Provincetown

Show detailed information about district and contract

DistrictProvincetown
Shared Contract District
Org Code2420000
Type of DistrictMunicipal K12
Union AffiliationMTA
Most Recent DocumentContract
Expiring Year2017
Expired Status
Superintendency Union
Regional HS Members
Vocational HS MembersCape Cod RVTSD
CountyBarnstable
ESE RegionSoutheast
Urban
Kind of Communityresort/retirement/artistic
Number of Schools2
Enrollment152
Percent Low Income Students42
Grade StartPK or K
Grade End12
download pdf version of this document view accessible version of this document Agreement Between

 

Agreement Between

 

 

The School Committee of Provincetown

 

 

And

 

 

The Provincetown Association of Educators

 

 

 

July 1, 2014 – June 30, 2017

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

Table of Contents

           

            Agreement and Definitions                                                                                    Page

            Article I                        Recognition                                                                         1                                                             

            Article II                       Rights and Responsibilities of the Provincetown School 

                                                Committee and Provincetown Association of Educators   2

            Article III                     Effect of Agreement                                                              3

            Article IV                     Severability/Legislation                                              4 

            Article V                      Non Discrimination and Equal Opportunity                            4 

            Article VI                     Employee Status and Just Cause                                           5 

            Article VII                    Agency Service Fee                                                              6

            Article VIII                   Payroll Deductions                                                                6

            Article IX                     Personal Injury and Protection                                  7  Article X                      Professional Record                                                         8 

            Article XI                     Miscellaneous                                                                       8

            Article XII                    Vacancies and New Positions                                               9

            Article XIII                   Step Placement                                                        10

            Article XIV                  Grievance Procedure                                                           11

            Article XV                    Work Day and Work Year                                                  14

            Article XVI                  Temporary Absences                                                           18

            Article XVII                 Maternity and Child Care Leave                                          22

            Article XVIII                Sick Leave Bank                                                                 25

            Article XIX                  Longevity                                                                            26

            Article XX                    Professional Growth                                                            27

            Article XXI                  Professional Employee Evaluation                                        29

            Article XXII                 Reduction in Force                                                              32

            Article XXIII                Teacher Facilities                                                                 35 Article XXIV              Consultation                                                                        35

            Article XXV                 Compensation                                                                     36

            Article XXVI                Memorandum of Understanding                                           38

            Article XXVII              Duration of Agreement                                             38

                                               

            Appendix         A-1      Salary Scale FY-15

 

            Appendix         A-2      Salary Scale FY-16

 

            Appendix         A-3      Salary Scale FY-17

 

            Appendix         B          Extra Curricular Activities

 

            Appendix         C         Athletic Activities: Coaches

 

            Appendix        D        Administrative Support Stipend Positions

 

            Appendix        E         Teacher Evaluation Form

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 


 

                                                      AGREEMENT

This Agreement is entered into between the Provincetown School Committee, hereinafter referred to as the Committee, and the Provincetown Association Of Educators, hereinafter referred to as the Association, affiliated with the Massachusetts Teachers Association and the National Education Association.

 

Definitions

Where the words are used in this Agreement, “Committee” means the School Committee of the Town of Provincetown in the County of Barnstable and Commonwealth of Massachusetts; “Association” means the Provincetown Association of Educators.  “Committee responsibility” means the powers and duties conferred by law upon the Committee for the conduct of the public schools of Provincetown.  “Teachers” as used in this Agreement shall mean the members of the professional staffs of the Provincetown Public Schools as defined in Article I of this Agreement including, but not limited to, classroom teachers.  Wherever the singular, plural, male or female designation is used in this Agreement, it is intended to include the other.

 

Article I

Recognition

A.        The Provincetown School Committee recognizes the Association of Educators as the exclusive representative for the purposes of collective bargaining with respect to wages, hours, and other conditions of employment for all teachers employed by the Provincetown School Committee, excluding all other employees.  Teachers includes all teachers, teachers of remedial or special education, guidance counselors, the school librarian, psychologist, social worker/ adjustment counselor, school nurse, and no other professional or non-professional employees of the Provincetown Public Schools.

B.         The Provincetown School Committee agrees not to negotiate with any teachers or applicants with respect to hours, wages, or any terms and conditions of employment.       The Provincetown School Committee also agrees not to negotiate with any teachers organization other than that designated as the exclusive


bargaining agent pursuant to Massachusetts General Laws Chapter 150E of the Laws of the Commonwealth of Massachusetts.

C.        The Committee also agrees not to discriminate against any employee concerning her/his membership in the Association, participation in collective bargaining negotiations, participation in any lawful activities of the Association, or under the institution of any grievances, complaints, or proceeding under this Agreement, or because of race, color, creed, national origin, age, sexual orientation, handicap, or gender.

Article II

Rights and Responsibilities of the Provincetown School Committee

and the Provincetown Association of Educators

 

A.       The Provincetown School Committee is a public body established under and with           powers provided by, the statutes of the Commonwealth of Massachusetts, and    nothing in this agreement shall derogate from the powers and responsibilities of          the Provincetown School Committee under those statutes, or the rules and         regulations of agencies of the Commonwealth.  As to every matter not covered by      this Agreement, the Provincetown School Committee retains the powers, rights,    and duties that it has by law and may exercise the same without any such exercise             being made the subject of a grievance or arbitration proceedings hereunder.

Subject to the provisions of this Agreement, the Committee shall have the right to promulgate rules and regulations pertaining to teachers so long as the rules and regulations do not conflict with any terms or conditions of this Agreement.

B.                 The Provincetown Association of Educators shall be responsible for representing the interest of all teachers without discrimination and without regard to Association membership.

C.        The Committee and the Association shall not discriminate against teachers in the exercise of their rights, freely and without fear of penalty and reprisal, to form, join, and assist any employee organization, or to refrain from any such activity in accordance with the Municipal Employee Relations    Acts of the Commonwealth of Massachusetts.  Except as expressly provided herein, the freedom of such employees to assist the Association shall be    recognized as extending to participation in the management of the Association         and acting for it in the capacity or organization representative.

D.        Matters appropriate for consultation and negotiation between the parties hereto are:  practices, procedures, and implementation of policies relating to working conditions which fall under the authority of the Committee, and which are subject to negotiation under the Massachusetts General Laws Chapter 150E of the General laws of the Commonwealth of Massachusetts.  During negotiations, the Committee and the Association will present relevant data, exchange points of view, and make proposals and counter proposals.

E.         Each employee shall continue to have the right to bring matters of personal concern to the attention of appropriate officials of the Provincetown Public School in accordance with applicable laws, rules, and regulations.

F.         A written list of Association officials and bargaining representatives shall be furnished to the Committee immediately after their designation.

G.        The Association shall have the right through its Executive Board to recommend, in an advisory capacity, to the Committee the establishment of positions and programs.

Article III

Effect of Agreement

 

A.        This instrument constitutes the entire Agreement of the Committee and the          Association arrived at as a result of collective bargaining negotiation, except such     amendments hereto as shall have been reduced to writing and signed by the             parties.

B.         This Agreement may be reopened at any time by mutual consent only.  Should   either party wish to re-negotiate a provision of this Agreement, said party shall set             forth in writing the section, proposed change, and the reasons for which the          change is proposed and forward said document to the other party.

            Within fourteen (14) school days of receipt of such notice, the receiving party    shall respond in writing to the initiating party indicating its willingness to reopen            said section in question, or its refusal to do so.  Any agreement reached through            this process will be signed by the Committee and the Association and will become         a part of this Agreement.

C.        The waiver of any breach or condition of this Agreement by either party shall not           constitute a precedent with respect to future endorsement of all the terms and          conditions of this Agreement.

D.        No provision of this Agreement shall be retroactive prior to the effective date     unless otherwise specifically stated herein.

E.         Where this Agreement requires the appropriation of funds to carry out any         provision hereof, the Committee agrees to include such funds in the school budget           to the extent permitted by law.

Article IV

Severability/Legislation

 

Should any of the terms and conditions of this Agreement be found to be in violation of any Federal or State law, by a court of competent jurisdiction, such other provisions of this Agreement as may not be affected thereby shall remain in full force and in effect for the duration of this agreement.

Article V

Non-Discrimination and Equal Opportunity

 

A.        The private and personal life of employees is not within the appropriate concern             or attention of the Committee except as it may interfere with the employee’s          responsibilities to and relationships with the students and/or the school system.

B.         Employees will be entitled to the full rights of citizenship, and no religious or       political activities of any employee (provided such activities do not take place         during his/her work hours) or lack thereof, will be the grounds for any discipline          or discrimination with respect to the employment of such employee, except as    such activities may interfere with the employee’s responsibilities to and         relationship with students and/or the school system.      

 

 

 

 

 

 

Article VI

Employee Status and Just Cause

 

A.        The Association recognizes the authority and responsibility of the Principal for    disciplining or reprimanding a teacher for delinquency of professional performance, in private.

B.         The parties affirm their desire that all employees of the District – administrators,             professional employees, and others included – treat each other with dignity and         mutual respect.

C.        If the administration receives a complaint about a professional employee, it shall             promptly notify the professional employee of the complaint, shall identify the            complainant, and shall inform the professional employee of the disposition of the     complaint.  The administration should try to resolve complaints at the lowest       practical administration level.

D.        No employee will be disciplined, reprimanded, reduced in rank or compensation,           or deprived of any professional advantage without just cause.

E.        Progressive Discipline

For the purposes of this Article, each offense is defined as a minor act of non-   professional behavior such as, but not limited to: tardiness, lateness in submitting    paper work, not calling in for substitute coverage in a timely manner, etc.

            A more serious breach of conduct may accelerate disciplinary response to Step 4,         5, or 6 thus bypassing steps 1, 2 or 3.

 

1.         First offense:  Verbal warning. Presence of a union representative                                   encouraged.

2.         Second offense: Written warning.

3.         Third offense: Written reprimand in file.

4.         Fourth offense: Administrative leave with pay

5.         Fifth offense: Administrative leave without pay.

6.         Sixth offense: Dismissal.

 

 

 

Article VII

Agency Service Fee

 

A.        Pursuant to General Laws, Chapter 150E, Section 12, as amended by Chapter 903      of the Acts of 1977, it shall be a condition of employment that on or after the           thirtieth (30th) day of employment in the bargaining unit, or the effective date of            this agreement, whichever is later, each and every member of the professional and             paraprofessional staff shall pay to the Union an agency fee which shall be equal to          the amount required to become a member and remain a member in good standing         of the exclusive bargaining agent and its affiliates to or from which member dues      or per capita fees are paid or received.  The amount of said annual dues must be            certified by the Association to the School Committee by December 31st.

B.         The Committee agrees to deduct from the salaries of its employees dues or agency        fee payment for the Provincetown Association of Educators, the Massachusetts       Teachers Association, and the National Education Association, or any one of such             Associations as said teachers, individually and voluntarily, authorize the committee to deduct and to transmit the monies promptly to such Association or     Associations.

