performance is considered unsatisfactory may be evaluated every year.

The observation write­up will be prepared by the supervisor(s) of the teacher. Again, these are the minimum and not the maximum procedures to be followed. The observation report(s) will be incorporated into a summary evaluation. The process will normally be completed by May 30.

C. TEACHERS FOR WHOM THERE ARE SERIOUS CONCERNS

These procedures pertain to a very small number of people. They must be (and be seen as) prompt, fair, sensitive and courageous. Prompt in that teaching problems are not allowed to slide since children are losing daily when teachers are doing a poor job; Fair in that teachers subject to these procedures have every chance to improve and significant effort goes into helping them do so; Sensitive in that teachers' feelings are recognized and support is offered; Courageous in that administrators really write observation reports that provide evidence of inadequate teaching and give suggestions and help for improvement. There shall be a reasonable amount of time for the teacher to achieve the agreed­upon goals. (Form C).

 

III.  PROFESSIONAL GROWTH PROPOSAL PROCESS

Professional Status teachers who have been assigned the alternative evaluation, must submit Form D to the Principal or evaluator by September 30. The proposal and any refinements must be mutually agreed upon by the teacher and the evaluator within two weeks of the date of submission.

A record of activities and a summary review statement (Form E) must be submitted to the evaluator no later than May 20. 

FORMAT FOR OBSERVATION WRITE­UPS

The observation will be written in a narrative format with a structure that uses a series of Claims, Evidence, Interpretation, Judgment, and Suggestions.

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

Evidence:              A quote or literal description of something said or done.

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

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

Suggestions:         (With dates & timelines).

FORMAT FOR SUMMATIVE EVALUATION WRITE­UPS

PERFORMANCE EXPECTATIONS

Teacher evaluation is based on five performance expectations as a:

I.       Classroom Teacher

II.      Contributing Member of the Staff

III.     Communicator with Parents and Community

            IV.     Performer of Routine and Administrative Duties

            V.      Constant Learner Responsible for His or Her Own
Professional Growth and Development

 

VI.     Assessor of Student Performance

I. CLASSROOM TEACHER

Reports from classroom observations by evaluators of teachers are summarized in the Classroom Teaching Section of the summative Evaluation Form. What is being observed is the teacher's selection, application, and evaluation of the knowledge base on teaching.

This includes the parameters of:

            * Clarity * Routines

            * Momentum * Learning Experiences

            * Objectives * Principles of Learning

            * Discipline * Models of Teaching

            * Time         * Student Evaluations

            * Attention * Personal Relationship Building

            * Expectations * Space

            * Organization of Learning Experiences

 

Teachers are expected to continue to add to their repertoire of teaching strategies and increase their capacity to appropriately match these strategies to individual students, groups of students, and different curricula.

II. CONTRIBUTING MEMBER OF THE STAFF

This section includes such behaviors as how teachers function at department/faculty meetings, how they interact with peers on curriculum committees or other task forces; how they reach out to new teachers. There are many ways teachers do things to help colleagues, build team spirit, and further the collaborative goals of the school. In this section, the evaluator summarizes how well the teacher works with other professionals and plays a positive role in the organization outside of their classrooms.

III.          COMMUNICATOR WITH PARENTS AND THE COMMUNITY

Communicating with parents and the community is an important role of the teacher. This section should note any ways in which a teacher has enhanced or impeded communication between school and the community. The evaluator may also note any obstacles the teacher may be posing to good communication.

IV.          PERFORMER OF ROUTINE ADMINISTRATIVE DUTIES AND OBLIGATIONS

Teachers are expected to do routine administrative functions such as grade reports of student progress, taking attendance, filling out reports, meeting deadlines, and ordering materials. Evaluators will comment on how effectively and efficiently teachers carry out these responsibilities.

V.           CONSTANT LEARNER RESPONSIBLE FOR HIS OR HER OWN PROFESSIONAL DEVELOPMENT

We expect teachers to be constant learners. We want to credit them for the efforts they make toward their own professional growth.

