Rockport

Show detailed information about district and contract

DistrictRockport
Shared Contract District
Org Code2520000
Type of DistrictMunicipal K12
Union AffiliationMTA
Most Recent DocumentContract
Expiring Year2015
Expired Status
Superintendency Union
Regional HS Members
Vocational HS MembersNorth Shore RVTSD
CountyEssex
ESE RegionNortheast
Urban
Kind of Communityresort/retirement/artistic
Number of Schools3
Enrollment977
Percent Low Income Students11
Grade StartPK or K
Grade End12
download pdf version of this document view accessible version of this document Rockport

 

 

 

 

AGREEMENT BETWEEN

THE

ROCKPORT SCHOOL COMMITTEE

AND THE

ROCKPORT TEACHERS ASSOCIATION

 

September 1, 2010-August 31, 2012

Extended by MOA to 2015

 

 

 

 

 

 

 

 

 

 

 

 

This Agreement is made and entered into by

and between the Rockport School Committee

(hereinafter referred to as the “Committee”)

and the Rockport Teachers Association

(hereinafter referred to as the "Association").

 

 

 

 


MEMORANDUM OF AGREEMENT

BETWEEN THE

ROCKPORT TEACHERS ASSOCIATION

AND THE

ROCKPORT SCHOOL COMMITTEE

Except as indicated herein, the Agreement between the Rockport School Committee and the Rockport Teachers Association, effective September 1, 2010 through August 31, 2012, will continue in full force and effect in the successor agreement to be in effect from September 1, 2012 through and including August 31, 2015.

Article I    Recognition

Revise Section 1 as follows:

The Committee recognizes the Association for the purposes of collective bargaining as the exclusive representative of Unit A consisting of all counselors, professional teaching employees, and nurses of the Rockport School System …

Article IV Teaching Hours and Teaching Load

To Section B add the following Section 4:

4.   Effective the 2013-2014 school year there will be one hundred eighty (180) student days and one hundred eighty three (183) teacher work days. The calendar shall include a scheduled one-half (1/2) day before Thanksgiving and a one-half (1/2) day on the day before the Christmas Day vacation break in exchange for deleting the second to the last one-half (1/2) day of the school year. Students will attend a one-half (1/2) day on their last day of the school year.

Article IX Teacher Transfers

Section B 1 - Involuntary Transfers - Add the following to the end of the second sentence of the first paragraph:

or 5) in the judgment of the Superintendent the needs of the students require an alternative staffing arrangement that cannot be met by another staff member.

Article XII Teacher Evaluation and Teacher Rights

Revise the first sentence in Section A. 3 as follows:

All full classroom observations shall be reduced to writing and a copy given to the teacher within ten (10) days of the evaluation.

Replace Section A. 11 with the following:

The parties agree to establish a subcommittee with equal representation of administrators and bargaining unit members. The subcommittee’s charge is to adopt or adapt the DESE Teacher Evaluation Model or to revise the current evaluation system to meet the requirements of the new educator evaluation regulations and present the document to the parties by August 1, 2013. The document will be presented for ratification by the Rockport Teachers Association on August 26, 2013. The School Committee will present the document for ratification at the meeting closest to August 26, 2013. Upon ratification by both parties the document, together with the forms, rubrics and other pertinent documents, will be included in the Collective Bargaining Agreement as Appendix ____. The Appendix will be implemented in the 2013-2014 school year. Article XII will be re-named Teacher Rights. Current provisions of Article XII Section A will either be moved to the new Teacher Rights Article, be included in whole or in part, or not included in the new Evaluation Appendix.

Article XIV Temporary Leaves of Absence

Replace current Sections A.1. and A..2. with the following provision:

A.   Teachers will be entitled to the following leaves of absence with pay each school year:

1.  Three (3) days leave of absence per year for personal, legal, business, household or family matters which require absence during school hours. This may be used as sick leave and allowed to accumulate.

Effective September I, 2007, unused personal leave days may accumulate up to a maximum of five (5) school days at the end of the school year. Any remaining personal leave days in excess of five (5) days shall then be converted to sick leave. Bargaining unit members will be permitted to retain all unused personal leave days accumulate prior to September I, 2007, provided, however, they may not continue to accumulate days in excess of the number of personal days accumulated prior to September I , 2007. A teacher with a carryover in excess of five (5) days who utilizes more than three (3) personal days in any year will have those used days deducted from the personal leave account accumulated prior to September I, 2007. Unused accumulated personal leave days as defined above shall be converted to sick leave upon resignation, retirement, or death as provided in Section G.

Applications for personal leave will be made at least forty-eight (48) hours before taking such leave, except in case of emergency, and the applicant for such leave will not be required to state the reason for taking such leave other than that s/he is taking it under this section unless the leave is for greater than two (2) consecutive days. Any temporary leave of absence (personal leave) to be used in units of more than two (2) consecutive days must be approved by the Superintendent.

2.  Under this Section an employee may request to take a personal leave on the day preceding and/or the day following a school vacation or holiday twice in any four (4) year period; such leave will be approved solely at the discretion of the Superintendent and is non-grievable. The granting of leaves to extend vacations or holidays is based on the availability of obtaining appropriate substitutes. The four (4) year period of time shall begin with the first use of a personal day by the employee to extend a vacation or holiday and continue to the end of the time period four (4) years from that date. A new four (4) year period will commence only after the first four (4) year period has expired. The Superintendent will grant the exception to this "twice in a four (4) year period restriction" if the teacher demonstrates that the leave will be used for a significant life event. A significant life event shall include, but is not limited to, a wedding, birth, graduation, religious ceremony or award ceremony. A regularly occurring annual event shall not be considered a significant life event.

At the conclusion of the collective bargaining agreement, the Superintendent will review the use of the two (2) days without providing reasons and the ability of members to take a personal leave on the day preceding and/or following a school vacation or holiday and will make a recommendation as to whether there has been a problem with these provisions, and if so, both parties agree to discuss the continuation of these provisions.

In Section 3 correct for grammar:

3. Up to three (3) days per school year to observe major religious holy days that obligate the teacher claiming such leave to attend religious services during school hours. Leave provided under this Section shall be charged to such leave or to personal leave as the teacher may advise prior to taking the leave.

Article XVI Extended Leaves of Absence

Add the following Section K and then re-letter the remaining Sections of this Article.

A member on a leave of absence under this Article must inform the Superintendent on/or before March 1if s/he intends to return to the School District.

Article XVII Professional Development and Educational Improvement

Delete the last two (2) sentences of Section A. and revise as follows:

A. A teacher may utilize up to twenty-two (22) Professional Development Points (PDPs) which have been approved in advance by the building administrator to qualify for one (1) credit on the salary schedule for horizontal movement. A maximum of seven (7) credits obtained through PDPs may be applied toward horizontal movement on the salary schedule. Undergraduate credits, approved in advance by the building administrator and acquired after June 30, 1996, may be applied toward horizontal movement beyond the Master’s Degree.

Add a new Section B to read:

B. For movement beyond the Master’s Degree Column credits earned toward the next column must be earned after placement on one’s current column.

A teacher who has credits that were held over, however, that were not applied to his/her most recent column movement may use those credits in the third year of the 2012 – 2015 Agreement to apply only toward 1) the Master’s Plus 45 salary column or 2) a salary column previous to Master’s Plus 45 salary column. The ability to use those credits for salary column movement expires as of August 31, 2015.

Re-letter the remaining Sections of the Article.

Add a new Section H:

Effective the 2012-2013 school year PDPs earned during the school day will not count toward PDP Credits for column movement unless approved at the discretion of the Superintendent. Notification of approval will be in writing.

Article XXII Salaries

Add a new Section N to read:

When hiring individuals to fill stipended positions (excluding coaching positions) contained within this Agreement, preference will be given to members of the bargaining unit.

Article XXV Benefits

Incorporate MOA from November 19, 2012.

Article XXVI Early Retirement Incentive Program

Revise Section A. as follows:

A member must submit his/her irrevocable letter of intent to retire by July 1, 2013 for retirement in the subsequent school year. If accepted, the unit member will submit an irrevocable letter of retirement to the Superintendent on or before February 1, 2014.

Revise Section B. as follows:

The School Committee agrees to fund five (5) early retirement applications for retirements effective June 30, 2014. The Committee reserves the right to fund applications beyond the five (5). All applicants will be selected based on seniority as defined in Article XIII C of the Collective Bargaining Agreement.

Revise Section C. as follows:

On or before July 30, 2014, each eligible employee who is accepted into the Program, and retires on June 30, 2014 will receive a lump sum payment of twelve thousand five hundred dollars ($12,500). A written request by an employee to have a payment deferred until the month of January 2015 will be honored.

Revise Section D. as follows:

This program is offered only for retirements effective June 30, 2014.

Revise Section E as follows:

This Program expires at the end of the 2013-2014 school year and shall no longer be in force or of effect.

Article XXVII Nurses

Except as otherwise contained in this Article, all provisions of this Collective Bargaining Agreement apply to the nurses.

Article IV   Teaching Hours and Teaching Load

A.4. The Elementary nurse generally shall work from 8:30 am to 3:00 pm. The afternoon end time may be adjusted by the Principal to fit the needs of the afternoon programming. The middle school / high school nurse shall work from 7:35 am to 2:10 pm. with twenty (20) minutes scheduled prior to or after the student day.

D. 1. Each nurse will be scheduled a duty free lunch period of thirty (30) minutes. The administration agrees not to intrude on this time. The nurse, however, understands that he/she must respond to emergencies in the building. In the event the nurse loses all or a portion of the identified lunch period, compensatory time will be provided.

Section, D. 6, E, F, I, J, K, and M do not apply to the nurses.

Article V    Non-Teaching Duties

The Preamble and Sections A, C and D do not apply to the nurses.

Article VI   Teacher Employment

Section A shall state as follows:

Full credit will be given for at least six (6) years previous public school nurse experience.

Article VII   Teacher Assignment

Section C, D and E do not apply to the nurses.

Article XIII Reductions in Force (RIF)

In Section D, add a category 4: nurses.

Article XV Sick Leave

Add a new Section H to read:

Effective September 1, 2012 each nurse will enter the bargaining unit with her number of accrued sick leave days and beginning with the 2012 – 2013 school year will receive thirteen (13) sick leave days per year.

Section G shall not apply to the nurses.

Article XVII Professional Development and Educational Improvement

Sections A through F do not apply to the nurses.

Add a new Section G:

Nurses will be provided the aggregate sum of two thousand dollars ($2,000) for professional development, travel and other professional activities approved in advance by the Superintendent.

Article XXII Salaries

Sections G and H do not apply to the nurses.

Article XXIV Service Increase/Longevity

Add a Section E:

The nurses who entered the bargaining unit on September 1, 2012 shall be placed on longevity the year after reaching Bachelors Step I 0 of the Salary Schedule in Appendix A.

Appendix A

Nurses will be placed on Step 6 of the Bachelor’s Column of the Appendix A Salary Schedule prior to the application of the 2012 – 2013 salary schedule percentage increase. Thereafter, their progression on the salary schedule shall continue only on the Bachelor’s Column.

Article XXVII Duration and Miscellaneous (Now Renumbered as Article XXVIII)

Revise Section A as follows:

The provisions of this Agreement will be effective as of September 1, 2012 and will continue and remain in full force and effect until August 31, 2015. Revise Section F as follows:

All proposals submitted by the Rockport Teachers Association and the Rockport School Committee during the term of successor negotiations for the 2012-2015 Collective Bargaining Agreement will be withdrawn without prejudice and shall not constitute bargaining history.

IN WI1NESS WHEREOF, the parties hereunto set their hands and seal this 17th day of December, 2012.

____________________________________                      _____________________________________

Michael Kelley                                                                     Jodi Goodhue, RTA

____________________________________

Martha Morgan

____________________________________

Melissa Tingley

____________________________________

Susan Brisson

____________________________________

Tracy McLaughlin-Volpe

APPENDIX A

School Year 2012-2013 Day 1 Salary Schedule (2% increase)

School Year 2013-2014 Day I Salary Schedule (2% increase)

School Year 2014-2015   Day 1 Salary Schedule (2% increase)

Stipended Positions

2012-2013 School Year (0%)

2013-2014 School Year (2%)

2014-2015 School Year (2%)

Section I.

Insert Nurse Leader after Athletic Director to read:

 

2012 – 2013

2013-2014

2014 - 2015

Nurse Leader*

$5721

$5835

$5952

*Stipend is grant-dependent in the amount of $5,721. Grant funding in each year of the Agreement is necessary to fund the position.

Section III. Non-athletic Stipends High School

Change High School College Bowl and Middle School rates to $1812 and then increase by the percentage increases in second and third years of the collective bargaining agreement.

Page 32-Elementary Stipends

Delete and add the elementary stipends that had been agreed to in the previous contract.

 

AGREEMENT BETWEEN

THE

ROCKPORT SCHOOL COMMITTEE

AND THE

ROCKPORT TEACHERS ASSOCIATION

 

September 1, 2010-August 31, 2012

Extended by MOA to 2015

                                               

 

Article I          RECOGNITION

1.         The Committee recognizes the Association for the purposes of collective bargaining as the exclusive representative of Unit A consisting of all counselors and professional teaching employees of the Rockport School System, but excluding the Superintendent, High School Principal, Middle School Principal, Elementary School Principal and the Director of Student Services.

2.         The employees in Unit A will be hereinafter referred to as the "Teacher."

3.         Unless another employee organization shall have been designated as the exclusive representative of the teachers, the Committee agrees that so long as this Agreement shall continue in effect it will not recognize any organization other than the Association as the representative of the teachers for the purposes specified in Section 1.

 

Article II         SCHOOL COMMITTEE RIGHTS

Nothing in this Agreement shall be deemed to derogate from or impair any power, right, or duty heretofore possessed by the Committee except where such right, power or duty is specifically limited by this Agreement, nor shall any outside action be binding upon the Committee except as covered in the grievance procedure, as stated in Article III of this Agreement.

 

Article III       GRIEVANCE PROCEDURE

A.   Definition

1.   A "grievance" is defined as a complaint by a teacher or group of teachers, that as to

the complainant, there has been a violation, misinterpretation or inequitable application of the provisions of this Agreement.

2.   "Days" shall mean school days.  In the event that a grievance is in process when

school closes in June, the time limits set forth in this Article shall be based on calendar days rather than on school days.  Said calendar days shall begin with the first day after the official closing day in June.

B.   Purpose

1.      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.

C.   Procedure

1.      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.

2.      All decisions will be rendered in writing, setting forth the decision and the reasons

thereof, and will be transmitted promptly to all parties in interest.