C.        The Association agrees to save the Committee and/or its employees, agents or   representatives harmless from any action growing out of these deductions and        commenced by any employee against the Committee. The Association assumes            full responsibility for the disposition of funds so deducted once they have been   turned over to the authorized Association official.

 

Article VIII

Payroll Deductions

 

A.        Deductions: Payroll deductions shall be provided for tax-sheltered annuities and

            for approved group hospital, medical, life insurance, and Local Association dues.

B.         Employees shall be entitled to participate in all life and medical insurance benefits           provided by any insurance plan adopted and maintained by the Town of     Provincetown pursuant to applicable statutes.  The cost of such benefits shall be        paid as provided in such plan.

C.        All payroll deductions requested by the employee shall be authorized on a form to          be provided for that purpose by the Superintendent.  All such deductions shall be      so stipulated no later than October 1st, and shall remain constant for the entire pay         year, except that changes may be made as of February 1st, to remain in effect until         the following October 1st.

D.        In order for tax sheltered annuities to be initiated or altered, employees must      submit to the Superintendent’s office a signed salary reduction agreement from           the annuity company thirty (30) days prior to the modified deductions.  Such             requests can be made at any time.

E.         A teacher may contract with the Committee for the purchase of an annuity         pursuant to Massachusetts General Laws, Chapter 71, Section 37B as part of         his/her employment compensation.

 

Article IX

Personal Injury and Protection

 

A.        Whenever an employee is absent from school as a result of personal injury caused         by an accident or an assault occurring while in the performance of his/her duties,       he/she will be paid his/her full salary (less the amount of any workmen’s       compensation award made for temporary disability due to said injury) for the     period of such absence.  This period of absence shall be deducted from the         employee’s accumulated sick leave.

B.         In the event an employee is absent from school for medical reasons for a period in         excess of thirty (30) consecutive school days, the Provincetown School        Committee may require the employee to undergo a physical examination at the         Provincetown School Committee’s expense and by a doctor of mutual choice, in           order for the Provincetown School Committee to better anticipate the length of the     employee’s absence.

C.        Employees will immediately report in writing to the Superintendent of Schools all            cases of assault suffered by them in connection with their employment.

            This report will be forwarded to the Provincetown School Committee, which will           comply with any reasonable request from the employee for information in its             possession relating to the incident or the persons involved, and the Committee                    will act in appropriate ways as liaison between the employee, the police and the                      .           courts.

D.        In order to provide indemnification for its employees, the Provincetown School Committee accepts the provisions of the Massachusetts General Laws, Chapter        41, Section 100C.

Article X

Professional Record

 

A.        Employees will have the right upon written request, to review and copy the        content of their personnel file.  Upon request of the teacher, an Association    representative shall be permitted to be present at such review.

B.         Only one official personnel file may be kept within the school district.  This file is to be kept at the school district’s administration office.  The district shall maintain the confidentiality of these files in accordance with state and federal law.

C.        No material derogatory to an employee’s conduct, service, character, or            personality will be placed in his/her personnel file unless the employee has had an    opportunity to review such materials.  This opportunity will be acknowledged by         a signature.  The signature does not mean agreement with the contents of the      material.  The employee may submit a written response to the material; this will            be attached to the file copy which will be reviewed by the Superintendent.

D.        Grievance files will not be included in personnel files.

 

Article XI

Miscellaneous

 

A.        The Committee will, upon request, provide the Association with non-privileged documents which will assist the Association in developing intelligent, accurate,   informed, and constructive programs on behalf of the teachers and students.

B.         A copy of the official agenda for Provincetown School Committee meetings will             be given to the Association prior to said meetings.

C.        A number of copies of this Agreement shall be printed sufficient for each teacher            and Committee member to have a copy in his/her possession.  In addition, sufficient additional copies to meet the needs of projected staff changes and             appropriate school personnel shall be printed.  The cost of such printing shall be             shared equally by the Committee and the Association.

D.        If a new bargaining unit position is established, the Committee will negotiate with            the Association over the appropriate salary for such position.

E.         If there are any substantial changes in the working conditions of an existing         position, the Committee will negotiate with the Association regarding possible           modifications in the salary for such position.

F.         The Provincetown School committee agrees to distribute copies of the Successor          Agreement to each employee within thirty (30) days of the signing of the      Agreement or by the effective date of the Agreement, whichever is later.  The         Committee further agrees to present a copy to each new employee upon hiring   during the term of the Agreement.

 

Article XII

Vacancies & New Positions

 

A.        The filling of vacancies and new positions in the Provincetown School District is the responsibility of the District Principal with approval by the Superintendent.  Postings and advertisements for vacancies will include specifications, qualifications, and compensation.

1.      In exercise of such responsibility, the administrator agrees to post all

vacancies within the school system for ten (10) calendar days prior to permanently filling the position. The president of the Association, or his/her designee, will be notified in writing of the vacancy when it is advertised, or before.

2.  In the event the vacancy is not filled internally, it will be advertised

externally prior to filling the position permanently.

3.  When, in the judgment of the administration, the qualifications and

skills of candidates are comparable, first consideration in filling vacancies will be given to candidates within the Provincetown School System.

4. The parties may, by mutual written agreement, amend the posting

period  contained in this article.

B.     Programs Outside the School Day/Year

The staffing of programs conducted by the Provincetown School Department is the responsibility of the District Principal subject to the Superintendent’s approval. 

Procedure:

1.  All anticipated positions will be posted internally in the school(s)  for

ten (10) calendar days and via email notice to the appropriate employees on the first day of posting.

2.      Positions for special programs will be filled first by regularly appointed employees in the Provincetown School System if similarly qualified and skilled.

 

Article XIII

Step Placement

 

A.         In general, each new employee shall be placed on the step of the salary schedule                       commensurate with his/her background and experience.  Employees shall not be      credited with service time for any fraction of a year less than one half.

B.         Teachers with previous experience in the Provincetown School System who have          attained professional  teacher status will, upon returning to the school district, receive full credit on the salary schedule for all teaching experience up to the           salary maximums. 

C.        The Superintendent may credit any new applicant at the time of initial employment with academic, occupational, military, or Peace Corps experience, where such experience bears relationship to the teacher’s professional assignment and will benefit the students in that teacher’s assignment.

 

 

 

 

 

Article XIV

Grievance Procedure

 

The number of days written hereunder are maximums; the parties are encouraged to submit decisions and relevant paperwork as soon as reasonably possible and practicable. In the event that a grievance is filed, which if left unresolved until the beginning of the following school year could result in irreparable harm to a party in interest, the time limits will be reduced, by mutual agreement, so that the procedure may be exhausted prior to the end of the school year or as soon after as is reasonably practicable. If such a procedure as described immediately above extends into summer recess, the procedure will continue on a Monday through Friday basis, exclusive of legal holidays. The time limit may be extended in any specific instance by mutual consent.

A.        The purpose of this grievance procedure is to give employees access to

            administrative review of grievances as defined below.

B.         A grievance shall be a claim by an employee that she/he has been adversely

            affected by an administrative violation of this Agreement or a Committee rule or

            policy concerning a matter covered by this Agreement.

C.        Failure to bring a grievance on the first stage within the time limits described, or

            failure to process a grievance to succeeding stages within the time limits

            described, shall constitute a waiver of the grievance and the grievance shall abate.

            The grievance procedure shall be the sole remedy for any grievance arising

            thereunder.

D.        All grievances shall be in writing and shall contain the following:

                        1.         Name and position of grievant

                        2.         Date grievance arose

                        3.         The contract provision, rule or policy claimed to be violated

                        4.         Name of person allegedly causing violation

                        5.         The facts which give rise to the grievance

                        6.         The redress claimed

                        7.         The signature of the grievant

                        8.         The date of signature

E.         1.  All grievances shall be brought to the first stage of the procedure within thirty           

(30) calendar days after the occurrence which gave rise to the grievance.

            2.  At each stage of the grievance procedure the grievant may, at her/his option,            

request to be accompanied by a representative of the Association at any hearing or discussions relative to the grievance.

            3.  In the event that a grievance affects a group of employees, the group of        

employees may request the Association to submit the grievance on their behalf, commencing at Stage II – Superintendent.  Any meeting with reference to the above may be held during non-school hours.

F.         Stage I – District Principal

            All employees are encouraged to engage in a problem–solving conversation with

the District Principal prior to filing an official Stage I Grievance.  Association

representation or accompaniment is advised.    

1.  Should the informal process fail to satisfy the employee, the grievant(s) or

the Association will present the grievance to the District Principal orally

and in writing, within the thirty (30) calendar day period in E1 of this Article

providing all the information listed in D in this Article.

            2.  The District Principal shall render a decision, in writing, within fifteen (15)

school days after the receipt and presentation of the written grievance.

            3.  In the event the grievant is not satisfied with the District Principal’s

decision, she/he may appeal to Stage II of the grievance procedure by filing a

written grievance with the Superintendent within five (5) school days in        

conformity with the provisions of  D. above, stating the reasons for the appeal. 

G.        Stage II – Superintendent

            1.  The Superintendent and the grievant(s) shall meet to discuss the grievance

within ten (10) school days from the date of the filing of the appeal in F-3 or from the date that the Association notifies the Superintendent that it will exercise its right to begin the grievance at Stage II, as provided in Section E-3.

            2.  The Superintendent shall issue a decision on the grievance, in writing, within 

fifteen (15) school days after the discussion.

            3.  If the grievant is not satisfied with the Superintendent’s decision, she/he may

appeal to the Provincetown School Committee by filing a written grievance with the Human Resources Administrative Assistant within ten (10) school days after receipt of the Superintendent’s decision or the date the decision is due, whichever is earlier.

            4.  This appeal shall be in the form described in Section D above.

H.        Stage III – Provincetown School Committee

            The Provincetown School Committee shall hold a hearing on the grievance within

            twenty-five (25) school days after the filing of the appeal or at the next regularly

            scheduled Provincetown School Committee meeting, whichever is later.  The    

            Provincetown  School Committee shall issue, in writing, its decision on the

             grievance within ten (10) school days of the hearing. 

I.          Arbitration

            Within twenty (20) school days after receiving the decision on the grievance by the Provincetown School Committee under the foregoing steps of the grievance    procedure, the Association may request arbitration of such grievance under the          rules of the American Arbitration Association.

            1.  The decision of the arbitrator shall be rendered within thirty (30) calendar days

of the completion of the arbitration hearings, although such period may be   

extended by mutual agreement of the parties hereto.           

            2.  The decision of the arbitrator shall be final and binding on the parties, unless it

is contrary to law.

            3.  The arbitrator shall have no power to change, alter, add to or detract from the

terms and provisions of this Agreement.  The grievance as stated in the request for Arbitration shall constitute the sole and entire subject matter to be heard by the Arbitrator unless the parties agree to modify the scope of the hearing.