VI.          ASSESSOR OF STUDENT PERFORMANCE

The teacher uses the results of assessment to inform and improve instruction.

1. Indicators

a)       The teacher gathers and analyzes data from a variety of sources including regular use of formal and informal assessments of student achievement and progress.

b)       The teacher uses data to:

i.        identify individual and group needs and plan appropriate strategies, including re­teaching and/or extended teaching;

ii.       modify instruction when appropriate;

iii.      provide students with feedback concerning their strengths and weaknesses.

FORM A
OBSERVATION REPORT

TEACHER ___________________________________ SCHOOL ________________________

GRADE/SUBJECT ___________________________ DATE ___________________________

OBSERVER _____________________________________________________________________ ANNOUNCED/UNANNOUNCED (Circle one)

BEGINNING TIME ________________________ ENDING TIME _______________________

The Observation Report will identify the teacher's moves and patterns of behavior (CLAIMS), supported by quotes or descriptions of behavior (EVIDENCE), The report will also include the effect on students or the significance of the teaching act (INTERPRETATION) and the evaluator's assessment of the teaching (JUDGMENT). SUGGESTIONS or RECOMMENDATIONS for growth and/or improvement may also be included.

FORM A (CONT’D.)

________ I disagree with the above report because __________________________

________ I agree with the above report.

Evaluator _________________________________________ Date _______________
Teacher _________________________________________ Date _______________
The teacher's signature on this form indicates that s/he has seen all comments on

the form. the teacher's signature does not necessarily indicate agreement with the
evaluation report.
Copy to Superintendent's office for review and file.

FORM B

SUMMATIVE STAFF EVALUATION STAFF MEMBER ___________________________DATE____________ SCHOOL ____________________GRADE/SUBJECT ______________

Record below in narrative form a description and evaluation of performance in the areas of:

I.	Classroom Teacher (Claims from Observation Reports)
II.	Contributing Member of the Staff
III.	Communicator with Parents and Community
IV.	Performer of Routine and Administrative Duties

 

V.      Constant Learner Responsible for His or Her Own Professional Growth and Development (documentation provided by teachers)

VI.     Assessor of Student Performance

FORM B (CONT'D.)

I recommend to the Superintendent that the teacher be
rehired. ______________

I recommend to the Superintendent that the teacher
be rehired with reservations subject to the following
performance standards and conditions (see attached). ______________

I do not recommend to the Superintendent that the
teacher be rehired. (See attached.) ______________

________ I disagree with the above report because _________________

________ I agree with the above report.

Signature of Staff Member Signature of Evaluator

Date Date

The teacher's signature on this form indicates that s/he has seen all comments on the form. The teacher's signature does not necessarily indicate agreement with the evaluation report.

Copy to Superintendent's office for review and file.

FORM B­1 ATTACHMENT A The teacher is recommended for rehire with reservations, subject to the following performance standards and conditions:

Evaluator's signature _________________________________________________
Teacher's signature _________________________________________________

FORM B­2 ATTACHMENT B The following is a brief review of why the teacher is not recommended for rehire:

Evaluator's signature _________________________________________________
Teacher's signature _________________________________________________

FORM C

FOR AT RISK TEACHERS

Staff Member: __________________________________________________ Evaluator: __________________________________________________ School: __________________________________________________ Date: __________________________________________________

The following checked performance expectations are areas that have put the above named staff member at risk for continued employment for the Pioneer Valley

Regional School District.

_____ I.

_____ II.

_____ III.

_____ IV.

_____ V. _____ VI.

CLASSROOM TEACHER

Clarity Momentum Objectives Discipline Time Attention Expectations Other Routines Learning Experiences Principles of Learning Models of Teaching Student Evaluations Personal Relationships Organization of Learning Experiences