3.      Both parties agree that these proceedings will be kept as informal and confidential as

may be appropriate at any level of the proceedings.

4.      The grievant will present at each level of the grievance procedure a written statement

which shall include an explanation of the grievance and reference to provisions of the Agreement being grieved.

5.      A grievance must be filed within twenty-five (25) school days after the individual

knew or reasonably should have known of the act or condition on which the grievance is based.

            6.  The grievance shall be processed as follows:

                 Prior to filing a formal grievance, the grievant will discuss the question informally                          with his/her immediate superior (Director or Principal), and if the matter is not                                 resolved within three (3) school days, the individual may proceed to Level One.

           

            Level One       If the grievance is not resolved, the Association may file the grievance in writing with the Principal within five (5) school days after the decision at the discussion level.  Within five (5) school days after submission of the grievance, the Principal will meet with the grievant and the Association to discuss the grievance.  The Principal will render his/her written decision within  five (5) school days of the conclusion of the meeting.  Where there is no Principal or where the Principal was involved prior to Level One, the Association shall submit the grievance to the Superintendent pursuant to Level Two rather than proceed through Level One.

 

            Level Two      If the grievance is not resolved, the Association may submit the written grievance to the Superintendent within five (5) school days after the decision at Level One.  Within five (5) school days after the submission of the grievance, the Superintendent (or his/her designee) shall meet with the grievant and the Association to discuss the grievance.  The Superintendent (or his/her designee) shall, within five (5) school days of the conclusion of the meeting, render his/her decision in writing to the grievant and the Association.

 

            Level Three      If the grievance is not resolved at Level Two, the Association may, within five (5)  school days after the decision at Level Two, submit the written grievance to the Committee.  Within fifteen (15) school days after submission of the grievance to the Committee, the Committee (or designated members thereof) shall meet with the grievant and the Association to discuss the grievance.  The Committee shall render its decision in writing to the grievant and the Association within five (5) school days of the conclusion of the meeting.

 

            Level Four     (a) If the grievance is not resolved, the Association may, within thirty (30) school days after the decision of the Committee is due at Level Three, file a written demand for arbitration of the grievance with the American Arbitration Association (AAA), in accordance with its rules and regulations.  Any arbitration hereunder shall be conducted under the rules of the American Arbitration Association.  If the Association and the Committee agree upon a mutually acceptable arbitrator, the name of the arbitrator shall be transmitted to the AAA once the demand has been filed and the AAA will arrange for the arbitrator to serve.  If the mutually chosen arbitrator is unable to serve, the AAA will provide list(s) of suggested arbitrators in

accordance with established procedure.

 

            Level Four     (b) The arbitrator so selected will confer with representatives of the Committee and the Association and hold hearings promptly.  The arbitrator's decision will be in writing and will set forth his/her findings of fact, reasoning and conclusions on the issues submitted.  The arbitrator will be without power or authority to make any decision which requires the commission of an act prohibited by law or which violates, or would later add to, or detract from, or modify the terms of this Agreement.  The decision of the arbitrator, if within his/her  jurisdiction, shall be final and binding, provided that the arbitrator shall not usurp the functions of the Committee or the proper exercise of its judgment and discretion under law and this Agreement.

           

            Level Four      (c)  Either party, if it so chooses, may exercise its rights under Chapter 150C.

            Level Four     (d)  Each party shall bear the expense arising from the preparation of its own case.  The fees and expenses, if any, of the arbitrator and the American Arbitration Association shall be borne equally by the Association and the Committee.

 

 

D.        Rights of Teachers to Representation

1.      No reprisals of any kind will be taken by the Committee or by any member of the

administration against any party in interest, any school representative, any member of the Association or any participant in the grievance procedure by reason of such participation.

2.      Any party in interest may be represented at all stages of the grievance procedure by a

person of his/her own choosing, except that he/she may not be represented by an officer or representative of any teacher organization other than the Association.

3.      Nothing in this Agreement shall prevent any such employee from individually

presenting his/her own grievance.  If any employee covered by this Agreement shall present any grievance without representation by the Association, the disposition, if any, shall be consistent with the provisions of this Agreement.  When a teacher is not represented by the Association, the Association shall have the right to be present and to state its views of the grievance procedure.  The Association shall receive copies of all grievance correspondence including the statement of resolution of any grievance not processed by the Association.

E.        Miscellaneous

1.      If, in the judgment of the Association, a grievance affects a group or class of teachers,

the Professional Rights and Responsibilities (PR&R) Committee of the Association

may submit such grievance in writing to the Superintendent directly and the processing of such grievance will be commenced at Level Three.

2.      All documents, communications and records dealing with the processing of a

grievance will be filed separately from the personnel files of the participants.

 

Article IV       TEACHING HOURS AND TEACHING LOAD

A.        1.  The starting and dismissal times for students will be established by the Committee, provided, however, effective the 1995-1996 school year, the length of the school day shall be increased by ten minutes.  The teacher's work day will not be increased and ten minutes will be deducted from the reporting requirements contained in Article IV A. 2.  Additional increases in the length of the school day will be made only if mandated by the State Law or regulations issued pursuant thereto, or until after agreement with the Association.

            2.   Effective September 1, 1995, teachers will be at their stations before and after school, a total of twenty (20) minutes per day.  The scheduling of the time will be determined by the Principal at each school.

            3.  Personnel other than classroom teachers will work at their assigned tasks for at least the length of the regular teachers' work day.  It is recognized, however, that the proper performance of their duties may, on occasion, require these persons to work longer than the normal working day.  The exact schedule will be worked out on an individual basis.

B.        1.  The work year of teachers will begin the Monday before Labor Day.  The Friday before Labor Day will not be a scheduled work day.  The school year will end no later than

June 30.

            2.  The "work year" will include days when pupils are in attendance, orientation days at the beginning of the school year, conference days and workshop days.  

            3.  The work year of teachers shall be as follows:

 Effective September 1, 2003, there will be one-hundred eighty (180) student days and one-hundred eighty-two (182) teacher days.  Students will attend one-half (1/2) day on their last day of the school year.

Effective the 2005-2006 school year, one (1) professional development day may be scheduled during the period encompassed by the school year.  The last two school days shall be half days for students.

            Effective the 2010-2011 school year, the calendar shall include a scheduled half day before Thanksgiving and a scheduled half day on the day before the Christmas Break in exchange for deleting the second to the last half day of the school year.

C.        1.  Teachers may be required to remain after the end of the regular work day.  The length of the work day shall be commensurate with the duties and responsibilities of the position.  

2.      When meetings are to be scheduled before and/or after the end of the regular

work day, teachers will, whenever possible, be notified of the meeting at least two (2) school days in advance of the meeting.  Except in unusual circumstances, teachers will not be required to attend more than three (3) after school meetings per month. Total meeting time attended by a teacher shall not exceed forty (40) hours per year.  No such meeting shall exceed two (2) hours in length beyond the end of the school day.  The content of the meeting shall be at the discretion of the building principal but teachers will be able to place building-related issues on the agenda. The purpose of the meetings shall be to share building-based information and discuss school-related issues.  No more than four (4) two (2) hour meetings can be used for professional development or as a substitute for a workshop.  Teachers shall not be asked to write or research curriculum during meeting time.  Meeting time is not to be used for extending the school to parents or for parent-teacher conferences without the written consent of the RTA. 

3.      Teachers may be required to work up to three (3) evenings per year for the purpose of

 extending the school to parents.  No evening shall be used for any internal business such as teacher workshops or curriculum development.   

D.        1.  Teachers will have a duty free lunch period of at least thirty (30) minutes.

            2.  Middle school and high school classroom teachers will have in addition to their lunch period (except in the case of the most extreme scheduling difficulties) one preparation period (or its equivalent in a modular schedule) per day. A teacher’s preparation time in one cycle will be at least equal to one-fifth (1/5) of his/her teaching time in one cycle.

            3.  There will be a fifteen (15) minute recess period each morning in the elementary school.  Each elementary school teacher will be off duty for such recess duty every day.

            4.  The Committee recognizes that there may be growth and development.  On the recommendation of the Superintendent, the Committee will set aside regularly scheduled 1/2 and/or full day(s) for the purpose of inservice workshops.

5.  The parties recognize the need for teacher preparation time at the elementary level.  Every effort will be made to ensure that teachers have an average of two hundred twenty (220) minutes of preparation time per week, exclusive of recess.

6.  Elementary teachers will not be required to hold meetings during their grade’s lunch period.  If the teachers agree to meet for a grade level meeting during lunch, during the school day, or before or after school, teachers will be granted compensatory preparation time during the same week.

E.        Teacher-pupil ratios are determined by the type of program, frequency of meetings, and purpose of instructional unit.  Ratios will be considered on each level by the Superintendent and if excessive, assistants will be provided.                                

F.         The Athletic Director shall not be required to teach more than three (3) periods.

G.        Unless contracted for in writing upon a teacher's initial entry into the system, a teacher's participation in extra curricular activities outside the major area of concentration will be voluntary.  If a teacher initially contracts for an extra curricular activity,  it shall not be for more than a three year period.  Teachers will be compensated for participation in major extra curricular activities in accordance with the provisions of Appendix A of this Agreement.

H.        Class advisors will be responsible for their class activities.

I.          Any teacher being used during his/her preparation period will be paid at the rate of  $25 per period or portion thereof.  Any teacher who takes any scheduled class or portion thereof will be compensated at the rate of $25 per class or portion thereof.  Study hall teachers shall not be compensated for up to a maximum of twenty-five (25) students.

J.         Secondary school teachers shall not teach more than five (5) courses that meet on a daily basis or the equivalent number of periods in courses that do not meet daily (e.g., 30 classes per six (6) day cycle), except, however:

1.      These teachers may be assigned an additional period per day for student supervision or for other duties but in no event shall a teacher be deprived of his/her guaranteed daily lunch nor (except in the case of the most extreme scheduling difficulties) preparation periods.         

2.      Teachers who teach five (5) courses on a daily basis and have a minimum of three (3)

      courses that have an additional period such as "lab" periods - shall not be assigned to

      extra duty periods.

K.        In special circumstances, due to time restrictions for certain child care facilities, the Superintendent may recommend to the Committee that a teacher may be granted a waiver of

Article IV.A.2.  Approval of such a request will depend upon the circumstances of each case.  Written notice of such approval will be forwarded simultaneously to the Association.

L.        1.  Any teacher who chaperones a school-sponsored overnight field trip is entitled to                          receive a $50 tuition voucher for each night of the trip.

            2.  Upon completion of an overnight trip, each teacher needs to fill out the Overnight                         Field Trip Tuition Voucher form and submit it to his or her principal by the end of the                     school year in which the trip took placeOnce signed by the principal, the form will                         be placed in the teacher’s personnel file in the Superintendent’s office.

            3.  Teachers have five years from the date the form was signed by the principal to take a                    course and submit proof of payment and grade for the course to the Superintendent’s                       office.  Once all paperwork has been received, the teacher will receive reimbursement.

            4.  Vouchers may be used to cover the remaining tuition costs that are not completely                         covered when a teacher applies for reimbursement for courses from the $13,000                       provided by the school committee to the RTA under Article XVII, Section E of the                            collective bargaining agreement.  Vouchers may also be used to cover the remaining                    tuition resulting from partial reimbursement from any other source.

            5.  If a teacher chaperoned overnight field trips in the five years prior to the 2007-2008                     school year and that teacher has not yet received tuition vouchers(s) for said trip(s), the                    teacher has until February 1, 2008 to submit the Overnight Field Trip Tuition Voucher                          form to his or her principal.  Vouchers will not be given out for overnight field trips                        taken prior to the 2002-2003 school year. 

M.       1.  The High School Guidance Director stipend will increase to $9370 plus

                  negotiated increases, and the work year will consist of 200 days.

            2.  The Middle School Guidance Counselor will receive a stipend of $900 which will                          cover up to ten (10) additional evening meetings.

3.  If a guidance counselor is required to work beyond the work year of 182 days, he/she                  will be paid at his/her per diem rate for the additional day(s). The parties agree that                           any days in excess of five (5) must be agreed to by the guidance counselor and the                           building principal.

 

Article V         NON-TEACHING DUTIES

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.  Therefore, they agree as follows:

 

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

            1. Health services, such as administering eye or ear examinations and weighing and                measuring pupils.                                                                                                             

            2. Although teachers may be required to collect and transmit money, they will not be                required to tabulate or account for such money, and collections will be kept to a minimum.

B.        Teachers will not be required to drive pupils to activities, which take place away from the school building, but they may do so voluntarily.

            1.  If the activity is associated with the school program, the Superintendent's approval will                 be required, and a form will be signed and returned by the administration to the                          teacher.

a.       In such event, the teacher will be relieved of personal liability covered by the

      district insurance policy, for any accident which may occur.

b.      Teachers who use their own vehicles for such approved trips will be

       reimbursed for such use.  Reimbursement will be based on the mileage fee

       currently used in the school system.

            2.  The school department will not be responsible for the unauthorized  transportation of

                 pupils.

C.        The Committee shall provide a minimum of three (3) full-time teacher aides (clerks) for the exclusive use of teachers.  One clerk shall be assigned to each level:

            1. the elementary school

            2. the middle school               

            3. the high school

D.        Teachers will be assigned to cafeteria duty on an equitable basis within each level (high school, middle school, and elementary school).  The Association President and the Superintendent will review the cafeteria assignments prior to the final assignment of the duties.        

 

Article VI       TEACHER EMPLOYMENT

A.        Full credit will be given for at least six years previous public school teaching experience.

B.           Additional credit, not to exceed three (3) years for military experience interrupting a

teacher's career, may be given upon initial employment.

C.        Any member of the bargaining unit who intends to resign his/her position shall notify the Committee in writing of his/her intent at least thirty (30) days prior to the date of resignation.

 

Article VII      TEACHER ASSIGNMENT

A.        Elementary teachers will be notified by June 30, if their assignment to a grade or building is to change for the next school year.  Secondary school teachers will be notified in writing not later than June 30, of their programs for the coming school year, including the schools to which they will be assigned, the grades and/or subjects that they will teach, and any special or unusual classes that they will have.  Changes may be made after that date by mutual agreement.  This procedure is subject to change in emergency situations.

B.                 In order to assure that pupils are taught by teachers working within their areas of

competence, teachers will not be assigned, except temporarily and for good cause outside the scope of their teaching certificates and/or their major or minor fields of activity.  Teachers who are assigned to teach not more that 20% in an area in which they are not certified shall not be required to get certification in this area.

