Randolph

Show detailed information about district and contract

DistrictRandolph
Shared Contract District
Org Code2440000
Type of DistrictMunicipal K12
Union AffiliationMTA
Most Recent DocumentContract
Expiring Year2017
Expired StatusCurrent
Superintendency UnionRandolph
Regional HS MembersRandolph
Vocational HS MembersBLUE HILLS
CountyNorfolk
ESE RegionSoutheast
Urban
Kind of Communityeconomically developed suburbs
Number of Schools6
Enrollment2883
Percent Low Income Students38
Grade StartPK
Grade End12
download pdf version of this document view accessible version of this document Randolph

RANDOLPH SCHOOL COMMITTEE

Ida Gordon, Chair

Bruce Pontbriand, Vice-Chair

Abdi Ibrahim

Emmanuel Mecha,

Paul Meoni, Town Council Representative

Rebecca M. Robateau

Keith Wortzman

 

SUPERINTENDENT OF SCHOOLS

Thomas Anderson

 

RANDOLPH EDUCATION ASSOCIATION

Shauna Nelson, President

Sheila Hanley, President-Elect

Stephen LeClair, Vice-President, High School

Sharon Bamberg, Vice-President, RCMS

Katharine O’Meara, Vice President, Elementary

Karen Miller, Treasurer

Patricia Davis, Recording Secretary

 

NEGOTIATING TEAM

Shauna Nelson, Chairperson

Sheila Hanley

Steve LeClair

Dawn Martens

Katharine O'Meara

Hope Rego

Karen Resendes-Cartwright

Jessica Skolski

Philip Katz, MTA Field Representative

This collective agreement is published by the

SCHOOL COMMITTEE

TOWN OF RANDOLPH

 

AND THE

 

RANDOLPH EDUCATION ASSOCIATION

RANDOLPH, MASSACHUSETTS

(September 2014 - August 2017)

 


 

TABLE OF CONTENTS

      Foreword                                                                              1

      Agreement                                                                            1

      Preamble                                                                               1

Article I                 Recognition                                                                           1

Article II               Academic Freedom                                                               3

Article III              Payroll Deduction                                                                 3

Article IV              Professional Consultation                                                     4

Article V               Rights of Committee                                                            5

Article VI              Grievances                                                                            6

Article VII            Arbitration                                                                            8

Article VIII           Strikes - Public Pressures                                                      9

Article IX              Relief from Non-Teaching Duties                                        9

Article X               Teacher Employment and Reemployment                            10

Article XI              Assignments, Reassignments, Vacancies, and Transfers      11

Article XII            Intentionally Left Blank                                                       13

Article XIII           Summer, Evening and Federal Programs                              13

Article XIV           Intentionally Left Blank                                                       14

Article XV            Teacher Evaluation                                                               14

Article XVI           Class Size                                                                              15

Article XVII         Use of School Facilities                                                        15

Article XVIII        Member Facilities                                                                  16

Article XIX           Protection                                                                              17

Article XX            Personal Injury Benefits                                                       17

Article XXI           Salaries                                                                                  18

      Longevity                                                                              21

      Course Reimbursement                                                         21

Article XXII         Teaching Hours and Teaching Load                                     23

Article XXIII        Insurance and Annuities                                                       31

Article XXIV        Sick Leave                                                                            31

Article XXV         Bereavement Leave                                                              33

Article XXVI        Temporary Leaves of Absence                                             33

Article XXVII      Sabbatical Leave                                                                   35

Article XXVIII     Exchange Programs                                                              35

Article XXIX        Parental and Child Rearing                                                   36

Article XXX         Substitute Teachers                                                               37

Article XXXI        Reduction in Force                                                               37

Article XXXII      Agency Fee                                                                           40

Article XXXIII     Duration - Negotiations Procedures                                     40

Article XXXIV     General                                                                                  41

 

 

i


 

APPENDIX I       Unit A Salary Schedule                                                        43

 

APPENDIX II      Extra Duty And Extra-Curricular Assignments                   44

 

APPENDIX III - COACHES

 

Article I                 Recognition                                                                           48

Article II               Coaches Grievances                                                              48

Article III              Coaches' Arbitration                                                             51

Article IV              Coaches' Clothing                                                                 52

Article V               Coaching Conferences                                                          52

Article VI              Coaching Salaries                                                                  52

 

APPENDIX IV    Personal Leave of Absence Form                                         55

 

APPENDIX V      Sick Bank Guidelines                                                           56

 

APPENDIX VI    Randolph Educator Evaluation Process,

                              Rubrics and Forms                                                                60

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

ii

 


FOREWORD

The School Committee is a public body established under and with the powers provided by the Statutes of the Commonwealth of Massachusetts, and nothing in this Agreement shall be deemed to derogate from, or impair, any power, right or duty conferred upon the Committee by statute or rule or regulations of any agency of the Commonwealth except as specifically provided by Chapter 150E M.G.L.

Subject only to the terms expressly set forth herein, as to every matter not specifically mentioned, or provided for in the Agreement, the Committee retains all the powers, rights and rules that it has by law and may exercise the same at its discretion without any such exercise being made the subject of a grievance or arbitration proceeding hereunder.

AGREEMENT

This AGREEMENT, entered into this 1st day of September 2014, between the School Committee of the Town of Randolph, Massachusetts, hereinafter referred to as the "Committee," and the Randolph Education Association, affiliated with the Norfolk County Teachers Association, Massachusetts Teachers Association and with the National Education Association hereinafter referred to as the "Association."

PREAMBLE

It has been the intention of the parties by the consummation of this agreement to continue their harmonious relations, to promote mutual cooperation and understanding, to formulate rules and to define and resolve the proper interest of the teachers in their rights of compensation and conditions under which they perform their duties, all with a goal of improving the educational system of the Town of Randolph.

The parties acknowledge that the Committee has complete authority over policies and administration of the schools which it exercises under law and that this vehicle of collective bargaining will provide the teachers the opportunity to bargain collectively on matters of wages, hours, and other conditions of employment as well as an opportunity to bring their knowledge and experience to bear on matters of professional concern together with that of the Committee, with a goal of assisting in solving the growing problems inherent in the advancement of education.

ARTICLE I

RECOGNITION

SECTION 1.   Subject to the provisions of Chapter 150E M.G.L. and any applicable amendments or provisions of State or Federal law now or hereafter in effect and in recognition of the fact that a majority of the employees in the Unit A described below, in an election conducted by the Massachusetts Labor Relations Commission in case MCR-108 on February 13, 1967, have designated the Randolph Education Association as their bargaining representative on all matters cognizable as mandatory subjects for bargaining, the Committee recognizes the Association as exclusive bargaining representative of all employees in the following unit:

1


All teachers including permanent substitute teachers, guidance counselors, school psychologists, social workers, school adjustment counselors, occupational therapists, Speech/Language Pathologists in the elementary, middle school and high schools, library/media specialists, nurses, Physical Therapist, English Language Learner Liaison*, Academic Coaches, Student Development Specialist, STEM Instructor, Reading Interventionist, and including those persons whose duties are primarily those of a teacher regardless of classification,

but excluding

the Superintendent of Schools, Assistant Superintendent of Schools and all Principals, Assistants or Assistants to the Principals, Directors, Assistant Directors and Supervisors, per diem substitutes, casual teachers, Homeless Liaison and all other employees of the Randolph School Department. It is also understood that head teachers, department chairpersons and elementary assistant principals are excluded while performing in such a capacity.

* The job qualifications for the position of English Language Learner Liaison will require, at a minimum, appropriate DESE licensure. However, the Committee agrees that the current (as of June 17, 2011) employees in those positions who do not currently hold such licensure will be grandfathered.

SECTION 2.   Nothing contained in this Agreement shall be construed to prevent any teacher or group of teachers not acting on behalf of any employee organization or representing anyone but themselves from at any time discussing any problems with any of their supervisors, the Committee, or other representatives of the Committee, nor shall any action taken by said supervisors, Committee, or its representatives as a result of such discussion be the subject of a grievance otherwise legally contested by said Association unless such action is in specific and direct contravention of express language in a specific provision of this Agreement. The Association will be notified and have a right to attend any such session before the Superintendent or Committee.

SECTION 3.   This Agreement incorporates the entire understanding of the parties on all issues, which were or could have been the subject of negotiations. During the term of the Agreement neither party shall be required to negotiate with respect to any such matter whether or not covered by the Agreement and whether or not within the knowledge or contemplation of either or both of the parties at the time they negotiated or signed this Agreement.

SECTION 4.   The parties are agreed that the relations between them shall be governed by the terms of the Agreement only. No change or modifications of this Agreement shall be binding on either the Association or the Committee unless reduced to writing as executed by the respective duly authorized representatives.

2


 

ARTICLE II

ACADEMIC FREEDOM

SECTION 1.   The private and personal life of a teacher is not within the appropriate concern or attention of the Committee, except as it may be shown to interfere with the teacher's responsibilities to and relationship with students and/or the school system.

SECTION 2.   Teachers will be entitled to full rights of citizenship, and no religious or political activities of any teacher (provided such activities do not take place during his working hours) or the lack thereof will be grounds for any discipline or discrimination with respect to the professional employment of such teacher.

SECTION 3.   There shall be no discrimination, interference, restraint, or coercion by the Committee, the Association or their respective agents against any teacher because of membership or non-membership in the Association. The services of the Association in the capacity of bargaining agent shall be available to all professional employees in the unit covered by this Agreement who are eligible for membership.

ARTICLE III

PAYROLL DEDUCTIONS

SECTION 1.   The Committee agrees that from and after the receipt of written authorization in the form set below, and prior to any revocation thereof, it will deduct from the salary of the teacher signing such authorization Association dues or Agency Fee as therein authorized and will remit the amount so deducted in accordance with such authorization provided that the Committee shall be under no obligation to make any such deduction as aforesaid after the termination of the term of this Agreement, and provided that the Committee may immediately cease making such deduction as set forth in Section 2 below. The Association shall allow a three (3) week period of time for the Committee to commence payroll deductions following submission for authorization.

SECTION 2.   This authorization shall remain in effect until written revocation of this authorization is sent to the Committee, Superintendent and Association, which shall become effective 60 days from receipt of said notification.

SECTION 3.   The Committee will incur no liability for loss of monies collected pursuant to this article after depositing same, properly addressed, to the Association in the U.S. Mail (Registered Mail) or after delivering said monies in person to the Treasurer of the Association.

3


 

AUTHORIZATION

To: TREASURER, Town of Randolph

Randolph, Massachusetts 02368

I hereby authorize the Treasurer of the Randolph Education Association to bill me annually for the current dues of the Randolph Education Association, the Norfolk County Teachers' Association, the Massachusetts Teachers' Association and the National Education Association or the current Agency Fee.

If for any reason the total current dues or the total current Agency Fee are not paid to the Treasurer of the local Association by December 15th, I hereby agree to have the Treasurer of the Town of Randolph and/or the School Committee of the Town of Randolph deduct from my salary said dues or the said agency fee in six (6) equal amounts, under the provisions of applicable M.G.L.

Any such authorization may be withdrawn by said teacher by giving at least 60 days' notice in writing of such withdrawal to the Town Treasurer, the School Committee and the Treasurer of the local Association.

Date: ____________________________________________________________

Signature: _______________________________________________________

SECTION 4.   The Committee, in conjunction with the Town Treasurer, will offer direct deposit to its employees.

ARTICLE IV

PROFESSIONAL CONSULTATIONS

SECTION 1.   In recognition of the professional standing of teachers and the fact that teachers' ideas and opinions systematically and periodically collated and expressed are of significant value in improving the quality of education, as well as in the efficient and economical operation of the Randolph School System; and in recognition of the Association's knowledge of the ideas and opinions of teachers, the procedures set forth below will be followed:

A.        The Committee agrees that not more frequently than once every two months, it or its designated representatives will, upon request of the Association, meet at a reasonable time and place with the Association to consult about any matter of concern or interest to the Association.

B.        The Association agrees that prior to one week before the date scheduled for said consultation, the Association will submit the written agenda of subjects about which it desires to consult at the meetings to the Superintendent.

C.        The parties agree that the consultation will be confined to subjects on the agenda.

4


D.        No matter may be discussed which involves any item expressly covered by this Agreement or any matter which was a specific proposal.

SECTION 2.   The Parties agree to form a Climate and Culture Committee comprised of up to six (6) members appointed by the Superintendent and up to six (6) members appointed by the President of the Association. This Committee shall meet at least three (3) times per school year unless the Parties otherwise agree. There shall be no additional compensation paid to members for participation on this Committee.

SECTION 3.   The Parties agree to form a Curriculum and Professional Development Committee comprised of up to six (6) members appointed by the Superintendent and up to six (6) members appointed by the President of the Association. This Committee shall meet at least three (3) times per school year unless the Parties otherwise agree. There shall be no additional compensation paid to members for participation on this Committee.

SECTION 4.   The Parties agree to form a Technology Committee comprised of up to six (6) members appointed by the Superintendent and up to six (6) members appointed by the President of the Association. This Committee shall meet at least three (3) times per school year unless the Parties otherwise agree. There shall be no additional compensation paid to members for participation on this Committee.

ARTICLE V

RIGHTS OF COMMITTEE

The Committee is a public body established under and with the powers provided by the statutes of the Commonwealth of Massachusetts. As the selected representatives of the citizens of Randolph charged with the responsibility for the quality of education of the Randolph School System, it is acknowledged that the Committee has the final responsibility of establishing the education policies of the Public Schools of Randolph.

Nothing in the Agreement shall be deemed to derogate or impair the powers and responsibilities of the Committee under the statutes of the Commonwealth or the rules and regulations of any agencies of the Commonwealth. Said rights and powers include, but in no way are construed as limited to, the subjects mentioned in the table of contents of this Agreement.

As to every matter not expressly covered by this Agreement and except as are specifically or directly modified by the express language in a specific provision of this Agreement, the Committee retains exclusively to itself all rights and powers that it has or may hereafter be granted by law, and may exercise the same at its discretion without such exercise being made the subject of a grievance, arbitration proceeding, or unfair practice charge.

5


ARTICLE VI

GRIEVANCES

SECTION 1.  

A.        For the purpose of this Agreement a grievance shall be defined as an alleged violation of a provision of this Agreement.

B.        An "aggrieved person" is the person or persons making the claim.

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

D.        The purpose of this procedure is to secure at the lowest possible administrative level equitable solutions to the problems which may from time to time arise affecting the welfare or working conditions of teachers. Both parties agree that these proceedings will be kept as informal and confidential as may be appropriate at any level of the procedure.

E.         Since it is important that grievances be processed as rapidly as possible, the number of days indicated at each level should be considered as maximum, and every effort should be made to expedite the process. The time limits specified may, however, be extended by mutual agreement and must be reduced to writing.

F.         Should a grievance affect three or more teachers, then it may be considered by the Professional Rights and Responsibilities Committee as a group grievance, and same may be filed in writing at Level 2, provided the teachers involved are identified, unless the grievance is common to all the teachers covered by this Agreement. The Professional Rights and Responsibilities Committee shall have the right to process said grievances through all levels of the grievance procedure. In the event a grievance is filed on or after June 1 which if left unresolved until the beginning of the following school year could result in irreparable harm to the party in interest, the time limits set forth herein will be reduced so that the grievance procedure may be exhausted prior to the end of the school term or as soon thereafter as is practicable.

SECTION 2.   A grievance must be presented within ten (10) school days of the time of the occurrence of the alleged contract violation or within ten days of the time when the aggrieved reasonably should have had knowledge of the alleged violation and must be processed in accordance with the steps, time limits and conditions set forth below in this Article.

Level 1.           The Aggrieved or party of interest shall present the grievance in writing to the Principal of his/her building or the appropriate supervisor. The written grievance shall give a specific summary of the facts involved, the provision(s) of this Agreement allegedly violated and the remedy sought. The Principal or supervisor and the aggrieved, and the President of the Association or his/her designee, shall meet within ten school days to discuss the grievance. The Principal or supervisor shall respond in writing within ten school days of the Level 1 meeting. If the

6


grievance is not settled to the satisfaction of the aggrieved employee at this step, it may proceed to Level 2.

Level 2.           The written grievance will be presented to the Superintendent, within ten (10) school days after receipt of the administrator's written response, and a copy shall be sent to the President of the Association. The written grievance shall give a specific summary of the facts involved, the provision(s) of this Agreement allegedly violated and the remedy sought. The Superintendent or his/her designee and the aggrieved, and the President of the Association or his/her designee, shall meet within ten (10) school days to discuss the grievance. The Superintendent shall elect whether this discussion shall take place during working hours or not. The Superintendent or his/her designated representative shall give to the aggrieved person and the President of the Association his/her written answer to the grievance within ten (10) school days following the conclusion of the meeting. If the grievance is not satisfactorily settled at this step, it may proceed to Level 3.

Level 3.           The Level 2 decision must be appealed in writing within ten school days after receipt of the written answer of the Superintendent by the aggrieved to the Committee, and a copy shall be sent to the President of the Association. The Committee or its designated representative and the aggrieved person, counsel and/or authorized representative of the Association shall meet to discuss the grievance as promptly as possible, no later than fifteen (15) school days, at a time mutually agreed upon by the Chairman of the Committee and the President of the Association. But, in any event, if any person or persons are to represent the teacher at this meeting, the Committee will be informed in writing prior to three days before the meeting, of the names and titles of such person or persons. The Committee or its designated representatives shall elect whether this discussion shall take place during working hours or not. The Committee will give its written answer to the grievance within ten (10) school days following the conclusion of the meeting, with a copy sent to the aggrieved person and the President of the Association. If no satisfactory settlement of the grievance is made, it may proceed to Level 4.