CONTRIBUTING MEMBER OF THE STAFF

Conduct _____ Interactions Team Cooperation _____ Other

COMMUNICATOR WITH PARENTS AND THE COMMUNITY

Parents _____ Community Other

PERFORMER OF ROUTINE ADMINISTRATIVE DUTIES AND OBLIGATIONS

Routine Classroom Tasks Routine Building Obligations Other

CONSTANT LEARNER RESPONSIBLE FOR HIS/HER OWN PROFESS IONAL DEVELOPMENT

ASSESSOR OF STUDENT PERFORMANCE

C­l

1) AT RISK PERFORMANCE AREA:

2) CONCERN:

3) DESIRED OUTCOME:

4) SPECIFIC SUGGESTIONS FOR IMPROVEMENT:

5) SUPPORT FROM ADMINISTRATION:

6) TIME LINE FOR IMPROVEMENT (WITH DATES):

(For each "At­Risk Performance Area", use one C­l form)

Evaluator's signature Date

C­l

1) AT RISK PERFORMANCE AREA:

2) CONCERN.

3) DESIRED OUTCOME:

4) SPECIFIC SUGGESTIONS FOR IMPROVEMENT:

5) SUPPORT FROM ADMINISTRATION:

6) TIME LINE FOR IMPROVEMENT (WITH DATES):

(For each "At­Risk Performance Area", use one C­l form)

Evaluator's signature Date

FORM D
ALTERNATIVE EVALUATION PROPOSAL

Staff Member _______________________ Evaluator __________________________

School _____________________________ Date _______________________________

Goals Setting Conference

1             Performance Goals for Appraisal Period

2             State the Actions or Procedures & Time Lines you will follow to accomplish the goals:

3             What evidence will you provide that shows completion of your proposal? If your proposal extends beyond a one­year period, what will you provide to show progress towards the proposal's eventual completion? Include a final completion date.

4             Will there be other Teacher Participants involved in this proposal? If so, name them and give their role and responsibility. Have they been contacted and agreed.

5             What, if any, type of support (materials, time, staff development meetings) would you like from your administrator which are necessary to the completion of your project?

 

Additional Comments:

Teacher's signature                                         Evaluator's signature

Date                                                                 Date

FORM E
SUMMARY OF PROFESSIONAL GROWTH EXPERIENCE

NAME ____________________________ SCHOOL ______________________________ SCHOOL YEAR ___________________ Date Submitted___________________ Date Accepted____________________ By _______________________________ How did you implement your professional growth plan?

How has this experience benefitted you professionally?

Teacher's Signature

Date

XXII. NEW TEACHER INDUCTION AND MENTORING PROGRAM

6/19/03 PVRSDC Meeting

Amended – 3/8/06

Pioneer Valley Regional School District

 

New Teacher Induction Plan
And
Mentoring Program

PIONEER VALLEY REGIONAL SCHOOL DISTRICT

MISSION STATEMENT

Our mission is to provide support for beginning educators. Various components include an orientation, a mentoring relationship, a support team, opportunities for classroom observation, and other mentoring activities. These components help beginning educators refine practice, understand professional roles and responsibilities, and positively affect student achievement.

Roles and Responsibilities:

A. Mentee Teacher­

            a.       Play an active role in the mentoring relationship.

            b.       Seek out help.

            c.       Observe experienced teachers at work.

            d.       Participate regularly in programs organized for beginning teachers.

 

B. Mentors­

            a.       Provide instructional support.

            b.       Provide professional support.

            c.       Provide personal support.

            d.       Maintain a confidential relationship with the beginning teacher.

            e.       Serve as a liaison.

            f.        Serve as a resource.

            g.       Maintain a journal of mentoring activities.

            h.      Participate in mentor training.

 

C. Mentor Coordinator­

            a.       Liaison to Professional Development Committee

            b.       Liaison to Administrative Council for the continued development and refinement of the plan.

            c.       Maintain meeting schedules of new teachers and mentors.

            d.       Facilitate the mentor and mentee group meetings to provide ongoing support.

            e.       Suggest, seek and recommend professional development activities for mentors and mentees.

            f.        Submit annual state report to the Superintendent.