            4.  No employee shall have the right to require arbitration, that right being

reserved to the Committee or the grievance committee of the Association.

            5.  The Committee, Association and all parties to the grievance shall make

available, upon request, records which are pertinent to the grievance.

            6.  Each party, the Committee and the Association shall bear the expense         

of preparing and presenting its own case.  The costs, if any, of the Arbitrator and the incidental expenses mutually agreed to in advance shall be shared equally between the Provincetown School Committee and the Provincetown Association of Educators.  In the event of more than one postponement with the arbitrator without a four week prior notice, the party canceling the meeting assumes all expenses unless both parties agree otherwise.

 

Article XV  

Work Day and Work Year

 

A.        Work Day    

            1. The normal workday of each teacher is 7 ¼ hours and will begin fifteen (15)

minutes before the starting time established by the Committee for students.     The normal work day for teachers will end thirty (30) minutes after the student

dismissal time. The District Principal may schedule any teacher to work one hour after student dismissal time one day during the work week for the purpose of providing extra help to students, as long as that teacher is also scheduled to end the work day at student dismissal time on one day of the work week. After such schedules are set for teachers at the beginning of the work year, should the need arise, the District Principal may change a teacher’s end-of-the-day schedule after discussion with the teacher and with reasonable notification of the effective date of the change in schedule.

2.  On Fridays, days preceding holidays, and evening parent teacher conference                                                                                                                                                      days, teachers are free from duty at the close of the student school day.      

            3.  The teachers may be allowed to leave the building at the end of the students’

school day with the approval of and at the discretion of their principal.  Reason for refusal to allow the teacher to leave the building at the end of the students’ school day shall be given to the teacher at the time of refusal.  Any educationally justifiable reason given shall render the Complaint and Grievance procedures of this contract null and void regarding this section of this article only.

           

             4.  In order to allow for necessary professional activities, all staff personnel shall

be available for any afternoon conferences, workshops and activities which may be necessary to carry on the school program successfully no more than one time per week.  Every effort shall be made to give teachers adequate advance notice of such meetings.  These meetings shall extend for no more than one (1) hour beyond the end of the teacher’s contractual work day. In return for this half-hour of work/meeting time without additional monetary compensation, each teacher will be provided with ten (10) hours over the course of the year to devote to his/her evaluation accountability data preparation. These ten (10) hours will be provided by scheduling a minimum of one (1) hour on each professional half-day. If there are fewer than ten (10) professional development half-days, the amount of time scheduled on professional development half-days will increase to provide the full ten (10) hours over the course of the professional development half-days for the year.

5.   It is recognized that the proper performance of their duties may, on

occasion, require all personnel to work longer than the normal work day.

6.  Teachers in the Provincetown School System will have a duty-free lunch      

of thirty (30) minutes.

            7.  Full time teachers will be given an unencumbered preparation period of no

less than 45 minutes in length each normal school day.

8.  All part time teachers will have classes reasonably scheduled consistently

each day in either the first or second half of the normal school day or will work full days equal to their FTE’s, at the discretion of the District Principal.  Part time teachers’ assigned work load will include pro-rated preparation time and supervisory duties within the weekly schedule.

B.         Work Year      .          

1.  The work year for teachers will begin no earlier than the last Monday in August,

and will terminate no later than June 30th. The Friday before Labor Day will not be a work day.  The normal teacher work year shall consist of the days when pupils are in attendance (180 days) plus five (5) professional development days (185 days). New personnel may be required to attend one (1) additional orientation day within one (1) week of the start of the school year.  At least one (1) professional development day shall occur prior to the first day of school for students.

2.  When the calendar permits, and state time-on-learning requirements are met,

teachers will have one (1) work day prior to the  students’ first school day. A one (1) hour Association business meeting will occur during said “work day.”  Attendance at this meeting shall be voluntary.

3.  When possible, teachers will be notified of their assignments by May 30th of the

school year.

C.        Work Outside the School Day/Year

1.  Subject to the availability of funds and subject to the needs of school business,

the District Principal will, giving at least one (1) week’s notice, have the discretion of offering to all qualified professional staff willing to participate, the opportunity to work during the immediate weeks before and/or after the school year subject to a fair and task –specific order of selection.  Staff may decline the offer. 

Unit work will not be subcontracted to outside individuals for stipended work.

2. Teachers may be required to attend three (3) evening meetings each year not

including Provincetown School Committee meetings or evening parent conference times. The three scheduled required evening meetings are: World of Inquiry, Open House and a concert. On the day of any one of the three scheduled night meetings, teachers may leave school at the end of the students’ day.  There will not be a faculty meeting the same week of a required night event.

3. Teachers requested to attend Provincetown School Committee meetings will be

given one (1) week’s notice except in the case of an emergency or a matter which requires immediate resolution. 

4. Two District-scheduled parent conferences will take place in the spring and the

fall. One of each of the two parent conferences will occur during the normal                                                                         work day hours, and the other will occur in the evening. No day on which there is a parent conference will be scheduled for more than a total of 7 ¼ hours. When scheduling the time for parent conferences, administration may shorten each period of each teacher. Administration will schedule parent conference days for the year and notify the teachers as of September, but, if necessary, may make a schedule change with at least three weeks advance notice to all teachers.

5.  Teachers are strongly encouraged to attend school events whenever

possible.

6. Teacher participation in the co-curricular activities listed in the Appendix will

be voluntary and compensated accordingly.  Faculty will be given preference over outside applicants when of similar qualifications and competence.

7.      The staffing of programs outside the school day/year conducted by the

Provincetown School Department is the responsibility of the District Principal subject to the Superintendent’s approval.

Procedure:

a.         All anticipated positions will be posted internally for ten (10) consecutive working days and via email to all teachers on the first day of posting.

b.         Positions will be filled first by regularly appointed employees in the Provincetown School System if similarly qualified and skilled.

8.  Mentorship Program

Both the Education Reform Act and the Licensure Regulations (603CMR7.12) require districts to provide a system of support for beginning educators.  Induction programs offer this system of support through various components including an orientation, a mentoring relationship, a support team, opportunities for classroom observation and other mentoring activities. These programs help beginning  educators refine practice, understand professional roles, and responsibilities, and ultimately, positively affect student achievement. Provincetown School District has developed a program that meets the spirit of the statute and the basic standards in the regulations while taking into account its own district needs and characteristics.  Districts are required to assign all beginning teachers to a mentor within the first two  weeks of teaching (603 CMR 7.12(2)[b]). Due to the increased responsibility and time commitment required of mentors, it is recommended that they receive some amount of financial compensation for the work done outside the school day.  Compensation will be two hundred fifty dollars ($250) for each teacher being mentored.

Mentoring activities may include:

                                 Pre-conferencing with new teacher                      

                                 Observations – Arrangements for coverage to allow observations                                                                        may be made via the District Principal              

                                 Post-conferencing with new teacher                    

                     Meeting and/or coaching sessions with the new teacher

 

Article XVI

Temporary Absences

 

A.        Sick Leave

a. All teachers will be entitled to sick days according to the provisions below    as of the official first day of the work year.          

b. Full-time teachers and any teacher working five (5) days a week will be     entitled to fifteen (15) days of sick leave each work year.

c. Part-time teachers who do not work five (5) days a week will be entitled to       a  prorated number of sick days, based on the percentage of full-time their assignment equals (FTE), as shown in the schedule below:

 

ASSIGNMENT                                   SICK DAYS

90%                                                      14

80%                                                      12

70%                                                      11

60%                                                       9

50%                                                       8

40%                                                       6

30%                                                        5

20% OR BELOW                                  3

d. Sick days may accumulate from year to year to a maximum of two hundred (200) days.

2.  Any employee who has been absent for three (3) consecutive days because of

illness may be required to present a letter or e-mail of explanation from the attending physician.

            3.  Any employee who has been absent for ten (10) consecutive days because of

illness may return to work with a letter of explanation (hard copy or e-mail) from the attending physician indicating satisfactory recovery and ability to perform duties.

            4.  The administration may make such inquiry regarding any absence as necessary

to determine the cause of the absence and whether its duration is reasonable.

B.  Family Illness Leave

1.  Teachers shall be granted leave of up to five (5) days, time necessary for proper care, in the event of an illness requiring bedside attention by the teacher for a member of the immediate family, a household member, a parent, or person for whom the teacher is a health care proxy or guardian.

2.   Such time shall be deducted from accumulated sick leave.

C.  Personal Leave

1.  Each full-time teacher and any teacher who works five (5) days a week shall be granted three (3) days personal leave without loss of pay to attend to personal matters which cannot reasonably be attended to outside of  the normal work day. Part-time teachers who work fewer than five (5) days a week shall be granted a  pro-rated number of days, with those whose assignments equal 60%  or more of full-time (FTE) being granted two (2) personal days and all other teachers being granted one (1) personal leave day.

2. At the end of each work year, any teacher’s unused personal day(s) will be added to the teacher’s accumulation of sick days, to be used as needed as a sick day in any year or to be available for payment under the sick leave buyback provision of the cba, as in Section G of this Article.

 

            3.  Application for such leave must be made at least twenty-four hours prior to the

taking of such leave, except in the case of an emergency.

4.  An employee may apply to the District Principal for short term leave with or without pay or to the Superintendent for long term leave without pay.  The employee may appeal to the Superintendent for pay in the instance of short term leave if she/he feels that the decision not to pay is based on unequal treatment of employees in reasonably comparable situations.

D.        Bereavement Leave

1.  Teachers will be granted a leave of absence with pay for not more than five

(5) days in the event of a death of the employee’s spouse, son, daughter, parent, grandchild, sibling, domestic partner, or member of the household, or person for whom the teacher is a health care proxy or guardian.

            2.  Three (3) days leave with pay shall be granted in the event of the death of the           

teacher’s  in-law, grandparent, or person for whom the employee has fiduciary responsibility. 

3.  These days (3 or 5 above) will not be deducted from sick leave.  Additional

days, if needed, will be accessed via sick leave.  All other bereavement leave may be accessed via sick leave.

E.  Exceptions

            1. The superintendent, with the approval of the Committee, may, in                   

exceptional circumstances, grant a leave of absence, with pay or without pay, for reasons other than those set forth in Sections A through D above, or for a period greater than that applicable  time limit specified in those Sections.  Any extra days granted with pay shall be deducted from sick leave.

            2. Where an employee is absent for a reason other than those stated in Sections A

through D above, or, except in the case of illness, is absent for a period in excess of the limits established in those Sections or as granted by the Superintendent (in Section 1 immediately above), there shall be deducted for each day of absence in excess of the prescribed limits, an amount equal to the employee’s per diem rate.

F.  Jury Duty

            The Committee shall pay an employee who is required to serve on jury duty the             difference between the amount of compensation he/she receives for jury duty and          his/her regular pay for his/her regular work week.

G. Sick Leave Buyback

            Unused accumulated sick leave may be redeemed by the employee or the

            employee’s estate, upon departure from the district or death.