Level 4.           The Level 3 decision may be appealed to arbitration by written notice of such intention to appeal within ten (10) school days after the receipt of the written answer under Level 3. This appeal to arbitration shall be in accordance with the procedure and conditions set forth in Article VII.

SECTION 3.   A grievance not initiated within the time specified shall be deemed waived. Failure of the aggrieved person or the Association to appeal a decision within the time limit specified will mean that the grievance shall be considered settled on the basis of the decision last made and shall not be eligible for further appeal.

Failure of the Committee to answer an appeal within the time limit specified shall mean that the appeal may be taken to the next step immediately. The above limitations may be waived by mutual written agreement of the parties.

7


 

SECTION 4.   No reprisals of any kind will be taken by the Committee or any member of the Administration against any party in interest, any school representative, any member of the Professional Rights and Responsibilities Committee, or any participant in the grievance procedure by reason of such participation.

SECTION 5.   Any party in interest may be represented at all stages of the grievance procedure by a person of his/her own choosing from within the bargaining unit or a representative of the Association and/or its affiliates. When an aggrieved person is not represented by the Association, the Association shall have the right to be present and to state its views at all stages of the grievance procedure except at Level 1.

SECTION 6.  

A.        The Committee will, upon request, provide the Association with any documents in its possession which will assist the Association in developing intelligent, accurate, informed, and constructive programs on behalf of the teachers and their students. The Committee minutes, with the exception of those of Executive Session, are available for the perusal of the Professional Rights and Responsibilities Committee of the Association at the administrative offices. Material which is used by the Committee in the preparation of negotiations and/or grievances shall not be subject to this provision.

B.        All documents, communications and records used in the processing of a grievance will be filed separately from the personnel file of the aggrieved person and shall be made available on request to the aggrieved person and the Association.

ARTICLE VII

ARBITRATION

SECTION 1.   In the event either party elects to submit a grievance to arbitration, the arbitrator shall be selected according to and shall be governed by the following procedure:

The arbitrator is to be mutually selected by the Committee and the Association. If the Committee and the Association cannot agree within seven school days after written notice of intention to arbitrate has been received by either party, then the party demanding arbitration shall within five school days, thereafter upon written request to the other, request the Massachusetts Board of Conciliation and Arbitration to provide a panel of arbitrators, said arbitrator then to be selected under the provisions of the Voluntary Labor Arbitration Rules.

SECTION 2.   Each party shall bear the expense of its representatives, participants and witnesses and for the preparation and representation of its own case. The fees and expenses (if any) of the Arbitrator and the Massachusetts Board of Conciliation and Arbitration shall be shared equally by the parties, provided that the obligation of the Committee to pay shall be limited to the obligation which the Committee can legally undertake in that connection. In no event shall any present or future member of the Committee have any personal obligation for any payment under any provision of this Agreement.

8


 

SECTION 3.   The Arbitrator shall be bound by the procedure set forth in the Voluntary Labor Arbitration Rules as now in effect or hereafter established by the Massachusetts Board of Conciliation and Arbitration. He/she shall arrive at his/her decision solely upon the facts, evidence and contentions as presented by the parties through the arbitration proceedings. The Arbitrator shall have no power to add to, subtract from, or modify any of the terms of this Agreement and in reaching his/her decision shall interpret this Agreement in accordance with the commonly accepted meaning of the words used herein and the principle that there are no restrictions intended upon the rights and authority of the Committee other than those expressly set forth herein. Subject to the foregoing, the decision of the arbitrator shall be final and binding upon the parties.

SECTION 4.   Notwithstanding anything to the contrary, no dispute or controversy shall be the subject for arbitration unless it involves a grievance as specifically defined in Article VI, Section 1 (a).

SECTION 5.   Sections 1 through 4 above are subject to Massachusetts General Laws, Chapter 150E, Section 1-16.

ARTICLE VIII

STRIKES-PUBLIC PRESSURES

During the term of the Agreement or any extension or renewal hereof, the Association or its agents shall not cause, sponsor, or assist and no professional employee covered by this Agreement shall cause or participate in any strike, work stoppage, consorted absences or other illegal activities directed against the Randolph School System. If the Association disclaims such activities publicly and in writing to the Committee and advises the individuals concerned that the activity is illegal and in violation of contract and instructs them to cease such activity, it shall not be liable in any way thereof.

ARTICLE IX

RELIEF FROM NON-TEACHING DUTIES

SECTION 1.   The Committee and the Association acknowledge that a teacher's prime responsibility is to teach, and that his/her energies should, to the extent possible, be utilized to this end.

SECTION 2.   Teachers will not be required to perform the following duties:

A.        Health services such as administering eye or ear examinations and measuring pupils.

B.        Delivering books to classrooms.

C.        Collecting money from students other than milk, insurance, and pictures. Teachers may be required to collect money for educational purposes but will not be required to tabulate or account for such money.

D.        Cafeteria duty.

9


 

SECTION 3.   Recognizing that there are added responsibilities at the elementary and middle school levels in the loading and unloading of buses of children, before and after school duties will be reimbursed as follows:

Teachers may volunteer to assume duty at the rate of $1687 annually for 180 days of duty. At the middle school level, 2 teachers will be paid for this responsibility in the A.M. and 2 teachers will be paid in the P.M. At the elementary level a specified number in accord with the following will be paid: 450-600 students - 4 teachers A.M., 4 teachers P.M.; 300-450 students, 2 teachers A.M., 2 teachers P.M.; under 300 students - 1 teacher A.M., 1 teacher P.M.

Should the administration deem that at any particular school or level more teachers are necessary than the numbers referenced above, then the duties will be offered to Unit A members at the same rate. Appointments will be determined by seniority. Assignment openings will be posted by August 1. Interested members must apply by the first teacher work day of the school year. By the conclusion of the first teacher work day, the principal will announce the assignments made under this section.

If no teachers volunteer in the case of an absence of a volunteer teacher, teachers may be assigned on a rotating basis. Payment for such assignment will be on a pro - rata basis. Floaters and/or itinerant* specialists who do not wish to participate shall be excluded.

*Floater and/or itinerant teacher: anyone who is assigned to more than one building or a person who does not have a permanent work station in the building under consideration.

ARTICLE X

TEACHER EMPLOYMENT AND REEMPLOYMENT

SECTION 1.   Credit not to exceed three years for military experience and not to exceed two years for Peace Corps, Vista work and/or Federal and State sponsored teacher programs will be given.

SECTION 2.   Teachers with previous teaching experience in the Randolph Public Schools System, including those on approved leaves of absence, will upon returning to the system receive full credit on the salary schedule for all outside work up to the maximum set forth in Section 1 above. Teachers who have not been engaged in teaching on a full-time basis will upon returning to the system be restored to that next position on the salary schedule above that at which they left, except that teachers who have been out for a period of ten (10) years or more will be required to take two (2) graduate courses per year for the first three (3) years upon return. If the teacher has received an advanced degree or taken six (6) courses during the three-year period prior to return, he/she will not be required to meet this qualification. A teacher may be given credit toward this six-course requirement by the application of any course taken during the three (3) years preceding his/her return.

SECTION 3.   The Committee will not hire any teacher who is not certified in one of the states of these United States. The only exception to the above will be in the area of approved teacher exchange programs that may be initiated.

10


ARTICLE XI

ASSIGNMENTS, REASSIGNMENTS, VACANCIES, AND TRANSFERS

SECTION 1.   Definitions

A.        Assignment – appointment to a position within the bargaining unit by virtue of a new hire, reassignment or transfer.

B.        Reassignment – voluntary or involuntary change of assignment within a building.

C.        Vacancy – an opening in a bargaining unit position after a Principal has had the opportunity to make reassignment decisions.

D.        Transfer – Voluntary or involuntary change of assignment between buildings.

 

SECTION 2.   Assignments

A.        In making assignments, the following criteria will be considered, in no particular order: quality of previous instruction, seniority, experience with the subject or grade level, professional attainments, majors and minors of study, history of recent transfers, the teacher’s preference and the best interest of the school and District.

B.        In order to assure that pupils are taught by teachers working within their areas of competence, teachers will not be assigned, except temporarily or for good cause, outside the scope of their teaching certificates and/or their major fields of study.

C.        Teacher assignments will be made without regard to race, creed, age, color, religion, maternity, sex, marital status and any other categories required by State and Federal laws.

D.        Although the Committee and the Association recognize that some reassignment of teachers within a building and some transfer of teachers from one school to another is unavoidable, they also recognize that frequent transfer of teachers is disruptive of the educational process and interferes with optimum teacher performance.

E.         In arranging schedules for teachers who are assigned to more than one school, an effort will be made to limit the amount of inter-school travel. Such teachers will be notified of any changes in their schedules as soon as practicable. Teachers assigned to more than one school in one school day will receive reimbursement for any interschool driving. The rate to be paid will equal the approved federal tax deduction. Any changes in the federal tax deduction will be in effect the following July 1st. No itemized statement of less than $5.00 total will be processed at one time.

F.         Teachers will be notified in writing of any change of their program for the coming year, including the schools to which they will be assigned, the grades and/or subjects

11


that they will teach and any special or unusual classes that they will have before June 10, if possible.

G.        It is recognized that the final decision relative to assignments rests with the Principal, subject to the approval of the Superintendent.

H.        Teachers who are involuntarily transferred to a different school building will receive two (2) days (6.5 hours/day) paid at the workshop rate for packing and unpacking their classroom. Teachers who are involuntarily reassigned within the same school building will receive one (1) day (6.5 hours) pay at the workshop rate for packing and unpacking their classroom. This pay is for hours worked outside the contractual work day/year.

SECTION 3.   Reassignments

A.        The reassignment of teachers within a building will be subject to the following:

i.          prior to making any decision relative to the reassignment of teachers, the building Principal will invite teachers within the building to advise him/her of their interest in a reassignment using the Reassignment Preference Form developed by the Parties;

ii.         the Principal will then advise the affected teachers, individually, of the anticipated reassignment and seek input from those teachers;

iii.        the Principal will then make his/her decision regarding reassignments and notify affected teachers with an explanation of the reasons for the decision;

iv.        the Principal will then announce the staff reassignments.

B. To the extent possible, changes in grade assignment in the elementary schools and in subject assignment in the secondary schools will be voluntary.

 

SECTION 4.   Vacancies and Transfers

A.        Whenever any vacancy in a full-time or part-time professional position within this contract occurs, after reassignments are made, and when the Principal/Superintendent determines to fill such vacancy, it will be adequately publicized by the District by means of a posting on the Randolph Public School intranet and internet sites as far in advance as possible, but no less than ten (10) calendar days, with a notice sent to all teachers by Randolph Public Schools e-mail. The immediate posting of all vacancies and newly created positions shall be the sole responsibility of the Superintendent or his/her designee. The qualifications for the positions, its duties and the rate of compensation will be clearly set forth for a particular position and will not be changed when such future vacancies occur unless the Association has been notified in advance of such changes and the reasons therefore. No vacancy will be filled, except on a

12


temporary basis, within the posting period. Under normal circumstances, a position will not be filled on a temporary basis for longer than 85 days.

B.        All qualified teachers who have filed an application for a posted vacancy within the posting period will be interviewed for such positions. In filling such vacancies, consideration will be given to qualified teachers already employed by the District and the criteria set forth at Section 2A will be considered. Appointments will be made not later than 60 calendar days after the notice is posted in the schools or the giving of notification to the Association.

C.        Each teacher applicant not selected will be notified in writing within 14 calendar days after the position has been filled. Upon request, a teacher will receive an explanation from the Superintendent or his/her designee.

D.        Teachers being involuntarily transferred from one building to another will be transferred only to a comparable position and only after a meeting between the teacher involved, an Association representative, and the Superintendent or his/her designee at which time the teacher will be notified of the reasons for the transfer.

ARTICLE XII

INTENTIONALLY LEFT BLANK

 

ARTICLE XIII

SUMMER, EVENING AND FEDERAL PROGRAMS

SECTION 1.  

A.        All educational positions when available under summer, evening or Federal programs, and subject to Section 2 of this Article, will be filled on a year to year basis first by any qualified Unit member determined to best meet the needs and objectives of the program.

B.        Said positions will be publicized by the Superintendent or his/her designee on the District Intranet, with email notification to all staff. Teachers who have applied for such positions will be notified of the action taken regarding their application at least seven (7) calendar days prior to the project start date, if possible.

C.        In filling such positions, the Superintendent and the Committee will give consideration to a teacher's area of competence, major and/or minor field of study, quality of teaching performance, attendance record and length of service in the Randolph School System, and no candidate will be automatically reappointed without a review. Decisions of the Superintendent concerning filling said positions shall not be subject to the grievance procedure as herein provided.

SECTION 2.   Nothing herein shall be construed to prohibit or preclude the participation by the Committee in any Federal Program. Should any provisions be considered by any Federal Authority to be a bar to said participation, then the Committee and Association agree that to the

13


extent that this Article is a bar to said participation, it shall be deemed null and void and of no force or effect.

ARTICLE XIV

INTENTIONALLY LEFT BLANK

 

ARTICLE XV

TEACHER EVALUATION

SECTION 1.   All observation of the work performance of a teacher will be conducted openly and with a full knowledge of the teacher. Teachers will be given a copy of any evaluation report prepared by their superiors consistent with the timelines set forth in the evaluation process guidelines and will have the right to discuss such report with their superiors.

SECTION 2.  

A.        Teachers have the right, upon request, to review the contents of their personnel file within 24 hours or during the next school day following the request. A teacher will be entitled to have a representative of the Association accompany him/her during such review.

B.        No material derogatory to a teacher's conduct, service, character or personality will be placed in his/her personnel file unless the teacher has had an opportunity to review such materials by affixing his/her signature to the copy to be filed with the express understanding that such signature in no way indicated agreement with the contents thereof. The teacher will also have the right to submit a written answer to such material and his/her answer shall be reviewed by the Superintendent and attached to the file copy.

SECTION 3.   The Association recognizes the authority and responsibility of the principal and/or the properly authorized program administrator for disciplining or reprimanding a teacher for delinquency of professional performance. However, all such discipline or reprimands shall be made in private. Whenever a teacher is to be disciplined or reprimanded, he/she will be entitled to have a representative of the Association and, in such cases, the administration may also be entitled to a witness. It is understood that such entitlement to representation does not apply in cases where teachers routinely meet to discuss evaluation reports with their supervisor or when discipline and reprimands are not at issue.

SECTION 4.   Whenever the Superintendent establishes a committee to work on teacher evaluation, it shall include teacher representation with full voting rights. After the Superintendent establishes the membership of the committee, the Association will select and notify the Superintendent of its representatives.

SECTION 5.   No teacher will be disciplined, reprimanded, reduced in rank or compensation without just cause. In addition, no teachers with professional status will be deprived of any professional advantage without just cause.

14


SECTION 6.   Any serious complaints of substance regarding a teacher made to any member of the administration by any parent, student or other person will be promptly called to the attention of the teacher.

SECTION 7.   General Law 71, Section 42, as applies.

SECTION 8.   Intentionally left blank.

SECTION 9.   All staff members covered by this agreement will be evaluated in accordance with Randolph Educator Evaluation Process, Rubrics and Forms. The Evaluation Process, Rubrics and Forms in effect for the period of September 1, 2014 through 2015 are those previously agreed to by the Parties. The Process, Rubrics and Forms effective as of September 1, 2015 are attached to this Agreement at Appendix VI.

ARTICLE XVI

CLASS SIZE

SECTION 1.   The Committee and the Association will strive to maintain an optimum average of not more than 25 pupils per teacher (in academic, business and vocational classes) exclusive of study halls, lectures, and music; and a ratio of no more than 40 to 1 for physical education.

SECTION 2.   It is expressly recognized that the Committee must make the final decision on subjects covered by the Article, and any disagreements as to the methods of implementing these goals will not be subject of the grievance or arbitration procedures of this Contract.

SECTION 3.   A joint committee of the Association and administration will be established to study existing practices of inclusion. Results and recommendations of the committee will be presented to the Committee and shared with the school community.

ARTICLE XVII

USE OF SCHOOL FACILITIES

SECTION 1.  

A.        The Association may have the right to use school buildings without cost (except the cost incurred for custodial services). The principal of the building in question will be notified in advance of the time and place of all such meetings, such use must have approval of the Superintendent and/or the Committee and the regular procedure of application for use in school buildings must be followed.

Small group meetings may be held prior to 5:00 P.M. simply by notifying the Administrative Office that such a meeting is to be held.

B.        The Association will have the right to use the athletic facilities and equipment at the school without cost, if available. However, it may be required to pay custodial fees, if regular assigned custodial services are not available. The schedule and other related

15


matters will be arranged in advance by written application to the Superintendent and in conjunction with the Board of Recreation subject to availability of the facilities.

SECTION 2.   There will be one bulletin board in each school building which will be placed in the faculty lounge, for the purpose of displaying notices, circulars and other approved Association material. All such postings shall be submitted to the Superintendent except notices of social events to be conducted after regular school hours. Any such notices shall be limited to presenting factual data.

SECTION 3.   Member mailboxes may be used for distribution of approved Association materials. Any such notices shall be limited to presenting factual data.