 

D. Principal­

            a.       Establish a school culture that is built on collegiality and supports professional collaboration among new and veteran teachers.

            b.       Ensure reasonable working conditions for the beginning teacher.

            c.       Facilitate the relationship between the mentor and beginning teacher.

            d.       Conduct an orientation program.

            e.       Conduct the formal evaluation of the beginning teacher.

            f.        Oversee the selection of mentors.

 

E. Steering Committee­

            a.       Will consist of Administrative Council plus Mentor Coordinator(s).

            b.       Conduct an annual evaluation of the program’s effectiveness.

 

F. Others­

            a.       Head teachers and specialists should be resources for providing subject­specific assistance and implementation of the curriculum.

            b.       All other faculty and staff should be supportive of the needs of the beginning teacher and add to the overall collegial school culture.

 

Components of the Induction Program:

A. Orientation Program­

a.  Before the start of the school year, an orientation program provides basic information to new and beginning teachers about the school, community, policies and procedures, the induction program, and introductions to key personnel.

B. Mentoring­

            a.       A beginning teacher will be assigned to a trained mentor.

            b.       Core mentoring activities may include meeting frequently to plan and discuss curriculum and instructional strategies; observation of one another’s classroom; co­teaching; and analyzing and assessing the beginning teacher’s practice in relation to evaluation criteria.

            c.       Experienced teachers may apply to serve as mentors or mentor coordinator. Recently retired teachers may also serve as mentors or mentor coordinator.

            d.       The Mentor Coordinator(s) will arrange training for mentors.

            e.       Selection and assignment will be done by the Principal and Mentor Coordinator(s).

            f.        A Mentor Peer Support group will be established and facilitated by the Mentor Coordinator(s).

                g.       Compensation for mentoring

                i.        2009/2010 ­$1,093

                ii.       2010/2011 ­$1,093

                iii. 2011/2012 ­$1,109

            h.      The Elementary and PVRS Coordinators will assist in providing resources to beginning teachers and mentors. Compensation for Elementary and PVRS Mentor Coordinator

 

i.   2009/2010 ­$1,200

ii.  2010/2011 ­$1,200

iii. 2011/2012 ­$1,218

C. Beginning Teacher Development and Training­

a.  Beginning and new teachers will meet with the Mentor Coordinator(s) as a cohort group.

D. Beginning Teacher Evaluation­

a.  The evaluation will be done by the principal or another qualified administrator, not the mentor.

E. Induction Program Evaluation­

a.  The Mentor Coordinator(s) in coordination with the Steering Committee will collect necessary data to evaluate the effectiveness of the induction program.

Confidentiality Statement:

Mentors will not discuss their new teacher’s classroom performances with anyone, including school and district administrators, except under the conditions listed below.

Mentors, with the mentee’s knowledge, may discuss:

            Any aspect of a mentee’s classroom performance with other mentors or the mentor coordinator.

            The mentee’s teaching performance with appropriate administrators if, in the mentor’s professional judgment, the safety of the students or others is at risk.

 

XXIII. COURSE APPLICATION AND REIMBURSEMENT:

A.      Courses must have prior approval in writing by the Administration.

B.      For undergraduate courses, the standard of work must be "C" or better. The standard of work for graduate courses must be that which is acceptable for graduate credit. A pass grade is acceptable in the absence of a stated letter grade. 

C.      The Committee shall reimburse one (1) course up to four (4) credits in a given fiscal year.

D.      Only teachers certified, certifiable, or licensed under Massachusetts Law will be reimbursed.

E.      Prior approved course credits will be reimbursed at the rate paid per credit but not to exceed the University of Massachusetts rate per credit in effect September 1 of the current year.

F.       Course reimbursement will be effected within sixty (60) days of the date grade and course payment documentation is provided to the Superintendent of Schools. Reimbursement for courses will be made by separate check.

G.      Any teacher who seeks reimbursement for courses must be under contract with Pioneer Valley Regional School District at the time reimbursement is requested.

H.      Courses taken during a sabbatical year will not be reimbursed.

I.       Placement will be effected on September 30 and February 28 for courses completed and certified to the Superintendent of Schools prior to those dates.