1.      Redemption for employees employed prior to 1997 with ten or more years of service will be determined by multiplying the employee’s per diem rate by the number of accumulated sick days (up to a maximum of 200) times 25%.

            2.  Redemption for employees employed in or after 1997, with ten or more years                            of  employment will be determined by multiplying the employee’s per diem                          rate by the number of accumulated sick days (up to a maximum of 200) times                       10%.

            3.  If employment termination is due to death, such payment will be made to the                              employee’s beneficiary within ninety (90) days after the establishment of an                  estate.

            4.  If termination is due to just cause, this article shall not apply.

H.  Religious Leave

1. A teacher may be granted paid religious leave, upon written request and with          the advance approval of the Superintendent or his/her designee, as a reasonable accommodation to the teacher’s religious belief. The leave may be granted provided that the religious beliefs or the teacher’s denomination hold that day to be a day of rest or that attendance at religious services is required during the working hours on that day.

2. The leave request must be submitted in writing to the Superintendent with a copy to the District Principal as far in advance as possible but not less than fourteen (14) calendar days prior to the start of the requested leave. The Superintendent shall respond to any religious leave request within seven (7) calendar days of receipt.

3. Personal days will be used for religious leave. Should the teacher not have any personal days left, sick leave days will be deducted. Should the teacher not have any personal or sick leave days, s/he may take unpaid days.

Article XVII

Maternity and Child Care Leave

 

A.  Maternity Leave

Employees in the employ of the Provincetown School System shall be entitled to maternity leave in accordance with the provisions of the Massachusetts Acts of 1972, Chapter 790 of the General Laws by inserting after Section 150A, Section 150D, and in accordance with the provisions of the Equal Employment Opportunity Act of April 1972, as it amends Title 7 of the Acts of 1964. 

Employees will be entitled to maternity leave of up to 18 months for the purpose of giving birth to a child, or adopting a child, or for recovery from the complications of pregnancy or childbirth.  The extent of the employee’s eligibility shall pertain to that portion of the employee’s leave during which she is medically unable to perform her professional duties.  All additional leave under the provisions of this section shall be without pay. The conditions affecting leave as provided by this section shall be as follows:

            1.  The employee shall notify the district principal of her intentions concerning    

maternity leave, including her anticipated date for beginning such leave and her projected date of return.

            2.  The employee’s continued service during pregnancy shall be permitted          until

such time as the employee shall decide to commence her leave.  However, at the discretion of the district principal, the employee may be required to furnish documentation from her medical advisor supporting her medical competence to continue in her employment.

            3.  The Provincetown School System and their officers individually and

collectively shall not incur, through the employee’s continued employment, any liability whatsoever for any detrimental effects to the employee or child by virtue of the employee’s continued service during pregnancy.

            4.  For purposes of determining the extent to which the employee may be entitled          

to sick leave benefits, medical evidence shall be required to be supplied by the employee’s medical advisor as to the date on which the employee is medically incapacitated and the date on which the employee is medically able to resume her duties, notwithstanding the fact that the leave may neither begin nor end on said dates.

            5.  Upon the employee’s return from any leave taken under the provisions of     

this section, the employee shall furnish to the District Principal medical evidence of her fitness to resume her duties.

            6.  Subsequent to such leave, the employee shall be restored to her former        

position, or that most nearly equivalent available at the time of her return, within 18 months of her departure date.

            7.  Upon her return she shall be placed on the next highest step on the salary     

schedule from that on which she was at the time of leave-taking, provided, however, that during the school year in which she began her leave she shall have completed more than 100 days of service.  In the event that she shall have served less than 100 days in the school year of leave-taking, she shall be placed on the same step at which she left.

8.      A teacher upon returning from maternity leave shall have restored to her her

rights to status, seniority, advancements, and professional advantages of her   

position.

 

  Child Care Leave

            1.  In the case of a birth or adoption of a child, any employee shall have the      

right to apply for a leave, without pay, for child care purposes.

            2.  In cases where one or more parents/guardians may be employees in this      

School System, only one of said persons shall be entitled to such leave.
3.  The application for child care leave may be made to become effective

immediately upon the termination of the maternity leave.  The combined term of the maternity and child care shall not exceed the maximum time allowed under the contract for a maternity leave.

            4.  Child care leave may be granted for a period of up to the end of the school  

year in which the birth or adoption of the child occurs, but such leave may, at the option of the Committee, upon the request of the employee, be extended for one additional school year.  Requests for extension of such leaves must be made at least three (3) months prior to the expiration of the first period thereof.

            5.  Where the birth of a child is anticipated during the first month of a school year          

and a child care leave is being requested, the child care leave must commence at the start of the school year.

6.  Where a child care leave is requested, the employee taking such leave shall not

be permitted to return to the school system, following such leave, between April 1st and June 30th.

7.  Applications for child care leave shall be filed at least three (3) months          before the anticipated birth of the child, or no later than one (1) month after the date of an adoption.

            8.  Where an employee who has been granted a child care leave returns to         the       

system at any time other than the start of the school year, such employee may be assigned to any position for which he/she is licensed and decided upon by the District Principal as long as such assignment does not interfere with or disrupt the instruction of the pupils. 

9.  Upon return from a child care leave the employee shall be placed on the next

highest step on the salary schedule from that at the time of the leave-taking, provided, however, that during the school year in which the leave was taken the employee shall have completed more than one hundred (100) days of service.  In the event that the employee shall have served less than one hundred (100) days in the school year of leave-taking, the employee shall be placed on the same step at which the employee left.

10.  The dates for the commencement and termination of child-care leaves shall in

all cases be subject to and based upon a finding and determination by the Superintendent that such leaves will not substantially interfere with the administration of the school or with the education of the pupils.

 

Article XVIII

Sick Leave Bank

 

A Sick Leave Bank is maintained for use by eligible members of the staff who experience a serious illness and/or injury and who has exhausted all personal accumulated sick time, vacation time, and personal time.  Membership in the Sick Leave Bank is mandatory.  Only prolonged illness or injury suffered by the employee qualifies for Sick Leave Bank utilization.

A.     Administration of the Sick Leave Bank

The Sick Leave Bank shall be administered by a Sick Leave Bank Committee consisting of three (3) members: One member designated by the Committee, one member designated by the Association, and the Superintendent of  Schools or her/his designee. The decisions of the Sick Leave Bank Committee with respect to eligibility and entitlement, shall be by a majority of its members’ voting and will be binding and final and not subject to grievance or Appeal Procedures. The Committee will consider the following general criteria in determining eligibility and length of leave:

·        Medical documentation

·        General attendance records

·        Other pertinent information or extenuating circumstances

The Sick Leave Bank Committee will meet annually and on an as needed basis.

B.     Membership:

All staff employed by Provincetown Public Schools who are covered by collective bargaining agreements are eligible to participate in the Bank.

Participating employees will donate one (1) day of sick leave to the Bank on or before October 1st annually.

An additional assessment of one (1) day will be made against the sick leave account of each eligible employee if the Bank is depleted below 25 days.

C.     Application for Sick Leave Bank Benefits

Applications for benefits are to be made to the Sick Leave Bank Committee in writing and must be accompanied by:

  Medical evidence submitted by a state licensed Medical Doctor

  An anticipated date of return submitted by the Medical Doctor

Applicants will have exhausted their entire sick leave accumulation, personal days and vacation days prior to utilizing Sick Bank Leave. Under unusual circumstances (employee is unable to make the request) the Association may submit a written request on behalf of the eligible employee.

D.     Granting of Sick Bank Days

      1.  The initial Sick Bank leave to an employee shall not exceed 20 days.

      2.  Upon completion of the 20 day period, additional days may be granted

by the Sick Leave Bank Committee upon demonstration of need including additional medical documentation.

Article XIX

Longevity

 

            1. Teachers who have worked less than full time at any point in their years of

service will receive longevity based on the average FTE (Full Time Equivalency) over all years of service.

.           2.  Full-time teachers who have completed fifteen (15) years of service to

Provincetown Public Schools will receive a longevity stipend of eight hundred dollars ($800) each year, payable with the first paycheck in December of the following year.

3.  Teachers who have completed  twenty (20) years of service will receive a

longevity stipend of one thousand six hundred dollars ($1600) each year, payable with the first paycheck in December of the following year.

4.  Teachers who have completed twenty-five (25) years of service in

Provincetown Schools will receive a longevity stipend of two thousand four hundred dollars ($2400) each year, payable with the first paycheck in December of the following year. 

5.  Teachers who have completed thirty (30) years in the Provincetown

School System will receive a longevity stipend of three thousand two hundred dollars ($3,200) each year, payable with the first paycheck in December of the following year.

            6.  Professional staff anticipating a first-time only longevity stipend payment       

must notify the Superintendent of Schools by December 15th of the expected payment to begin in the following school year.

Article XX

Professional Growth

 

A.        Sabbatical

Upon recommendation by the District Principal, sabbatical leaves may be granted for study or other approved professional development to a member of the teaching staff by the Superintendent.

            1.         The teacher has completed at least five (5) consecutive years of service in                                  the Provincetown School System.

            2.         Teachers on sabbatical leave will be paid fifty percent (50%) of their                              regular salary rate, provided that such pay when added to any program                              grant will not exceed the regular salary rate.

            3.         The teacher will agree to return to employment in the Provincetown                               School System for four (4) full years for each year’s leave.

            4.         Prior to the granting of sabbatical leave, the teacher shall enter into a                              written agreement with the School Committee that, should he/she fail to                             complete the four years of service, for every year of leave he/she will                                    refund to the town an    amount equal to such proportion of salary  received                               by him/her while on leave as the amount of service rendered, as agreed,                                     bears upon the whole amount of service agreed to be rendered.

5.          When a sabbatical leave has been completed, the sabbatical scholar will

            submit a report of his/her research or study to the Superintendent, in such          form as may be recommended by the Superintendent.

            6.         Individuals who have submitted a sabbatical request in a timely fashion                           and whose sabbaticals are not granted shall be given a written statement of              reasons for the rejection and shall be given one opportunity to remedy the                                 reasons within fifteen (15) days of receiving the written statement.  The                         Superintendent will review the amended request but still retains the                                 discretion of deciding whether or not to grant the request.

B.         Course Reimbursement

            Subject to the following provisions, the Committee will pay the cost of tuition for            courses conducted by accredited colleges, universities or professional training schools which are determined by the Committee in its exclusive judgment, to be             in the best interest of the educational needs of the school district.

            1.         Where possible, written request shall be submitted to the Superintendent at                    least (30) days prior to the commencement of the course.

            2.         Where possible, written approval/denial shall be returned by the                                                Superintendent in writing ten (10) days after the receipt of the request.

            3.         Each teacher is entitled to an initial reimbursement of $800 per course                            including tuition, fees, and other university/course imposed charges for                            successfully completed courses.  Teachers are not limited in the number of                         courses reimbursed accordingly.