SECTION 4.   Representatives or agents of the REA, MTA, NCTA, NEA, who are not members in the unit described in Article I, may have reasonable access to the school property during normal school hours for the proper conduct of business related only to the Randolph School System. This privilege shall not be abused. Advance notification will be given to the Superintendent before entering school property. In no instance may such visits interfere with the orderly operation of classes or the performance of teaching duties.

SECTION 5.   The Committee agrees to provide an in-classroom telephone for the President and Grievance Chair of the Association.

ARTICLE XVIII

MEMBER FACILITIES

SECTION 1.   Whenever a new school building or major renovation of a school building is proposed, the Association will form a committee of Unit A members to suggest ideas and/or to make recommendations to better utilize the facility. These recommendations are to be submitted to the Superintendent of Schools who will forward same to the Committee.

SECTION 2.   The Committee will provide, upon request, a secure area in each school building for the storage of a member's personal effects. The responsibility for such personal effects shall rest exclusively with the member, and the Committee shall in no way be responsible for any damage, loss or theft of such articles nor shall the Committee be expected to provide any security for the area at any time.

SECTION 3.   Staff members are advised to read Committee policies regarding Environmental Safety. These can be found in the Randolph School Committee's Policy Manual, at Policy EB, which is in the school office or the REA office and can also be found on the School Committee section of the District website.

SECTION 4.   Each teacher working directly with students shall have access to a desk, a file cabinet, a computer and space for working with students.

16


ARTICLE XIX

PROTECTION

SECTION 1.   Members will immediately report all cases of assault suffered by them in connection with their employment to the principal and Superintendent, in writing.

SECTION 2.   This report will be forwarded to the Committee which will comply with any reasonable request from the teacher for information in its possession relating to the incident or the persons involved, and will act in appropriate ways as liaison between the member, the police and the courts. The teacher must be willing to file assault charges in such cases.

SECTION 3.   If criminal or civil proceedings are brought against a member alleging that he/she committed an assault in connection with his/her employment, the committee will furnish legal counsel within the limits of the law to defend him/her in such proceedings if he/she requests such assistance. If a teacher desires to bring criminal or civil proceedings in connection with an alleged assault suffered by him/her, such member may request the Committee to furnish legal counsel within the limits of the law to represent him/her in such proceedings. If the Committee does not provide such counsel and the member prevails in the proceedings, the Committee will reimburse the member for reasonable counsel fees incurred by him/her.

SECTION 4.   The Committee agrees to provide indemnification for employees covered by this Agreement if required by Chapter 258 of the General Laws of the Commonwealth of Massachusetts.

ARTICLE XX

PERSONAL INJURY BENEFITS

SECTION 1.   Whenever a member is absent from school as a result of a personal injury caused by an accident or assault occurring in the course of his/her employment, the member is required to submit one copy of the Mass. Industrial Accident form (S.F.I.) within 30 hours of the time of the accident to the Human Resources Office. These forms are available in the Principal's office in every school. These forms may also be downloaded from the District’s intranet and submitted by email. In the event that the member’s injury is of such a nature as to prevent him/her from complying with the physical submission requirements set forth above, the member may contact the Human Resources Offices by telephone within 30 hours of the time of the accident and then submit the Accident form as soon thereafter as reasonably possible.

If the above procedure is followed, and the members become eligible for Workers' Compensation, then the following benefits will be given:

A.        The Committee will pay the difference between the Workers' Compensation check (60% of the current salary) and 100% of the member's salary for the first year the member is collecting Workers' Compensation.

B.        The Committee will pay the difference between the Workers' Compensation check (60% of the current salary) and 80% of the member's salary for the second year the member is collecting Workers' Compensation.

17


C.        During the third year and at any time thereafter for the duration of the absence, the member will receive only the Workers' Compensation check (60% of current salary).

D.        During the time on Workers' Compensation, no part shall be charged to sick leave. The length of time on Workers' Compensation may be determined by a medical examination by a personal physician and one school doctor, consistent with Workers' Compensation.

SECTION 2.   The Committee will reimburse members for any clothing or other personal property damaged or destroyed as a result of an accident or an assault in the course of his/her employment and clearly the result of the specific act of a student. The Committee will procure for members any special clothing that is required in the performance of member duties.

SECTION 3.   The Committee will make available to the members an insurance plan to cover injuries incurred during the performance of their teaching assignments. Such a plan will be made available to the members at their own expense.

SECTION 4.   Staff members are advised to read Committee policies regarding Personal Safety which can be found in the Randolph School Committee's Policy Manual, at Policy GBGB, which is in the school office or the Association office and can also be found on the School Committee section of t the District website.

ARTICLE XXI

SALARIES

SECTION 1A.                        The salary schedule of each member in the Randolph School System shall be determined pursuant to the following section of the Article. On and after the effective dates indicated, no member employed under this Agreement shall be paid a salary less than that provided in Schedule A, or any subsequent amendments thereto.

SECTION 1B.                        Effective with the start of the 2015-2016 school year, members shall receive their pay in 22 equal payments (once every two weeks) over the period of the school year, September to June. Members shall have the option of receiving their pay in 26 equal payments (once every two weeks) over the period of one year, September to August, provided the member provides written notice to the Payroll Office no later than April 1 of the preceding year. Said election shall remain in place until changed in writing on or before April 1 of any subsequent year with such change to be effective the following school year.

SECTION 2.   Members with twenty (20) years teaching experience, the last ten (10) of which have been consecutive in the Randolph School System, will be entitled to a salary increase over and above the applicable step in the then existing salary schedule. If the member retires before reaching maximum retirement benefits, the member shall receive the following:

4 years or more                        $7,500

3 years                                     $6,000

2 years                                     $4,500

                                    1 year                                      $2,100

                                    0 years                                     $   500

18


Members shall elect one of the following methods of payment of such amounts:

1.         In equal payments during each pay period of the member's final three (3) years of service or:

2.         In equal payments during each pay period of the member's final year of service.

In order to receive such adjustments in salary schedule, the member must notify the Superintendent, in writing, of the intention to retire by October 1st prior to the actual school year of retirement (e.g., a member intending to retire in June of 1994 must notify the Superintendent by October of 1992).

In the event the teacher elected to receive such adjustments over a three year period, such notification must be rendered to the Superintendent by October 1st prior to the first year of payment (e.g., a member who intends to retire in June, 1996 must notify the Superintendent by October 1, 1992). In cases of emergency or when extenuating circumstances are present, exception may be made in this section by the Superintendent. Prior to February 1st of the member's last work year, the member must submit satisfactory evidence to the Superintendent that notice of retirement has been given to the Massachusetts Teachers' Retirement Fund. Failure to submit such evidence will result in the deduction of the extra amount from the member's remaining checks.

If the method of funding the member retirement system changes, the Committee agrees to honor this section during the life of this agreement but will review this section in light of the changes.

SECTION 3.   Compensation for advanced degrees may become effective on September 1 and/or February 1 of each year. Notification of intent to advance to another column must be given by December 1 of the year prior to the year in which said change is to take place. Data substantiating eligibility must be submitted in the form of official transcripts and must be received by September 30 for a September 1 change and/or January 15 for a February 1 change. If data substantiating eligibility will not be available by September 30 or January 15, the individual must make prior satisfactory arrangements with the central office to ensure payment for the advanced degree.

SECTION 4.  

A.        Salary increases of any kind are not automatic. They are granted only when there has been a continuation of a high standard of teaching or a demonstration of improvement in efficiency in service. The Superintendent reserves the right to withhold increments from a member doing unsatisfactory work. Any question of whether the Superintendent has just cause to withhold or deny a salary increment or adjustment may be presented through the grievance procedure.

B.        To be awarded salary status for any advanced degree and/or for courses beyond a degree, such as B+15, the courses must be approved in advance by the Superintendent or his/her designee. All such courses must be directly related to the field of member's

19


 

specialization and certification and/or be a new program of specialization in education/field, which a member intends to develop, and/or courses, which shall be approved in advance by the Superintendent or his/her designee. Courses for credit for a B+15, M+15, M+30, M+45, M+60, CAGS and CAGS+15 must be earned after the date of the receipt of the appropriate degrees. Example: Courses for a M+15 must be earned after receipt of the Master's degree to qualify. Persons placed on steps prior to September 1, 1975 will not lose any degree status.

C.        Special programs of concentration involving 30 hours beyond a Master's degree may be approved by the Committee on the recommendation of the Superintendent or his/her designee.

D.        A grade of "B" or better must be obtained for increase purposes. If a course is a pass/fail course, a grade of "pass" will satisfy the requirements of this section. These courses, as well as others taken in line with school requirements, must be taken only at accredited colleges and universities or must be NCTA/PCTA courses.

E.         In-service courses sponsored by the Committee and the Association may, on occasion, be offered for increment credit.

F.         A member may receive credit for a planned trip. In order to receive credit for the trip, a member must receive prior approval of the Superintendent. Subsequent to the trip, the applicant must submit a written report to the Superintendent, describing the trip and indicating the value to him/her as a teacher. To receive credit, the trip must be of at least four weeks' duration.

 

G.        Travel shall mean a trip undertaken for the express purpose of studying and observing certain localities and their people. It shall exclude travel incidental to a business transaction or other errands performed for a personal, business or professional reason. It shall also exclude travel incidental to a visit to a friend, relative or a resort. A member may receive credit under this section once.

SECTION 5.   The Committee shall fix the initial salary rate of each member on entering employment, giving consideration to previous experience and special skills subject to provisions of Article X.

SECTION 6.   Members who leave before the end of the school year will have their salaries figured by first computing the member's per diem rate of pay. This is done by dividing the member's yearly salary by the number of workdays for the year. (e.g. $16,022 divided by 182 equals $88.03).

A.        Multiply the per diem rate by X, which is the number of days, actually worked plus all approved absences. Also included are the day before school opens and the days after school closes. This will establish the member's total entitlement.

 

B.        The final check will be the difference between the amount of the entitlement and the amount paid to that date.

20


C.        A member employed for one-half a year but less than a full year will receive the regular increment. By half a year is meant one-half of the workdays. A member employed for less than one-half a year or less than one-half of the workdays will not receive any regular increment.

 

D.        A member transferring from another school system, who has been employed on a permanent basis in that school system, until he/she begins employment in Randolph, will receive a full regular increment, if employed for the ensuing year.

SECTION 7.   Members who are within the system will not be granted individual additional step increases except for services, degree requirements, or for additional duties.

SECTION 8.   All members will be given their salary contract or salary notification for the succeeding school year by August 1, provided that the Collective Bargaining Agreement is signed by June 1. In the event that the Collective Bargaining Agreement is not signed by June 1, the contracts or letters will be issued within 45 days of the signing.

SECTION 9.   Longevity will be paid annually to staff members with the following years of service in Randolph by November 1. Members hired prior to September 1, 2005 with prior experience in Randolph as support personnel shall have that experience counted toward the total years of creditable service.

After 15 years of service                                 $400

After 20 years of service                                 $750

After 24 years of service                                 $1,500

After 29 years of service                                 $3,000

After 32 years of service                                 $3,600

Employees will receive their longevity payments by November 1st. However, employees who are laid off from their positions as a result of a reduction in force or who leave employment after completing the school year and those employees who notify the Superintendent’s Office of their intent to retire at the end of the school year, will receive their longevity payment on or before July 15th of the next fiscal year (i.e. intent to retire on 6/30/11, longevity payment by 7/15/11).

SECTION 10. The Committee will reimburse teachers for tuition and fees for courses up to a combined total of $50,000.

A.        Members will be eligible for a maximum reimbursement of $500 per course and $1,000 per contract year.

 

B.        Applications must be submitted to the Superintendent prior to September 30th for the fall semester, prior to January 15th for the spring semester and prior to June 1st for the summer semester.

 

C.        There will be $16,000 available for the summer semester, $17,000 for the fall semester and $17,000 for the spring semester. Any monies not used in the summer semester will

21


                        be rolled over to the fall semester and from the fall semester to the spring semester. Any monies not used in the spring semester will be used to reimburse members, if any, who applied for reimbursement earlier in the year and were denied for lack of funds and successfully completed said course(s).

D.        Reimbursement shall be provided upon successful completion of the course as evidenced by a grade of ‘B’ or better. All expenses must be submitted within the fiscal year the course is taken. If reimbursement precedes the submission of course documentation, the member must submit the appropriate documentation within six (6) months. Failure to do so will result in the collection of the reimbursement from the member’s pay. For purposes of this section, a grade report shall be sufficient.

E.         The Committee shall make available to the Association by January 31 and June 1 a list of reimbursement applicants and amounts encumbered.

SECTION 11. In June 2012, the Massachusetts Department of Elementary and Secondary Education (“DESE”) promulgated updated educator license regulations, 306 CMR 7.00, to implement its new initiative to better educate students who are English Language Learners (“ELLs”) called Rethinking Equity and Teaching for English Language Learners (“RETELL”).

A.        The Committee will reimburse teachers for tuition and fees for RETELL associated coursework under Article XXI, Section 10; provided the member has satisfied the provisions of said Section. Members who have taken the course prior to the ratification of the 2014-2017 Collective Bargaining Agreement shall have forty-five (45) days after the date of ratification of the 2014-2017 Agreement to apply for such reimbursement.

B.        Graduate credits earned from an accredited institution of higher education for RETELL associated coursework will be accepted to demonstrate eligibility for salary advancement under Article XXI, Section 3, provided the member has complied with the requirements set forth in Article XXI, Section 3 and Article XXI, Section 4B and D. The pre-approval requirements of Article XXI, Section 4B will be waived for those members who have taken the course prior to the ratification of the 2014-2017 Collective Bargaining Agreement provided they notify the Superintendent or his/her designee within forty-five (45) days after the date of ratification of the 2014-2017 Agreement of their intent to use such credits for salary advancement.

C.        If DESE requires the District to provide names of educators who are eligible and available to take any of the RETELL course, the District will, when possible, provide at least two (2) calendar weeks’ notice to teachers whose names it is considering submitting. Teachers will then have the opportunity to explain why her/his names should not be submitted.

D.        Following the end of Randolph’s 3-year Cohort, if an educator is required to obtain SEI Endorsement because the District assigned an ELL to his/her class, then the Committee will reimburse teachers for tuition and fees for RETELL associated coursework and college credit under Article XXI, Section 10; provided the member has satisfied the provisions of said Section.

22


ARTICLE XXII

TEACHING HOURS AND TEACHING LOAD

SECTION 1.   A sub-committee of the Association and the Committee (composed of two members each) will be established to plan and to recommend a three-year school calendar. The sub-committee will solicit input from the community, parents, students and clergy, for example. The sub-committee will meet in October of each year to plan the 3rd year of the 3-year calendar and submit it to the Committee by December 1. The Committee retains the final approval of any calendar submitted. All calendars are subject to the guidelines of this Agreement. The work year of the teachers covered by this Agreement may begin no earlier than the Monday preceding Labor Day and will terminate no later than June 30. In no event will it be longer than 182 days, exclusive of section 1e below.

New personnel will be required to attend a 1-day orientation session prior to the staff's first day, for which no compensation shall be paid. The Association will be invited to give input and attend this orientation. Two (2) hours of the aforementioned one (1) day orientation will be provided to the Association for its own orientation meeting with members. The Superintendent shall have the option to add up to six (6) additional days of professional development for new hires, to be paid at the workshop rate. Working days will include all days when pupils are required by the Committee to be in attendance, and days at the beginning or end of the school year or other days, including professional development days, on which the teacher's attendance is also required.

A.        All early release days will be scheduled, if possible, parallel with the school arrival schedule (i.e. first in; first out, etc.)

B.        All teachers will report the day prior to the opening of school and attend one designated all day in-service program during the year, not to exceed 6 1/2 hours. The Superintendent shall have the option to add one additional all day in-service program prior to the start of the school year, provided notice of such is provided by June 30 of the prior school year. Teachers will be paid at their per diem rate for attending this additional in-service day.

C.        The parties agree that the current practice in effect as of March 2008 regarding new teachers attending meetings for mentoring will continue for the life of this Agreement. The parties further agree that this Agreement may be reopened by mutual agreement for the limited purpose of discussing mentoring for teaching personnel new to the District. Effective September 1, 2015, new teachers in the District are required to have 50 mentor hours beyond the induction year and mentors are compensated at the rate set forth at Appendix II - Extra-Duty and Extra-Curricular Assignment

D.        An additional early release day will take place on the last scheduled day of classes.

E.         One full day of approximately 6 1/2 hours in-service for teachers will be scheduled during the school year.

F.         The Committee may schedule three (3) additional days as follows:

23


1.         One (1) system-wide workshop day of six (6) hours at standard workshop rate, within the scheduled work year.

2.         One (1) professional development day for selected staff at per diem rate:

a.         Selected staff will be given 60-day notification for the professional development day.

b.         In no case will the professional development day for selected staff be scheduled earlier than one week before school begins or after June 30 except by mutual agreement of the Superintendent and the Association.

c.         Non-selected staff will not be required to be present and will not be remunerated.

3.         One (1) instructional day will be paid at per diem rate

G.        The Committee may schedule up to six (6) half days for professional development. In such case the instructional day will be increased proportionally up to five (5) minutes.

H.        The Committee may schedule selected staff to participate in no more than two (2) additional professional development days in a three-year cycle at per diem rate as follows:

1.         Selected staff will be notified no later than October 1 of the previous calendar year for the professional development day.

2.         In no case will the professional development day for selected staff be scheduled before the last week in August or after June 30 except by mutual agreement of the Superintendent and the Association.

I.          In the event of specialized professional training

1.         The Committee will share with the Association in advance of any professional training the requirements of the training as established by the District or the individual trainer. The Committee agrees further that it will demonstrate to the Association in advance of the training, that the requirements of the training can be accomplished within the contractual work day.