C.                To the extent possible, changes in grade assignment in the elementary schools and

in subject assignment in the secondary schools will be voluntary.

D.        Teachers with duties in more than one building during a school day, whose schedule

cannot be established in the spring, will work out their schedule as soon as possible in the fall.  This will be done in cooperation with the building principals and will be subject to final approval by the Superintendent.  Teachers who are assigned to more than one school in any one day will receive ample time for all travel done by them.

E.        Only the Deans of Students and the Elementary Assistant Principal/Curriculum Coordinator may be assigned to serve as a Substitute Principal for one day or more.

For the 2010 - 2011 school year only, the parties to the Agreement, without precedent or prejudice, agree to the following provision:

Either Dean of Students and/or the Director of Student Services may be assigned to serve as Substitute Principal for one day or more.  The Superintendent, or his/her designee, may choose instead to appoint an RTA member to serve as Teacher in Charge provided the following conditions are met:

            1.         All RTA members must be given the opportunity to apply for such an                                      assignment.   

            2.         If an RTA member is assigned to serve as Teacher in Charge, all of                                          his or her teaching responsibilities for the day(s) will be covered, as                                                 applicable.

3.                  If an RTA member is assigned to serve as Teacher in Charge, he

or she will be paid a per diem rate of one hundred dollars ($100).         

For the 2010 - 2011 school year only, the parties to the Agreement, without precedent or prejudice, agree to the following provision:

RTA members may be assigned to serve as Substitute Dean for one day or more, providing the following conditions are met:

            1.         All RTA members must be given the opportunity to apply for such an                                      assignment.   

            2.         If an RTA member is assigned to serve as Dean in Charge, all of his or her                              teaching responsibilities for the day(s) will be covered, as applicable.

4.                  If an RTA member is assigned to serve as Dean in Charge, he or she

will be paid a per diem rate of one hundred dollars ($100).

                                                                                                                                               

Article VIII    VACANCIES AND PROMOTIONS

A.        Whenever any vacancy in a professional position occurs during the school year (September to June), it will be adequately publicized by the Superintendent by means of a notice placed on the Association bulletin board in every school as far in advance of the appointment as possible.  During the summer months, notices of vacancies will be placed on the Rockport School Committee’s website.  An employee who wishes to receive said notices by mail shall leave self-addressed envelopes with the Superintendent’s office prior to the end of the school year. In both situations, the qualifications for the position, its duties and the rate of compensation, will be clearly set forth.  The qualifications set forth for a particular position 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 temporary basis, within ten (10) days from the date the notice is posted in the schools or the giving of notification to the Association, except in the situation where the Superintendent shall determine an emergency exists at which time he/she may waive the ten (10) days to a twenty-four (24) hour notification period of vacancy.  The decision of the Superintendent in determining an emergency shall be subject to Article III, the grievance procedure.                       

B.        All qualified teachers will be given adequate opportunity to make application for such positions, and all Rockport teachers who apply and are certified for the position will be granted an interview.  The Principal and/or Superintendent agree to give due weight to the professional background and attainments of all applicants, the length of time each has been in the school system and other relevant factors.  The right and obligation of the Principal and/or Superintendent under the law to fill vacancies according to its best judgment and consistent with the terms and conditions of the statutes of the Commonwealth, are hereby reaffirmed.                     

C.        In filling summer school and evening school positions, the best qualified available individuals will be employed.  In situations where a Rockport teacher is equally well qualified, he/she will be given preference.

D.        Whenever a new position is created the Committee shall notify the Association and will, upon request, discuss whether the position is appropriate to Unit A within fourteen (14) days after said request of the Association.

 

Article IX       TEACHER TRANSFERS

All qualified teachers will be given adequate opportunity to make applications for transfers.  All Rockport teachers who apply and are certified for such positions will be granted an interview, and shall have first consideration over outside applicants.  In the event that a Rockport teacher is not selected for the position, the Rockport teacher has the right to request written reasons for the denial of the transfer based upon criteria in Section A. from the Superintendent.

A.        Voluntary Transfers

A teacher may apply for a transfer to any vacant position for which s/he is certified.  No such application will be arbitrarily or capriciously denied.  A transfer is a change in school, grade level, subject matter or department classification.  The Committee will consider the following criteria in determining selection for teacher transfer:

1.  Overall teaching experience;

            2.  Total contribution throughout the teacher’s career to the Rockport Public Schools and the                         needs of its students;

3.  Seniority;

4.  Professional growth of the teacher;

5.  Proven performance by the teacher of his/her duties and responsibilities;

6.  The need for curriculum programming;

            7.  If two or more teachers are considered approximately equal in view of criteria #1 through                                       #6, any tie will be resolved by lottery.

B.        Involuntary Transfers

            1.  When no teacher has applied for a vacancy, and the Superintendent determines that it is           necessary to fill the vacancy by involuntary transfer, s/he shall first seek volunteers from        among those teachers who hold certification(s) for the open position(s).  The Superintendent            may only transfer teachers involuntarily to meet the instructional requirements of the school   system in the event of either 1) declining or shifting enrollment; 2) a reduction in state or    local aid which results in less than a level funded budget; 3) a reduction in state or local aid             which results in a level funded budget from one fiscal year to the next fiscal year;  4)        unexpected, major budgetary constraints which arise during a fiscal year and provided             further that the layoff and recall provisions of Article XIII have been followed.

            2.  If there are no volunteers, transfers shall be made involuntarily.  Such transfers shall be to        a position(s), when and if feasible, as comparable as the circumstances permit in grade level             and/or subject area to the transferring teacher's current position.  The Committee and the          administration will provide assistance to help the transferred teacher(s) adjust to his/her new area.  Such assistance may include, but not be limited to, providing the teacher(s) with a           mentor.  When and if positions become available, a transferred teacher(s) shall be given first   consideration to a teaching position in his/her former grade or department/classification     unless another teacher is more qualified for the position than the transferred teacher(s).  The        transferred teacher(s) has the right to request written reasons for the denial of the transfer      based upon the criteria in Section A., from the Superintendent.  The transfer will become     effective at the start of the next school year, or sooner, at the discretion of the   Superintendent.

 

Article X         TEACHER FACILITIES

Where practicable without substantial expenditures, or remodeling which would reduce

instructional areas, each school now in use will be equipped with the following facilities:  

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

      supplies;

2.      A  teacher work area containing adequate equipment and supplies to aid the

preparation of instructional materials;

3.      An appropriately furnished room to be reserved for the exclusive use of the teachers as a faculty lounge.  Said room will be in addition, if possible, to the aforementioned teacher work area;

4.      A serviceable desk and chair for the teacher in each classroom;

5.      A communication system so that teachers can communicate with the main building

office from their classroom;

6.      A well-lighted and clean male teacher rest room and clean well-lighted female teacher

rest room;

7.  A separate, private dining area for the exclusive use of the teachers.  At the elementary

     level, the lounge shall be designated as the area for exclusive use.  When educational

     personnel from outside the district are in the building, administrative personnel may

     request permission to enter the lounge to meet the teachers;

            8.  Adequate parking facilities for teacher parking at each school.   

 

Article XI       USE OF SCHOOL FACILITIES

A.                The Association will have the right to use the school buildings without cost at reasonable

times for meetings.  The Association assumes responsibilities for damage or cost, which can be proven to be directly attributed to use by the Association.

B.                 There will be one (1) bulletin board in each building, which will be placed in the faculty

lounge, for the purpose of displaying notices, circulars and other Association material.

C.        School will be open to teachers from 7:00 AM until 5:00 PM on a regular school day.

 

Article XII      TEACHER EVALUATION AND TEACHER RIGHTS

A.        Teacher Evaluation

1.      The primary purpose of teacher evaluation shall be to help a teacher to improve

his/her performance.

2.      All monitoring or observation of a teacher shall be conducted openly and the use of

eavesdropping, closed-circuit television, public address or audio systems and similar

surveillance devices shall be strictly prohibited.

3.      All formal classroom observations/evaluations shall be reduced to writing and a copy

given to the teacher within five (5) days of the evaluation.  The teacher has the right to discuss the observation/evaluation material with his/her supervisor.  Each

observation of a teacher resulting in an unsatisfactory rating in any respect shall be followed by a personal conference between the teacher and his/her observer/evaluator for purposes of explaining or clarifying the written observation/evaluation report.  If the teacher disagrees with the observation/evaluation and/or the observer's/evaluator's  judgment, he/she may submit a written answer which shall be attached to the file copy of the observation/evaluation in question.

4.      Any material which contains negative statements or implications, pertaining to a

teacher originating after original employment, shall not be placed in a teacher's

personnel file unless the teacher has had an opportunity to review the material.  The teacher may submit a written notation regarding any material and the same shall be attached to the file copy of the material in question.  If the teacher is asked to sign material placed in his/her file, such signature shall be understood to indicate his/her awareness of the material but in no instance shall said signature be interpreted to mean agreement with the content of the material.  If the teacher believes that material to be placed in his/her file is inappropriate or in error, he/she may receive adjustment through the grievance procedure.  If the grievance is upheld, the material shall be corrected or expunged from the file.

5.      Teachers have a right to examine and to copy their own personnel file in accordance

with the requirements of Chapter 71, Section 42c  of the General Laws of

Massachusetts.  Teachers may have rebuttal statements placed in their folders.

6.      The contents of evaluation reports are not subject to the grievance and arbitration

procedures of this Agreement unless the teacher contends that an unsatisfactory evaluation is arbitrary or without foundation.

7.      The parties to the Agreement recognize that in the interest of better teaching those

with responsibility for observing/evaluating teachers have a continuing responsibility

to provide the teacher with suggestions for improvement in order that the teacher be able to remedy weakness in his/her teaching performance.

            8.  Formal classroom evaluation of members of the bargaining unit shall not be conducted

     by their peers. 

9.  The parties agree to form a subcommittee to review and revise the evaluation

     instrument.  The recommended revisions must be submitted to both parties for

     ratification and appended to the collective bargaining agreement. (Appendix G.)

     The Director of Special Education shall share responsibility with the building

     principal for the evaluation of the special education staff, but such shared

     responsibility shall not result in the delegation of evaluation responsibility to

     any other personnel.

     The parties agree that without precedent or prejudice:  a) the Elementary

     Curriculum Coordinator/Assistant Principal shall evaluate elementary teachers,

     and b) the Middle School/High School Coordinators shall do the observation of

     the curriculum component of their staff and shall undertake responsibility for

     the goal-setting component of the evaluation instrument.

10.  Evaluations of professional status teachers shall be on an every other year basis.  Non-

             professional status teachers shall be evaluated yearly.

 11. Should the Evaluation subcommittee complete their work timely to the                                      ratification of this document, said revisions to the Agreement shall be included in              this Memorandum of Agreement and ratified at that time.  Should they not be                          ready in time for the instant ratification, the parties will complete the work of the             subcommittee no later than June 1st, in order that the parties have time to ratify                           such modifications for incorporation of the modifications into the successor

        2010 – 2012 Agreement.

B.        Teacher Rights

1.      The Association recognizes the authority and responsibility of the administration for

disciplining or reprimanding a teacher.  Such action will be done privately except as hereinafter provided.  When a teacher is to be disciplined by any member of the administration, the teacher, upon request, shall be entitled to have an Association representative present.  In the event that the substance or fact of the discipline is to be placed in the teacher's file, it shall not be placed in the teacher's file until the teacher has had an opportunity to review the material and attach to the material any pertinent comments he/she desires to make.

2.      Any complaint which a member of the Administration regards as having substance

concerning a teacher by any parent, student, or other person will be called to the

attention of the teacher, and said teacher shall have the opportunity to present  his/her point of view, prior to the imposition of administrative discipline or inclusion in the teacher's personnel file.                                                                            

3.      There will be no reprisals taken against any teacher by reason of his/her membership

or non-membership in the Association or participation or lack thereof in its activities.

4.      Teachers will be entitled to full rights of citizenship and no out of school religious or

political activities of any teacher, or the lack thereof, will be grounds for any discipline or discrimination with  respect to the professional employment of such teacher.

5.      No teacher shall receive adverse comments orally from any supervisor in the presence

of  pupils unless there is a threat to their health or safety.      

6.      Whenever any teacher is required to appear before the Committee concerning any

matter which could adversely affect the continuation of that teacher in his/her office or position, employment, salary or increments, he/she shall be notified of the meeting or interview  at least seventy-two (72) hours in advance of the scheduled appearance and shall be entitled to have an agent or representative of the Association present to  advise and represent him/her during such proceeding.  The Committee shall be given forty-eight (48) hours notice if the teacher is going to be represented by an agent or representative other than one from the local Association.

            7.   a.   No professional status teacher covered by this Agreement shall be dismissed,

      demoted or reduced in salary except in accordance with the provisions of

                  Massachusetts General Laws, Chapter 71, Sections 42, 42A and 43, which are

      hereby incorporated by reference and made a part hereof.  No claim that the

dismissal, demotion or reduction in salary of any professional status teacher covered

by this Agreement is in violation of the said statutory provisions shall be subject to the grievance and arbitration provisions of this Agreement.

b.      In conformity with the law, the Committee shall possess the exclusive discretion

over the employment and retention or non-retention of the service of any non-professional status teacher covered by this Agreement.  Any exercise of said discretion shall not be subject to the grievance and arbitration provisions of this Agreement.

c.       Except for the matter covered by the provisions of Section B.7.a.and b. of this

     Article, no employee will be disciplined, suspended or denied increment increases

     without just cause.

                                                                                                                                   

Article XIII    REDUCTIONS IN FORCE (RIF)

A.        Should the Committee decide to reduce the number of positions in the bargaining unit, such reduction shall be consistent with the General Laws and this Agreement;

B.        In the event that it becomes necessary to reduce the number of employees included in the bargaining unit the following order and procedure will be used to effect such layoffs:              

            1.  To the extent possible, normal attrition will be used first; that is teachers who resign,                     retire or who otherwise terminate employment shall not be replaced.

            2.  If further reductions are necessary, they will be made next among those teachers who                    have not attained professional status in the departments and/or classifications to be                  reduced.

            3.  a.    In the event that further reductions will result in the             layoff of a professional status                         teacher within a department or classification, seniority will determine the order of                          layoff.                                    

                 b.    The Association and the Committee recognize that under certain circumstances it                           may become necessary to lay off a member of the bargaining unit.  In the event                                     that this necessity arises, all bumping and layoff rights will be enforced according                               to seniority as described herein and in MGL Chapter 71 Section 42. 