4.         In the event of cancellation or withdrawal of the course, the Superintendent

            must be notified within a two-week period.

            5.         The provision shall not apply to those on sabbatical leave.

            6.         Courses taken to meet initial licensure requirements, for the position in                           which the staff member is employed, may be subject to reimbursement.

            7.         Reimbursement shall be made following the satisfactory completion of the                      course only to teachers still employed in the Provincetown School System.                   If money remains after all courses have been reimbursed at $800 per                                     course, the remaining funds will be distributed evenly to those who                                 successfully completed courses, up to but not exceeding the actual course                                  costs as defined above. 

            8.         9,000 to be budgeted by Provincetown School System.

C.  Professional Development

            1. The Committee encourages professional development and therefore will pay for the reasonable expenses for professional development activities, including registration fees, lodging, transportation, incurred by teachers who attend workshops, conferences, etc., at the request and/or approval of the District Principal.  When an individual’s vehicle is used for such purposes, reimbursement shall be at the per mile rate then in effect in Provincetown.

             2. The district may schedule up to ten (10) professional half-days over the course of the school year. The scheduled professional development half days will be shown on the annual calendar. When scheduling the professional half-days, administration may shorten each period, including the preparation period of each teacher. 

 

                                                            Article XXI

Professional Employee Evaluation

 

The language in this Article, as modified (with the addition of an introduction and procedural steps 1-14 contained below and an agreement to have a numerical rating system) remains in effect until such time as new language is negotiated and ratified by the parties, such negotiations scheduled to begin in the Fall of 2011.  A Joint Labor Management Committee, named the Evaluation Task Force, will be established by the Committee and Association in compliance with state regulations as part of Race To The Top and in keeping with the desire of the Provincetown School Committee and the Provincetown Association of Educators to re-organize and update this Article.  The Provincetown Association of Educators agrees to delay bringing proposals for further changes to this Article during the 2010-2011 negotiations for a successor bargaining agreement and reserves the right to address any and all language as part of the planned negotiations referred to immediately above.

 

Introduction:

The parties have developed this evaluation process to enhance performance of employees by identifying areas of strength to build upon and areas of weakness to be improved or eliminated.  All aspects of this evaluation process will be consistent with and in compliance with the standards contained in the Massachusetts Department of Elementary and Secondary Education Laws and Regulations.

Procedure:

1.  The evaluator for all non-central office licensed personnel shall be the District   

Principal.  This includes teachers, counselors, psychologists, librarians, social workers, specialists, and the like.  

2.  All monitoring and observation of work performance will be conducted openly.

3.  Only the contractually agreed upon forms and procedures as contained in this

Article and associated appendix (ces) will be utilized.

4.  All aspects of the evaluation process-data collection, conferencing, preparation of 

forms and signing-will comply with dates specified in this Article.

5. The ranking system for each performance standard reflecting job performance of   

teachers will be: EE-Exceeds Expectations, ME-Meets/Expectations,   NI-Needs Improvement, U—Unsatisfactory.

6.  Although supervision will be an ongoing process, formal evaluation will be once

annually.  The process will be completed by March 15th and will include a conference prior to signing.

7.  Employees are encouraged to engage in conference(s) to discuss the progress made

since the last evaluation.  The employee has the right to have an Association representative accompany him/her at any time.

8.  Signing the evaluation indicates that the employee has had the opportunity to

discuss the evaluation and receive a copy, but does not indicate agreement with the contents therein.

9.  Should there be a ranking of Unsatisfactory or Needs Improvement in any area(s)

specified on the evaluation document, the District Principal will explain the basis for the ranking and will present the employee with an Improvement Plan which:

              identifies objective measurements of progress

              makes recommendations for achieving the performance expectation

              establishes a time frame for reaching the performance expectation including a

    schedule of conferences

In the event that adequate improvement is not attained in one or more areas ranked NI in the original evaluation, the employee will have one year in which to make the specified improvement(s).  In the event that there is a ranking of U in one or more areas on the evaluation and adequate improvement is not attained during a reasonable period of time specified in the Improvement Plan, the employee may be given notice of dismissal.

10. Employees may submit a companion letter to the evaluation or to any Improvement

Plan which will be attached to the evaluation form and become part of the evaluation record.

11. Copies of each evaluation and Improvement Plan will be in the employee’s personnel

file.  Said file will be made available for review by the employee upon written request.  The employee is entitled to have an Association representative present during the review.

12. Teachers will be given notification of employment status in writing by May 1st of each year.

13. The superintendent shall see that each evaluator receives training in the general

principles of supervision and evaluation, and has available to him/her expertise in the subject or area to be evaluated.

14. The parties agree that the evaluation form will include a numerical rating of

performance as defined in Article XXII, Reduction in Force and will be utilized for said purposes.

 

                                                           

As part of a separate Memorandum of Agreement dated June 17, 2014 and signed by the President of the PAE and the School Committee representative to the Negotiations Team for the successor cba for July 1, 2014 through June 30, 2014, the Parties agree to establish a JLMC to address the issues contained within Section 27A and B of Article XXI-Professional Employee Evaluation-the role of the PYP and MYP Coordinators, and the appropriate measures of and evidence of the contributions to student learning, growth, and achievement by non-classroom Educators. The parties agree agree to begin to meet no later than October 15, 2014, and to meet regularly at times mutually agreed upon, with the goal to complete the work by November 19, 2014. The JLMC will consist of up to three members selected by the President of the Association and up to three members selected by the Committee. Either of the Parties may choose to involve others to inform and enhance the work of the JLMC.

 

The Parties agree to establish a JLMC to address the issue of streamlining the self-assessment form and procedure. The Parties agree to begin to meet no later than September 8, 2014, and to meet regularly at times mutually agreed upon, with the goal to complete the work by September 26, 2014. The JLMC will consist of up to three members selected by the President of the Association and up to three members selected by the Committee. Either of the Parties may choose to involve others to inform and enhance the work of the JLMC.

 

 

 

 

 

 

Article XXII

Reduction in Force

 

A.     The language of this Article remains in effect until such time as new language is

negotiated and ratified by the Committee and the Association as per Article XXI.

  1. All language of the ’08’11 Agreement will remain in effect until further negotiations in recognition of Provincetown Public Schools’ participation in Race to the Top. The Association agrees to delay bringing proposals for changes to this Article during the 2010-2011 negotiations for a successor bargaining agreement and reserves the right to address any and all language as part of the planned negotiations referred to above.  The parties agree that the following statement will be incorporated into the language:  In the event of a tie, those teachers potentially involved in a Reduction In Force will participate in a lottery where they will be present along with representative(s) designated by the Association and representative(s) designated by the Superintendent

C.     It is the responsibility of the School Committee to maintain the best public school       possible and to implement those programs as mandated by the Massachusetts.

Department of Education. However, if it becomes necessary for the School Committee in its opinion to reduce staff positions, an orderly process will be followed with emphasis placed on a reasonable balance between outstanding performance, contributions to students, and seniority.

  1. Procedure
    1. Every effort will be made to reduce staff by a normal attrition.
    2. Reductions will be made by the Department, Special Area or by Grade Levels   – whichever is necessary.  All reductions will be made within areas of certification; ie. all teachers having Massachusetts certification in a given area will be considered as falling within that classification unit for the purpose of this article. (Mass Licensure is required for the purpose of this article).
    3. As per Chapter 71, Section 42 of the Mass. General Laws, non-professional teacher status and non-licensed teachers will be reduced first.
    4. In the event that further reductions are necessary, staff members having the lowest number of total points on the following scale will be reduced first.  Points will be awarded as follows:

Seniority                       Maximum         40 points

                                                                                    2 points per year up to 20 years

                        Evaluation                     Maximum         30 points

            Maximum of 5 points per each                          domain as on Supervision/Evaluation              form

                        Education Level            Maximum        21 points

                                                            BA                   3 points

                                                            BA+15             6 points

                                                            BA+30             9 points

                                                            MA                  12 points

                                                            MA+15            15 points

                                                            MA+30            18 points

                                                            MA+60            21 points

                        Certification                  Maximum         9 points

                                                                                3 points given per each area of                                                                          certification (Limit of three)

            5.  In the event of a tie, those teachers potentially involved in a reduction in force                             will participate in a lottery where they will be present along with                                            representative(s) designated by the Association and representative(s)                                  designated by the Superintendent.

E.         Employees whose positions are reduced shall be notified in writing no later than             April 15th of the school year preceding the school year in which the reduction is to     be effected.

F.          Recall

             Employees laid off under this article shall be considered for recall in the inverse             order of their layoff within their classification unit during a period of two years        from the effective date of their layoff if they so indicate in writing to the        Superintendent of Schools their desire for recall.

            1.         Employees serving a recall period shall be notified by the Superintendent                                   concerning any open positions in the system for which they may be                          qualified and shall be given preference in the filling of such positions                           provided that they respond within thirty (30) days of such notification.                            Failure to accept an offer of      employment for any such position shall                          terminate this option.

            2.         Employees serving a recall period may continue group health and life                              insurance coverage as provided at their expense during said recall period if              permitted by the insurance carrier.  Failure to forward premiums to the                                    Town Accountant shall terminate this option.

            3.         Employees rehired after layoff under this section shall be credited with                           such salary and fringe benefits as they were entitled to at the effective date                     of their layoff.

            4.         The Provincetown School Committee will make every reasonable effort to                     give priority on the substitute list to teachers on recall, provided such                                   teachers have indicated their desire to be placed on the substitute list.

            5.         As used in this article the terms “layoff” and “reduction” shall include                              both nonrenewal of contract due to reduction in staff and reduction from                              full-time to part-time status due to reduction in staff.

Article XXIII

Teacher Facilities

 

A.        Where the buildings and facilities furnished by the Town make it feasible to do   so, each school shall be provided with the following:

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

            2.         A teacher work area containing equipment and supplies to aid in the                              preparation of instructional materials.

            3.         An appropriately furnished room to be reserved for the exclusive use of

         teachers as a faculty lounge.  Said room will be in addition to the            aforementioned teacher work area whenever possible.

            4.         Well-lighted and clean rest rooms.

            5.          Parking space.

            Decisions by the Committee with respect to any of the foregoing facilities may be           the subject of a complaint but shall not give rise to an arbitral grievance.

B.         Except with the approval of the Superintendent for those projects of such          educational value as to make the incidental personal gain of the teacher    acceptable, no teacher shall use materials, facilities, space, time, or other             resources of the School System for monetary, material, or other personal gain.  All requests for use of the school facilities or personnel by non-school      organizations, groups, or individuals shall be referred to the Superintendent for             approval.