2.         The Committee will share with the Association in advance of the training any different requirements for those taking it for credit and for those only attending the District’s training, as established by the District or the individual trainer.

SECTION 2.  

A.        The elapsed time schedule for secondary teachers shall be 7 hours.

24


B.        The elapsed time schedule for elementary teachers shall be 6 hours 45 minutes Monday through Friday.

C.        Time spent on paid supervisory duties, before or after school, is not considered part of the seven (7) hour day in the secondary schools, or part of the 6 hour 45 minute day in the elementary schools.

D.        All meetings shall commence within ten (10) minutes of the close of the student day. If travel time between buildings is required, meetings shall commence within twenty (20) minutes of the close of the student day.

E.         Teachers shall be provided with a schedule of building, curriculum and district meetings at the beginning of each school year. Principals will provide teachers with notice of all other meetings as soon as possible after they are scheduled. Every effort will be made to give teachers as much advance notice as possible. It is understood that such notice cannot be provided in cases of emergency.

F.         The schedule may be adjusted as the Superintendent deems necessary in light of current conditions and after notification to and discussion with the Association.

G.        The workday of personnel who are not assigned to a full-time regular classroom will be governed by the hours indicated above.

H.        Secondary teachers will add fifteen minutes duty free, either before or after the seven hour elapsed day. Elementary teachers will add fifteen minutes duty free, either before or after the 6 hour 45 minute elapsed day.

I.          The work day for school psychologists and social workers shall consist of eight (8) hours, including a thirty (30) minute duty-free lunch and two fifteen (15) minute duty-free breaks. Such employees shall receive a 1.05 salary ratio with work schedules arranged by mutual agreement between the employee and his/her immediate supervisor.

J.          The work day for school psychologists and social workers shall consist of eight (8) hours, including a thirty (30) minute duty-free lunch and two fifteen (15) minute duty-free breaks. Such employees shall receive a 1.05 salary ratio with work schedule arranged by mutual agreement between the employee and his/her immediate supervisor.

K.        Building Sign In/Sign Out

1.         Members shall sign in to their building upon arrival to the school building and shall sign out and back in during the course of the school scheduled day, but not sign out at the end of the day.

2.         Sign in/sign out may be on a sign in sheet that will be placed in an area of the building, designated and published by the principal, that is accessible to all when

25


the building is open and which may be moved to the main office when it is open when published by the Principal.

3.         Alternatively, employees shall be able to sign in/sign out by email to an address designated and published by the Principal.

SECTION 3.   Teachers may be required to remain after the end of the regular work day, except for Friday, the first Monday of the month (REA Representative Council Meetings), or the day before a holiday, to attend the following staff meetings (Section 3a. and 3b. must total no more than 15 hours per year in secondary schools. Section 3c, d, e, f must total no more than 15 hours in elementary schools).

A.        Secondary building meetings called by the school principal will be no longer than one hour in duration beyond the elapsed day.

B.        Secondary curriculum meetings, departmental meetings or other meetings, exclusive of in-service credit courses will be no longer than 1 hour and 45 minutes in duration. There will be an exception to the above when an evaluation of the system is conducted and in addition to any specific projects agreed upon by the Association and the Committee.

C.        Elementary building meetings called by the school principal will be no longer than 45 minutes in duration beyond the school day.

D.        Elementary curriculum meetings, will be no longer than 1 hour and 45 minutes in duration beyond the school day.

E.         Elementary grade level meetings will be no longer than 45 minutes in duration beyond the school day.

F.         On early release days, the additional time beyond the elementary school day (6 hrs. 45 mins.) will count towards the total number of hours per year.

G.        There will be an exception to the above when an evaluation of the system is conducted and in addition to any specific projects agreed upon by the Association and the Committee.

H.        There should be no more than 2 scheduled meetings per week. Effective September 1, 2015, except in extenuating circumstances, no more than one (1) meeting will be scheduled in a day. The term meeting as used in this section shall reference meetings set forth in this Section 3, paragraphs A-F and I.

I.          For the 2014-2015 contract year , teachers may be required to attend no more than three (3) evening meetings each year, which shall be no longer than two (2) hours in duration and will not continue past 8:00 p.m.

Effective September 1, 2015, two (2) days per year shall be dedicated to parent-teacher conferences by scheduling on each day an early release day and an evening meeting

26


dedicated to parent-teacher conferences, which will not continue past 8:00 p.m. In addition, teachers may be required to attend not more than one (1) evening meeting, which shall be no longer than two (2) hours in duration and will not continue past 8:00 p.m.

Attendance at all other evening meetings will be at the option of the individual teacher, or by mutual agreement of the Association and the Committee.

J.          An aggregate of two (2) before and/or after school extra help sessions per week for the purpose of helping students with their school work at the secondary level, and as necessary to assist pupils at the elementary level.

Secondary teachers shall weekly post the schedule of such periods in their classrooms and shall provide same for the building principal.

K.        Guidance counselors may be required to work three (3) additional evenings per school year. In compensation for such additional evening work, such counselors shall receive compensatory time off at the rate of one and one-half (1 1/2) times the hours worked. The scheduling of such evening work shall be by mutual agreement between the counselor and his/her immediate supervisor.

L.         Any teacher or guidance counselor who works beyond the regular school year will do so on a voluntary basis.

M.        The Committee will provide a certificate for professional development points (PDPs) for hours which a staff member attends. Any staff member who participates in district-wide professional development activities will be awarded a certificate of completion for recertification purposes.

N.        Teachers may be required to share information gained through professional development workshops/conferences.

O.        The Committee will publish a tentative professional development schedule in September of each school year. The Committee will attempt to publish a summer workshop schedule by May 1 of the same year.

P.         Teachers and/or guidance counselors who work during the summer months shall be paid for said work based upon the workshop rate of: $39.50 per hour worked.

Q.        Guidance counselors at the High School and Middle School level will be required to work nine (9) days more than the teacher work year. These days will be scheduled as follows: (1) the Principal may assign a guidance counselor to any day(s) contiguous to the teacher work year; and (2) the Principal may assign a guidance counselor to any other day(s) during the summer by mutual agreement. Notice of the exact work days scheduled will be provided to the guidance counselor no later than May 1. Guidance counselors shall be compensated at their per diem rate for these nine (9) additional days.

27


R.        Effective September 1, 2015, special education teachers shall be released of teaching duties for up to four (4) hours for each MCAS Alternative portfolio for which they are responsible. Release time will be pre-approved by the Principal.

SECTION 4.   SPECIALIZED ACTIVITIES

A.        In accordance with State regulations and established policy and practices of the Committee, students will be supervised by specialists in specialized activities: for example, physical education, music and art.

B.        1          Elementary grade level teachers in grades K-5 shall be guaranteed five (5) preparation periods per week during the student day. The preparation periods will be 40 minutes in duration and may be provided through the use of specialist offerings or through such other manner as determined by the Committee. Teachers will return to the classroom five minutes before the end of the period to ensure an orderly transfer of the class. The aforementioned preparation time is based on a five day school week. If there is no school on a given day, the preparation period scheduled for that day is lost. Effective September 1, 2015, when possible, as determined by the Principal, one preparation period will be scheduled during each student day.

            2.         Elementary grade level teachers in grades K-5 shall have five (5) common planning time periods (CPT) per week during the student day, three (3) of which will be led at the direction of the administration and two (2) of which will be teacher led. The administration will be kept informed of the plans for the teacher-led CPT periods. The aforementioned CPT is based on a five day school week. If there is no school on a given day, the CPT scheduled for that day is lost.

            3.         Elementary specialist teachers in grades K-5 will have five (5) preparation periods per week, but will not be provided with CPT time. The aforementioned preparation time is based on a five day school week. If there is no school on a given day, the CPT scheduled for that day is lost.

            4.         Specialists are defined as: Music, Art, Physical Education, and Library Staff.

            5.         Elementary will not be assigned to more than 250 teaching minutes per day.

C.        Teachers at the Pre-K level shall receive three thirty (30) minute preparation periods per week during the student day. These preparation periods may be provided through the use of specialist offerings or through such other manner as determined by the Committee. The aforementioned preparation time is based on a five day school week. If there is no school on a given day, the preparation scheduled for that day is lost.

D.        There will be a 15-minute recess period each day in the elementary schools. Teachers who are on duty during the recess period will be granted an additional duty-free 15-minute period either before or after the recess period.

28


Effective September 1, 2015, there will be an additional 15-minute recess period each day for Kindergarten classes (with no additional duty-free period for Kindergarten teachers)

E.         There will be no change in the number of courses taught by High School staff during the duration of the agreement, unless the Parties have agreed otherwise. This Collective Bargaining Agreement may be reopened for the purpose of negotiating language necessitated by a change in the High School schedule. The following will apply to secondary staff:

1.         Secondary will not be assigned to more than an average of 250 teaching minutes per day.

2.         Secondary will receive a minimum of one (1) preparation period per day and five (5) Common Planning Time periods per week, based on a five day school week, three (3) of which will be led at the direction of the administration and two (2) of which will be teacher led. The administration will be kept informed of the plans for the teacher-led CPT periods. If there is no school on a given day, the preparation period and CPT scheduled for that day is lost.

3.         Additional duties will be limited to the following:

a.         Homeroom duty

b.         Curriculum revision and development individually or collectively.

c.         Monitoring of a directed student study - responsibilities for directed study are as follows:

1)         maintaining student attendance records

            2)         supervising and directing students to utilize time for academic study, student tutorial teams, library research, and other academic preparation

d.         Corridor patrol - checking student passes and lavatories

e.         Library monitor - assisting in student management in the media center

f.          Common team planning

g.         Other duties may be substituted on a voluntary basis.

4.         Guidance counselors at the secondary level will carry a ratio of approximately 400 students per counselor.

F.         Secondary school teachers will not be required to teach more than two (2) subjects nor more than a total of three (3) teaching preparations within said subjects at any one time except on a voluntary basis.

G.        All teachers will be accorded a 30-minute duty free lunch period, during which time they may leave the grounds.

H.        In providing cafeteria coverage the Committee shall:

29


            1.         seek teacher volunteers

2.         secure non-teaching personnel

3.         whenever a teacher performs cafeteria duty, the compensation shall be at the rate of $3,643, on the basis of one hour of cafeteria coverage. One (1) hour shall be defined as between 50 and 65 minutes for purposes of this section. Any portion of time less or more than the defined year and hour will be paid on a pro-rata basis.

I.          Nurses will not receive a prep period.

J.          Exception to the provisions of any section of this Article may be made only if the Superintendent or his/her designee determines that it is necessary to do so in the best interests of the educational process. The Association will be notified of each instance in which the Superintendent so determines.

K.        Lesson Plans

1.         Objectives. Teachers shall post:

A.        Mastery Objectives, which include what the students are expected to demonstrate. While not posted, lesson plans shall include Mastery Objectives for level group work and centers as well, if they are different from the main selection Mastery Objectives.

B.        Language Objectives, when there is an ELL student in the class, they are required by the State or Federal governments, and the teacher has been trained in developing such objectives.

2.         Educators shall have written lesson plans, which shall include in no specific form:

A.        Objectives (as above)

B.        The activities that may be used

C.        Formal assessment that may be conducted

D.        Homework that is likely to be assigned.

3.         Educators will provide substitute lesson plans for use by substitute teachers.

4.         Lesson plans will be in a location in the classroom designated by the Principal and agreed upon by the Educator.

5.         Plans shall be created in collaboration with specialists when appropriate.

6.         Administrators may request to see an Educator’s lesson plans. If requested ahead of the lesson, the administrator shall provide feedback in a timely manner.

30


 

7.         In the event an Administrator has evidence based concerns regarding an Educator’s lesson planning, he or she may request and/or work with the Educator regarding lesson plan content.

8.         Nothing herein is intended to change the role of lesson plans as evidence that may be considered as part of the Educator Evaluation system and a determination of whether the Educator has met the Standards and Indicators of Effective Teaching Practice.

ARTICLE XXIII

INSURANCE AND ANNUITIES

SECTION 1.   The Town of Randolph Municipal Employees Group Insurance Plan with all subsequent amendments shall be considered part of this Agreement.

SECTION 2.   The Town of Randolph Municipal Employees Basic Medical Expense Plan with all subsequent amendments shall be considered part of this Agreement.

SECTION 3.   The Town of Randolph Municipal Employees Extraordinary Medical Expense Plan with all subsequent amendments shall be considered part of the Agreement.

SECTION 4.   The Committee agrees to make necessary payroll deductions for the participation in such plans.

SECTION 5.   The Committee accepts the tax sheltered annuity plan established pursuant to U.S. Public Law 87-370.

SECTION 6.   The Committee agrees to implement a flexible benefits plan under I.R.S., C. Section 125 allowing the employee portion of health insurance premium to be deducted on a pre-tax basis.

ARTICLE XXIV

SICK LEAVE

SECTION 1.   Teachers will earn sick leave at the rate of twelve (12) days per year, calculated on the basis of 1.2 days per month. The twelve (12) days shall be credited to the teacher's sick leave accumulation at the beginning of the school year and shall be available for use once credited. However, in the event that a teacher leaves the District for any reason, voluntarily or involuntarily, the District shall have the right to recover from the teacher the monetary value of any sick leave days utilized but not earned as of the date of separation from employment with the District. Such right may be exercised by way of withholding from the teacher's final paycheck or in such other manner as is necessary. It is expressly understood that in the event of the retirement of a teacher, such days awarded but not yet earned shall not be eligible for buyback as provided elsewhere in the contract. In addition, when the retirement of a teacher is anticipated based upon that teacher's notification to the district, the award of sick leave in advance shall be limited to the pro-rated share of the twelve 12 days, based upon the anticipated retirement date.

31


SECTION 2.   Unused sick leave will accumulate from year to year without limitation as of the beginning of any school year.

SECTION 3.   Absences for periods in excess of five (5) days' duration will be paid only on submission of a doctor's certificate to the Superintendent, if requested. The Superintendent may require a conference in cases of suspected abuse of sick leave (e.g. established pattern of use, before/after weekends, and vacations). Such incidents will be treated as individual disciplinary cases by the Superintendent.

SECTION 4.   Extension beyond stated sick leave shall be given in exceptional circumstances at the discretion of the Superintendent, with no charge back for substitute teachers.

SECTION 5.   After ten (10) years of service any teacher who resigns, retires, or is reduced in force, shall be entitled to compensation for any unused sick leave at the rate of 25% to a maximum of $5,000. The per diem salary will be based upon the teacher's last year's per diem rate. Payment will not be made while a teacher is on the recall list. Sick leave buyback shall not be available to those terminated for cause.

SECTION 6.   Except on reinstatement after an approved leave of absence, no sick leave credit for prior employment will be allowed to any teacher rehired after a termination of service.

SECTION 7.   For the 2014-2015 contract year, one (1) day when emergency illness or injury in the immediate family requires a teacher to make arrangements for necessary medical and nursing care or any other reason approved by the Superintendent, may be treated as sick leave. In addition, a maximum of five (5) days per school year for critical illness (when death is imminent) in the immediate family requiring the bedside presence of the teacher will be allowed and be credited to his/her sick leave.

Effective September 1, 2015 the prior two sentences shall be ineffective and a member may use up to five (5) days of accrued sick time each year for the illness or injury of an immediate family member.

It is not the intention of this section to allow the teacher to serve as a nurse, companion or any other type of nursing or caring assistant.

SECTION 8.   A sick bank will be maintained by the Committee and administered by the Association based upon the rules approved by the Committee and the Association. Teachers may donate one day during the life of this contract. However, if the sick bank falls below 100 days, a second day may be donated. In order to maintain membership in the bank, a teacher must donate a day at each reopener. Any new teachers will be allowed to join the bank after 90 days of employment. It is not to be used for purposes of paternity, maternity or child rearing. The maximum number of days a teacher may use from the sick bank annually can be found in the Sick Bank Guidelines (see Appendix V).

SECTION 9.   If a staff member has no more than two (2) absences in a given year, exclusive of personal, bereavement, or approved Association or professional leave, said person will be

32


granted one (1) additional personal day to be used during the following year or cumulative up to three (3) for a second year. (It is possible for a staff member to begin the school year with four (4) personal days. For example: 1 unused day/saved plus 1 day for good attendance plus 2 days for the new school year = 4 days).

ARTICLE XXV

BEREAVEMENT LEAVE

In case of death in the teacher's immediate family, the teacher will be allowed up to five (5) consecutive work days as needed with pay, commencing from the day of death. These days shall not be extended by intervening vacation or summer periods. The terms "immediate family" will mean the teacher's spouse, child, father, mother, sister or brother, or another person living in the immediate household of the teacher at the time of his/her death or at the commencement of final illness or accident. In case of death of the teacher's grandparents, father-in-law, mother-in-law, or grandparents of his or her spouse, the teacher will be allowed the days off needed, with pay, up to and including the day of the funeral or memorial service, but not to exceed a total of three (3) days. One (1) day's leave, with pay, will be granted in the case of death of other relatives to attend the funeral or memorial service. A staff member may use one (1) sick day for the loss of a friend. If more time is needed, the staff member may use his/her personal days.

These provisions shall be administered by the Superintendent in the light of their purpose, which is to provide opportunity when needed, to enable an employee to attend a funeral or memorial service or to attend to family and personal needs arising as a result of a death.

ARTICLE XXVI

TEMPORARY LEAVES OF ABSENCE

SECTION 1.  