4.  If a professional status teacher loses his/her position within a department/

                 classification, the teacher may displace a less senior professional status teacher in                           another department/classification provided the teacher is certified in the area.                                       However, if the certification was earned prior to 1983, the teacher must take five (5)                            three (3) credit  courses in the new area of teaching.  "New area" is defined as content                        subject area in which a teacher is certified but has not actively taught in the five years                          previous to the displacement.  Course credits in the new area which are earned since                             certification but prior to the displacement will be counted toward the fifteen (15) credit             requirement.  Reimbursement for all courses will be made in accordance with

                Article XVI.  The fifteen (15) course credits must be earned within three (3) years of the                effective date of the new area assignment.

C.                1.  Seniority is defined as the length of continuous employment measured from the first

                date for which compensation was received in a bargaining unit position, including                         time spent on paid leaves of absence.  Seniority for part-time members hired on or                         after the first work day of the 2007-2008 school year, will be computed based upon                            their percentage of teaching time to a full-time equivalent.  Full credit will be given for          part-time service for members employed prior to the 2007-2008 school year.  Teachers                    on unpaid leaves of absence shall not accrue time towards seniority while on such                     leave.  An unpaid leave of absence shall not break continuity of employment for                            seniority.  However, should an individual resign from the school system, seniority shall         be lost.  In the event such individual re-enters the bargaining unit, seniority shall be                        determined as provided above.

2. In the event that two (2) professional status members have identical seniority, the

                following criteria shall be applied in order of appearance until the tie is broken: a) date                 of appointment by the Committee; b) comparison of current educational credits which                           could determine horizontal placement on the salary scale (e.g. a Master + 30 teacher                             has more seniority than a Master + 15 teacher); c) step at which the individual was                     hired (e.g. a teacher hired at Step 6 of the teachers' salary schedule is more senior than                 a teacher hired at Step 5 of the teachers' salary schedule).

D.        Each department and/or classification listed below shall constitute a separate unit for purposes of staff layoff:

            1.         Elementary (PreK - 5)

            2.         Secondary

                        a.  English

                        b.  Science

                        c.  Mathematics

                        d.  Social Studies

                        e.  Foreign Language

                        f.   Guidance

                        g.  Practical Arts

                                    1)   Home Economics

                                    2)   Industrial Arts

3)      Business Education          

            h.  Dramatic Arts

3.         Pre-K - 12

            a.  Music

                        b.  Physical Education

                        c.  Art

                        d.  Special Needs

                        e.  Librarians and Media Specialists

                        f.   Reading

                        g.  Psychologist                                                                                                          

                        h.  Speech

                        i.   Technology

                        j.   Health

                        k.  Drama

                        l.  English Language Learning

Should new departments and/or classifications arise during the term of this Agreement, they will be added to the list.

E.        Except for unforeseen circumstances, any teacher who is to be reduced pursuant to this Article shall be notified of such reduction no later than May 15th of the school year preceding the school year in which the reduction is to take place.  The Association shall be notified by April 15th if the Superintendent believes that it may be necessary to lay off teachers in the subsequent school year.

F.         Before a professional status teacher is laid off, he/she shall be notified of any available positions that are anticipated for the next school year and the qualifications for said position(s).  The teacher will be extended initial consideration for any available position(s) for which he/she proposes a definite plan to become qualified.

G.        A teacher that has been identified for RIF under this Article may choose to apply to the Committee for an involuntary unpaid leave of absence.  The teacher shall waive in writing and subsequent to the receipt of a notice of reduction in force any present or future right to a dismissal hearing relative to this RIF that s/he may have pursuant to MGL Chapter 71, Section 42.  See Appendix C, Waiver Form.   

H.        The rights of professional status teachers on layoff during the recall period shall be as follows:

1.      The recall period for any teacher laid off shall be twenty-four (24) months from the

                  effective date of layoff.  The effective date of layoff shall be the first day of the school                year following notification of layoff.

            2.  If positions become available which laid off teachers previously performed or if                             available positions are substantially similar to positions which laid off teachers                           previously performed within the department/classification, laid off teachers will be                           offered these positions in reverse order of layoff.

            3.  Recall notices of positions available under Section 2 will be sent to teachers by                              certified or registered mail to their last address of record with copies sent to the                        Association.  If the teacher rejects the recall offer or fails to respond to it, the position                    shall be offered to the next person on the recall list.  A recalled teacher shall have                          fourteen (14) calendar days after receipt of the recall notice to accept a position.

            4.  If there is no one on the recall list that accepts a particular position, a teacher may                          indicate in writing that s/he will return to the position at the beginning of the next                    school year in which case the most senior teacher so indicating interest shall have first                        rights to the position.        

5.  During the recall period a teacher will be considered to be on an involuntary leave of

                 absence without pay.  Teachers identified for RIF who elect an involuntary unpaid                        leave of absence will maintain their professional teacher status, seniority, and other                  contractual benefits during the recall period.

            6.  Subject to the provisions of Chapter 32B of the General Laws and town government                     procedures, laid off employees may continue group insurance coverage during the                              recall period as provided by the Committee to members of the bargaining unit.  Under                         this Section laid off employees shall pay 100% of premium costs.

 

Article XIV    TEMPORARY LEAVES OF ABSENCE

A.        Teachers will be entitled to the following leaves of absence with pay each school year:

            1.  Three (3) days leave of absence per year for personal, legal, business, household or                         family matters which require absence during school hours. 

                 Effective September 1, 2007, unused personal leave days may accumulate up to a                          maximum of five (5) school days at the end of the school year.  Any remaining personal         leave days in excess of five (5) days shall then be converted to sick leave.  Bargaining                          unit members will be permitted to retain all unused personal leave days accumulated prior             to September 1, 2007, provided, however, they may not continue to accumulate days in        excess of the number of personal days accumulated prior to September 1, 2007.  A teacher              with a carryover in excess of five (5) days who utilizes more than three (3) personal days                 in any year will have those used days deducted from the personal leave account                                         accumulated prior to September 1, 2007. Unused accumulated personal leave days as                       defined above shall be converted to sick leave upon resignation, retirement, or death as                     provided in Section G.

                Applications for personal leave will be made at least forty-eight (48) hours before taking               such leave, except in case of emergency, and the applicant for such leave will not be                      required to state the reason for taking such leave other than that s/he is taking it under this             section.  This may be used as sick leave and allowed to accumulate.  Any temporary leave         of absence (personal leave) to be used in units of more than one day must be approved by                 the Superintendent.

            2.  Under this Section personal leaves shall not be taken on the day preceding or the day                    following school vacation or holiday unless requested of and approved by the                                    Superintendent.  The Superintendent will grant the exception if the teacher demonstrates           that the leave will be used for a significant life event.  A significant life event shall                    include, but is not limited to, a wedding, birth, graduation, religious ceremony or award             ceremony.

3. Up to three (3) days per school year to observe major religious holy days which obligate                the teacher claiming such leave to attend religious services during school hours.  Leave                provided under this Section shall be charged to such leave or to personal leave as the                     teacher may advise prior to taking the leave.

B.        Teachers will be entitled to thirteen (13) sick leave days each school year.  Sick leave days may be accumulated from year to year to an unlimited maximum.  A statement from the attending physician or practitioner will be necessary affirming an illness which necessitates an absence for any duration over ten (10) consecutive days.  Proof of illness may be requested by the Superintendent in individual cases when deemed necessary by the Superintendent or the Principal.  The sick leave allowable for any year shall be available in full at the commencement of the year provided that if any teacher shall not be present on the first day of classes in September, s/he shall not be entitled to any sick leave allowable for such year unless s/he shall report for duty during such year.  If s/he shall so report and shall thereafter serve one month, s/he may apply in writing for sick leave allowance on account of the earlier absence, if such absence resulted from illness or accident.

C.        In addition to personal illness or injury, sick leave may be utilized for the following purposes:

1.      One (1) day when emergency illness or injury in the family requires a teacher to make

arrangements for necessary medical and nursing care.

            2.   A maximum of five (5) days per school year for a critical illness in the   immediate

      family.

3.   Any reason other than mentioned above, with the approval of the Superintendent.

D.        Teacher will be entitled to a maximum of three (3) days in the event of a death in the immediate family.  Such leave of absence shall cover any three (3) consecutive calendar days, 

prior to and including the day of the funeral. Teachers may make a request in writing to the Superintendent for no more than two (2) additional days.  The immediate family shall be considered as the employee's children, spouse, parents, or others, at the discretion of the Superintendent.  An absence of one (1) day will be granted for the purpose of attending the funeral of a relative, or others, at the discretion of the Superintendent.  Bereavement leave will not be deducted from sick leave.

E.                 No later than September 30 of each year, teachers shall receive notice of the number of

sick leave and personal leave days s/he has accumulated through the previous June 30th.

F.                 The Association shall have two (2) non-cumulative leave days per year to be used at the

discretion of the Association with the approval of the Superintendent.  The Association will reimburse the school department for substitutes.

G.        Upon resignation, retirement, or death, the Committee will compensate at the rate of thirty dollars ($30) a day for every sick day over one hundred (100) accumulated days up to one hundred fifty (150) accumulated days.  Over one hundred fifty (150) accumulated days, the Committee will compensate at the rate of fifty dollars ($50) per accumulated day.  To qualify for this Section, notification of retirement or resignation must be given to the Superintendent by December 1 of the preceding year.

                                                                                                                                               

Article XV      SICK LEAVE BANK         

A.                Effective September 1, 1978, a Sick Leave Bank will be established for use by qualified

members whose sick leave accumulation is exhausted through prolonged illness and who require additional leave to make full recovery from an extended illness.

B.        Each teacher who wishes to become a member of the Bank shall donate one (1) day of his/her personal accumulation to the Bank each school year.  If during the school year the number of days in the Bank falls below twenty (20) days, each member shall contribute an additional day to the Bank.  Any unused days shall carry over to successive years.

C.        While on non-professional teaching status, teachers shall be able to access a maximum of thirty (30) days.

D.                Any sick leave granted under the provisions of this Article shall expire at the end of the

school year for the individual involved.  Any grant made by the Committee shall not exceed the number of actual work days remaining in the work year.  Any days granted but not utilized by the member shall be returned to the Bank.       

E.                 Sick Leave Bank days are to be utilized by members who qualify and who have exhausted

their own individual sick leave and who still have an extended illness.  Sick Leave Bank days shall be available upon exhaustion of personal sick leave.

F.                 Sick days drawn from the Bank shall be actual work days in which school is in session

excluding weekends, holidays, school closings, and vacation periods.

G.        The Sick Leave Bank shall be administered by a Sick Leave Bank Committee consisting

of two (2) members designated by the Committee and two (2) members designated by the Association.

H.        Application for benefits shall be made by sending written application to the Superintendent and the President of the Association.  The application shall be accompanied by a doctor's certificate as to need for and anticipated extent of extended recovery time from the illness.

I.          Application for benefits may be made prior to the employee's exhaustion of

his/her own personal sick leave to expedite benefits.

J.         The initial grant of sick leave by the Sick Leave Bank Committee to an eligible employee shall not exceed thirty (30) days.  Upon completion of the initial grant, additional entitlement may be extended by the Sick Leave Bank Committee upon demonstration of need by the applicant.

K.        Subject to the foregoing requirements, the Sick Leave Bank Committee will determine the eligibility for the use of the Bank and the amount of leave to be granted.  The following general criteria shall be considered by the Sick Leave Bank Committee in administering the Bank and determining the amount of leave:

            1.  Medical evidence of serious extended illness.

            2.  Prior utilization of eligible sick leave.

            3.  Length of membership in the Bank.

All decisions of the Sick Leave Bank Committee with respect to eligibility and entitlement shall be final and binding and not subject to appeal or to the grievance and arbitration procedure as set forth in Article III.

 

Article XVI    EXTENDED LEAVES OF ABSENCE

A.        A leave of absence without pay for up to two (2) years may be granted to any teacher who serves as an exchange teacher and is a full-time participant in such program.  Upon return from such leave, a teacher will be considered as if s/he were actively employed by the Committee during the leave and will be placed on the salary schedule at the level s/he would have achieved if s/he had not been absent.

B.                 Military leave will be granted to any teacher who is inducted or enlists in any branch of

the armed forces of the United States.  Upon return from such leave, a teacher will be placed on the salary schedule at the level which s/he would have achieved had s/he remained actively employed in the system during the period of his/her absence up to a maximum of three (3) years.

C.        Maternity/paternity leave for eight (8) weeks or the remainder of that school year will be granted without pay or increment to a teacher to give birth or adopt a child except, however, that a teacher shall be able to use up to a maximum of eight (8) weeks sick leave for the period of disability resulting from childbirth.  The Committee may require medical evidence of such disability.  Appropriate medical evidence of fitness will be required prior to return from such leave.

D.                A leave of absence without pay or increment of up to one (1) year shall be granted for the

purpose of caring for a sick member of the teacher's immediate family, for adoption purposes, or for maternity/paternity leave.  Additional leave may be granted at the discretion of the Committee.

E.        The Committee may grant a leave of absence without pay or increment to any teacher to campaign for, or serve in public office, for a period of not  more than two (2) years.

F.         After five (5) years continuous employment in the Rockport School System, a teacher shall be granted:

1.      a one (1) year leave of absence, without pay or increment, for health reasons. 

Request  for such leave will be supported by appropriate medical evidence;

2.   a one (1) year leave of absence, without pay or increment, for an individual to explore

alternative professional opportunities.

G.        Any teacher whose personal illness extends beyond the period compensated will be granted a leave of absence without pay or increment up to the end of the school year following the school year in which compensation ceased.

H.        A sabbatical    leave    of one (1) year shall be granted for study or travel to a member of the teaching staff by the Committee subject to the following conditions:  

1.      No more than one (1) member of the teaching staff will be absent on sabbatical leave

at any one time.                                                                            

2.      Requests for sabbatical leave must be received by the Superintendent no later than

December 31 of the school year preceding the school year for which the sabbatical

leave is requested.  Action by the Committee must be taken on all such requests no later than April 1 of the school year proceeding the school year for which the sabbatical leave is requested.

3.      The teacher has completed at least six (6) consecutive full years in the Rockport

School System.

4.      Teachers on sabbatical leave will be paid at fifty (50) percent of their regular salary

rate, provided that such pay, when added to any program grant, will not exceed the

regular salary rate.

5.      The teacher will agree to return to employment in the Rockport School System for three (3) full years in the event of a  full year's leave.  In the event a teacher returns to the Rockport Public Schools for only two (2) years, s/he will repay one-third (1/3) of the amount paid.  If s/he returns for only one (1) year, s/he will repay two-thirds (2/3) of the amount paid.