Article XXIV

Consultation

 

The Committee recognizes that the ideas and opinions of the teachers, systematically  expressed, can be of significant value in improving the quality of education of the Provincetown School System. The Committee further recognizes that the Association can be of significant help in collecting this information. Therefore, the Committee and Association agree to the following:

No more frequently than once a month for a duration of no longer than three (3)  hours, the Committee and/or their designated administrative representative(s) will, upon request of the Association president, meet with representatives designated by the president at a reasonable time and place mutually agreed upon to discuss pertinent matters. When requesting such a meeting, the president will submit topics of interest to the Superintendent who will prepare an agenda. Distribution of the agenda at least one week in advance will constitute notice of the scheduled meeting.

 

 

 

 

Article XXV

Compensation

 

A.     The Salary Schedules for the three-year Agreement for July 1, 2014 through June 30, 2017 appear in the contract as Appendices A1, A2, and A3.

B.     Effective July 1, 2014 (FY 15):

All teachers will receive an increase of 1%.

C.     Effective July 1, 2015 (FY16):

All teachers will receive an increase of 2%.

D.     Effective July 1, 2016 (FY17):

All teachers will receive an increase of 2%

.

 E.  The following apply to the Basic Salary Schedule:

      1.   All movements vertically take effect September 1.

      2.   All movements horizontally will take effect immediately upon presentation to the Superintendent of proof of fulfillment of academic requirements.  Change in pay will be effective as of the payday next following such presentation.  The Superintendent must be notified of anticipated movements before December 15.

      3.   Should the mandatory state minimum bachelor’s salary increase beyond the stated beginning salary of this contract during the time of this Agreement, all steps of this salary schedule will increase commensurately.

      4.  Payments of teachers’ salaries may be made either in twenty-six (26) or twenty-two (22) equal payments.  Each teacher must, prior to September 1 of each year, elect one of these two pay schedules.

      5.  Part-time teachers are to be placed on the schedule and paid the appropriate  percentage of their proper step.

      6.  Part-time positions will not be used to diminish the number of full-time positions.

F.         Administrative Support Positions

            1. The parties agree to form a Joint Labor Management Committee to develop job        descriptions for each of the proposed stipend positions and to determine the            appropriate compensation based on each job description. 

 2. As part of a separate Memorandum of Agreement dated June 17, 2014, and signed by the President of the PAE and the School Committee representative to the Negotiations Team for the successor cba for July 1, 2014 through June 30, 2017, the Parties agree to the following Joint Labor Management Committee: The Parties agree to establish a JLMC to address the issue of updating the CBA Appendices B, C, and D. The Parties agree to begin to meet no later than November 12, 2014, and to meet regularly at times mutually agreed upon, with the goal to complete the work by December 12, 2014. The JLMC will consist of three members selected by the President of the Association and up to three members selected by the Committee. Either of the Parties may choose to involve others to inform and enhance the work of the JLMC.

 

 

 

 

 

 

 

 

Article XXVI

Memorandum of Understanding

 

Any Memorandum(a) of Understanding with enduring impact on record at the time of the effective date of this Agreement and any MOU’s signed in the future will automatically be incorporated into this Agreement.  Those on record will be attached to each copy of the contract distributed to the members of the Association and to the Committee.  Any MOU signed in the future will be similarly distributed within two weeks of signing, accompanied by a notice that the content constitutes a part of the then current Agreement.

 

 

 

Article XXVII

Duration of Agreement

 

A.        The provisions of this contract will be effective as of July 1, 2014 and will continue and remain in force through June 30, 2017

B.         The parties agree that no later than October 15th, 2017 they will enter into negotiations for a successor contract.  If no agreement is reached, the parties may select a fact finder or may petition the State Board of Conciliation and Arbitration to initiate mediation or fact finding.

IN WITNESS WHEREOF the parties to this contract have caused these presents to be executed by their agents hereunto duly authorized and their seals to be affixed hereto.

 

__________________________                                Date:____________________

Provincetown School Committee

Chairman

 

__________________________                                Date:____________________

Provincetown Association of

                Educators

 

_________________________                                  Date:____________________

Superintendent of School

 


 

FY15  1%

 

B

 

B + 15

 

B + 30

 

MA

 

MA+15

 

MA+30

 

MA+45

 

MA 60/PHD

1

$39,782.01

 

$41,716.18

 

$43,650.39

 

$44,617.45

 

$45,584.50

 

$47,518.68

 

$48,485.77

 

$49,452.87

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

2

$41,373.29

 

$43,384.83

 

$45,396.40

 

$46,402.15

 

$47,407.88

 

$49,419.43

 

$50,425.20

 

$51,430.98

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

3

$43,028.22

 

$45,120.00

 

$47,212.26

 

$48,258.23

 

$49,304.20

 

$51,396.20

 

$52,442.21

 

$53,488.22

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

4

$44,749.35

 

$46,925.03

 

$49,100.75

 

$50,188.56

 

$51,276.36

 

$53,452.05

 

$54,539.90

 

$55,627.75

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

5

$46,539.33

 

$48,802.03

 

$51,064.78

 

$52,196.11

 

$53,327.42

 

$55,590.13

 

$56,721.50

 

$57,852.86

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

6

$48,400.90

 

$50,754.11

 

$53,107.37

 

$54,283.95

 

$55,460.52

 

$57,813.74

 

$58,990.36

 

$60,166.97

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

7

$50,336.94

 

$52,784.27

 

$55,231.67

 

$56,455.31

 

$57,678.94

 

$60,126.29

 

$61,349.97

 

$62,573.65

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

8

$52,350.41

 

$54,895.65

 

$57,440.93

 

$58,713.52

 

$59,986.09

 

$62,531.34

 

$63,803.97

 

$65,076.60

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

9

$54,444.43

 

$57,091.47

 

$59,738.57

 

$61,062.06

 

$62,385.54

 

$65,032.59

 

$66,356.13

 

$67,679.66

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

10

$56,622.21

 

$59,375.13

 

$62,128.11

 

$63,504.54

 

$64,880.96

 

$67,633.90

 

$69,010.37

 

$70,386.85

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

11

$58,887.10

 

$61,750.13

 

$64,613.24

 

$66,044.73

 

$67,476.20

 

$70,339.25

 

$71,770.79

 

$73,202.32

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

12

61,242.58

 

$64,220.14

 

$67,197.77

 

$68,686.51

 

$70,175.24

 

$73,152.82

 

$74,641.62

 

$76,130.42

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

13

 

 

 

 

 

 

$71,433.97

 

$72,982.25

 

$76,078.93

 

$77,627.28

 

$79,175.63

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

14

 

 

 

 

 

 

 

 

$75,901.54

 

$79,122.09

 

$80,732.37

 

$82,342.66

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

APPENDIX A-1

 

 


FY16 2%

 

B

 

B + 15

 

B+30

 

MA

 

MA+15

 

MA+30

 

MA+45

 

MA 60/PHD

1

$40,577.65

 

$42,550.50

 

$44,523.40

 

$45,509.80

 

$46,496.19

 

48,469.05

 

$49,455.49

 

$50,441.92

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

2

42,200.76

 

$44,252.52

 

$46,304.33

 

$47,330.19

 

$48,356.04

 

$50,407.81

 

$51,433.71

 

$52,459.60

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

3

$43,888.79

 

$46,022.62

 

$48,156.51

 

$49,223.40

 

$50,290.28

 

$52,424.13

 

$53,491.06

 

$54,557.98

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

4

$45,644.34

 

$47,863.53

 

$50,082.77

 

$51,192.33

 

$52,301.89

 

$54,521.09

 

$55,630.70

 

$56,740.30

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

5

$47,470.11

 

$49,778.07

 

$52,086.08

 

$53,240.03

 

$54,393.97

 

$56,701.94

 

$57,855.93

 

$59,009.92

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

6

$49,368.92

 

$51,769.19

 

$54,169.52

 

$55,369.63

 

$56,569.73

 

$58,970.01

 

$60,170.16

 

$61,370.31

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

7

$51,343.68

 

$53,839.96

 

$56,336.30

 

$57,584.41

 

$58,832.51

 

$61,328.81

 

$62,576.97

 

$63,825.13

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

8

53,397.42

 

$55,993.56

 

$58,589.75

 

$59,887.79

 

$61,185.82

 

$63,781.97

 

$65,080.05

 

$66,378.13

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

9

$55,533.32

 

$58,233.30

 

$60,933.34

 

$62,283.30

 

$63,633.25

 

$66,333.24

 

$67,683.25

 

$69,033.26

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

10

$57,754.65

 

$60,562.63

 

$63,370.68

 

$64,774.63

 

$66,178.58

 

$68,986.57

 

$70,390.58

 

$71,794.59

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

11

$60,064.84

 

$62,985.14

 

$65,905.50

 

$67,365.62

 

$68,825.72

 

$71,746.04

 

$73,206.20

 

$74,666.37

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

12

$62,467.43

 

$65,504.54

 

$68,541.72

 

$70,060.24

 

$71,578.75

 

$74,615.88

 

$76,134.45

 

$77,653.02

4

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

13

 

 

 

 

 

 

$72,862.65

 

$74,441.90

 

$77,600.51

 

$79,179.83

 

$80,759.15

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

14

 

 

 

 

 

 

 

 

$77,419.58

 

$80,704.53

 

$82,347.02

 

$83,989.51

 

APPENDIX A-2


FY17 2%

 

B

 

B + 15

 

B+30

 

MA

 

MA+15

 

MA+30

 

MA+45

 

MA 60/PHD

1

$41,389.21

 

$43,401.51

 

$45,413.86

 

$46,419.99

 

$47,426.11

 

$49,438.43

 

$50,444.60

 

$51,450.76

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

2

$43,044.77

 

$45,137.57

 

$47,230.42

 

$48,276.79

 

$49,323.16

 

$51,415.97

 

$52,462.38

 

$53,508.79

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

3

$44,466.56

 

$46,943.08

 

$49,119.64

 

$50,207.87

 

$51,296.09

 

$53,472.61

 

$54,560.88

 

$55,649.14

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

4

$46,557.23

 

$48,820.80

 

$51,084.42

 

$52,216.18

 

$53,347.93

 

$55,611.51

 

$56,743.31

 

$57,875.11

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

5

$48,419.52

 

$50,773.63

 

$53,127.80

 

$54,304.83

 

$55,481.85

 

$57,835.97

 

$59,013.04

 

$60,190.11

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

6

$50,356.30

 

$52,804.58

 

$55,252.91

 

$56,477.02

 

$57,701.12

 

$60,149.41

 

$61,373.57

 

$62,597.72

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

7

$52,370.55

 

$54,916.76

 

$57,463.03

 

$58,736.10

 

$60,009.16

 

$62,555.39

 

$63,828.51

 

$65,101.63

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

8

$54,465.37

 

$57,113.43

 

$59,761.55

 

$61,085.55

 

$62,409.53

 

$65,057.60

 

$66,381.65

 

$67,705.69

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

9

$56,643.99

 

$59,397.97

 

$62,152.01

 

$63,528.97

 

$64,905.91

 

$67,659.91

 

$69,036.91

 

$70,413.92

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

10

$58,909.74

 

$61,773.88

 

$64,638.09

 

$66,070.13

 

$67,502.15

 

$70,366.31

 

$71,798.39

 

$73,230.48

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

11

$61,266.13

 

$64,244.84

 

$67,223.61

 

$68,712.93

 

$70,202.24

 

$73,180.96

 

$74,670.33

 

$76,159.70

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

12

$63,716.78

 

$66,814.63

 

$69,912.56

 

$71,461.45

 

$73,010.32

 

$76,108.20

 

$77,657.14

 

$79,206.08

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

13

 

 

 

 

 

 

$74,319.91

 

$75,930.74

 

$79,152.52

 

$80,763.43

 

$82,374.33

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

14

 

 

 

 

 

 

 

 

$78,967.97

 

$82,318.62

 

$83,993.96

 

$85,669.30

 

 

APPENDIX A-3

 

 

 

Appendix B

Extra Curricular Activities

                    Senior Class Advisor                $1400.