J.       Teachers will be reimbursed up to $300 per course (one course per fiscal year) for fees, textbooks and/or related materials.

XXIV. RETIREMENT:

A.      A member of the professional staff with twenty (20) or more consecutive years of employment within the Pioneer Valley Regional School District, fifteen (15) of which must be full time, may seek to resign or retire and be entitled to a onetime separation payment payable in total in the final month of employment, provided written notice shall be provided the School Committee eighteen (18) months in advance of the month in which retirement is effective, per the following conditions:

1             The Committee will not consider RIF or an approved leave of absence as a break in consecutive years of employment if within a maximum of two (2) years.

2             The Committee will consider retirement date to be effected at the conclusion of a full semester only, with eighteen (18) month advance notice.

3             The Committee may, at its option, grant a divided lump sum payment of incentive monies, 1/2 in the final month of employment and 1/2 in January of the next fiscal year.

4             A retirement application received by the Committee, eighteen (18) months in advance of the effective month of retirement may be withdrawn up to February 1, of the year prior to the fiscal year in which budget monies representing incentive payment would normally be provided (budgeted). Waiver of February 1 will be approved by the Committee in case(s) of death, disability or long­term illness of spouse.

5             The Committee agrees to pay the remaining one­half (1/2) of prior two (2) payment sum, to a beneficiary named in the application, when the approved applicant expires between receipt of the first payment and final payment by the Committee.

                6.       Annual Schedule:

                Up to 3 persons retiring ­$30,000 to be split
equally among them.
4 persons retiring ­$35,000 to be split equally
among them.
5 or more persons retiring ­$40,000 to be split
equally among them.

6             The Committee agrees that computation of full time equivalency shall be applied, upon request, to the requirement of fifteen (15) full time years and twenty (20) consecutive years of employment within the Pioneer Valley Regional School District.

7             The Association (Pioneer Valley Union Education Association) agrees to indemnify and save harmless the Committee (Pioneer Valley Regional School District) from any suit, charge, grievance or arbitration arising from the implementation of the agreed terms as contained within the Retirement Plan, during the life of this contract.

 

XXV. GENERAL:

A.

B.

If any provision(s) of this Agreement is held to be contrary to Law, then such provision(s) will be deemed valid only to the extent permitted by law, but all other provisions of this Agreement will continue in full force and effect. The Committee and the Association will meet to negotiate any section affected by a change in the law as soon as reasonably possible.

During the term of this Agreement and any extension thereof the parties hereto agree that there shall be no strikes of any kind whatsoever; work stoppages, slow­downs; withholding of service; interference or interruption with the operation of the School Department by any members of this Bargaining Unit. Nor shall there be any strike or interruption of work during the term of the Agreement, by any members of this Bargaining Unit because of any disputes or disagreements between any other persons (or other employers or Associations) who are not signatory parties to this Agreement.

A member, or members, of this Bargaining Unit who violates this provision shall be subject to disciplinary action, including discharge; but the question of whether a member, or members of this Bargaining Unit has violated this provision will be subject to the grievance procedure and any claim by either party against the other of a violation of this article shall be subject to the grievance procedure.

Should there be any strike or interruption of work, the Association, through its officials, shall notify the persons involved that the strike, stoppage, sitdown, or slow­down of work is a violation of the Agreement and is not authorized or condoned by the Pioneer Valley Union Education Association or the Massachusetts Teachers Association and that the member or members of this Bargaining Unit shall return immediately to their respective jobs and cease any action which might adversely affect the Employer's operations. The Association agrees that it will exert its best efforts to end such activity, although it is understood that there may be circumstances over which the Association has no control. In such circumstances the Association will immediately notify the Employer in writing that such is the case.