I.                   All benefits to which a teacher was entitled at the time his/her leave of absence

commenced, including unused accumulated sick leave, will be restored to him/her upon his/her return, and s/he will be assigned to the same position which s/he held at the time said leave commenced, if available, or if not, to a substantially equivalent position for which his/her training and experience qualifies him/her.

1.      When a teacher is on an unpaid leave of absence from the Rockport School

      System, all rights, benefits, and obligations are frozen.

2.      In the case of a year-long leave of absence, that year shall not be counted as one

      of the three years allowed between increment courses.

J.         All requests for extensions or renewals of leaves will be applied for in writing at least forty-five (45) days prior to the termination of the leave and the answer will be in writing.

K.        Personnel having worked ninety (90) school days shall gain credit for that year for increment and for retirement purposes under Article XXI.

L.        Educational Leave may be granted.

M.       Other leaves of absence without pay may be granted by the Committee.

 

Article XVII   PROFESSIONAL DEVELOPMENT AND EDUCATIONAL IMPROVEMENT

A.                A teacher may utilize up to fifteen (15) Professional Development Points (PDPs) which

have been approved in advance by the building administrator to qualify for one (1) credit on the salary schedule for horizontal movement.  A maximum of seven (7) credits obtained through PDPs may be applied toward horizontal movement on the salary schedule.  Undergraduate credits, approved in advance by the building administrator and acquired after June 30, 1996, may be applied toward horizontal movement beyond the Master’s Degree.  To qualify for movement to the Masters plus 60 column, the credits must be earned after placement on the Masters plus 45 column.  To qualify for movement to the Masters plus 75 column, the credits must be earned after placement on the Masters plus 60 column.

B.        The Committee will pay the total cost of tuition for a course or courses the Committee requests a teacher to take. 

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

D.        The Committee will, so far as possible, provide an inservice workshop at reduced cost each year for the teachers within the system. 

E.        The Committee agrees to allocate a minimum of eleven thousand dollars ($11,000) effective September 1, 2007, twelve thousand dollars ($12,000), effective September 1, 2008, and thirteen thousand dollars ($13,000), effective September 1, 2009, from the professional development budgeted allocation for tuition reimbursement for bargaining unit members who are not otherwise eligible under Section B.  The Superintendent and the Association will develop a procedure for the distribution of these funds.

F.         The Committee, consistent with the Education Reform Act of 1993, will offer teachers a no cost staff development opportunity during non-school hours to enable members to obtain professional development credits for recertification requirements.  Teachers will not be required to participate in these programs.

 

Article XVIII PROTECTION

A.                Teachers will immediately report in writing to the Superintendent all cases of assault

suffered by them in connection with their employment.

B.                 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 teacher, the police and the courts.

C.        If criminal or civil proceedings are brought against a teacher alleging that s/he committed an assault in connection with his/her employment, the Committee will furnish legal counsel to defend him/her in such proceedings if s/he requests such assistance, if within the scope of the law quoted in Section D.

D.        So far as permitted by the General Laws of the Commonwealth, the Committee shall provide indemnification.

E.        The Committee will continue to provide insurance protection to all teachers and notify each teacher in writing during the month of September of all the protection that is afforded him/her.

 

Article XIX    DUES DEDUCTION

A.        The Committee agrees to request the Town Treasurer to deduct from the salaries of its

employees dues for the Association, Massachusetts Teachers Association and the National Education Association and to transmit the monies promptly to the Treasurer of the Association.  Teacher authorizations will be in writing in the form attached (Appendix D).

B.        The Association will certify to the Committee in writing by August 15th of each school year, if possible, the current rate of its membership dues.

C.                Teachers desiring to be removed from payroll deductions will give at least sixty (60) days

written notice simultaneously to the Committee and to the Association.

D.                Effective the 2010-2011 school year, these dues deductions will be made in twenty-six (26) equal installments.  Personnel who take their summer pay in the form of a lump sum payment at the close of school in June shall have remaining dues monies deducted from said check.

E.        The Committee will not be required to honor for any month's deduction any authorizations that are delivered to it later than two (2) weeks prior to the distribution of the payroll from which the deductions are to be made.

 

Article XX      GENERAL

A.        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.  When it is necessary, pursuant to Article III (Grievance Procedure), for a school representative, member of the PR&R Committee or other representative designated by the Association to attend a formal hearing during the school day, s/he will, upon notice to his/her supervisory principal and to the Superintendent by the Chairman of the PR&R Committee, be released without loss of pay as necessary in order to permit participation in the foregoing activities.  Any teacher whose appearance in such hearings as a witness is necessary will be accorded the same right.  The Association agrees that these rights will not be abused.     

B.        The Committee will, upon request, provide the Association with any public records 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 grievances under this Agreement.

C.        The President of the Association will be provided with copies of minutes of official public Committee meetings after such meetings.  The records of any executive session may remain secret so long as their publication would defeat the lawful purposes of the executive session but no longer.  A copy of the official agenda of the meeting will be given to the Association prior to said meeting.

D.        The Association and the Committee agree to share the cost of printing the Agreement.  A copy of the Agreement shall be given to each teacher.

E.                 If any provision of this Agreement or any application of the Agreement to any employee

or group of employees shall be found contrary to law, then such provision or application shall not be deemed valid and subsisting, except to the extent permitted by law, but all other provisions or applications will continue in full force and effect.

F.         This Agreement constitutes Committee policy for the term of said Agreement and

the Committee will carry out the commitments contained herein and give them full force

and effect as Committee policy.  The Committee will amend its Administrative

Regulations and take such other action as may be necessary in order to give full force

and effect to the provisions of this Agreement.

G.        The Committee and the Association each expressly waives any right to seek, except with the consent of the other party, to negotiate any further demand or proposal so long as this Agreement shall continue in effect.  The parties further recognize and agree that as to every matter as to which a specific agreement is not set forth in this Agreement, the Committee continues to retain, whether exercised or not, the sole and unquestioned right to exercise all of the authority, powers, responsibilities, and rights provided by and under the laws of Massachusetts in the control, direction, and management of the Rockport School System. 

No such exercise shall be made the subject of a grievance or arbitration proceeding under this Agreement or subject of an unfair labor practice charge.

H.        Teacher assignments and appointments will be made without regard to race, sex, age, creed, color, religion, nationality or marital status.

I.          The Rockport Public Schools shall require, as a condition of employment, the payment of a service fee to the Association.

            1.  This fee shall apply to all members of the bargaining unit who are non-members of the      Association.

            2.  This fee shall be equal to the full dues payable to the combined local, state, and                             national Associations, subject to the procedures for rebating impermissible expenses,                            as set forth in G.L. Chapter 150E. Section 12, and the rules and regulations of the                         Massachusetts Labor Relations Commission.

3.  This fee shall be payable in full thirty (30) calendar days following the beginning of

                 employment each year or following the date of this Agreement, whichever is later,                         except that the employee shall be able to have the fee deducted from his/her salary                             according to the dues deduction schedule set forth in Article XVIII, Section D.

            4.  The Association shall indemnify and save the Committee harmless against all claims,                     demands, suits or other forms of liability which may arise by reason of any action                  taken in making deductions and remitting the same to the Association pursuant to this                          section, except that the Association's liability under this section shall  not exceed the                            amount of full dues payable to the combined local, state, and national associations                          deducted pursuant to this section.

 

J.         Teachers who are called for jury duty shall be paid their regular salary minus the amount of jury fees received.

K.                Vacancies for coaching positions shall be posted and filled according to the following:

            Fall Season:    

                        Notice of vacancy posted for ten (10) days with the appointment made no                                     later than June 30th.

            Winter Season:

                        Notice of vacancy posted for ten (10) days with the appointment made  no                        later that September 30th.

            Spring Season:

                        Notice of vacancy posted for ten (10) days with the appointment made no                                     later than January 30th.

L.        The parties recognize and agree that the provisions of this Agreement are intended to be given their full force and effect, while at the same time, they must be construed in accordance with the terms of the Massachusetts Education Reform Act of 1993 and any subsequent amendments thereto.  Accordingly, and by way of example only, there may be instances where the parties have agreed that the "Committee" is to act when, in fact, as a result of the Education Reform Act, the Superintendent and/or Principal(s) must now do so.  It is the parties' intention that the obligations of this Agreement continue to be fulfilled even though statutory powers to act may have been delegated to and must be exercised by persons or entities other than those expressly named herein.

 

Article XXI    CORI

            In compliance with the provision of Chapter 385 of the Acts of 2002, the Superintendent of Schools shall request and review CORI checks.  Such checks shall take place not more than once every three (3) years.

            Employees shall be made aware that CORI reports concerning them are being requested and when such request is actually made.  Employees shall be made aware that, upon request, they shall be provided with a copy of the CORI report received by the Superintendent.

            All CORI checks shall be kept in a separate, secure file maintained in the office of the Superintendent.  Upon retirement or termination of his/her employment an employee may request in writing that s/he be given his/her reports.  Such reports shall be provided to the employee within ten (10) days of the request.

After review of a CORI report, the Superintendent, if s/he deems it necessary, may meet with the employee who may, at such meeting, be represented by the Association.  Any and all personnel actions resulting from information acquired from a CORI report shall be conducted pursuant to the provisions of the Collective Bargaining Agreement and the General Laws of the Commonwealth of Massachusetts.

 

Article XXII   SALARIES

A.        The salaries of all persons covered by this Agreement are set forth in Appendix A which is attached hereto and made a part hereof.

B.        Any person on the Teachers' Salary Schedule will be paid in 26 equal installments during the contract year, with the option of receiving  the balance of his/her year's salary at the conclusion of the school year, if requested by May 15th.

C.        The Committee agrees to adopt the Teacher's Initial Contract, Long Term Contract, and Annual Salary Agreement forms attached hereto as Appendices A and B.

D.                In case of deduction because of unexcused absence or termination of employment

during the school year, the daily rate of pay will be based on the annual salary divided by one hundred and eighty-two (182) days (annual salary divided by 182).

E.                 Teachers hired to teach less than full-time will be compensated and receive prorated

benefits based on the percentage of the work week for which they are employed.  Teachers who work half-time or more are eligible to receive health insurance.

F.         If a bargaining unit member's absence is planned and exceeds thirty (30) consecutive school days, the substitute teacher will be paid at the Bachelor's first step until the teacher for whom the substitute teacher is covering returns to the classroom or the school year ends, whichever occurs first.  If a bargaining unit member's absence is not planned and/or does not exceed thirty (30) consecutive school days, the substitute teacher will be paid at the daily rate for substitute teachers for the first five (5) days, and the top step of the teacher assistant salary schedule for the remaining consecutive school days, not to exceed twenty-five (25) days.  If the absence continues beyond the thirty (30) consecutive school days, the substitute teacher will be paid on the Bachelor's first step of the salary schedule until said teacher returns or the school year ends, whichever occurs first.  Upon placement on the Bachelor's first step, the substitute teacher will become a member of the bargaining unit and entitled to pro-rata sick leave and other contractual benefits on a prospective basis.  If a substitute teacher teaches for a second school year, he/she will be placed on the appropriate step of the salary schedule in accordance to Article VI, Sections A and B.

G.        Beginning in the 2001-2002 school year, in order to advance to a new column, teachers will be required to submit a form provided by the administration.  This form must be submitted to the Superintendent prior to December 1 of the year preceding the advancement.  An advance to a new column will commence either September 1st or February 1st provided that all documentation has been submitted on or before September 30th or on or before February 28th.

H.        Effective the 2003-2004 school year, the Masters+60 Column will begin at Step 7.  Thereafter, the column will begin at an earlier step each year until the column begins at Step 1.    

I.          The Positive Intervention Plans (PIPS) Child Study Team Chairperson will choose to receive either a one thousand dollar ($1000) stipend or four (4) credits applicable to horizontal movement on the salary schedule.The Positive Intervention Plans (PIPS) Child Study Team Members will choose to receive either a seven hundred fifty dollar ($750) stipend or three (3) credits applicable to horizontal movement on the salary schedule.

J.         The hourly pay of $35 is available to any staff person(s) who is(are) fluent in language(s) in need of being translated for a student’s(s’) parent/guardian in our school district.  When a translation service is needed, the position will be posted.  If         a language need presents itself for whom we do not have a staff member who is fluent, the service need will be advertised outside the school district.  The Administration will make every effort to utilize the services of staff members at times when they do not conflict with the individual’s primary duties.

K.        The School Committee agrees to include stipends funded by grants in the collective bargaining agreement, provided that there is an understanding that the Committee can decide not to fill positions.

L.        Direct Deposit           

1.   On or before October 17, 2008, the Association and the Committee agree that all bargaining unit members will be paid through direct deposit.  Each bargaining unit member will complete and submit to the Treasurer’s/Collector’s Office a direct deposit authorization form, together with either a voided check or a deposit slip on or before October 17, 2008.

2.   On or before October 17, 2008, the school department and the Association will agree upon pay schedules for stipend positions covered by the Collective Bargaining Agreement

M.       Payment of Stipend Positions

  1. Teachers receiving stipends will have the option of receiving those stipends in one lump sum, or having payments spread out over five pay periods (for seasonal activities) or over the entire school year (for year-round activities). Seasonal stipend payments will occur on the following dates:

Fall:                September 25, October 9, 23, and November 6, 20

Winter:           December 4, 18 and January 1, 15, 29

Spring:           March 26, April 9, 23, and May 7, 21

(Dates will be adjusted accordingly every year.)

  1. For the 2008/2009 school year only, this policy will begin with the winter season. Teachers receiving stipends for the fall season for this year only will have to receive their stipends in one lump sum.
  2. Teachers will need to indicate on the stipend application form how they want their stipend paid (either one lump sum, year round, fall, winter, or spring).
  3. Stipends that already have a history of being paid out in multiple installments will continue that history. (Coordinators will continue to be paid year-round, for example.)
  4. In order to be paid in installments, teachers need to turn in all paperwork to their building principal who must have it signed by the superintendent at least two weeks prior to the payment of the first installment. Once approved by the superintendent, a copy of the stipend form will be sent to the teacher.
  5. For the 2008/2009 school year, any teachers who have submitted their stipend forms prior to the signing of this agreement need to let the superintendent’s office know if they wish to receive this year’s stipend in installments. Otherwise, they will receive a lump sum.

                                                     

Article XXIII      RETIREMENT SERVICE INCREASE

A teacher meeting the following provisions will receive in addition to his/her teaching salary one thousand dollars ($1000) for the final year of service to the Town of Rockport.

1.      Said teacher must submit by July 1st to the Superintendent a letter indicating his/her

                  intent to retire in June of that year.