A.        Personal Days

1.         For the 2014-2015 contract year, one (1) day's leave of absence for personal, legal, business, household or family matters, which require absence during school hours, will be granted. Effective September 1, 2015, two (2) day’s leave of absence for personal, legal, business, household or family matters, which require absence during school hours, will be granted. Application for such a leave will be made to the Principal at least 72 hours before taking such leave (except in the case of emergencies) and the applicant for such leave will not be required to state the reason for taking such leave other than it is under this section. For the 2014-2015 contract year, a member may save two (2) unused days of personal leave for use in a succeeding year. Effective September 1, 2015, a member may save one (1) unused day of personal leave for use in a succeeding year.

2.         The Committee agrees to allow up to a maximum of fifteen (15) days before a holiday and fifteen (15) days after a holiday for use by teachers for the purpose of extending a holiday on a first come first serve basis. A teacher may use one day

33


            before OR one day after a vacation. Requests must be made no less than ten (10) days prior to the leave day requested.

3.         In case of emergency or extenuating circumstances, more days may be granted for personal, legal business, household or family matters at the discretion of the Superintendent or his/her designee. Such additional leave will not be unreasonably denied. The building principal is responsible for forwarding the request form to the office of the Superintendent or his/her designee (see Appendix IV).

B.        No more than one (1) day for the purpose of visiting other schools or attending meetings or conferences of an educational nature may be granted.

            The Committee will pay the reasonable expenses, including fees, meals, lodgings and/or transportation incurred by teachers who attend workshops, seminars, conferences or other professional improvement sessions at the request and/or with the advance approval of the Superintendent.

C.        Time necessary for the President of the Association or his/her designee and one (1) other person of the Association to attend State and National MTA, NEA, NCTA conferences and conventions, not to exceed twenty (20) days in any school year, will be granted.

D.        Reasonable time necessary for appearances in any legal proceeding connected with the teacher's employment will be granted, except when such legal action is taken by said teacher against the Committee or the Administration.

E.         A maximum of ten (10) days per school year for persons called into temporary active duty of any unit of the U.S. Reserves or the State National Guard, provided such obligation cannot be fulfilled on days when school is not in session, will be granted. Teachers will be paid the difference between their regular pay and the pay which they receive from the State or Federal Government.

SECTION 2.   Leaves taken pursuant to Section 1 above will be in addition to any sick leave to which the teacher is entitled. No teacher will be required to arrange for his/her own substitute.

SECTION 3.   In the event a reply is not received by the teacher by the close of school on the day proceeding the day requested, upon request of the teacher, the principal will call the Superintendent for the decision.

SECTION 4.   Applications for leaves pursuant to Section 1 above shall be made to the Superintendent or his/her assistant in writing at least 72 hours in advance of taking such leave (except in case of emergencies).

SECTION 5.   Two (2) personal leaves of absence shall be granted and two (2) educational leaves of absence may be granted, without pay for one (1) year, after three (3) years of service in the Randolph Public Schools. If a teacher receives such a leave, the teacher will not be eligible for a second leave until five (5) years have elapsed from the return date of the first leave. All leaves must be applied for by May 1 of the previous year, except that if more than two (2)

34


persons apply in either area, persons who have never received a leave under this Article shall be given absolute preference over a person who has previously received a leave under this Article. A person who accepts a leave must notify the Superintendent regarding his/her intent to return by May 15 of the year of the leave. If such notice is not received, the person will be deemed to have resigned. The Superintendent will notify persons who will be granted a leave by June 15. If extenuating circumstances arise, the Superintendent may grant additional leaves.

SECTION 6.   In response to recent legislation concerning jury duty, the Committee and the Association agree to the following procedure:

A teacher who serves on jury duty will be paid full salary by the Committee less per diem salary paid to the teacher from the Commonwealth of Massachusetts for jury duty on school work days.

ARTICLE XXVII

SABBATICAL LEAVE

Sabbatical leave will be available after seven (7) years of service in the Randolph Public Schools for advanced study as approved by the Superintendent and is subject to availability of funding. Requests must be received by the Superintendent in writing not later than December 1 of the calendar year proceeding the school year in which the leave is sought.

Successful applicants will receive one-half (1/2) of the salary to which they have been entitled provided that amount, when coupled with any scholarship, grant or aid, shall not exceed the salary to which they would have been entitled.

Not more than two (2) teachers (if more than two (2) qualified persons apply) may take advantage of this in any one (1) school year.

Before beginning a sabbatical leave, a teacher shall agree in writing to return to active service in the Randolph Schools for a period of at least two (2) school years following the expiration of the sabbatical leave period. A teacher who does not fulfill this agreement shall repay to the Town of Randolph, within a three (3) year calendar period, the amount of salary received during the sabbatical leave, provided, however, that the teacher shall be released from such payment if his/her failure to serve the two (2) years is due to his/her illness, disability, death, or if he/she is discharged from his/her service by the Superintendent.

A teacher returning from sabbatical leave shall be placed in a comparable position and on the step of the salary schedule he/she would have attained had he/she remained in the school system, and shall be eligible for all rights and benefits while on leave. No teacher may be granted a second sabbatical leave unless he/she has completed seven (7) years since his/her last leave in the Randolph School System.

ARTICLE XXVIII

EXCHANGE PROGRAMS

Exchange programs will be available after three (3) years of service in the Randolph Public Schools if approved by the Superintendent. The dates for application shall be from September 1

35


to December 1 of the calendar year preceding the school year in which leave is sought. Not more than two (2) teachers may take advantage of this in any school year. If more than two (2) teachers apply for an exchange program, the Superintendent's decision will be based upon length of service in Randolph and previous use of this Article. The salary of the teacher coming to Randolph will be based upon the appropriate step of the salary schedule, but in no event will be higher than the salary of the teacher leaving. The teacher coming to Randolph will be accorded all professional rights outlined in this Agreement.

Upon returning from said exchange program, teachers shall be placed in their position and on the appropriate step of the salary schedule and shall be eligible for all rights and benefits previously accrued, including but not limited to all unused sick leave and increments, if earned.

ARTICLE XXIX

PARENTAL AND CHILD REARING

SECTION 1.  

A.        Parental leave shall be granted to teachers giving birth, teachers whose spouse is giving birth or teachers adopting a child. Teachers must give thirty (30) days' notice in writing as to the date the parental leave is to start, except in emergency situations.

B.        For teachers giving birth, a physician's statement verifying the pregnancy and permitting the teacher to continue employment must be submitted with the request. Said teacher may return to work when she and her family physician state that she is physically able to do so.

C.        A teacher may return to work in accordance with the following schedule:

1.         At the end of the teacher’s Family and Medical Leave Act (FMLA) leave or Massachusetts Maternity Leave Act (MMLA) leave.

2.         Beyond the FMLA or MMLA leave, any teacher who leaves during the school year must return the following September or the second September following the leave. Notice of intent to return must be filed by April 1. In the event the teacher leaves between April 1 and the close of school, notice of intent must be filed upon application for such leave.

3.         Beyond the FMLA or MMLA leave, any teacher who takes leave due to the birth or placement of a child occurring during the summer months may either return following expiration of FMLA or MMLA leave or the following September. Summer months are defined as the period between the last work day of one school year until the first day of the following school year. Notice of intent to return must be filed upon application for such leave.

36


SECTION 2.  

A.        The teacher assignment, upon returning to employment, will be determined by the Superintendent, taking into consideration former grade placement, and/or the particular department at the time of initial employment.

B.        The teacher shall be eligible for all rights and benefits previously accrued, including all unused sick leave, and increments, if earned. The salary of the reinstated teacher shall be determined based upon the conditions stated in Articles X and XXI.

ARTICLE XXX

SUBSTITUTE TEACHERS

SECTION 1.   Substitute teachers: Positions which will be vacant for at least one semester will, to the extent possible, be filled by personnel who have met the state certification requirements. If a certified substitute teacher is not available, such vacancy will be filled by qualified non-certified personnel. Basic salary for such substitutes shall be the minimum for his/her level of professional preparation. The Superintendent may, however, at his/her discretion, place a substitute in a higher salary level.

It is understood that the Association does not have the right to bargain for substitute teachers.

SECTION 2.   It is the policy of the Randolph Public Schools to engage paid substitutes to fill all temporary absences which occur because of illness or other causes. When such absences occur and no substitutes are available, or when it is necessary for a teacher to be absent from his/her duties for a short period of time, regular teachers, on a voluntary basis, may substitute for the absent teacher during their non-teaching time. If no volunteers are available, the principal shall assign a regular qualified teacher to fill the temporary vacancy. Such service will be at the rate of $19.64 per period covered.

Elementary classroom teachers who fill in for specialists, (art, music, physical education) will be reimbursed at the same rate.

In the event that a substitute cannot be arranged for a teacher and a class is divided among other classroom teachers, those teachers shall be compensated by dividing the per diem cost of a substitute teacher.

ARTICLE XXXI

REDUCTION IN FORCE

SECTION 1.   In the event it becomes necessary to reduce the number of employees included in the bargaining unit defined in Article 1, employees shall be laid off in the inverse order of their seniority. For purposes of this section, seniority shall be defined as follows:

A.        For those members employed as teachers prior to the 2015-2016 school year, seniority shall be based on the date of initial employment. In cases involving teachers who have identical seniority, preference for retention or recall shall be given to the teacher who has

37


            the highest level of training. In cases where the teachers have identical levels of training, preference for retention or recall will be by random selection.

B.        For those members hired as teachers for the 2015-2016 school year and thereafter, seniority shall be based on the date the member commences work for the District. In cases involving teachers who have identical seniority, preference for retention or recall shall be given to the teacher who has the highest level of training. In cases where the teachers have identical levels of training, preference for retention or recall will be given based upon the earliest contract signing date and in cases where the contract signing date is identical, by random selection.

C.        For those teachers who experience a break in employment due to resignation, seniority will be based on the date of rehire and the definition in effect as of that date.

SECTION 2.   When a reduction in the number of teachers in a school is necessary, volunteers will be considered first, if volunteers qualify for the positions.

SECTION 3.   The Superintendent’s office, in conjunction with the Committee, shall compile the final Reduction in Force list and any other documentation needed to determine the staffing patterns for the following year.

SECTION 4.   An employee whose position is eliminated shall either:

A.        Be transferred to an open position within the recognition clause for which he/she is qualified*.

            *Qualified - Whenever used in this article means:

Secondary: Secondary certification in subject area with a minimum of 30 hours in the subject field.

Elementary: Elementary certification with a minimum of 24 hours in elementary education.

Special education: Special education certification in the appropriate teaching area with a minimum of 24 hours in special education. School psychologists, social worker, occupational therapist: Appropriate certification or license, a minimum of 24 hours in the field and one (1) year experience within the respective field.

B.        Replace an employee with the lowest seniority anywhere within the school system in an area in which the laid-off employee is qualified.

SECTION 5.   Teachers who are affected by reduction in staff must be notified in writing no later than May 15 of the school year proceeding the year in which the reduction will take effect. Said notice shall include the reasons for the layoff.

38


SECTION 6.   Professional Status Teachers who have been laid off shall be entitled to recall rights for a period of three (3) years from the effective date of the respective layoff. By recall, it is meant that the Committee will fill all regular full year teaching vacancies first with qualified persons on the recall list in the inverse order of their layoff. A teacher will be removed from the recall list if he/she refuses to accept a full time position for which he/she is qualified.

While members of the bargaining unit continue on the recall list, the Committee agrees to use this list in the inverse order of the respective layoff unless there is no qualified teacher on the list, or until all qualified teachers decline an offer to fill the vacancy.

During the recall period, teachers shall be notified by certified mail (return receipt requested) to their last address of record and be given preference for positions as they develop in the inverse order of their layoff. If the teacher does not respond within fourteen (14) days, the teacher will be removed from the recall list.

All benefits to which a teacher was entitled at the time of layoff shall be restored in full upon re-employment within the recall period. During the recall period, teachers who have been laid off shall be given priority on the substitute list if they so desire, and will be given absolute preference in filling any approved leaves of absence for which the teacher is qualified in the inverse order of their respective layoff and may refuse to accept these positions without losing their rights to remain on the recall list.

SECTION 7.   Laid off employees may continue group health and life insurance coverage during the recall period as provided by the Town to members of the bargaining unit by reimbursing the Town for premium costs. Failure to forward premium payments to the Town or refusal to return to employment upon recall will terminate this option. The provisions of this section are subject to the approval of the Town Treasurer and/or the appropriate authority.

SECTION 8.   The School Committee shall prepare and submit twenty (20) copies of a seniority list to the Association by January 1 of each school year. This seniority list shall include the seniority date and any previously approved areas of qualification. By January 15 all requests for additional areas of qualification must be submitted to the Superintendent of Schools on the approved form entitled REDUCTION IN FORCE - REPLACING ANOTHER EMPLOYEE with all appropriate documentation to include copies of transcripts and certification. The Superintendent will review the submitted documents and will respond to the teacher in writing of his determination of the teacher's qualifications by February 1. Challenges to the seniority list or the action of the Superintendent concerning teacher qualifications must be made in writing by February 8 except that a teacher shall have a minimum of 5 days in order to properly develop a challenge. These challenges shall be sent to the President of the Association. Any unresolved challenges will be submitted to a tripartite panel by March 1. Said panel will consist of one member appointed by the Association, one (1) member appointed by the Superintendent, and one member agreed upon by both parties. The individual shall be informed of the date and time of the meeting and granted an opportunity to present his/her case. The decision of this panel shall be final and binding for all parties and is not subject to the grievance or arbitration articles of the Agreement. The original list plus any approved changes shall constitute the final seniority list for the purposes of this Article and shall be available within seven (7) days of the receipt of the final decision of the tripartite panel. Any costs related to the tripartite panel shall be borne

39


equally by the Association and the Committee. All time lines are to be considered as a formality and must be honored. Failure to do so will result in the disqualification of the claim for that school year.

SECTION 9.   Teachers on any approved leave are subject to this reduction in force agreement under the same terms as a teacher in service. The reduction in force clause supersedes rights of return granted under a leave clause.

SECTION 10. During the period of time a teacher is on the recall list he/she may request temporary removal from the list for reasons of illness by submitting a letter to the Superintendent with a doctor's note verifying the illness. The teacher may return to the list by submitting a letter to the Superintendent with a doctor's note verifying his/her physical ability to return to employment. The original time on the recall list will not be extended because of this section.

SECTION 11. The Parties agree that this Agreement may be reopened for the limited purpose of negotiating changes to this Article for purposes of complying with M.G.L. c. 71, s. 42 as amended by St. 2012, c. 131, s.3. As these new statutory amendments are effective as of September 1, 2016, the Parties agree that their respective negotiating teams shall convene no later than December 18, 2015. The agreements reached shall be subject to ratification by the Association and Committee.

ARTICLE XXXII

AGENCY FEE

Any teacher who is not a member of the Association in good standing or who does not make application for membership in the Association within thirty (30) days from the date of commencement of teaching duties shall, as a condition of continued employment, pay as an Agency Fee to the Association an amount equal to ninety (90%) percent of the current dues of the Randolph Education Association, the Massachusetts Teachers Association and the National Education Association, provided, however, that the teacher may authorize payroll deduction for such Agency Fee in accordance with Article III of this Agreement.

In the event that a teacher does not pay said Agency Fee directly to the Association or authorize payment through payroll deductions, the Committee shall immediately cause the termination of employment of such teacher, pursuant to Chapter 71, S42 of the Massachusetts General Laws. The parties expressly recognize that the failure of any teacher to comply with the provisions of the Article is just and reasonable cause for discharge from employment.

ARTICLE XXXIII

DURATION-NEGOTIATIONS PROCEDURES

SECTION 1.   This Agreement shall be effective as of September 1, 2014 and shall continue in full force and effect until August 31, 2017.

SECTION 2.   The Parties agree that this Contract shall be reopened and that they will meet and negotiate in good faith over changes resulting from DOE or NEASC reviews.

40


SECTION 3.   The parties agree that not later than October 1, 2016 they will enter into negotiations for a successor Agreement to become effective as of September 1, 2017.

SECTION 4.   Such negotiations for a successor Agreement may include any matters covered by this Agreement and any other matters, which the parties mutually agree to be negotiable, or which by law are held to be negotiable. If negotiations have reached an impasse, the procedures described in Chapter 150E will be followed.

SECTION 5.   During such negotiations, the Committee and the Association will present relevant data, exchange points of view, and make proposals and counter-proposals. As of the time it is made available to the Committee, the Committee will provide the Association with a complete proposed budget for the next fiscal year.

SECTION 6.   The Committee will make available to the Association for inspection, all pertinent records of the school system. Either party may, if it so desires, utilize the services of outside consultants and may call upon professional and lay representatives to assist in the negotiations.

SECTION 7.   If negotiation meetings between the Committee and the Association are scheduled during a school day, the representatives of the Association will be relieved from all regular duties without loss of pay as necessary, in order to permit their participation in such meetings.

SECTION 8.   Expenses for the printing of the contract will be shared by both the Committee and the Association.

SECTION 9.   Copies of this Agreement will be distributed to all present and future professional staff members.

SECTION 10. The Association and the Committee agree to share the cost to have the contract rewritten and printed.

ARTICLE XXXIV

GENERAL

SECTION 1.   The Committee will, upon request, provide the Association with any documents available to the public which will assist the Association in developing intelligent, accurate, informed and constructive programs on behalf of the teachers and their students, together with any other available information which may be necessary for the Association to process grievances under this Agreement.