It is specifically understood and agreed that the Employer, during the first twenty­four (24) hour period of such unauthorized work stoppage in violation of this Agreement, shall have the sole and complete right of reasonable discipline, including suspension from employment, but short of discharge, and such member, or members of this Bargaining Unit shall not be entitled to or have any recourse to the grievance procedure, but the question of whether a member or members of this Bargaining Unit has violated this provision will be subject to the grievance procedure. After the first twenty­four (24) hour period of an unauthorized stoppage in violation of this Agreement, and if such stoppage continues, the Employer shall have the sole and complete right of immediate further discipline or discharge of any member or members of this Bargaining Unit participating in any unauthorized strike, slowdown, walkout or any other cessation of work in violation of this Agreement, and such member or members of this Bargaining Unit shall not be entitled to have any recourse to the grievance procedure, but the question of whether a member of this Bargaining Unit has violated this provision will be subject to the grievance procedure.

C.      The parties acknowledge that during the negotiations that resulted in this Agreement, each had the unlimited right and opportunity to make demands and proposals with respect to any subject or matter not removed by law from the area of collective bargaining, and the understandings and agreements arrived at by the parties after the exercise of that right and opportunity are set forth in this Agreement. Therefore, the Committee and the Association, for the life of this Agreement, each voluntarily and unqualifiedly waives the right, and each agrees that the other shall not be obligated to bargain collectively with respect to any subject or matter not specifically referred to or covered in this Agreement even though the subjects or matter may not have been within the knowledge or contemplation of either or both of the parties at the time that they negotiated or signed this Agreement. The Committee and the Association agree that no changes in hours, wages, or other conditions of employment, either enumerated herein or otherwise, shall be changed or instituted during the term of this Agreement unless the parties shall have collectively bargained on the subject matter as the law may require.

D.      Temporary contractual changes may be instituted by a letter of agreement reflecting the mutual consent of both parties. Such a letter is to be signed by the Chairperson of the District School Committee and the President of the Association. Such agreements to remain in effect as agreed or until negotiated.

E.      The Committee recognizes the value of suggestions and recommendations from teachers as to budgetary matters. All such suggestions and recommendations will be reviewed and if found appropriate in the Committee's sole discretion, will be included in such budgets as are submitted for approval under law.

F.       Athletic coaches salaries and working conditions are not to be negotiable or grievable under the terms of this Contract.

G.      Agendas for scheduled School Committee meetings will be sent to Association officer for posting in the faculty room in each building prior to the scheduled meeting.

H.                1. Faculty members of the Pioneer Valley Regional School District are hereinafter provided no more than three (3) non­voting representatives at the District School Committee table. The representatives will receive appropriate background materials and are encouraged to participate in open­session discussion with the Committee.

2.       Faculty members of the Pioneer Valley Regional District are invited to attend subcommittee meetings and to observe at administrative interviews.

I.       Upon acceptance of employment newly hired teachers will be given a copy of the current contract by the Superintendent.

J.       Mileage reimbursement for teachers shall be determined and paid at the IRS rate per mile in effect September 1 of each contract year for prior authorized travel in one's personal vehicle. Mileage will be computed and documented from individual building site to/from approved site or to/from residence to approved site, whichever is less. Payment will be made on the next subsequent warrant following submission of expenses, and paid by separate check. Meal expenses will be reimbursed at a cost not to exceed $5.00 for breakfast, $7.00 for lunch and $15.00 for dinner, when such expenses are within a prior approved conference schedule. Authorized overnight lodging will be reimbursed for meetings and events located more than ninety (90) miles one way from the individual building site and involving two (2) or more days of attendance or requiring attendance to an unusual hour by their very special nature.

1.       Itinerant Staff and Pre­K and K Home Visits will be reimbursed at the same rate as state in J above.

K.      Any member covered by this Agreement will be paid at a per diem basis 1/183rd of his/her annual compensation if asked to work beyond his/her normal school year, subject to prior approval of the Superintendent.

XXVI. SALARIES:

A.      The Employer reserves the right to initially place teaching personnel on the salary schedule level agreeable to the Employer and the individual applicant (employee). Progression thereafter on the contract salary schedule will proceed in accordance with the terms of the contract from the initial placement forward.

It is understood that the Superintendent shall evaluate the appropriateness of a candidate's experience for placement on the salary scale.