2.  Said teacher must have completed twenty (20) years of service to the Town of

                 Rockport before receiving the retirement service bonus.

 

Article XXIV      SERVICE INCREASE/LONGEVITY

A.        A teacher with fifteen (15) years of service to the Rockport Public Schools will receive $1000.

B.        A teacher with twenty (20) years of service to the Rockport Public Schools will receive $2000.

C.        Effective September 1, 2005, a teacher with 25 years of service to the Rockport Public Schools will receive $2500, and effective September 1, 2006, a teacher with 25 years of service to the Rockport Public Schools will receive $3000.

 

 

 

D.  Effective September 1, 2008:                  

      10-14 years of service in Rockport = $500 added to salary

      15-19 years of service in Rockport = $1500 added to salary

      20-24 years of service in Rockport = $2500 added to salary

      25+ years of service in Rockport =    $3500 added to salary

 

      Effective September 1, 2009:

      10-14 years of service in Rockport = $1000 added to salary

      15-19 years of service in Rockport = $2000 added to salary

      20-24 years of service in Rockport = $3000 added to salary

      25+ years of service in Rockport =    $4000 added to salary

 

Article XXV      BENEFITS

A.        The parties agree to administer a cafeteria benefits plan, which shall provide for pre-tax deduction of all medical, dental, life, and disability insurance premiums, as provided under Section 125 of the Internal Revenue Code, providing that the cafeteria benefits plan can be initiated at no cost to the Town of Rockport and/or the Committee. 

            As federal and state laws provide for additional benefits to be encompassed by cafeteria benefits plans, the additional benefits shall be reviewed for possible future incorporation into this Article, and could become available to unit members under this plan.                                                   

B.        The Committee will continue to provide a comprehensive, medical insurance plan at the current cost ratio, benefits and levels of benefits which are currently in effect and are available to other town employees.

C.        Health Insurance Rates and Co-pays

      1.  The parties hereby agree that the rates and co-pays for the health insurance plans in               place, beginning on or after January 1, 2010, shall be as follows:   

      a.  Co-pays for office visits will be increased from five dollars ($5.00) to ten                       dollars ($10.00).

      b.  Emergency Room visits will be increased from twenty-five dollars ($25.00)      to fifty dollars ($50.00).

      c.  The Health Insurance Premiums for FY10 will be reduced three per cent                     (3%) from the FY10 initially proposed premiums, per the attached sheet                  titled MIIA Health Benefits, dated 4/14/2009. (See APPENDIX J.)

      2.  The parties agree to work cooperatively to investigate the possibility of                                      implementing a flexible spending account.  The results of the investigation                   will be included in the next round of collective bargaining negotiations.

      3.  Should action to enforce the terms of this Agreement be necessary, the  parties                        agree that such enforcement shall be governed by the grievance and arbitration                  procedures of the Collective Bargaining Agreement between the Rockport                        Teachers’ Association and the Rockport School Committee

 

Article XXVI             EARLY RETIREMENT INCENTIVE PROGRAM

There will be an Early Retirement Incentive Program for bargaining unit members who have completed ten or more years of eligible MTRS service in the Rockport Public Schools and a minimum of twenty (20) years of Massachusetts eligible MTRS service.

 

The terms of the program are as follows:

A.        A member must submit his or her irrevocable letter of intent to retire effective June   30, 2010 on or before May 30, 2010.  The deadlines for the sick leave buyback (Article XIV Section G) and the retirement service increase (Article XXIII) will be       waived for retirements effective June 30, 2010.  For subsequent years, the deadline     for applications for the Early Retirement Incentive Program will be July 1 for             retirement in the subsequent school year.  If accepted, the unit member will submit an           irrevocable letter of retirement to the Superintendent on or before February 1 of    the retirement year.

B.        The School Committee agrees to fund ten (10) early retirement applications for           retirements effective June 30, 2011 and June 30, 2012, with five (5) early retirements          in each school year.  If the School Committee decides to fund more than five (5)       early retirements effective June 30, 2011, the Committee will still be obligated to fund five (5) early retirements effective June 30, 2012.  The Committee reserves the    right to fund applications beyond the ten (10).  All applicants will be selected based     on             seniority, as defined in Article XIII C of the collective bargaining agreement.

C.        On or before July 30, 2010, July 30, 2011, or July 30, 2012, each eligible employee      who is accepted into the Program, and retires on June 30, 2010, 2011, or 2012, will         receive a lump sum payment of $15,000.  A request by an employee to have a        deferred         payment on January 15th of the subsequent calendar year will be honored.

D.        This program is offered for the retirements effective the following dates:

                       

                        June 30, 2010

                        June 30, 2011

                        June 30, 2012

 

E.        This program expires at the end of the 2011-2012 school year and will be removed      from the collective bargaining agreement.

 

Article XXVII               DURATION AND MISCELLANEOUS

A.                The provisions of this Agreement will be effective as of September 1, 2010, and will

continue and remain in full force and effect until August 31, 2012.

B.        The Association reserves the right to negotiate issues resulting from the implementation of the ESEA.

C.                The parties agree to establish a "meet and discuss" committee which will meet at

reasonable times to review and monitor class sizes at all school levels, to study the issue of common planning time at all grade levels.

D.        Either party may request to reconvene for the purpose of discussing an early retirement incentive.

E.        All stipends or any other monetary compensation on which the parties reach agreement and reduce to writing during the term of this agreement or any extension thereof are hereby incorporated into the Collective Bargaining Agreement at the time agreement is reached.  When the agreement contains terms that continue beyond the term of this agreement or any extension thereof, the terms shall be printed as part of the appropriate Article/Appendix in the subsequent agreement.

F.         All proposals submitted by the Rockport Teachers Association and the Rockport School Committee during the term of successor negotiations for the 2010-2012 Collective Bargaining Agreement will be withdrawn without prejudice and shall not constitute bargaining history.

 

 

 

 

 

 

 

 

 

APPENDIX A

 

 

2010-2011 Salary Schedule (0.0% increase)

(All step and tract movements will occur during the 2010-2011 school year.)

 

 

 

 

 

 

 

 

 

 

Step

B

M

M+15

M+30

M+45

M+60

 

 

 

 

 

 

 

 

 

2

37705

41156

42389

44297

45848

47223

 

3

38960

42662

43941

45919

47527

48952

 

4

41470

44543

45880

47944

49621

51111

 

5

44418

46426

47819

49970

51719

53271

 

6

46928

50065

51566

53885

55772

57445

 

7

48810

51946

53504

55914

57871

59607

 

8

50691

54456

56090

58614

60666

62486

 

9

53452

57468

59191

61855

64020

65941

 

10

56715

63176

65070

67999

70381

72491

 

 

 

 

 

 

 

 

 

 

Longevity (see Article XXIV)

 

 

 

W

10-14 years of service in Rockport =$1000

 

 

 

X

15-19 years of service in Rockport =$2000

 

 

 

Y

20-24 years of service in Rockport =$3000

 

 

 

Z

25+ years of service in Rockport = $4000

 

 

 

 

 

 

 

 

 

 

 

W

57715

64176

66070

68999

71381

73491

 

X

58715

65176

67070

69999

72381

74491

 

Y

59715

66176

68070

70999

73381

75491

 

Z

60715

67176

69070

71999

74381

76491

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

2011-2012 (Day 1-90) Salary Schedule (1.0% Increase)

(All step and track movements will occur during the 2011-2012 school year.)

 

 

 

 

 

 

 

 

 

Step

B

M

M+15

M+30

M+45

M+60

M+75

2

38082

41568

42813

44740

46306

47695

48649

3

39350

43089

44380

46378

48002

49442

50431

4

41885

44988

46339

48423

50117

51622

52654

5

44862

46890

48297

50470

52236

53804

54880

6

47397

50566

52082

54424

56330

58019

59179

7

49298

52465

54039

56473

58450

60203

61407

8

51198

55001

56651

59200

61273

63111

64373

9

53987

58043

59783

62474

64660

66600

67932

10

57282

63808

65721

68679

71085

73216

74680

 

 

 

 

 

 

 

 

 

Longevity (see Article XXIV)

 

 

 

W

10-14 years of service in Rockport =$1000

 

 

 

X

15-19 years of service in Rockport =$2000

 

 

 

Y

20-24 years of service in Rockport =$3000

 

 

 

Z

25+ years of service in Rockport = $4000

 

 

 

 

 

 

 

 

 

 

 

W

58282

64808

66721

69679

72085

74216

75680

X

59282

65808

67721

70679

73085

75216

76680

Y

60282

66808

68721

71679

74085

76216

77680

Z

61282

67808

69721

72679

75085

77216

78680

 

 

 

 

 

 

 

 

 

 

2011-2012 Salary Schedule 0.5% additional increase on 91st Day

 

 

 

 

 

 

 

 

 

Step

B

M

M+15

M+30

M+45

M+60

M+75

2

38272

41776

43027

44964

46538

47933

48892

3

39547

43304

44602

46610

48242

49689

50683

4

42094

45213

46571

48665

50368

51880

52918

5

45086

47124

48538

50722

52497

54073

55154

6

47634

50819

52342

54696

56612

58309

59475

7

49544

52727

54309

56755

58742

60504

61714

8

51454

55276

56934

59496

61579

63427

64695

9

54257

58333

60082

62786

64983

66933

68272

10

57568

64127

66050

69022

71440

73582

75054

 

 

 

 

 

 

 

 

 

Longevity (see Article XXIV)

 

 

 

W

10-14 years of service in Rockport =$1000

 

 

 

X

15-19 years of service in Rockport =$2000

 

 

 

Y

20-24 years of service in Rockport =$3000

 

 

 

Z

25+ years of service in Rockport = $4000

 

 

 

 

 

 

 

 

 

 

 

W

58568

65127

67050

70022

72440

74582

76054

X

59568

66127

68050

71022

73440

75582

77054

Y

60568

67127

69050

72022

74440

76582

78054

Z

61568

68127

70050

73022

75440

77582

79054

Teachers will be responsible for supplying college transcripts to the Superintendent to verify courses for credit beyond the Master's degree.

 

                                                      STIPENDED POSITIONS

                                                                                                       0.0%    1.2527%

                                                                                                 

Section I.

 

10-11

11-12

 

Elem Curr Coord/Asst Principal

190 days

3857

3905

 

Guidance Director

200 days

11026

11164

 

MS Dean of Students

200 days

11026

11164

 

MS Guidance

10 nights

1033

1046

 

HS Dean

200 days

11026

11164

 

Athletic Director

 

8428

8534

 

 

 

 

 

 

Curriculum Coordinators

 

 

 

 

K-5 Math

 

6826

6911

 

K-5 English

 

6826

6911

 

K-5 Social Studies

 

4471

4527

 

K-5 Science

 

4471

4527

 

6-8 Math

 

4471

4527

 

6-8 English

 

4471

4527

 

6-8 Social Studies

 

4471

4527

 

6-8 Science

 

4471

4527

 

9-12 Math

 

4471

4527

 

9-12 English

 

4471

4527

 

9-12 Social Studies

 

4471

4527

 

9-12 Science

 

4471

4527

 

6-12 Foreign Language

 

5650

5721

 

6-12 Business Technology

 

5650

5721

 

K-12 Fine Arts

 

5650

5721

 

K-12 Health & Wellness

 

5650

5721

 

 

 

 

 

 

Mentors     

 

 

 

 

Mentor Teacher*

 

1412

1430

 

Mentor Coordinator**

 

1412

1430

 

*Mentor Teachers may be asked to take on two Mentees if:

a. The mentees are two part-time experienced teachers

b. The mentees are one fulltime and one part-time experienced teachers

The stipend of the above situations will be 1.5 of a mentor stipend. Beginning teachers will be one-on-one with a mentor. Beginning teachers will receive 15 PDPs at the end

of the second year.

**Mentor coordinators will receive $200.00 per experienced teacher or part-time (.5 or less) teacher assigned.

 

 

 

 

NEASC

 

 

 

RHS Chair or co-chairs*

6000

 

 

RMS Chair or co-chairs*

6000

 

 

*Co-chairs who agree to fulfill the working

conditions of a position shall split the stipend

equally.  The stipend covers the time and scope

of the Chair’s responsibility for the NEASC

preparation, self-study, onsite visit, and follow-up

of approximately two years’ duration.

 

 

 

Tower Grant *(See APPENDIX I.)

 

 

 

   Project Leaders

1500

1500

 

   Trainees

700

 700

 

   Book Study Group

140

 140

 

   UBD

490

 490

 

 

 

 

 

Athletics

 

 

 

 

Cross Country

 

2166

2193

 

Cross Country, MS Intramural

 

1252

1268

 

Field Hockey, Varsity

 

5157

5222

 

Field Hockey, JV

 

3093

3132

 

Field Hockey, Freshman

 

2166

2193

 

Field Hockey, MS

 

2166

2193

 

Field Hockey, MS Intramural

 

1252

1268

 

Floor Hockey, MS Intramural

 

1252

1268

 

Soccer, Boys Varsity

 

5157

5222

 

Soccer, Girls Varsity

 

5157

5222

 

Soccer, Boys JV

 

3093

3132

 

Soccer, Girls JV

 

3093

3132

 

Soccer, Freshman

 

2166

2193

 

Soccer, MS

 

2166

2193

 

Soccer, MS Intramural

 

1252

1268

 

Soccer Cheering

 

2150

2177

 

Ice Hockey, Varsity

 

5731

5803

 

Ice Hockey, Assistant

 

2119

2146

 

Basketball, Boys Varsity

 

5731

5803

 

Basketball Girls Varsity

 

5731

5803

 

Basketball, Boys JV

 

3437

3480

 

Basketball, Girls JV

 

3437

3480

 

Basketball, Boys Freshman

 

2407

2437

 

Basketball, Girls Freshman

 

2407

2437

 

Basketball, Boys MS

 

2407

2437

 

Basketball, Girls MS

 

2407

2437

 

Basketball, Boys MS Intramural

 

1252

1268

 

Basketball, Girls MS Intramural

 

1252

1268

 

Basketball, Varsity Cheering

 

2150

2177

 

Basketball, JV Cheering

 

1290

1306

 

Baseball, Varsity

 

5157

5222

 

Baseball, JV

 

3093

3132

 

Baseball, Freshman

 

2166

2193

 

Softball, Varsity

 

5157

5222

 

Softball, JV

 

3093

3132

 

Track, Varsity

 

5157

5222

 

 

 

 

 

 

Section II.