SECTION 2.   The Association will be provided with copies of approved minutes of official Committee meetings. A copy of the official agenda of the meeting and any attached documents will be given to the Association prior to said meeting, exclusive of any and all material for an executive session.

SECTION 3.   This Agreement constitutes Committee policy for the terms of said Agreement, and the Committee and the Association will carry out, to the extent possible, the commitments contained herein and give them full force and effect as Committee policy. The Committee will

41


amend its administrative regulations and take such other actions as may be necessary in order to give full force and effect to the provisions of this Agreement.

SECTION 4.   If any article or section of this Agreement or any riders thereto should be held invalid by operation of law or by any tribunal or competent jurisdiction, or if the compliance with or enforcement of any article or section should be restrained by such tribunal pending a final determination as to its validity, the remainder of this Agreement and of any rider thereto, or the application of such article or section to persons or circumstances other than those as to which it has been held invalid or as to which compliance with, or enforcement of, has been restrained, shall not be affected thereby.

In the event that any article or section is held invalid or enforcement of or compliance with which has been restrained, as set forth above, the parties affected thereby shall enter into the immediate collective bargaining negotiations upon the request of either party for the purpose of arriving at a mutually satisfactory replacement for such article or section during the period of the invalidity or restraint.

SECTION 5.   The Randolph Public Schools shall only award PDP's which are authorized and allowed by applicable state regulations and statutes.

SECTION 6.   The Parties agree to form a joint subcommittee, comprised of an equal number of representatives of the Committee and of the Association, to review all side letters of agreement existing between the Parties, and to make recommendations to the bargaining teams as to their continuing applicability and incorporation into the body of the Parties’ Collective Bargaining Agreement. The subcommittee’s recommendations will be brought back to the bargaining teams and this Contract will be reopened for the limited purpose of negotiating over any recommended changes resulting from the subcommittee’s review.

IN WITNESS THEREOF, the parties hereto set their hand and seal by their duly authorized representatives on this ____ day of August, 2015.

RANDOLPH SCHOOL COMMITTEE       RANDOLPH EDUCATION ASSOCIATION

By: __________________________             By: _______________________________

Its Chair                                                          Its President

 

 

42


APPENDIX I - UNIT A SALARY SCHEDULE

2014-2015 Salary Scale

 

B

B+15

B+30

M

M+15

M+30

M+45

M+60

CAGS

CAGS15

DR

1

48,420

49,868

50,584

51,299

52,741

54,185

54,889

55,593

56,262

56,929

59,912

2

50,860

52,547

53,273

53,999

55,446

56,897

57,602

58,305

59,537

59,646

62,686

3

53,270

54,912

55,643

56,373

57,821

59,270

59,977

60,685

61,354

62,025

65,054

4

55,626

57,296

58,287

59,276

60,223

61,675

62,378

63,079

63,753

64,422

66,410

5

58,025

59,666

60,392

61,119

62,577

64,034

64,739

65,446

66,115

66,785

69,834

6

60,442

62,085

62,815

63,543

64,998

66,456

67,166

67,875

68,547

69,221

72,257

7

65,912

65,989

66,053

66,495

67,400

69,159

69,869

70,580

71,253

71,927

75,849

8

68,238

67,810

68,477

69,274

70,733

72,202

72,912

73,622

74,295

74,970

78,005

9

69,603

72,546

73,611

74,676

76,035

77,422

78,130

78,835

79,503

80,171

83,080

10

 

74,611

75,684

76,761

78,132

79,535

80,249

80,962

81,636

82,312

85,249

11

 

78,009

79,132

80,258

81,691

83,158

83,903

84,649

85,355

86,060

89,132

 

2015-2016 Salary Scale

 

B

B+15

B+30

M

M+15

M+30

M+45

M+60

CAGS

CAGS15

DR

1

49,146

50,616

51,343

52,068

53,532

54,998

55,712

56,371

57,500

57,783

60,511

2

51,368

52,994

53,726

54,458

55,918

57,381

58,091

58,801

60,192

60,153

63,094

3

53,722

55,406

56,144

56,796

58,342

59,803

60,517

61,231

62,213

62,521

65,574

4

56,182

57,811

58,812

59,750

60,765

62,230

62,940

63,646

64,326

65,001

67,804

5

58,721

60,263

60,996

61,791

63,203

64,674

65,386

66,100

66,776

67,453

70,672

6

61,512

62,954

63,380

64,083

65,550

66,988

67,703

68,418

69,095

69,775

73,463

7

65,912

66,088

66,912

67,379

68,343

70,127

70,847

71,569

72,251

72,934

76,683

8

68,722

68,894

69,676

70,486

71,759

73,285

74,005

74,726

75,410

76,094

79,644

9

71,169

72,546

73,611

74,676

76,035

77,422

78,130

78,835

79,503

80,171

83,080

10

 

75,521

76,608

77,697

79,085

80,506

81,228

81,949

82,632

83,316

86,289

11

 

79,764

80,912

82,063

83,529

85,029

85,791

86,553

87,275

87,997

91,137

 

2016-2017 Salary Scale

 

B

B+15

B+30

M

M+15

M+30

M+45

M+60

CAGS

CAGS15

DR

1

50,006

51,502

52,241

52,980

54,469

55,960

56,687

57,358

58,506

58,794

61,570

2

52,267

53,921

54,666

55,411

56,896

58,385

59,108

59,830

61,246

61,205

64,198

3

54,663

56,375

57,126

57,790

59,363

60,850

61,576

62,302

63,301

63,615

66,722

4

57,165

58,823

59,841

60,795

61,828

63,319

64,041

64,760

65,452

66,139

68,991

5

59,749

61,317

62,064

62,873

64,309

65,806

66,531

67,257

67,945

68,634

71,909

6

62,588

64,056

64,489

65,205

66,697

68,160

68,888

69,616

70,304

70,996

74,749

7

67,065

67,245

68,083

68,559

69,539

71,354

72,087

72,821

73,515

74,211

78,025

8

69,925

70,100

70,895

71,720

73,015

74,567

75,300

76,034

76,729

77,426

81,037

9

72,770

73,816

74,899

75,983

77,366

78,777

79,497

80,215

80,894

81,574

84,534

10

 

76,843

77,948

79,057

80,469

81,915

82,649

83,383

84,078

84,774

87,799

11

 

81,558

82,733

83,910

85,408

86,942

87,721

88,501

89,239

89,977

93,188

 

43


APPENDIX II - EXTRA DUTY AND EXTRA-CURRICULAR ASSIGNMENTS

The Committee retains the right to determine which of the positions listed shall be filled annually. In addition, it is the right of the Committee to add any new extra-curricular assignments it deems advisable. The Committee will set the initial salary for these new positions. The Association will be notified when new positions are created.

If the Association petitions the Committee in writing within 30 days, it shall have the right to negotiate the salary of any newly created position.

The following is a list of approved positions and their salaries:

CATEGORY I - HIGH SCHOOL

Band Leader

4,714

Color Guard Instructor

1,113

Director of Drama

5,631

Marching Band Drill Instructor

1,964

Percussion Instructor

740

Production Director (Musical Comedy)

2,292

Production Director (State Festival Entry)

1,898

School Store Faculty Manager

1,767

Tomorrow's Teacher Club Advisor

1,343

CATEGORY II - HIGH SCHOOL

Academic Bowl Advisor

983

African-American Club Advisor

983

Amnesty International Advisor(s)

983

Asian Club Advisor(s)

983

Business Club Advisor

983

Cheerleader Advisor(2)

983

Chess Club Advisor

983

Communications Club Advisor (RHTV)

983

Computer Club Advisor

983

Debate Club Advisor

983

Environmental Club

983

French Club Advisor

983

Freshman Class Advisor

983

Future Homemakers Advisor

983

Gay Straight Alliance Advisor

983

High School Strategor Games Club Advisor

983

International Club Advisor

983

Medical Career Club Advisor

983

Mock Trial Team

983

Model Rocketry Club

983

National Honor Society Advisor

983

Newspaper Business Advisor

983

Photography Club Advisor

983

Political Action Club

983

Production Director (4); 1 for each position

983

Robotics Club Advisor

983

Sophomore Class Advisor

983

44


 




Spanish Club Advisor

983

Student Academic Leadership Society Advisor

983

Student Homeroom Co-Advisors

983

Student Program Advisor

983

Tutorial Program Advisor

983

Yearbook Technical Advisor

983

 

JUNIOR HIGH

Art Club Advisor

983

Computer Club Advisor

983

Consumer Science Club Advisor

983

Credit Union Club

983

Drama Club Advisor

983

French Club Advisor

983

Great Books Club Advisor

983

International Club Advisor

983

Literary Club Advisor

983

Media Club Advisor

983

National Junior Honor Society Advisor

983

Non-Users Club Advisor

983

Peer Counseling Advisor

983

S.A.D.D. Advisor

983

School Accounts Manager

983

School Store Advisor

983

Spanish Club Advisor

983

 

ELEMENTARY

Building Advisor (5)

983

 

CATEGORY III - HIGH SCHOOL

Jazz Band Director

1,309

Junior Class Advisor

1,309

Literary Advisor

1,309

Math Club Advisor

1,309

S.A.D.D. Advisor

1,309

Scholarship Advisor

1,309

Senior Class Advisor (2)

1,309

Show Choir Advisor

1,309

Student Council Advisor

1,309

 

JUNIOR HIGH

Junior High Student Council Advisor

1,309

Newspaper Club Advisor

1,309

Yearbook Advisor

1,309

 

CATEGORY IV - HIGH SCHOOL

Aesthetic Restoration Team Advisor

1,638

Cheerleader Advisor(Head)

1,638

Newspaper Literary Advisor

1,638

Production Director(Showcase)

1,638

RTV Advisor

1,876

School Accounts Advisor(7-12)

1,638

Yearbook Literary Advisor

1,638

45


 

CATEGORY V - SYSTEMWIDE

Senior Consultant (4 year program)

9,821

Senior Consultant (3 year program)

7,856

Senior Consultant (2 year program)

5,893

Senior Consultant (1 year program)

2,618

 

 

Academic Support Coordinator - per hour rate

36

Academic Support Teacher - per hour rate

31

Best Buddies Advisor

983

Bus Duty/High School

1,738

Floor Teachers

6,407

In-School Suspension

185

Mentor Program Coordinators (2)

3,000

Mentoring Program Teacher

1,545

Second Year Mentor (Effective 9/1/15)

375

Peer Assistant (Effective 9/1/15)

750

Peer Leader Advisor - per hour rate

21

School to Career Coordinator

5,199

Supervisor of Attendance

6,668

STOMPER (Effective 9/1/15)

5,000

 

ELEMENTARY SCHOOL

Literacy Coordinators

3,605

Math/ELA Coaches

3,605

Literacy Coordinator @Early Education Center

2,060

Social Competency Trainers

1,236

 

 

Middle School Team Leaders

3,605

 

Chairs

Behavioral Needs

6,443

Elementary

6,717

Ell

5,423

English

5,423

Foreign Language

5,423

Grades 7 & 8

6,717

Guidance

5,423

Math

5,423

Music

6,735

Out of District

6,717

Pre-K

6,717

RHS

6,717

Science

5,423

Social Studies

5,423

Special Education

6,717

Technology

6,735

 

 

Assistant Principals

5,317

 

Other Administrators

Title I Administrator

8,240

Peer Leader Advisor – RHS

3,000

 

46


 

The parties agree to form a subcommittee comprised of an equal number of members designated by the REA and by the Committee to re-examine, review, propose, and update stipendiary positions including but not limited to:

1.         Extra Duty and Extra Curricular Assignment Stipends

2.         Coaches Salary Schedule (Appendix I).

The subcommittee shall commence its review in September 2015 and shall report back to their respective teams no later than May 1, 2016. The bargaining teams shall reconvene with the goal to finalize the agreement for an effective date of September 1, 2016 and the agreements shall be reduced to writing in the form of a Side Letter of Agreement and shall be subject to ratification by the REA and the School Committee.

47


 

APPENDIX III - COACHES

 

ARTICLE I

RECOGNITION

SECTION 1.   The Committee, subject to the provisions of Chapter 150E and any applicable amendments or provisions of State or Federal law now or hereafter in effect, recognizes the Association as the exclusive bargaining representatives for all coaches in the Randolph Public School System as listed in the coaches’ salary schedule on all matters cognizable as mandatory subjects for bargaining.

SECTION 2.   Nothing contained in this Appendix shall be construed to prevent any coach or group of coaches not acting on behalf of any employees organization or representing anyone by themselves from at any time discussing any problems with any of their supervisors, Committee or its representatives-as a result of such discussion be the subject of a grievance otherwise legally contested by said Association unless such action is in specific and direct contravention or express language in a specific provision of this Appendix. The Association will be notified and have a right to attend any such session before the Superintendent or Committee.

SECTION 3.   This Appendix incorporates the entire understanding of the parties on all issues, which were not or could have been the subject of negotiations. During the term of this contract neither party shall be required to negotiate with respect to any such matter whether or not covered by this Appendix and whether or not within the knowledge or contemplation of either or both of the parties at the time they negotiated or signed this contract.

SECTION 4.   The parties are agreed that the relations between them shall be governed by the terms of this Appendix only. No change or modifications of the Appendix shall be binding on either the Association or the Committee unless reduced to writing as executed by the respective duly authorized representatives.

ARTICLE II

COACHES' GRIEVANCES

SECTION 1.  

A.        For the purpose of this Appendix a grievance shall be defined as: Any complaint by an employee in the unit covered by this appendix that (1) he/she has been subject to a violation, inequitable application or misinterpretation of a specific provision of this Appendix, or (2) he/she has been subjected to an unfair or discriminatory act contrary to established policy and practice.

B.        An "aggrieved person" is the person or persons making the claim.

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

48


D.        The purpose of this procedure is to secure at the lowest possible administrative level, equitable solutions to the problems, which may from time to time arise affecting the welfare or working conditions of teachers. Both parties agree that these proceedings will be kept as informal and confidential as may be appropriate at any level of the procedure.

E.         Since it is important that grievances be processed as rapidly as possible, the number of days indicated at each level should be considered as maximum, and every effort should be made to expedite the process. The time limits specified may, however, be extended by mutual agreement and must be reduced to writing.

F.         Should a grievance affect three or more coaches, then it may be considered by the Professional Rights and Responsibilities Committee as a group grievance and same may be filed in writing at Level 3, provided the coaches involved are identified, unless the grievance is common to all the coaches covered by this Agreement. The Professional Rights and Responsibilities Committee shall have the right to process said grievances through all levels of the grievance procedure. In the event a grievance is filed on or after June 1, which if left unresolved until the beginning of the following school year, could result in irreparable harm to the party in interest, the time limits set forth herein will be reduced so that the grievance procedure may be exhausted prior to the end of the school term or as soon thereafter as is practicable.

SECTION 2.   A grievance must be presented within ten (10) school days of the time of the occurrence of the alleged contract violation, or within ten days of the time when the aggrieved reasonably should have had knowledge of the alleged violation and must be processed in accordance with the steps, time limits and conditions set forth below in this Article.

Level 1.           The Aggrieved or party of interest shall present the grievance in writing to the Principal of his/her building or the appropriate supervisor. The written grievance shall give a specific summary of the facts involved, the provision(s) of this Agreement allegedly violated and the remedy sought. The Principal or supervisor and the aggrieved, and the President of the Association or his/her designee, shall meet within ten school days to discuss the grievance. The Principal or supervisor shall respond in writing within ten school days of the Level 1 meeting. If the grievance is not settled to the satisfaction of the aggrieved employee at this step, it may proceed to Level 2.

Level 2.           The written grievance will be presented to the Superintendent, within ten school days after receipt of the administrator's written response, and a copy shall be sent to the President of the Association. The written grievance shall give a specific summary of the facts involved, the provision(s) of this Agreement allegedly violated and the remedy sought. The Superintendent or his/her designee and the aggrieved, and the President of the Association or his/her designee, shall meet within ten school days to discuss the grievance. The Superintendent shall elect whether this discussion shall take place during working hours or not. The Superintendent or his/her designated representative shall give his/her written answer to the grievance within ten school days following the conclusion of the

49


                        meeting to the aggrieved person and the President of the Association. If the grievance is not satisfactorily settled at this step, it may proceed to level 3.

Level 3.           The level 2 decision must be appealed in writing within ten school days after receipt of the written answer of the Superintendent by the Aggrieved to the Committee and a copy shall be sent to the President of the Association. The Committee or its designated representative and the aggrieved person, counsel and/or authorized representative of the Association, shall meet to discuss the grievance as promptly as possible, no later than fifteen school days, at a time mutually agreed upon by the Chairman of the Committee and the President of the Association. But, in any event, if any person or persons are to represent the coach at this meeting, the Committee will be informed in writing prior to three days before the meeting, of the names and titles of such person or persons. The Committee or its designated representatives shall elect whether this discussion shall take place during working hours or not. The Committee will give its written answer to the grievance within ten school days following the conclusion of the meeting, with a copy sent to the aggrieved person and the President of the Association. If no satisfactory settlement of the grievance is made, it may proceed to Level 4.

Level 4.           The Level 3 decision may be appealed to arbitration by written notice of such intention to appeal within ten school days after the receipt of the written answer under Level 3. This appeal to arbitration shall be in accordance with the procedure and conditions set forth in Article III of this appendix.

SECTION 3.   A grievance not initiated within the time specified shall be deemed waived. Failure of the aggrieved person or the Association to appeal a decision within the time limit specified will mean that the grievance shall be considered settled on the basis of the decision last made and shall not be eligible for further appeal.