B.      The (Payment) plan of twenty­four payments shall be continued until such time as a change is negotiated: mutually accepted, and made part of the Agreement, except that teachers requesting their payments for July and August in a single payment on the last working day of the school year will request such in writing to the Superintendent of Schools on/before May 1. Payment will be issued by the District Treasurer following completion of professional duties as attested in notice by the Principal.

C.      Teachers who enter the system at other than the beginning of the school year will move the following year on the step schedule at the discretion of the Administration, providing that a teacher has taught for one hundred (100) days or more during the school year in this system.

D.      Checks will be distributed on or before the 15th and the 30^th of each month and dated for the date of issue.

XXVII. GUIDANCE:

The work year of a Guidance Counselor will be 188 days, scheduled between July 1 and June 30. The five days scheduled beyond the 183 days/school year will be determined by mutual agreement of the Guidance Counselor and the Administration, s/he will be compensated on a per diem basis for that time worked at 1/183 of his/her annual compensation. Any work beyond 188 days will occur only by mutual agreement of the Guidance Counselor and Administration and will be compensated on a per diem basis.

XXVIII.   SALARY SCHEDULES: See following schedules for 2009/2010; 2010/2011; 2011/2012

A.

Teacher Salary Schedule 2009/2010

Step	B	B+15	B+30	M	M+30	CAGS	EdD/PhD
1	34,065	34,651	35,228	35,619	36,391	36,784	37,478
2	35,482	36,067	36,645	37,035	37,807	38,200	38,895
3	36,896	37,483	38,061	38,450	39,223	39,616	40,312
4	38,313	38,898	39,476	39,867	40,640	41,032	41,727
5	39,729	40,316	40,893	41,284	42,055	42,446	43,142
6	41,144	41,731	42,309	42,698	43,472	43,851	44,546
7	42,562	43,147	43,725	44,116	44,888	45,279	45,974
8	43,978	44,562	45,142	45,528	46,304	46,696	47,392
9	45,394	45,979	46,557	46,948	47,719	48,151	48,847
10	47,502	48,096	48,681	49,075	49,861	50,260	50,956
11	48,939	49,532	50,120	50,515	51,296	51,695	52,391
12	50,374	50,968	51,555	51,953	52,735	53,134	53,829
13	51,812	52,405	52,993	53,387	54,174	54,570	55,266
14	53,247	53,841	54,428	54,825	55,608	56,007	56,702
15	56,047	56,640	57,227	57,625	58,408	58,806	59,501
16	57,448	58,057	58,658	59,065	59,868	60,276	60,988

 

B.
Teacher Salary Schedule
2010/2011

Step B B+15 B+30 M M+30 CAGS EdD/PhD

1 $36,896 $37,483 $38,061 $38,450 $39,223 $39,616 $40,312 2 $38,313 $38,898 $39,476 $39,867 $40,640 $41,032 $41,727 3 $39,729 $40,316 $40,893 $41,284 $42,055 $42,446 $43,142 4 $41,144 $41,731 $42,309 $42,698 $43,472 $43,851 $44,546 5 $42,562 $43,147 $43,725 $44,116 $44,888 $45,279 $45,974 6 $43,978 $44,562 $45,142 $45,528 $46,304 $46,696 $47,392 7 $45,394 $45,979 $46,557 $46,948 $47,719 $48,151 $48,847 8 $47,502 $48,096 $48,681 $49,075 $49,861 $50,260 $50,956 9 $48,939 $49,532 $50,120 $50,515 $51,296 $51,695 $52,391 10 $50,374 $50,968 $51,555 $51,953 $52,735 $53,134 $53,829 11 $51,812 $52,405 $52,993 $53,387 $54,174 $54,570 $55,266 12 $53,247 $53,841 $54,428 $54,825 $55,608 $56,007 $56,702 13 $56,047 $56,640 $57,227 $57,625 $58,408 $58,806 $59,501 14 $57,448 $58,057 $58,658 $59,065 $59,868 $60,276 $60,988 15 $59,171 $59,799 $60,418 $60,837 $61,664 $62,084 $62,818

*The Committee and Association hereby agree that the contract may be re­opened to consider only the salary schedule for FY 2011 and FY 2012 contingent upon a substantial change in the District’s budgetary situation.