        Junior Class Advisor                 $1300.

        Yearbook Advisor                    $1250.

        Senior Play Director                  $1000.

        National Honor Society             $  700.

        Director of the Musical              $1300.

        Assistant Musical Director         $  700.

        Choreographer                          $  700.        

        House Manager                         $  500.

        Musical Director                      $1000.

        Production Manager                  $  500.

        Stage Manager                         $  500.

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

Appendix C

Athletic Activities: Coaches

MYP Coaches                           $1250 per season/ per sport

            (8-10 weeks of activities, 3-5 days per week)

     Girls Varsity Basketball                  $5600

     Girls Assistant Basketball               $3500

     Girls Varsity Softball                       $4200

     Girls Assistant Softball                    $2500

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 


APPENDIX D

 

Job Description – Activity Coordinator  

 

The purpose of this position is to facilitate the after school activity program in Provincetown Schools for students in High School and the Middle Years Program.  These programs may include sports and clubs.  This Coordinator works closely with the Head Teacher in facilitating a dynamic after school program.

 

If there is a need for the Activity Coordinator to be out of the classroom in order to fulfill Activity Coordinator  responsibilities, classroom coverage will be provided.                              

 

Qualifications:

A teacher in Provincetown Schools

Excellent organizational skills

Enthusiastic, creative planner

An interest in physical activities

 

Responsibilities:

1.     Supporting coaches/ activity supervisors

2.     Developing MYP sports / activities for 8-10 week cycles

3.     Facilitating the MYP activities including:  student participation, equipment, staffing of personnel, arranging space, scheduling

4.     Monitoring the MYP after school programs

 

Job Performance:

Reports directly to the District Principal.

On a quarterly basis, the Activity Coordinator will receive written and oral feedback relevant to the fulfillment of the responsibilities listed above, as well as organizational skills and cooperation with faculty and staff in accomplishing these responsibilities. This feedback will be independent of the Professional Employee Evaluation system.

 

Terms:

1 year term after which the position will be reviewed with an opportunity to renew. 

 

Compensation:   $3150.

Data Specialist   Job Description                       

 

The purpose of this position is to lead the faculty in the collection, analysis, and distribution of student performance data generated from formative and summative assessments with the intent of informing instruction.  The Data Specialist works closely with the District Principal, the MCAS Coordinator, and the Director of Special Education and advises on the selection, administration, and reporting of student performance measurements,

 

 

If there is a need for the Data Specialist to be out of the classroom in order to fulfill Data Specialist responsibilities, classroom coverage will be provided.     

 

 Qualifications:

                    

Responsibilities:

·        Assist individual teachers and Teams with grade level data and individual student data including item analysis, standard analysis, growth analysis, etc for the purpose of improving, differentiating instruction and /or determining effective interventions.

·        Attend relevant trainings relating to use of Data to improve instruction: Cape Cod Collaborative, Southeast Regional District, MESPA, etc.

·        Establish schedule for Assessments (Star, others), report results, train faculty to read and interpret data results.

·        Explore other possible assessment/benchmark tools for data. 

·        Plan agenda, schedule and meet monthly with PYP Data team.

·        Plan agenda, schedule and meet monthly with MYP Data team.

·        Plan agenda, schedule and meet monthly with District Data Team to update and explore progress towards faculty data goals. 

·        Create and maintain Data Wall.

·        Assist in creating the Data Plan for the School.

·        Train teachers to analyze formative and summative assessment data for the purpose of informing instruction.

·        Provide teachers with updated information about the nature of the tests including access to practice tests.

·        Work with Special Needs Department to ensure appropriate testing is in place according to the students’ IEP

 

 

 

 

 

 

Job Performance: 

Reports directly to the District Principal.

On a quarterly basis, the Data Specialist will receive written and oral feedback relevant to the fulfillment of the responsibilities listed above, as well as organizational skills and cooperation with faculty and staff in accomplishing these responsibilities. This feedback will be independent of the Professional Employee Evaluation system.

 

Terms:
1 year term after which the position will be reviewed with an opportunity to renew.

 

Compensation:   $5,000

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

Job Description – Head Teacher  (K - Grade 12)   

The purpose of this position is to provide administrative support when the District Principal is unavailable.  Additionally, the Head Teacher assumes a leadership role in maintaining a positive school climate and an efficiently managed organization.  The Head Teacher supports all teachers and paraprofessionals in their work with children and assists the Principal with supervision of students.  

If there is a need for the Head Teacher to be out of the classroom in order to fulfill Head teacher  responsibilities, classroom coverage will be provided.                             

Qualifications:


Specific Responsibilities:

1. Assists with the maintenance of school-wide climate and organization for learning (high expectations, cooperation, positive attitudes, etc.)


2. Provides operational procedures for discipline designed and managed to maximize opportunities for successful student learning.
 Assists teachers with behavior management issues when needed.

 

3. Provides and/or arranges daily supervision for:  the arrival and/or dismissal of students; hallway, lunchroom, and playground supervision.  


4. Helps to develop school-wide structures to enhance school climate and culture.

5. Supports leadership opportunities for the older students in the school.

6. Collaborates with the bus driver to ensure that school-wide behavior expectations are reinforced on the bus.


7. Seeks opportunities to help students learn and practice appropriate social skills.

8. Responsible for PYP after school programming including: liaison to the recreation department; organizing enrichment offerings; homework and other clubs / programs.

 

9. Participates in the selection of professional and paraprofessional personnel.

 

10.   Seeks opportunities and facilitates positive publicity and public relations  via the media.

 

11.  Develops / supports teachers in applying for small grants. 

 

12. Performs such additional responsibilities and duties as designated by the Principal.

 

 

Job Performance: 

Reports directly to the District Principal

On a quarterly basis, the head Teacherder will receive written and oral feedback relevant to the fulfillment of the responsibilities listed above, as well as organizational skills and cooperation with faculty and staff in accomplishing these responsibilities. This feedback will be independent of the Professional Employee Evaluation system.

Terms:
1 year term after which the position will be reviewed with an opportunity to renew.

 

Compensation:   $6,000

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

Job Description – MCAS Coordinator

 

The purpose of this position is to manage the administrative tasks of all MCAS testing in the course of the year.  This includes communication with all constituents, cooperation with the Principal and Special Education Director, and mindfulness of state regulations and requirements.

 

If there is a need for the MCAS Coordinator to be out of the classroom in order to fulfill MCAS Coordinator  responsibilities, classroom coverage will be provided.     

                       

Qualifications:

A teacher in Provincetown Schools

Excellent organizational skills

Excellent communication skills

Ability to navigate through and analyze extensive data

 

Responsibilities:

 

Job Performance:

Reports directly to the District Principal.

On a quarterly basis, the MCAS Coordinator will receive written and oral feedback relevant to the fulfillment of the responsibilities listed above, as well as organizational skills and cooperation with faculty and staff in accomplishing these responsibilities. This feedback will be independent of the Professional Employee Evaluation system.

 

Terms:

1 year term after which the position will be reviewed with an opportunity to renew.

Compensation:       $2000.

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

Job Description – MYP Coordinator (grades 5 - 8)

 

The primary purpose of the MYP Coordinator position is to fulfill all MYP expectations as required or recommended by the IBO.  This leadership role promotes, supports, and facilitates the development of the MYP according to IB philosophy.  This person will bring the MYP through candidacy status to authorized status.

 

If there is a need for the MYP Coordinator to be out of the classroom in order to fulfill MYP Coordinator responsibilities, classroom coverage will be provided.                             

 

 

Qualifications:

 

 

Specific Responsibilities:

    As Candidacy Progresses:        

                1.  Pedagogical leader of the MYP in the schools

                2.  Be familiar with and advise administration and faculty on all IB MYP related   documents

                3.  Oversee implementation of Areas of Interaction in schools

                4.   Ensure the concept of internationalism permeates all subjects

                5.   Organize and chair a MYP steering committee

                6.   Coordinator closely with the District Principal

                7.  Develop and present orientations and other informational programs for MYP parents

               8.  Engage in and encourage professional development with the PYP coordinator

               9.  Organize, prepare agendas, and coordinate/lead professional development activities for MYP staff during the early release days and for staff meetings as directed by District Principal

                10.  Prepare and present ongoing programs of MYP orientation and growth to MYP students

 

As Validation occurs:

                1.  Central focus and responsible authority  for the MYP Application process including the authorization visit

                2.  Maintain library of current IB MYP related documents and materials

                3.  Provide content and maintain MYP information on the website

                4.  Help with marketing the program to the community

                5.  Central focus for MYP organization and administration within the schools

                6.   Maintain MYP Partnership information on the IB information System

                7.   Coordinate closely with the IB PYP coordinator

                8.  Oversee the MYP budget

                9.  Develop and administer programs to share information between teachers returning from MYP training and the rest of the MYP staff

                10. Engage in and encourage professional development with the PYP coordinator

                11.  Maintain library of current IB MYP related documents and materials

 

Job Performance:

Reports directly to the District Principal.

On a quarterly basis, the MYP Coordinator will receive written and oral feedback relevant to the fulfillment of the responsibilities listed above, as well as organizational skills and cooperation with faculty and staff in accomplishing these responsibilities. This feedback will be independent of the Professional Employee Evaluation system.

 

Terms:

1 year term after which the position will be reviewed with an opportunity to renew.

 

Compensation:  $7500

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

Job Description – PYP Coordinator (pre school – grade 4)

 

 

The purpose of the PYP Coordinator position is to act as the liaison between IBO and Provincetown Schools.  This leadership role promotes, supports, and facilitates the development of the Primary Years Program according to IBO guidelines and philosophy.

This person will lead the PYP through the candidacy stage to IB authorization.  The IB Coordinator assists all teachers and paraprofessionals with IB Units of Inquiry and pedagogical approaches.

 

If there is a need for the PYP Coordinator to be out of the classroom in order to fulfill PYP Coordinator responsibilities, classroom coverage will be provided.                             