Failure of the Committee to answer an appeal within the time limit specified shall mean that the appeal may be taken to the next step immediately. The above limitations may be waived by mutual written agreement of the parties.

SECTION 4.   No reprisals of any kind will be taken by the Committee or any member of the Administration against any party in interest, any school representative, any member of the Professional Rights and Responsibilities Committee, or any participant in the grievance procedure by reason of such participation.

SECTION 5.   Any party in interest may be represented at all stages of the grievance procedure by a person of his/her own choosing from within the bargaining unit or a representative of the Association and/or its affiliates. When an aggrieved person is not represented by the Association, the Association shall have the right to be present and to state its views at all stages of the grievance procedure except at Level 1.

50


SECTION 6.  

A.        The Committee will, upon request, provide the Association with any documents in its possession which will assist the Association in developing intelligent, accurate, informed, and constructive programs on behalf of the teachers and their students. The Committee minutes, with the exception of those of Executive Session, are available for the perusal of the Professional Rights and Responsibilities Committee of the Association at the administrative offices. Material which is used by the Committee in the preparation of negotiations and/or grievances shall not be subject to this provision.

B.        All documents, communications and records used in the processing of a grievance will be filed separately from the personnel file of the aggrieved person and shall be made available on request to the aggrieved person and the Association.

ARTICLE III

ARBITRATION

SECTION 1.   In the event either party elects to submit a grievance to arbitration, the arbitrator shall be selected according to and shall be governed by the following procedure:

The arbitrator is to be mutually selected by the Committee and the Association. If the Committee and the Association cannot agree within seven (7) school days after written notice of intention to arbitrate has been received by either party, then the party demanding arbitration shall within five school days, thereafter upon written request to the other, request the Massachusetts Board of Conciliation and Arbitration to provide a panel of arbitrators, said arbitrator then to be selected under the provisions of the Voluntary Labor Arbitration Rules.

SECTION 2.   The Arbitrator shall be bound by the procedure set forth in the Voluntary Labor Arbitration Rules as now in effect or hereafter established by the Massachusetts Board of Conciliation and Arbitration. He/she shall arrive at his/her decision solely upon the facts, evidence and contentions as presented by the parties through the arbitration proceedings. The Arbitrator shall have no power to add to, subtract from, or modify any of the terms of this Agreement and in reaching his/her decision shall interpret this Agreement in accordance with the commonly accepted meaning of the words used herein and the principle that there are no restrictions intended upon the rights and authority of the Committee other than those expressly set forth herein. Subject to the foregoing, the decision of the arbitrator shall be final and binding upon the parties.

SECTION 3.   Notwithstanding anything to the contrary, no dispute or controversy shall be the subject for arbitration unless it involves a grievance as specifically defined in Article VI, Section 1 (a).

SECTION 4.   Sections 1 through 4 above are subject to Massachusetts General Laws, Chapter 150E, Section 1-16.

51


ARTICLE IV

COACHES' CLOTHING

The Committee will procure for coaches any special clothing required.

ARTICLE V

COACHING CONFERENCES

No more than one day for the purpose of visiting other schools or attending meetings or conferences of a coaching nature may be granted. The Committee will pay the reasonable expenses including fees, meals, lodging and/or transportation incurred by coaches who attend workshops, seminars, conferences or other improvement sessions at the request and/or with the advanced approval of the Superintendent.

ARTICLE VI

COACHING SALARIES

The Committee retains the right to determine which of the positions listed shall be filled annually. In addition, it is the right of the Committee to add any new assignments it deems advisable. The Committee will set the initial salary for these new positions. The Association will be notified when new positions are created. If the Association petitions the Committee in writing within thirty (30) days, it shall have the right to negotiate the salary of any newly created positions.

The following is a list of approved positions and their salaries:

52


 

 

COACHES SALARY SCHEDULE

 

 

 

 

 

 

POSITION

STEP 1

STEP 2

STEP 3

STEP 4

STEP 5

 

BASEBALL

HEAD

3870

4329

4797

5259

5718

ASSISTANT

2532

2808

3078

3361

3636

FRESHMAN

2201

2440

2675

2906

3132

 

BASKETBALL

HEAD

3870

4329

4797

5259

5718

ASSISTANT

2532

2808

3078

3361

3636

FRESHMAN

2201

2440

2675

2906

3132

GRADE 7 & 8

1513

1627

1747

1865

1975

 

 

 

 

 

 

X-COUNTRY

2156

2391

2619

2853

3078

 

FOOTBALL

HEAD

5440

5901

6349

6822

7283

ASSISTANT

3216

3508

3824

4150

4468

FRESHMAN

2906

3132

3354

3650

3834

 

 

 

 

 

 

GOLF

1558

1787

2017

2247

2433

 

 

 

 

 

 

GYMNASTICS

2717

2990

3266

3587

3951

 

HOCKEY

HEAD

3870

4329

4797

5259

5718

ASSISTANT

2532

2808

3078

3361

3636

FRESHMAN

2201

2440

2675

2906

3132

 

TRACK - (INDOOR)

HEAD

2442

2675

2899

3134

3369

ASSISTANT

1696

1860

2017

2176

2290

 

SOCCER

HEAD

2899

3369

3825

4288

4747

ASSISTANT

2247

2520

2806

3078

3352

 

SOFTBALL

HEAD

3870

4329

4797

5259

5718

ASSISTANT

2532

2808

3078

3361

3636

FRESHMAN

2201

2440

2675

2906

3132

 

TRACK

HEAD

2619

2946

3263

3585

3908

ASSISTANT

1696

1860

2017

2176

2290

 

 

 

 

 

 

SWIMMING

2255

2520

2806

3119

3422

 

53


 

POSITION

STEP 1

STEP 2

STEP 3

STEP 4

STEP 5

TENNIS

1740

1968

2194

2425

2653

WEIGHT TRAINING

2231

WRESTLING

HEAD

2899

3369

3825

4288

4747

ASSISTANT

2247

2520

2806

3078

3352

VOLLEYBALL

2152

 

2441

2713

3017

3309

EQUIP MANAGER

 

 

2156

2325

2480

2643

3648

ATHLETIC TRAINER

 

 

2324

 

FOOTBALL COORDINATOR

 

 

8878

 

ASSISTANT FOOTBALL COORDINATOR

 

6864

 

CHEERLEADING COORDINATOR

 

6119

 

 

54


 

APPENDIX IV - LEAVE OF ABSENCE FORM

 

RANDOLPH PUBLIC SCHOOLS

RANDOLPH, MASSACHUSETTS 02368

 

PERSONAL LEAVE OF ABSENCE

 

REQUEST FORM

DATE: ___________________

NAME: ____________________________________________________________________

SCHOOL: _________________________________________________________________

DATE OF LEAVE: __________________________________________________________

I am hereby requesting a temporary leave of absence in accordance with Article XXVII, Sub-section 1a. for the following reason:

                                    (check one)

                                                ___________________ Legal

                                                ___________________ Business

                                                ___________________ Household or Family Matters

                                                ___________________ Personal*

* I understand that personal leaves for the purpose of extending a holiday or vacation will not be granted, except in unusual circumstances and will require the approval of the Superintendent. Therefore, I am providing a brief explanation of such unusual circumstances below:

_________________________________________________________________________________________________________________________________________________________________________________________________________________________________

SIGNATURE OF APPLICANT                                         ____________________________________________

****************************************************************************************

PRINCIPAL'S SIGNATURE (if applicable) _____________________________________________________

                (acknowledgment only)

 

 

SUPERVISOR'S SIGNATURE (if applicable) ___________________________________________________

(acknowledgment only)

_____________________________________________________                    ________________________ CENTRAL OFFICE APPROVAL                                                                          DATE

55


 

APPENDIX V - SICK BANK GUIDELINES

 

RANDOLPH EDUCATION ASSOCIATION SICK BANK GUIDELINES

REVISED AS OF SEPTEMBER 1, 2005

I.          Introductory Statement

A.        A "Sick Leave Bank" will be established whereby all members covered by the Agreement who have been granted sick leave by the Superintendent or his/her designee may receive additional paid sick leave upon exhaustion of their own earned and accrued sick leave through prolonged illness.

II.        Eligibility of Membership

A.        All Unit A Members are eligible to participate in the "Sick Leave Bank".

B.        New employees are eligible to participate in the "Sick Leave Bank" as soon as a single day of personal sick leave is earned and contributed to the Bank.

III.       Funding the Bank

A.        During the enrollment period, an eligible employee acquires the applicant's donation of one day of earned sick leave to the bank.

B.        The application for membership shall specifically authorize the applicant's donation of one day of earned sick leave to the Bank. Said authorization will be signed by the employee before October 15 of the school year in which enrollment is open and will be kept on file by the "Sick Bank" Committee. A copy will be sent to the Superintendent's Office.

C.        Application for membership in the Bank must be made by new employees within ninety (90) days from the time their contract becomes effective.

IV.       Administration of the Bank

A.        The "Sick Leave Bank" shall be administered by the Sick Bank Committee.

B.        Effective until the expiration of this Agreement, the Sick Bank Committee shall consist of six (6) members covered by the Unit A contract and one member of Unit D, who will be approved by the REA Representative Council and one (1) member designated by the Committee.

C.        The Sick Bank Committee shall consist of:

1.         President of the Association (ex officio)

2.         Sick Bank Chairperson

3.         One representative from the high school.

56


 

4.         One representative from the junior high school.

5.         One representative from the elementary school.

6.         One representatives from the nurses.

7.         One representative from Unit D.

8.         Committee Designee

V.        Duties of the Sick Bank Committee

A.        The Sick Bank Committee shall govern all phases of the Bank.

B.        The Sick Bank Committee is responsible for acting on all requests by members for use of sick bank time to fund an approved leave for reason of prolonged illness. However, the Sick Bank Committee does not have the authority to grant or approve a leave by a member. Such authority rests solely with the Superintendent or his/her designee

C.        The decisions of the Sick Bank Committee may be appealed to the Committee for review or hearing by any participating Bank member directly affected by a given decision and/or any member of the Committee itself.

D.        If mutual agreement has not been reached (Article V Section B) the member has the option to appeal the case to an Appeals Board appointed by the REA Representative Council.

VI.       Provisions for Benefit Payment

A.        Before a participating member may receive any benefits, he or she must have exhausted all annual or accumulated sick leave and received authorization for the leave by the Superintendent or his/her designee.

B.        The "Bank" days shall not be granted in most cases for three (3) work days following the last day on which the participating member received annual or accumulated sick leave. These three days may be waived by the Sick Bank Committee when the appropriate paper work has been completed and the illness is considered by the licensed physician to be serious or if the illness is of duration of at least two weeks.

C.        The Sick Bank Committee may approve withdrawal of up to and including twenty (20) days upon initial application of the participating member.

D.        The number of sick days requested from the Bank must be specified at the time of initial request.

E.         The participating member may request an additional number of sick days to cover the period beyond the first twenty (20) days referred to in Section C. Said request for additional days may be made before the twenty (20) days have expired or after they have expired, in which case they may be applied retroactively.

57


 

F.         Sick days are defined as normal work days, excluding holidays, and vacations and other non-working days. Payment will be made on a regular workday basis as sick leave is presently done. Salaries obtained from extracurricular or other such activities will not be included.

G.        Any eligible member who teaches less than a full schedule is entitled to a proportional number of days up to the maximum number that they could draw annually.

For example: A teaching schedule of:

SENIORITY                         20%                40%                60%                80%                100%

Enrollment - 1 year              4 days            8 days            12 days          16 days          20 days

2-5 years                                8 days            16 days          24 days          32 days          40 days

6-10 years                             12 days          24 days          36 days          48 days          60 days

11-20 years                           16 days          36 days          54 days          72 days          90 days

Over 20 years                       27 days          54 days          81 days          108 days       135 days

H.        In order to expedite benefits, application for benefits must be made to the Sick Bank Committee five (5) calendar days prior to the expiration of the participating member's own sick leave (annual and accumulated), except in cases as determined by the licensed physician. Benefits shall not commence until the participating member's own annual and accumulated sick leave has been exhausted and three (3) additional work days have passed, unless waived according to the guidelines set forth in Article VI B above.

I.          The application for benefits must be accompanied by a certification of illness or disability completed and signed by the licensed physician. The Sick Bank Committee may require additional information beyond a doctor's certificate during the time that days are being used by a participating member. If the additional information is not provided for the Sick Bank Committee, said Committee may vote to stop the withdrawal of the Bank days.

J.          Any misuse or abuse pertaining to the Sick Leave Bank that comes to the attention of the Sick Bank Committee will be reviewed by said Committee. After review, if the Committee deems it necessary the Committee will request repayment for those days, which were the subject of abuse and/or will move to terminate the membership of the teacher in the Sick Bank.

K.        Benefits granted by the Sick Leave Bank under the Sick Leave Bank Guidelines will not extend beyond the participating member's term of authorized leave or employment.

L.         Approval of sick leave days granted requires a majority vote by five (5) members of the Sick Bank Committee.

58


 

M.        If the Town is found to be responsible in a Workman's Compensation case, any days used by the participating member will be reimbursed fully to the Sick Leave Bank by the Town.

VII.     Termination of Agreement

Any sick leave granted under the provisions of these guidelines shall expire at the end of the applicable year.

VIII.    Continuation of Sick Leave Bank

Days left in the Sick Bank at the end of a school year will be carried over and applied to the following school year.

59


APPENDIX VI

 

 

 

 

 

 

 

 

 

 

 

 

RANDOLPH EDUCATOR EVALUATION PROCESS, FORMS, AND RUBRICS

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 


 

 

TABLE OF CONTENTS

Part A              Randolph Educator Evaluation Process                                            1

Part B              Randolph Educator Evaluation Forms                                               27

Part C              Rubrics

                        C-1      Class Room Teachers                                                           48

                        C-2      Guidance Counselors                                                 57

                        C-3      Nurses                                                                                    77

                        C-4      School Psychologists                                                 92

                        C-5      Special Education Inclusion Teachers                                   109

                        C-6      Speech Language Pathologists, Occupational

                        and Physical Therapists, Adapted Physical

                        Education Teachers                                                            125

                        C-7      Title I and ELL Teachers                                                        135

                        C-8      Social Workers                                                                       151

                        C-9      ELL Community Liaisons                                                       167

 

 

 

 

 

 

 

 

 

 

 

 

ii


Part A – Randolph Educator Evaluation Process

Sections:

(1)                 Purpose of Educator Evaluation

(2)                 Definitions

(3)                 Evidence Used in Evaluation

(4)                 Rubric

(5)                 Evaluation Cycle: Training

(6)                 Evaluation Cycle: Self-Assessment

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

(8)                 Evaluation Cycle : Observation of Practice and Examination of Artifacts - Educators without PTS

(9)                 Evaluation Cycle: Observation of Practice and Examination of Artifacts - Educators with PTS

(10)               Observations Frequency Chart

(11)               Observations

(12)               Intentionally Left Blank

(13)               Evaluation Cycle: Formative Evaluation

(14)               Evaluation Cycle: Summative Evaluation

(15)               Educator Plans : General

(16)               Educator Plans: Developing Educator Plan

(17)               Educator Plans: Self-Directed Growth Plan

(18)               Educator Plans: Directed Growth Plan

(19)               Educator Plans: Improvement Plan

(20)               Timelines

(21)               Career Advancement

(22)               Peer Assistance Review

(23)               Rating Impact on Student Learning Growth

(24)               Using Student feedback in Educator Evaluation

(25)               Using Staff feedback in Educator Evaluation

(26)               Transition from Existing Evaluation System

(27)               General Provisions

 

1


Part A - Randolph Educator Evaluation Process

1)         Purpose of Educator Evaluation

A)        This contract language is locally negotiated and based on M.G.L., c.71, § 38; M.G.L. c.150E; the Educator Evaluation regulations, 603 CMR 35.00 et seq.; In the event of a conflict between this collective bargaining agreement and the governing laws and regulations, the laws and regulations will prevail.

B)        The purposes of evaluation are:

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

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

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

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

2)         Definitions

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

B)        Caseload Educator: Educators who teach or counsel individual or small groups of students. For example, school nurses, guidance counselors, speech-language pathologists, and some reading specialists and special education teachers.

C)        Classroom teacher: Educators who teach preK-12 whole classes, and teachers of special subjects as such as art, music, library, and physical education. May also include special education teachers and reading specialists who teach whole classes.

D)        Categories of Evidence: Multiple measures of student learning, growth, and achievement, judgments based on observations and artifacts of professional practice, including unannounced observations of practice of any duration, but not less than 10 minutes; and additional evidence relevant to one or more Standards of Effective Teaching Practice.

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

 

 

 

2


Randolph Educator Evaluation Process

            post unit and course assessments, and capstone projects. This definition may be revised as required by regulations or agreement of the parties upon issuance of ESE guidance.

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

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

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

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

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

iv)     Improvement Plan shall mean a plan developed by the Evaluator for a realistic time period sufficient to achieve the goals outlines in the Improvement Plan, but at least 90 school days and no more than one school year for Educators with PTS who are rated unsatisfactory with goals specific to improving the Educator's unsatisfactory performance. In those cases where an Educator is rated unsatisfactory near the close of a school year, the plan may include activities during the summer preceding the next school year, with the agreement of the Educator.