C.
Teacher Salary Schedule
2011/2012

Step B B+15 B+30 M M+30 CAGS EdD/PhD

1 $37,449 $38,045 $38,632 $39,027 $39,811 $40,210 $40,917 2 $38,888 $39,481 $40,068 $40,465 $41,250 $41,647 $42,353 3 $40,325 $40,921 $41,506 $41,903 $42,686 $43,083 $43,789 4 $41,761 $42,357 $42,944 $43,338 $44,124 $44,509 $45,214 5 $43,200 $43,794 $44,381 $44,778 $45,561 $45,958 $46,664 6 $44,638 $45,230 $45,819 $46,211 $46,999 $47,396 $48,103 7 $46,075 $46,669 $47,255 $47,652 $48,435 $48,873 $49,580 8 $48,215 $48,817 $49,411 $49,811 $50,609 $51,014 $51,720 9 $49,673 $50,275 $50,872 $51,273 $52,065 $52,470 $53,177 10 $51,130 $51,733 $52,328 $52,732 $53,526 $53,931 $54,636 11 $52,589 $53,191 $53,788 $54,188 $54,987 $55,389 $56,095 12 $54,046 $54,649 $55,244 $55,647 $56,442 $56,847 $57,553 13 $56,888 $57,490 $58,085 $58,489 $59,284 $59,688 $60,394 14 $58,310 $58,928 $59,538 $59,951 $60,766 $61,180 $61,903 15 $60,059 $60,696 $61,324 $61,750 $62,589 $63,015 $63,760

*The Committee and Association hereby agree that the contract may be re­opened to consider only the salary schedule for FY 2011 and FY 2012 contingent upon a substantial change in the District’s budgetary situation.

XXIX. LONGEVITY:

A.   Teachers with twenty (20) years or more, but less than twenty­five

(25) years, of teaching service, in the Pioneer Valley Regional School District will receive an annual longevity payment of $2,000, beginning the twenty­first (21st) year of employment.

B.   Teachers with twenty­five (25) years or more, but less than thirty

(30) years, of teaching service in the Pioneer Valley Regional School District will receive an annual longevity payment of $2,500, beginning in the twenty­sixth (26th) year of employment.

C.   Teachers with thirty (30) years or more, of teaching service in the Pioneer Valley Regional School District will receive an annual longevity payment of $3,000, beginning in the thirty­first (31st) year of employment.

XXX. EXTRA SALARY FOR EXTRA DUTIES:

Pioneer Valley Regional School	2009­2010	2010­2011	2011­2012
All School Musical	1,651	1,651	1,676
All School Musical Asst. Director	800	800	812
All School Play	1,651	1,651	1,676
As School Match Wits	1,426	1,426	1,447
Asst. As Schools Match Wits	415	415	421
Band Director	2,020	2,020	2,050
Envirathon	546	546	554
French Club Advisor	546	546	554
Grade 7	437	437	444
Grade 8	437	437	444
Grade 9	594	594	603
Grade 10	742	742	753
Grade 11	1,099	1,099	1,115
Grade 12	1,099	1,099	1,115
Jr. National Honor Society	437	437	444
Karate	833	833	846
Middle School Coordinator	594	594	603
Mock Trial Team Advisor	833	833	846
Model Congress	546	546	554
National Honor Society	546	546	554
Newspaper	951	951	965
Peer Mediation Advisor	833	833	846
Public Relations	564	564	572
PVRS Choral Director	600	600	609
Student Council	833	833	846
Yearbook	2,020	2,020	2,050

 

The duties of the position the position and compensation to be determined by Memorandum of Agreement with the Pioneer Valley Union Education Association.

Elementary	2009­2010	2010­2011	2011­2012
Band Director	398	398	404
Building Based Literacy Coordinator
Elementary Chorus	398	398	404
Mediation Advisor	119	119	121
Nature’s Classroom	296	296	300