 

Qualifications:

 

Specific Responsibilities

                  2.   Defining culture of school (PYP learner profile)

3.  Facilitating inquiry

      4.  Articulation of the PYP

      5.  Supporting authorization

      6.  Supporting evaluation

      7.  Archiving materials

      8.  Developing policy on assessment

      9.  Maintain record of PYP exhibitions

     10. Facilitate professional development workshops, conferences, school visits, IB networking, induction

 

Job Performance:

Reports directly to the District Principal.

On a quarterly basis, the PYP Coordinator will receive written and oral feedback relevant to the fulfillment of the responsibilities listed above, as well as organizational skills and cooperation with faculty and staff in accomplishing these responsibilities. This feedback will be independent of the Professional Employee Evaluation system.

 

Terms:

 1 year term after which the position will be reviewed with an option to renew.

 

Compensation:  $7500       

 Special Education Team Leader – Job Description 

The purpose of the Special Education Team Leader is to  provide leadership in the daily activities of the school, with special attention to students with Special needs.  It is the responsibility of the Special Education team Leader to communicate regularly with the Superintendent/ Special Education Director regarding the needs of the department as well as the needs of specific students and families.  The Special Education Team Leader facilitates the Special Education Secretary’s daily activities.

 

If there is a need for the Special Education Team Leader to be out of the classroom in order to fulfill Special Education Team Leader  responsibilities, classroom coverage will be provided. 

 Qualifications:

A teacher in Provincetown Public Schools

Special Education Licensure

Knowledge of Special Education laws and regulations

Ability to work cooperatively with all constituents

Specific Responsibilities:

1.     Monitors IEPs for completeness

2.     Assists in the scheduling of Team Meetings

3.     Assigns evaluations for initial and 3 year evaluations

4.     Assists with Team Meeting invitation lists

5.     Monitors compliance with  regulatory timelines.

6.     Assists in writing IEPs as needed

7.     Assists in developing grants

8.     Monitors grant expenditures

9.     Collects student data for decision making and compliance reviews

Job Performance:

Reports directly to the Superintendent/ Special Education Director.

On a quarterly basis, the Special Education Team Leader will receive written and oral feedback relevant to the fulfillment of the responsibilities listed above, as well as organizational skills and cooperation with faculty and staff in accomplishing these responsibilities. This feedback will be independent of the Professional Employee Evaluation system.

Terms:

1 year term after which the position will be reviewed with an opportunity to renew. 

Compensation: = $6000

 

Appendix E

 

 

Provincetown Public Schools

Teacher Evaluation Form

 

Name:

Subject/Grade

Date

 

Evaluator Name

Dates of Observations

 

 

Section I

Unsatisfactory

Needs

Improvement

Proficient

Distinguished

CURRICULUM AND PLANNING

Demonstrates a depth of content knowledge and understanding

 

 

 

 

Incorporates departmental/subject area expectations into lesson plans

 

 

 

 

Designs lessons that accommodate multiple learning styles.

 

 

 

 

Activates and builds upon students’ prior skills, interests, and knowledge.

 

 

 

 

Aligns lesson objectives with school and state standards, as identified on curriculum.

 

 

 

 

Adapts instruction in accordance with students IEPs in collaboration with SPED teacher(s) and 504 plans

 

 

 

 

 

Comments:

CLASSROOM ENVIRONMENT

 

Interacts respectfully with all students.

 

 

 

 

 

Conveys enthusiasm for subject matter

 

 

 

 

Holds all students accountable to high expectations for achievement and growth.

 

 

 

 

 

Promotes and manages collaborative learning.

 

 

 

 

Establishes effective classroom routines and procedures.

 

 

 

 

Organizes the physical environment to maximize student learning.

 

 

 

 

 

Comments:

INSTRUCTION

 

Communicates clear directions and procedures

 

 

 

 

Identifies and communicates learning objectives for skills and content.

 

 

 

 

Communicates clearly and effectively through speech and writing.

 

 

 

 

 

Allocates and manages instructional time effectively

 

 

 

 

Incorporates questioning strategies to improve student thinking and learning.

 

 

 

 

Facilitates engaging and inclusive classroom discussion.

 

 

 

 

Varies instruction to accommodate different learning styles

 

 

 

 

Designs, selects, and incorporates materials and resources that stimulate student learning.

 

 

 

 

Adapts instruction in accordance with student IEPs and 504 plans

 

 

 

 

 

Comments:

 

Section I

Unsatisfactory

Needs

Improvement

Proficient

Distinguished

ASSESSMENT

 

Aligns assessments with instructional goals.

 

 

 

 

 

Designs assessments around clear criteria or standards.

 

 

 

 

Provides ongoing, timely, and useful feedback to students.

 

 

 

 

 

Utilizes a variety of assessment strategies.

 

 

 

 

Uses assessment data to inform and improve curriculum and instruction.

 

 

 

 

Adapts assessment in accordance with student IEP’s in collaboration with SPED teacher(s) and 504 plans

 

 

 

 

 

Comments:

PROFESSIONAL RESPONSIBILITIES

 

Maintains accurate and up-to-date records.

 

 

 

 

Communicates frequently and professionally with parents.

 

 

 

 

Maintains respectful, collegial, and collaborative relationships with colleagues.

 

 

 

 

Seeks and participates in collaborative inquiry as professional development.

 

 

 

 

 

Adheres to and upholds school rules and procedures.

 

 

 

 

 

Reflects positively on the PHS community.

 

 

 

 

 

Fulfills basic professional responsibilities.

 

 

 

 

Contributes positively to the professional culture of the school.

 

 

 

 

 

Comments:

PROMOTES EQUITY

Strives to ensure equitable opportunities for student learning and provides a variety of ways for them to demonstrate knowledge.

 

 

 

 

 

Demonstrates appreciation for and sensitivity to diversity among individuals

 

 

 

 

 

Encourages all students to believe that effort is a key to achievement.

 

 

 

 

 

Comments:

 

Section II – Goals

Unsatisfactory

Needs

Improvement

Proficient

Distinguished

 

Overall progress towards goals and professional development plan:

 

 

 

 

 

Comment:

 

Section III – Evaluator’s Comments

Unsatisfactory

Needs

Improvement

Proficient

Distinguished

 

Overall Performance rating

 

 

 

 

 

 

 

 

SUPERVISOR’S COMMENTS

 

 

 

 

 

 

 

 

 

Supervisor’s Signature_______________________________________   Date________________

 

 

 

 

 

 

Section IV – Teacher Comments

 

Comments (Attach additional pages if necessary)

 

 

 

          I am in general agreement with this evaluation.

 

          I am in general agreement with this evaluation; exceptions noted and/or attached.

 

          I am not in general agreement with this evaluation; exceptions noted and/or attached.

 

 

 

 

 

 

 

 

 

 

 

Teacher’s Signature  __________________________________     Date___________________

 

 

 

                                                                           

                                                                        

PROVINCETOWN SCHOOL DISTRICT

 

EMPLOYEE IMPROVEMENT PLAN

 

 

For any area(s) in which an employee receives a ranking of Needs Improvement or Unsatisfactory on a formal evaluation, an improvement plan will be developed with an appropriate timeline. The Improvement Plan will be part of the evaluation process; it will comply with all statutory, regulatory and contractual requirements and will have the following elements:

 

 

Area(s) to be Improved:             Statement of the specific deficiencies in any area(s) identified in the

                                                      original evaluation.

 

Performance Goal(s):                 Identification of specific improvements required, based on the

                                                      descriptors contained within the evaluation form.

 

Strategies/Activities:                  Statement of specific strategies and activities which lead to

                                                      improvement.

                                                    

                                                      These may include, but are not limited to modeling, practice, audio

                                                      or video taping, formative supervision, counseling, and professional                                                                               

                                                      development activities. The employee may request additional     

                                                      assistance

 

Monitoring and Feedback:         Periodic written statements of the progress of improvement with

                                                       specific recommendations, based on specific data including

                                                       observations.

 

                                                      Each progress statement will be discussed with the employee in a

                                                      conference.

 

Time frame:                                An appropriate timetable for improvement, which may be up to a    

                                                      year per plan.                                                                 

 

                                                      Any plan expected to last more than ninety (90) working days will

                                                      include target dates for interim assessments. A final assessment of

                                                      progress will be made in the area(s) to be improved. Every effort will

                                                      be made to adhere to the time frame initially set. The employee will

                                                      have the right to consult an Association representative before 

                                                      agreeing to any adjustment.

                                                

 

Signatures:                                 The employee and the District Principal will sign and date the

                                                     Improvement Plan. The employee’s signature indicates that the

                                                     employee has reviewed the Plan with the District Principal and has

                                                     received a copy, but not necessarily that s/he is in agreement with its

                                                     content, but that s/he will comply with the Plan.

 

 

                                               

 

 

 

PROVINCETOWN SCHOOL SYSTEM

 

EMPLOYEE IMPROVEMENT PLAN

 

 

Employee_______________________                District Principal/Evaluator______________________

 

Position_________________________                Date of the initial review of the Plan_______________

 

                                                                                Target Date for Final Assessment_________________

 

 

Area(s) to be improved:

 

______________________________________________________________________________________

 

______________________________________________________________________________________

 

______________________________________________________________________________________

 

 

Performance Goal(s):

 

______________________________________________________________________________________

 

______________________________________________________________________________________

 

______________________________________________________________________________________

 

 

Strategies and Activities:

 

______________________________________________________________________________________

 

______________________________________________________________________________________

 

______________________________________________________________________________________

 

______________________________________________________________________________________

 

______________________________________________________________________________________

 

 

Assistance proposed by the District Principal:

 

______________________________________________________________________________________

 

______________________________________________________________________________________

 

______________________________________________________________________________________

 

 

 

 

 

 

 

Time Frame: List of target dates

 

_____________________________________           ______________________________________

 

_____________________________________           ______________________________________

 

_____________________________________           ______________________________________

 

 

 

Monitoring and Feedback: Please attach written statements as to the progress of improvement with

specific follow-up recommendations by the District Principal.

(Please attach observations and any additional pages, as needed.)

 

 

Signatures:

 

Employee_____________________________            District Principal________________________

 

Date_________________________________             Date __________________________________  

 

The employee’s signature indicates that the employee has reviewed the Plan with the District Principal and has received a copy of the Plan, not necessarily that s/he agrees with its content but  that s/he agrees to comply with the Plan.

 

 

 

 

 

 

1.       The employee will have the right to have an Association representative at any meeting held regarding the Improvement Plan.

 

2.       The employee will have the right to ask for additional support, feedback and conferences with the District Principal.

 

3.       Should the Improvement Plan call for new materials to be purchased, a workshop

attended, or the like (e.g. conferences, webinars, peer observations), the school system shall have the responsibility for such expense.

 

4.       At the conclusion of the Improvement Plan, a final assessment will be provided. The employee will have the opportunity to respond to the assessment and the response will become part of the evaluation process.