 

 

 

 

Track, Assistant

 

1908

1932

 

Tennis, Boys

 

3437

3480

 

Tennis, Girls

 

3437

3480

 

Golf, HS

 

3437

3480

 

Golf, MS Intramural

 

1252

1268

 

Athletic Event Site Director

 

           100

        100

 

 

 

 

 

 

Section III. Non-athletic Stipends

 

 

 

 

High School

 

 

 

 

Class Advisors

 

 

 

 

Senior

 

2379

2409

 

Junior

 

1618

1642

 

Sophomore

 

1165

1183

 

Freshman

 

859

872

 

Club Advisors

 

 

 

 

Photography

 

859

870

 

Debate

 

859

870

 

Drama

 

859

870

 

Science

 

859

870

 

Chess

 

1790

1812

 

French

 

859

870

 

Math

 

1790

1812

 

Visual Arts

 

859

870

 

Spanish

 

859

870

 

Chorals

 

1073

1086

 

Band

 

1073

1086

 

HS/MS Chamber & Orchestra

 

1073

1086

 

HS/MS Jazz Band

 

859

870

 

World Language Exchange

 

1790

1812

 

Other

 

 

 

 

DECA

 

1790

1812

 

National Honor Society

 

859

870

 

News Coordinator

 

859

870

 

College Bowl

 

859

870

 

Yearbook Advisor

 

4297

4351

 

Student Council

 

1790

1812

 

Peer Ed Coordinator

 

2150

2177

 

Gay/Straight Alliance

 

717

726

 

Detention Monitor

 

2571

2603

 

 

 

 

 

 

Section III.

 

 

 

 

Musicals

 

 

 

 

Artistic Director

 

2150

2177

 

Musical Director

 

2150

2177

 

Technical Director

 

1432

1450

 

Production Manager

 

717

726

 

Costume Advisor

 

717

726

 

Choreographer

 

1073

1086

 

Full Length Plays

 

 

 

 

Artistic Director

 

1790

1812

 

Production Manager

 

717

726

 

Technical Director

 

1432

1450

 

Costume Advisor

 

717

726

 

Drama Festival

 

 

 

 

Artistic/Production Director

 

1432

1450

 

Technical Director

 

502

508

 

Costume Advisor

 

286

290

 

Middle School

 

 

 

 

Club Advisors

 

 

 

 

Debate

 

859

870

 

Drama

 

859

870

 

Science

 

859

870

 

Technology

 

859

870

 

Chess

 

859

870

 

French

 

859

870

 

Math

 

1790

1812

 

Spanish

 

859

870

 

Visual Arts

 

859

870

 

Chorals

 

859

870

 

Band

 

859

870

 

Ski

 

859

870

 

Other

 

 

 

 

Yearbook Advisor

 

1073

1086

 

News Coordinator

 

859

870

 

College Bowl

 

859

870

 

Student Council

 

859

870

 

Community Service

 

1073

1086

 

Detention Monitor

 

2571

2603

 

Homework Club

 

2571

2603

 

Current Events Advisor

 

N/A

870

 

 

 

 

 

 

Section III.

 

 

 

 

Musicals

 

 

 

 

Artistic Director

 

2150

2177

 

Musical Director

 

1728

1750

 

Technical Director

 

1188

1203

 

Production Manager

 

652

660

 

Costume Advisor

 

652

660

 

Choreographer

 

902

913

 

Full Length Plays

 

 

 

 

Artistic Director

 

1432

1450

 

Production Manager

 

538

545

 

Technical Director

 

1073

1086

 

Costume Advisor

 

538

545

 

Drama Festival

 

 

 

 

Artistic/Production Director

 

1073

1086

 

Technical Director

 

355

359

 

Costume Advisor

 

214

217

 

 

 

 

 

 

Elementary

 

 

 

 

Band

 

1073

1086

 

Chorals

 

1073

1086

 

Community Service

 

717

726

 

Additional *

 

10000

10125

 

           (Includes News, PIPS & Homework Club)

 

 

 

             News Coordinator

 

859

870

 

             Homework Club (max 20 children)

2571

2603

 

             PIPS Chair

$$ or 4 cr.

1149

1163

 

             PIPS Member

$$ or 3 cr.

861

872

 

 

 

 

 

 

School Wide

 

 

 

 

Community Service Coordinator

2865

2901

 

SADD Advisor

 

717

728

 

Summer School Teacher

 

1800

1827

 

Reading Committee (if funded)

 

300/pers

305

 

 

Elementary Stipends (see above)  

The Committee agrees to allocate the sum of $10,000 for the purpose of funding newly created elementary stipends for student advisor positions and for service on education intervention teams outside the school day.

 

Grants 

The parties agree that a bargaining unit member who writes a grant will be offered the opportunity

to serve in the grant position.  All grant positions shall be posted.

 

General Conditions                                                                                                                        

 

1.         If a new position is established, the Committee will negotiate with the Association over    the appropriate salary, if any, for such position.

2.         If there are any substantial changes in the duties of any existing position the Committee    will negotiate with the Association regarding possible modifications in the salary for such        position.

 

Job Descriptions

1.         Class Advisor

A.    The Class Advisor (CA) is responsible for organizing and directing all class

activities, which include:

1)      Two (2) "Suppers" (one in each semester).  One such "Supper" could

be a class fundraiser.

                                    2)  One (1) fundraising event (non-supper event).

                                    3)  Tracking each member of his/her class.

                                    4)  Filing the record forms with the Guidance Director at the end of each

                                          academic year.

                                    5)  Submitting a final report to the Community Service Coordinator.

2.         Community Service Coordinator

A.          The Community Service Coordinator (CSC) will be responsible for

implementing the Community Service Program beginning with the Class

of 1997 as it enters Rockport High School in September, 1993.       

B.           The CSC will answer directly to the High School Principal and in turn to

the Superintendent.

C.           The CSC will be responsible for compiling statistics, monitoring the

students’ participation and communicating with parents and school

administration.

D.          The CSC will be responsible for establishing a communication link

between and among the four (4) class advisors that encourages two-way   feedback relative to student participation and progress.

                        E.         The CSC will be responsible for filing an annual report to the High School

                                    Principal and the Superintendent.

F.         The CSC will assume all clerical duties associated with carrying out  the                                         Community Service Program.

G.        The CSC will be a resource to students and the four (4) class advisors and

will assist them in making contact with placement sites and in locating

opportunities for community service.

 

Superintendent of Schools

           

                                                Middle/High School Principal

 

                        Community Service Coordinator                                 Director of Guidance

 


   Freshman                  Sophomore                  Junior                          Senior

   Class Advisor           Class Advisor              Class Advisor              Class Advisor

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

APPENDIX B1

 

 

ROCKPORT PUBLIC SCHOOLS

Rockport, Massachusetts

 

CONTRACT FOR TEACHERS WITHOUT PROFESSIONAL STATUS

 

Date:

Name:

 

You are hereby notified that you have been elected a teacher in the Rockport Public Schools at a salary of ____________________________ for the __________  school year.

 

You have been assigned, subject to transfer by the Rockport School Committee,  to _________

____________________.  The other terms of employment are as established by the Rules and Regulations of the Rockport School Committee and the current Master Agreement between the Rockport School Committee and the Rockport Teachers Association.

 

 

                                                                                    _____________________________

                                                                                           Superintendent of Schools

 

 

I further agree to abide by all the rules and regulations of the Rockport School Committee, the State Laws applicable to teachers, and the terms and conditions of the current Master Agreement between the Rockport School Committee and the Rockport Teachers Association as conditions of this employment.  I recognize that Massachusetts certification is a condition of employment unless specifically stated otherwise.

 

I accept membership in the Massachusetts Teachers’ Retirement System as provided in Chapter 32 of the General Laws and hereby instruct the Rockport School Committee to deduct from my salary such assessments as law requires.

 

Consistent with M.G.L. Chapter 71, s. 42, the first ninety (90) calendar days of employment is probationary.

 

Signed _____________________________________

 

Notice:            Failure to sign and return the original copy of this contract to the office of the Superintendent of Schools by ____________________, shall constitute withdrawal of the contract offer.  The other copy is yours.

 

 

 

 

 

 

 

APPENDIX  B2

 

 

ROCKPORT PUBLIC SCHOOLS

Rockport, Massachusetts

 

CONTRACT FOR TEACHERS WITH PROFESSIONAL TEACHER STATUS

 

Date:

Name:

 

You are hereby notified that your salary as a teacher in the Rockport Public Schools will be ____________________ for the __________ school year.

 

You have been assigned, subject to transfer by the Rockport School Committee,  to __________

____________________.  The other terms of employment are as established by the Rules and Regulations of the Rockport School Committee and the current Master Agreement between the Rockport School Committee and the Rockport Teachers Association.

 

                                                                                     

                                                                                       ____________________________

                                                                                             Superintendent of Schools

 

 

I accept the position named above and agree to fulfill my duties as a teacher in Rockport for the term of this contract, or until released by a vote of the Rockport School Committee.

 

I further agree to abide by all rules and regulations of the Rockport School Committee, State Laws applicable to teachers and the terms and conditions of the current Master Agreement between the Rockport School Committee and the Rockport Teachers Association as conditions of the employment.  I recognize that Massachusetts Certification is a condition of employment unless specifically stated otherwise.

 

I accept membership in the Massachusetts Teachers' Retirement System as provided in Chapter 32 of the General Laws and hereby instruct the Rockport School Committee to deduct from my salary such assessment as the law requires.

 

 

                                                                                      _____________________________

                                                                                                        Signature

 

Notice:            Please sign and return the extra copy within one (1) week to indicate that you are accepting the terms of the contract.

 

 

 

 

 

 

APPENDIX C

 

WAIVER FORM

 

To:_____________________________________

From:___________________________________

 

SUBJECT:  EMPLOYMENT STATUS WAIVER - INVOLUNTARY LEAVE OF ABSENCE

 

This is to notify you that the Rockport School Committee intends to vote on your employment status on ________________________ consistent with the notification you have already received dated _________________________.

 

You shall be considered on involuntary unpaid leave of absence and eligible for recall pursuant  to the Contract if you execute this waiver form.  Executing this waiver will also protect your professional teacher status, seniority and contractual benefits during the recall period.  You will assume full cost of any optional insurance program for the duration of this leave effective the July 1st following its approval.  Also, should you wish to be given preference on the Substitute List during the recall period, you should notify the Personnel Office.

 

Your layoff has been caused by severe budgetary constraints and/or student enrollment decreases and in no way reflects upon your years of satisfactory service as a member of our professional staff.

 

If you intend to elect involuntary unpaid leave of absence, please sign and return this form to the Director of Personnel by ___________________________.  If we do not receive a signed form by this date, we will assume that you do not wish to accept involuntary leave of absence status.  The Rockport School Committee will then undertake dismissal procedures pursuant to General Laws Chapter 71, Section 42.

 

WAIVER

In consideration of treating my layoff as an involuntary unpaid leave of absence, I hereby agree not to exercise any present or future rights that I have under the General Laws Chapter 71, Section 42 and relieve the Rockport School Committee of any obligation it may have to comply with said statute with respect to this layoff to be effective September 1, 20 __.  I understand that by accepting this involuntary unpaid leave of absence I will retain all professional teacher rights, seniority and other contractual benefits in lieu of dismissal.  I will assume full cost of any optional insurance program for the duration of this leave effective the July 1st following its approval.  If I am not recalled during this leave, I understand that the Committee will vote on my dismissal pursuant to Chapter 71, Section 42 at the end of the involuntary leave of absence and I hereby waive my rights pursuant to Chapter 71, Section 42 with respect to the Rockport School Committee’s action at that time.

 

_____________________________________________                         ________________

 Signature                                                                                            Date

                                                           

 

 

 

 

APPENDIX  D

 

(Sample Shown for Style Only)

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

APPENDIX E

DRUG-FREE WORKPLACE POLICY

 

The Rockport School Committee recognizes that alcoholism and drug abuse are treatable illnesses, and will accordingly establish employee rehabilitation as the primary focus of the following drug-free workplace policy.

 

1.         All employees are prohibited from possessing, distributing or using alcohol or illicit drugs on school premises and at school-sponsored activities.  Illicit drugs are defined as controlled substances under M.G.L., Chapter 94C and include narcotics, cannabis, stimulants, depressants, and hallucinogens.  Alcohol is defined as alcoholic beverages including beer, wine, and distilled spirits.

2.         Any employee who by clear and convincing evidence violates this policy may be subject to disciplinary action up to and including discharge.  However, any employee who agrees to complete an appropriate and recognized rehabilitation program will not be subject to discharge for up to two (2) offenses for use of drugs or alcohol within a five (5) year period.

3.         Employees on a first or second year cycle of rehabilitation will be allowed to use their sick leave during any period of full-time residence in an approved and recognized program.

4.         The determination of an appropriate program is to be made by a professional in the field of alcohol or drug rehabilitation, i.e. a licensed social worker, psychologist or physician chosen by the employee.  The term recognized rehabilitation program is defined as any program of counseling, treatment or reentry generally accepted by the medical community and/or eligible for payment or reimbursement by health insurance plans.

5.         An employee who violates this policy by the use of drugs or alcohol after the second time:            a)         may be permitted to complete a third cycle of rehabilitation and/or;

b)            may be suspended for up to ninety (90) workdays at the discretion of the

            Superintendent or;

            c)         may be dismissed.

            Any employee who fails to return to employment after either the third cycle of rehabilitation or suspension, or both, is subject to discharge at the discretion of the Superintendent.

6.         Any employee who violates this policy and who fails or refuses to participate in rehabilitation as described above shall be subject to disciplinary action up to and including discharge according to a progressive discipline model in conjunction with employee rights, including the "just cause" provision of any collective bargaining agreements  between the Committee and the various employees bargaining units. 

            Not withstanding the foregoing, any employee found guilty beyond a reasonable doubt of distribution of illicit drugs on school property by a court or an arbitrator of competent jurisdiction may be terminated for a first offense.

7.         Nothing in this policy statement shall be construed as a waiver of any statutory or constitutional rights of employees under either Massachusetts or Federal Law.

8.         A list of suggested local groups or agencies available to Rockport staff members who are concerned about drug or alcohol abuse is available.  In listing such resources, the Committee does not intend to limit or define the scope of what may be considered appropriate and recognized rehabilitation programs as previously used in this policy statement.

 

 

 

 

 

 

APPENDIX  F

 

CREDIT  FOR  IN-SERVICE  ACTIVITIES

 

With the recommendation of the Staff Development Committee, the Superintendent may approve that one (1) in-service credit may be applied toward vertical or horizontal movement on the salary schedule for any twelve (12) cumulative hours of courses, workshops, curriculum development, committee work, peer observation, educational study group or other staff development activity.