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

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

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

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

 

 

3


Randolph Educator Evaluation Process

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

iii)      Teaching Staff Assigned to More Than One Building: Each Educator who is assigned to more than one building will be evaluated by the appropriate licensed administrator where the individual is assigned most of the time. The principal of each building in which the Educator serves must review and sign the evaluation. The second principal may add written comments based on the same standards of evaluation outlined in this document. In cases where there is no predominate assignment, the superintendent will determine who the primary evaluator will be.

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

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

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

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

N)        Intentionally Left Blank

O)        Formative Evaluation: An evaluation conducted mid-cycle of an Educator Evaluation Plan which is used to arrive at a rating on progress towards attaining the goals set forth in the Educator Plan, performance on Standards and Indicators of Effective Teaching Practice, or both.

P)        Goal: A specific, actionable, and measurable area of improvement as set forth in an Educator's plan. A goal may pertain to any or all of the following: Educator practice in relation to Performance Standards, Educator practice in relation to indicators, or specified improvement in student learning, growth and achievement. Goals may be developed by individual Educators, by the Evaluator, or by teams, departments, or groups of Educators who have the same role. Team goals can be developed by District, grade level or subject area teams. Non-numeric goals may be proposed and, if so, considered.

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

 

 

4


Randolph Educator Evaluation Process

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

S)        New Assignment: A new assignment shall mean a change in subject area, licensure or grade level. A grade level change shall mean a change of 3 or more grades.

T)         Observation: A data gathering process that includes notes made during one or more classroom or worksite visits(s) of any duration but not less than 10 minutes; by the Evaluator and may include examination of artifacts of practice including student work. Classroom or worksite observations conducted pursuant to this article must result in feedback to the Educator. Normal supervisory responsibilities of department, building and district administrators will also cause administrators to drop in on classes and other activities in the worksite at various times as deemed necessary by the administrator. Carrying out these supervisory responsibilities, when they do not result in targeted and constructive feedback to the Educator, are not observations as defined in this Article.

U)        Parties: The Association and the Committee are the parties to this agreement.

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

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

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

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

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

W)       Performance Standards: Locally developed standards and indicators pursuant to M.G.L. c. 71, § 38 and consistent with, and/or supplemental to 603 CMR 35.00.

 

 

5


Randolph Educator Evaluation Process

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

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

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

i)          Standard 1: Curriculum, Planning and Assessment

ii)         Standard 2: Teaching All Students

iii)         Standard 3: Family and Community Engagement

iv)        Standard 4: Professional Culture

v)         Attainment of Professional Practice Goal(s)

vi)        Attainment of Student Learning Goal(s)

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

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

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

ii)         Elements: Defines the individual components under each indicator

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

BB)      Summative Evaluation: An evaluation used to arrive at a rating on each standard, an overall rating, and as a basis to make personnel decisions. The summative evaluation includes the Evaluator's judgments of the Educator's performance against Performance Standards and the Educator's attainment of goals set forth in the Educator's Plan. The summative evaluation rating must be based on evidence from multiple categories of evidence. MCAS growth scores cannot be the sole basis for a summative evaluation rating. 603CMR 35.08(3). To be rated Proficient overall, a teacher shall, at a minimum,

 

6


Randolph Educator Evaluation Process

            have been rated proficient on Curriculum, Planning and Assessment and the Teaching All Students standards for Educators. 603CMR 35.03 (1) and 35.03 (2).

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

DD)     Teacher: An Educator employed in a position requiring a certificate or license as described in 603 CMR 7.04(3) (a, b, and d). Teachers may include, for example, classroom teachers, librarians, guidance counselors, or school nurses.

EE)      Trends in student learning: At least three years of data from the district-determined

measures and state assessments used in determining the Educator's rating on impact on student learning as high, moderate or low.

3)         Evidence Used In Evaluation

The following categories of evidence shall be used in evaluating each Educator:

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

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

ii)         District Determined Measures as described and used pursuant to Section 23.

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

i)          Unannounced observations of practice of any duration, but not less than 10 minutes.

ii)         Announced observations

iii)         Examination of Educator work products.

iv)        Examination of student work samples.

C)        Other evidence, including but not limited to:

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

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

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

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

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

7


Randolph Educator Evaluation Process

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

4)         Rubric

The rubrics are a scoring tool used for the Educator's self-assessment, the formative evaluation and the summative evaluation. The parties agree that the rubrics attached to this agreement shall be used.

5)         Evaluation Cycle: Training

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

            By September 15th, all Educators shall complete a professional learning activity about self-assessment and goal-setting satisfactory to the superintendent or principal. Any Educator hired after the September 15th, date, and who has not previously completed such an activity, shall complete such a professional learning activity about self-assessment and goal-setting within one month of the date of hire. This learning activity shall occur during the contractual work day. The district through the superintendent shall determine the type and quality of the learning activity based on guidance provided by ESE and input from the Association.

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

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

ii)         Provide all Educators with directions for obtaining a copy of the forms used by the district. These may be electronically provided when the availability and use of technology permit.

iii)         The faculty meeting may be recorded to facilitate orientation of Educators hired after the beginning of the school year provided that it is announced at the beginning of the meeting.

iv)        Provide District and School goals and priorities, as well as professional development opportunities related to those goals and priorities.

6)         Evaluation Cycle: Self-Assessment

A)        Completing the Self-Assessment

 

 

8


Randolph Educator Evaluation Process

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

ii)         The self-assessment includes:

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

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

(C)       Proposed goals to pursue:

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

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

B)        Proposing the goals

i)          Educators shall consider creating goals for departments, teams, or other groups of Educators who share responsibility for student learning and results. Evaluators may participate in such meetings.

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

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

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

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

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

A)        Every Educator has an Educator Plan that includes, but is not limited to, one goal related to the improvement of practice; one goal for the improvement of student learning. The

 

9


Randolph Educator Evaluation Process

            Plan also outlines actions the Educator must take to attain the goals established in the Plan and benchmarks to assess progress. Goals may be developed by individual Educators, by the Evaluator, or by teams, departments, or groups of Educators who have the similar roles and/or responsibilities. See Sections 15-19 for more on Educator Plans.

B)        To determine the goals to be included in the Educator Plan, the Evaluator reviews the goals the Educator has proposed in the Self-Assessment, using evidence of Educator performance and impact on student learning, growth and achievement based on the Educator's self-assessment and other sources that Evaluator shares with the Educator. The parties agree to bargain over the impact of this regulatory requirement (see Section 22) after guidance has been issued by ESE.

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

i)          Educators in the same school may meet with the Evaluator in teams and/or individually at the end of the previous evaluation cycle or by November 1st of the next academic year to develop their Educator Plan. Educators shall not be expected to meet during the summer hiatus.

ii)         For those Educators new to the school, the meeting with the Evaluator to establish the Educator Plan must occur by November 1st or within four weeks of the start of their assignment in that school.

iII)        The Evaluator shall meet individually with Educators with PTS and ratings of needs improvement or unsatisfactory to develop professional practice goal(s) that must address specific standards and indicators identified for improvement, whether they are individual or team goals.

iv)        For Educators with Professional Teacher Status with ratings of Proficient and Exemplary, the professional practice goal may be a team goal. In addition, these Educators may include professional practice goals that address enhancing skills that enable the Educator to share proficient practices with colleagues or develop leadership skills.

D)        The Evaluator completes the Educator Plan and provides the Educator electronically with a copy by November 15th. The Educator shall sign the Educator Plan within 5 school days of its receipt and may include a written response which shall be attached to the form. The Educator's signature indicates that the Educator received the plan. The signature does not indicate agreement or disagreement with its contents. The Evaluator retains final authority over the content of the Educator's Plan.

8)         Evaluation Cycle: Observation of Practice and Examination of Artifacts - Educators without

PTS

A)        In the first year of practice:

 

 

10


Randolph Educator Evaluation Process

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

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

B)        In their second and third years of practice:

i)      The Educator shall have at least two announced observations during the school year.

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

9)         Evaluation Cycle: Observation of Practice and Examination of Artifacts - Educators with PTS

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

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

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

10)      Observations Frequency Chart

            Educators will be observed a minimum number of times per Educator Plan cycle as follows:

 

Educator Plan

Number of Unannounced Observations

Number of Announced Observations

Two-year Self-Directed Plan

2

1

One-year Self-Directed Plan

2

1

Directed Growth Plan/Developing Educator Plan (Years 2 and 3)

3

2

Improvement Plan

4

2

Developing Educator Plan (Year 1)

4

2

 

 

 

11


Randolph Educator Evaluation Process

11)       Observations

The Evaluator's first observation of the Educator will take place by December 7. Observations required by the Educator Plan will be completed by May 1st. The Evaluator is not required nor expected to review all the indicators in a rubric during an observation.

A)        Unannounced Observations

i)          Unannounced observations may be in the form of partial or full-period classroom visitations, but not less than 10 minutes.

ii)         The Educator will be provided with written feedback from the Evaluator provided electronically using the Observation Report Form within 5 school days of the observation. A post conference shall be held upon the request of either the Evaluator or the Educator.

iii)         Subsequent observations may not take place for five school days after the written feedback or post conference meeting has taken place whichever occurred last.

iv)        Any observation or series of observations resulting in one or more standards judged to be unsatisfactory or needs improvement for the first time must be followed by at least one observation of at least 30 minutes in duration within 20 school days.

B)        Announced Observations

i.          Announced observations shall be no less than 30 minutes in duration, announced and conducted according to the following:

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

(b)        Within 5 school days of the scheduled observation the Evaluator and Educator shall meet for a pre-observation conference

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

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

 

 

 

12


Randolph Educator Evaluation Process

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

(d)        The Evaluator shall provide the Educator with written feedback provided electronically using the Observation Report Form within 5 school days of the post-observation conference. The feedback must:

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

(2nd)    Make note of areas of commendation.

(3rd)    Describe actions the Educator should take to improve his/her performance.

(4th)     Identify support and/or resources the Educator may use in his/her improvement.

(e)        Subsequent observations may not take place for five school days after the written feedback or post conference meeting has taken place whichever occurred last.

C)        Walkthroughs, Learning Walks, Instructional Rounds, and other like procedure by any other name (herein called "walkthroughs") are intended to gauge the overall climate, culture, and instruction within a school, program, or department, and entail walking into multiple classrooms. Observations from walkthroughs summarize the aggregate climate, culture, and instruction, rather than commenting on individual teachers, and are used to talk about observed patterns and trends across classrooms. A walkthrough can be announced or unannounced. There are no limits on the number of walkthroughs that can be conducted.

12)       Intentionally Left Blank

13)       Evaluation Cycle: Formative Evaluation

A)        Educators receive a Formative Evaluation report mid-cycle. The Educator's performance rating shall be assumed to be the same as the previous summative rating unless evidence demonstrates a significant change in performance in which case the rating on the performance standards may change, and the Evaluator may place the Educator on a different Educator plan, appropriate to the new rating.

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

 

 

 

13


Randolph Educator Evaluation Process

C)        Presentation of Evidence - At a meeting held by the date outlined in Section 20, which meeting shall be collaboratively established by the Evaluator and the Educator, the Educator shall provide to the Evaluator evidence of family outreach and engagement, fulfillment of professional responsibility and growth, and progress on attaining professional practice and student learning goals and evidence of the educator's performance against the four Performance Standards. The Educator and Evaluator shall provide evidence at, or prior to, this meeting, either electronically or hard copy, using one of the Record of Evidence Forms or otherwise noting on the evidence which indicator(s) and/or goal(s) the evidence addresses. Educators are not expected to provide evidence for all indicators.

D)        The Evaluator shall complete the Formative Evaluation report and provide a copy to the Educator. All Formative Evaluation reports must be signed by the Evaluator and delivered electronically or to the Educator's home in the event electronic delivery is unsuccessful or unavailable.

E)        Upon request of either the Evaluator or the Educator, the Evaluator and the Educator will meet within five school days before and/or after completion of the Formative Evaluation Report and within the timelines outlined at Section 20.

F)         The Educator may reply electronically to the Formative Evaluation report within 10 school days of receiving the report. This response will be attached to the Formative Evaluation in any and all places in which the Educator's evaluation records are retained.

G)        The Educator shall sign the Formative Evaluation report within 10 school days of receiving the report. The signature indicates that the Educator received the Formative Evaluation report. The signature does not indicate agreement or disagreement with its contents. The signature only denotes receipt of document.

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

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

14)       Evaluation Cycle: Summative Evaluation

A)        The evaluation cycle concludes with a summative evaluation report. For Educators on a one or two year Educator Plan, the summative report must be written and provided to the educator by May 25.

B)        The Evaluator determines a rating on each standard and an overall rating based on the Evaluator's professional judgment, an examination of evidence against the Performance Standards and evidence of the attainment of the Educator Plan goals.

 

 

 

14


Randolph Educator Evaluation Process

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

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

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

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

G)        At a meeting held by the date outlined in Section 20, the Educator will provide to the Evaluator evidence of family outreach and engagement, fulfillment of professional responsibility and growth, and progress on attaining professional practice and student learning goals and performance against the four Performance Standards. The Educator and Evaluator shall provide evidence at, or prior to, this meeting, either electronically or hard copy, using one of the Record of Evidence Forms or otherwise noting on the evidence which indicator(s) and/or goal(s) the evidence addresses. Educators are not expected to provide evidence for all indicators.

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

I)          The Evaluator shall deliver a signed copy of the Summative Evaluation report to the Educator electronically or to the Educator's home in the event electronic delivery is unsuccessful or unavailable, no later than May 25.

J)         The Evaluator shall meet with the Educator rated needs improvement or unsatisfactory to discuss the summative evaluation. The meeting shall occur within the timelines outlined at Section 20.

K)        The Evaluator may meet with the Educator rated proficient or exemplary to discuss the summative evaluation, if either the Educator or the Evaluator requests such a meeting. The meeting shall occur within the timelines outlined at Section 20.

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

 

 

 

15


Randolph Educator Evaluation Process

M)        The Educator shall sign the final Summative Evaluation report within 10 school days of receipt. The signature indicates that the Educator received the Summative Evaluation report. The signature does not indicate agreement or disagreement with its contents.

N)        The Educator shall have the right to respond electronically within 10 school days to the summative evaluation which shall become part of the final Summative Evaluation report. This response will be attached to the Summative Evaluation in any and all places in which the Educator's evaluation records are retained.

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

15)       Educator Plans - General

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

B)        The Educator Plan shall include:

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

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

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

C)        It is the Educator's responsibility to attain the goals in the Plan and to participate in any trainings and professional development provided through the state, district, or other providers in accordance with the Educator Plan. To the extent that funds are available, these activities shall be paid for by the district.

16)       Educator Plans: Developing Educator Plan

A)        The Developing Educator Plan is for all Educators without PTS and may be used with Educators with PTS in new assignments.

B)        The Educator shall be evaluated at least annually.

 

16


Randolph Educator Evaluation Process

17)       Educator Plans: Self-Directed Growth Plan

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

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

18)       Educator Plans: Directed Growth Plan

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

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

C)        The Evaluator shall complete a summative evaluation for the Educator at the end of the period determined by the Plan, but at least annually, and in no case later than June 10.

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

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

19)       Educator Plans: Improvement Plan

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

B)        The parties agree that in order to provide students with the best instruction, it may be necessary from time to time to place an Educator whose practice has been rated as unsatisfactory on an Improvement Plan for a realistic time period sufficient to achieve the goals outlined in the Improvement Plan, but no fewer than 90 school days and no more than one school year. In the case of an Educator receiving a rating of unsatisfactory near the close of one school year, the Improvement Plan may include activities that occur during the summer before the next school year begins with the agreement of the Educator.

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

 

17


Randolph Educator Evaluation Process

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

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

F)         The Improvement Plan process shall include:

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

II)         Upon the Educator's request a representative of the Association shall attend the meeting.

III)        The Association will be informed that an Educator has been placed on an Improvement Plan.

G)        The Improvement Plan shall:

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

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

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

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

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

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

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

 

 

18


Randolph Educator Evaluation Process

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

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

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

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

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

c.         In those cases where the Educator was placed on an Improvement Plan as a result of his/her Summative rating at the end of his/her Directed Growth Plan, if the Evaluator determines that the Educator is not making substantial progress toward proficiency, the Evaluator shall recommend to the superintendent that the Educator be dismissed.

d.         If the Evaluator determines that the Educator's practice remains at the level of unsatisfactory, the Evaluator shall recommend to the superintendent that the Educator be dismissed.

20)       Timelines

A)        One Year Plans

Activity:

Completed By:

Superintendent, principal or designee meets with new evaluators and new educators to explain evaluation process. (For teachers hired after September 15 principal will meet with them within four weeks to explain and review process)

September 15

Evaluator meets with all educators to review educator evaluation process.

October 15

Educator submits self-assessment and proposed goals

November 1

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

November 1

Evaluator completes Educator Plans

November 15

Evaluator completes first observation of each Educator

December 7

 

19


Randolph Educator Evaluation Process

 

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

2 weeks before Formative Evaluation Report is Due

Evaluator completes mid-cycle Formative Evaluation Reports

February 1

Any new educator hired between November 1 and January 30 will receive their formative assessment no later than March 30

March 30

Evaluator holds Formative Evaluation Meetings. Educator must sign and return formative evaluation by no later than five school days from receipt.

February 15

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

April 25

Evaluator completes Summative Evaluation Report

May 25

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

Within 10 school days of receipt of Summative Evaluation

Educator signs Summative Evaluation Report and adds response, if any.

Within 10 school days of receipt of Summative Evaluation

 

            B)        Educators with PTS on Two-Year Plans

Activity:

Completed By:

Evaluator completes unannounced observation(s)

Any time during the 2-year evaluation cycle

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