 

A proposal requesting that such credit be awarded shall be forwarded to the Staff Development Committee for review.  Following the review by the Staff Development Committee, the proposal is recommended to the Superintendent for approval.

 

All hours approved for such credit must not be compensated for in any other way and must be completed on the teacher's time.

                                                           

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

HOURLY ACTIVITY RECORD FOR INSERVICE CREDIT

 

TEACHER'S NAME: _______________________

 

Record below time spent in your pre-approved staff development activity.  Please be specific, noting the activity engaged in, the exact date(s), the time of day, and the number of hours spent on each date recorded.  Please do not summarize.

 

Please submit to the Staff Development Committee when twelve (12) hours,  twenty-four (24) hours or thirty-six (36) hours of pre-approved activity have been completed.

 

ACTIVITY_______________________________DATE_______TIME______HOURS______

____________________________________________________________________________

____________________________________________________________________________

____________________________________________________________________________

____________________________________________________________________________

____________________________________________________________________________

____________________________________________________________________________

____________________________________________________________________________

____________________________________________________________________________

 

                                                                                                                        TOTAL _________

_ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _

I attest that the above record is true and accurate.

                                                                                _____________________________

                                                                                                       Teacher's Signature

_____________________________________________________________________________                                                    FOR STAFF DEVELOPMENT COMMITTEE USE

All hours listed are for pre-approved staff development activities:

 

                       

_______________________             ______________________        _____________________

       Committee Member                         Committee Member                    Committee Member

_____________________________________________________________________________

                                              FOR SUPERINTENDENT'S USE

 

________ inservice credit(s) has/have been granted for ________ hours listed.

 

 

Superintendent's signature: _______________________________________________  

 

 

 

 

 

 

 

 

 

APPENDIX G

 

Evaluation of Teachers in Rockport Public Schools

 

This document explains the process of evaluation.  It depicts the philosophy and tone with which the tools of observation and evaluation are employed by principals and by other supervisors of teachers*.

 

The purpose of evaluation in the Rockport Schools is to maintain, support and develop the instructional efforts of teachers.  The process of evaluation is ongoing and cyclical.  Discussion, goal setting, observation and feedback and finally the writing of summaries of a teacher’s performance characterize a cycle. 

 

The evaluation cycle for members of professional status is two years.  The cycle for members with non-professional status is one year.  In this format a package of goals, observations and the summary statement is submitted to a member’s personnel folder in the superintendent’s office at the end of a cycle. 

 

Goals for professional staff are developed biennially and at the beginning of the cycle, but are updated on an annual basis.  Goals for teachers of non-professional status are developed annually.  Goals are established through discussion between the principal/supervisor and the staff member with the support of curriculum coordinators.  The purpose of the goal setting conference is to support the needs and professional interests of the staff member and the goals of the school and district.  The goal setting process clarifies the appropriateness and relevance of goals to the teacher’s development. 

 

Observation should take place frequently.  The purposes of observations are: to view the performance of staff; to provide a basis for feedback; to ascertain that appropriate standards of instruction and adherence to curriculum are maintained and to provide a basis for helping to improve instructional efforts.  Inherent in the act of observation is the act of feedback.  Reflections from the observer to the staff member shall be communicated in writing within five days of the observation. 

 

The opportunity to discuss the observation and the feedback shall be open and ongoing.  During the evaluation cycle, conferences between the staff member and the supervisor are helpful in maintaining a positive, uplifting and healthy tone to the evaluation process. 

 

The principal/supervisor will communicate issues and concerns in an open and frank manner and as early as possible.  Staff, in the same spirit, may bring concerns to the attention of a supervisor at any time during the evaluation cycle.

 

It is incumbent on the supervisor to make sufficient observations and to have sufficient contact during the evaluation cycle to provide an informed picture of the staff member’s performance and the progress on his/her goals.  The summary evaluation statement is measured against standards of professional performance and progress toward goals for the cycle.  It should paint a comprehensive picture of the staff member’s performance

 

* The term “teachers” shall refer to anyone represented by the RTA.

 

Structure of the Evaluation Process

 

The evaluation cycle is composed of three elements as follow: goal setting, observation and feedback and a summary statement written at the conclusion of the cycle. 

 

Goal Setting

The goal setting process provides an opportunity to discuss the imminent evaluation cycle with emphasis on development of the teacher and the achievement of personal and institutional goals.  It creates a context for observation.  It provides an opportunity to clarify expectations.  It addresses plans for teacher development or, in particular cases, for teacher remediation. 

 

Goals for non-professional staff shall be submitted and agreed upon by October 15 of each year that the teacher holds non-professional status.  Goals for professional staff shall be established every two years by November 15 in the first year of the evaluation cycle.  Goals may be modified by the parties during the evaluation cycle.  Goals are effective until the goals of the next evaluation cycle are established.

 

Observations and Feedback

Observation of teachers supports the process of evaluation.  Observation should be nested within a mutual understanding of a teacher’s goals and standards for effective teaching.

 

The first observation for teachers of non-professional status shall be scheduled in advance and shall be preceded by a conference directed specifically at understanding the teacher’s objectives and plans for the class as well as any other information that the teacher may wish to communicate about that class.  During the first year of teaching there shall be at least three observations that shall include a pre-conference, a scheduled observation and a post-observation conference.  In the second year there shall be at least two observations that have the same characteristics.  In the third year there shall be at least two as well.  Other unscheduled observations may occur at any time after October 15 of the first year and after the first scheduled observation.

 

An observation form providing feedback to the teacher regarding the observer’s reactions to the lesson will be submitted to the teacher within five days of the observation for any scheduled or unscheduled observation.  Teachers are invited to discuss or react in writing to the observer’s comments either at the time that they receive the observer’s remarks or at a later time.

 

Observations of teachers of professional status may occur at any time in the two-year cycle.  There shall occur within that two-year cycle at least one observation that includes a pre-conference, a scheduled observation and a post-observation conference.  Other unscheduled observations may occur at any time in the evaluation cycle.  Teachers should receive written feedback on an observation form within five days of any observation and should have the opportunity to discuss or react in writing to the feedback. 

 

Teachers may invite supervisors to view a particular lesson during the cycle and may request a pre and or post conference to that observation. 

 

 

Supervisors may require or staff may request a number of pre and post conferences for observations as they may have been established during the goal setting process or as may be germane to the elements of an improvement plan.   

 

Summary Statements

Summary statements for non-professional staff must be completed by April 15 of the school year and, for professional staff, by May 1.  The summary statement should be preceded in a package that includes a statement of goals and all copies of observation forms that have been completed during the evaluation cycle.  The teacher shall have an opportunity to reflect on the summary statement and shall have opportunity to respond then or a later point.  The package shall be signed and dated by the teacher and the principal/supervisor with one copy provided to the teacher and one sent to the central office.  No other complete copies of that package may be retained anywhere else in or out of the school.  Electronic copies of goals, observations or summary statements may be retained by the principal/supervisor in order to support the ongoing quality of the evaluation process.  

 

Other additional comments, recommendations and/or commendations are to be based on documented information.  Documented information is defined as written comments involving the teacher that have been shared with the teacher at the time they were originated.

 

Improvement Plans

Improvement plans can be developed when establishing or reviewing goals, or at a discussion following the development of the summary statement.  Improvement Plans can also be initiated at a point in the evaluation cycle where a review of goals is necessary. 

 

Improvement plans are initiated in order to formalize the supervision and support of the instructional efforts of teachers of professional status who are struggling to meet a satisfactory level of performance regarding a particular standard(s) of effective teaching.     

 

Improvement Plans are terminated when the teacher has met the Indicators of Improvement as evidenced in a Summary Statement and Goals Review.  The timetable for the development of the Summary Statement and Goals Review will be specified in the Plan of Action.   

 

 

 

 

 

 

 

 

 

 

 

 

 

 

ROCKPORT PUBLIC SCHOOLS

 

PROFESSIONAL TEACHER STATUS

PERFORMANCE REVIEW COVER SHEET

 

 

 

Name:_______________________School:_______________ Date: ______

 

SECTION  I : Biennial Goals

SECTION  II : Classroom Observation(s)

SECTION  III : Summary Statement and Goals Review 

SECTION IV : Professional Improvement Plan (if required)

 

 

Rockport Public Schools has adopted the Massachusetts Department of Education’s Seven Standards for Effective Teaching

 

 

1. Currency in the Classroom

 

2. Effective Management of the Classroom Environment

 

3. Effective Planning and Assessment of Curriculum and Instruction

 

4. Effective Instruction

 

5. Promotion of High Standards and Expectations for Student Achievement

 

6. Promotion of Equity and Appreciation of Diversity

 

7. Fulfillment of Professional Responsibilities

 

Revised 6/8/05

 

 

 

 

 

 

 

SECTION I : BIENNIAL GOALS

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

Teacher ______________________Evaluator ______________________

 

Subject/Assignment __________________ Date Developed: __________                         

 

 

 

 

 

 

 

SECTION II : CLASSROOM OBSERVATIONS

 

Date: _________Time or period ___________ Subject/Assigment _________________                 

Teacher _____________Observer _________Observer’s Signature ________________

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

Staff are invited to make comments here or at any time during the evaluation cycle.  If you choose to make comments, please sign and date your statement and give a copy to the observer.

 

 

 

 

 

 

 

 

 

 

 

 

SECTION III : SUMMARY STATEMENT AND GOALS REVIEW

 

Teacher: ______________________________ Evaluator:______________________________ 

 

Subject/Assignment:  ________________________ Date: _______________________

 

This section provides a statement of the teacher’s performance based on the Seven Standards for Effective Teaching and the teacher’s goals.   Section III provides suggestions for development as appropriate and/or general comments and commendations.  A detailed description of the seven Massachusetts DOE Standards is found in the Teacher Contract. 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

Evaluator’s signature ______________________________________Date ________         

 

Teacher’s signature _______________________________________  Date ________

 

 

TEACHER RESPONSE (OPTIONAL)

The teacher is invited to respond in writing to the summary and goal review.  The teacher’s signature on this document acknowledges completion of the summary and goal review and not necessarily agreement with the contents .

 

                                                           

 

 

 

 

 

 

 

SECTION IV: PROFESSIONAL IMPROVEMENT PLAN

 

Teacher ___________________________Evaluator ____________________________

 

Subject/Assignment_________________ Date _____________

 

 

A. Standards for Effective Teaching where performance is not satisfactory

 

 

 

 

B. Explanation of needs to be addressed in the plan of action

 

 

 

 

 

C. Detailed plan of action, mutual responsibilities, list of resources and timetable

 

 

 

 

 

D. Indicators of improvement

 

 

 

 

 

 

 

 

Evaluator’s signature _______________________________ Date _________________

 

 

Teacher’s signature ________________________________ Date _________________

 

 

 

 

 

 

 

 

 

 

 

APPENDIX H

 

The Association will discuss with the Town Manager the feasibility of implementing a full and complete flexible benefits plan.

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

APPENDIX I

 

The parties to this Agreement agree to the stipends for the positions created as a result of the Tower Foundation Grant. 

 

            Project Leaders

            Project Leaders are those eight individuals with responsibility for assisting with the overall             implementation of the grant. Each of the eight project leaders will receive a stipend of fifteen       hundred dollars ($1500) for each year of the grant.

           

The Project Leader Job Description is peculiar to the leadership responsibilities necessary to accomplish the grant activities specified in the grant proposal that has been funded by the Tower Foundation for the years from 8/2009 - 6/2013. The arrangement for the accomplishment of these responsibilities is unique. Eight Project Leaders, four from the elementary school and four from the middle school, share a collective and collaborative responsibility in shepherding this overall process. Specific responsibilities are assigned to each of the eight, as described below, in order to streamline and make orderly the execution of the grant activities. Specific activities, although assigned to individuals, may require "sharing of the load" by other individuals among the eight as the requirements of any responsibility may be weighty or light at one particular time or another. As well, the eight will need to communicate with each other and with the Superintendent of Schools as a collective entity on a schedule that is sufficient to maintain effective progress.

 

      There are two components to the Project Leader role.  The first is leadership in Professional       Development activity; the second is leadership in Organization and Administration of the             grant activities. 

 

            A.  There are four responsibilities to the Professional Development role at each school:                                    Skillful Thinking communicating with Robert Swartz; Understanding by Design                      which will involve communicating with Jay McTighe; responsibility for Galileo                              (Database training) and Clicker training; and responsibility for Data Driven Instruction               study groups.

 

            B.  As well, there are four responsibilities to the Organization and Administration of grant                  activities at each school: budget and communicating with the administration and                    Financial Assistant relative to proper accounting and purchasing; maintaining appropriate              interface with the Technology Director regarding technology needs relating to clickers                        and Galileo; maintaining records of progress on outcomes (data and statistics) to be used      in generating reports, and coordinating professional development that does not                                specifically relate to the work of Jay McTighe or Robert Swartz.

 

Each project leader will be assigned one responsibility from Professional Development (A) and another from Organization and Administration (B). The pairing of these responsibilities will be done in the same way at each school so that each project leader at the middle school will have an elementary school counterpart working on the same issues.

 

The Project Leader will assist in the orientation and acclimation of those teachers who are trained in years two, three, and four.

 

The responsibilities of the Project Leaders will shift to some degree in the third and fourth years of the grant as we move from development activities that are directed at improved instruction to development activities directed at standards-based reporting.

 

This Project Leader Job Description will be reviewed at the end of each year.

 

            Tower Grant Trainees

There will be stipends in the amount of two hundred dollars ($200) per day as the rate of payment for attendance at three and one-half (3.5) days of professional development training, a total of seven hundred dollars ($700), in each of the summer trainings for 2010, 2011, and 2012. Those who are accepted for the training must attend all sessions in order to receive the full payment amount. A maximum of eight teachers will be trained each summer.

 

            Book Study Group Participants

            Each participant will be compensated at the rate of one hundred forty dollars ($140) dollars          for participation in a book study group of four one-hour sessions. A maximum of ten (10)       teachers will be in each book study group.

 

            Understanding by Design (UBD)

            A stipend of four hundred ninety dollars ($490) will be paid to each teacher who completes          the on-line, after-school-hour course:  fourteen (14) hours outside the school day and six (6)     hours to be completed during half day professional development time.

 

In all cases the positions will be posted, with the exception of the eight Project Leaders. The Project Leaders will serve for the term of the grant unless an individual withdraws from the position. In such case, the Project Leader position will be posted.

 

 

______________________                            _______________________

For the Association                                         For the School Committee

______________________                            _______________________

Date                                                                Date