Saugus

Show detailed information about district and contract

DistrictSaugus
Shared Contract District
Org Code2620000
Type of DistrictMunicipal K12
Union AffiliationMTA
Most Recent DocumentContract
Expiring Year2009
Expired Status
Superintendency Union
Regional HS Members
Vocational HS MembersNortheast Metropolitan RVTSD
CountyEssex
ESE RegionGreater Boston
Urban
Kind of Communityeconomically developed suburbs
Number of Schools6
Enrollment2866
Percent Low Income Students20
Grade StartPK or K
Grade End12
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AGREEMENT

BETWEEN THE

SAUGUS SCHOOL COMMITTEE

AND THE

SAUGUS EDUCATORS’ ASSOCIATION

 

 

Effective September 1, 2007

 

Through August 31, 2009

 

 

Pursuant to the provisions of Chapter 150E of the General Laws of Massachusetts, the Saugus School Committee (hereinafter called “the Committee”) and the Saugus Educators’ Association (hereinafter called
”the Association”) hereby agree as follows:

 

 

 

ARTICLE I

 

RECOGNITION

 

Section 1         Unit Definition

 

The Committee recognizes the Association as the exclusive bargaining agent for all professional employees of the Saugus School System in the following unit:

 

Classroom Teachers

Curriculum Specialists

Guidance Counselors

Adjustment Counselors

Nurses

Librarians

Permanent Substitutes

Title I Teachers

Special Subject Teachers

Extended Day Program Teachers

ETL

 

 

but excluding per diem substitutes, casual employees and all other employees.

 

Section 2         The designation "teacher" shall refer to all unit members.

 

Section 3         Permanent Substitutes

 

For the purpose of this Agreement a permanent substitute is defined as a substitute teacher in the Saugus Public Schools who is employed or becomes employed for greater than ninety (90) days of unbroken continuous service.  The following provisions of the Agreement do not apply to permanent substitutes.

 

Article VI

Lay-offs

Article X

Teaching Assignments, Transfers, Vacancies

Article XI

Promotions

Article XII

Teacher Evaluations, Files and Discipline

Article XVIII

Benefits (Except that three (3) days of non-cumulative sick leave and one (1) non-cumulative personal day will be deposited in his/her leave account.)

Article XX

Compensation

 

ARTICLE II

 

PAYROLL DEDUCTIONS

 

Section 1         Dues Deductions 

 

In accordance with the provisions of Section 17C of Chapter 180 of the General Laws of Massachusetts, the Committee shall certify to the Treasurer of the Town of Saugus all payroll deductions for the payment of dues to the Association as duly authorized by employees covered by this Agreement.

 

Section 2         Agency Service Fee Deductions

 

A.        In accordance with M.G.L. c. 150E, §12, the Committee shall require as a condition of employment that all teachers who are not Association members pay, as a condition of employment, an agency service fee consistent with the regulations of the Massachusetts Labor Relations Commission.

 

Agency service fees shall be deducted from pay as provided in M.G.L. c. 180, §17C.

 

B.         Upon receipt of notice from the Association of its inability to collect an agency service fee payment directly from an employee who has not authorized payroll deduction, the Superintendent shall suspend such teacher without pay for five (5) days.

 

C.         The Association shall indemnify the Committee against any damages or legal fees expended in compliance with this Section and shall comply with any rebate procedure or any process as may be required by State or Federal Statute or Constitutional Law.

 

If the Association offers counsel to represent the Committee and the Committee declines, choosing instead to be represented by its own attorney, the Association shall not be responsible to indemnify the Committee against damages and legal fees.

 

D.        Exemptions:  Employees hired prior to July 1, 1967, shall be exempt from the requirement to pay an agency service fee.

 

E.         Employees who are not Association members because of religious or constitutionally protected conscientious objection and who refuse to pay an agency service fee because of such objections shall be exempt from such payment.  However, such employee shall be required, to the extent permitted by law, to make an equivalent charitable donation to a scholarship fund to benefit students in the Saugus Public Schools.

 

 


ARTICLE III

 

MANAGEMENT RIGHTS

 

Except as expressly abridged or modified by this Agreement, the Committee (and the Superintendent) reserves and retains all the rights and customary functions of management, and the exercise of such functions shall not be arbitrable.

 

 

 

ARTICLE IV

 

GRIEVANCE PROCEDURE

 

Section 1         A grievance shall be any dispute involving wages, hours, or conditions of employment.  Only matters involving the interpretation or application of this Agreement, however, shall be arbitrable hereunder, except as arbitrability is further restricted under Article IV or other provisions of this Agreement. 

 

Section 2        

 

A.        The purpose of this procedure is to secure, at the lowest possible

administrative level, equitable solutions to grievances.  Both parties agree that these proceedings will be kept as informal and confidential as may be appropriate at any level of the procedure.

 

B.         Nothing herein contained will be construed as limiting the right of any teacher having a grievance to discuss the matter informally with any appropriate member of the administration, and having the grievance adjusted without intervention of the Association, provided that the adjustment is not inconsistent with the terms of this Agreement and that the Association has been given the opportunity to be present at such adjustment and to state its views.  No member of the bargaining unit shall be represented at the grievance procedure by an officer or representative of any other professional or labor organization other than that of the bargaining unit.

 

C.         Such grievance must be presented within ten (10) school days after the aggrieved employee knew of, or had reason to know of, the act or condition upon which the grievance is based.

 

D.        Should a grievance be filed at a time close to the end of the school year, both parties will cooperate to expedite the processing of the grievance.  If a grievance is filed within the last five (5) school days of the school year, the grievance shall be filed directly with the Superintendent.


 

E.         A grievance shall be deemed waived if it is not processed in accordance with the procedure and within the time limits specified in Section 3 of this Article.

 

F.         Responses at Levels I and II shall be in writing and shall be sent contemporaneously to the Association and individual grievant(s), if any.

 

G.        When in the judgment of the Association an alleged violation of the contract affects a group or class of teachers or is beyond the powers of the immediate supervisor at Level I to resolve the grievance, the Association may initiate the grievance procedure at Level II.

 

H.        Any incident which occurred, or failed to occur, prior to the effective date of this Agreement, or any matter on which the employee elects to litigate before an administrative agency or court of competent jurisdiction, shall not be the subject of the grievance or arbitration hereunder.

 

I.          No teacher will be discriminated against or subject to reprisal by reason of having participated in a grievance.

 

Section 3         Grievances shall be processed as follows:

 

Level I             The Association and/or the unit member shall present the grievance to the immediate supervisor.  The immediate supervisor shall meet within five (5) school days in an attempt to resolve the grievance and shall issue a written answer to the grievance no later than five (5) school days after the grievance hearing.

 

Level II            In the event that the grievance is not settled at Level I, the grievance may be submitted in writing to the Superintendent within ten (10) school days of the written receipt of the immediate supervisor's decision.  The Superintendent shall meet with the Association within ten (10) school days of his/her receipt of the grievance at Level II and shall attempt to resolve the grievance.  The Superintendent shall issue a written answer to the grievance no later than fifteen (15) school days after the Level II meeting.

 

Level III           If the grievance shall not have been disposed of to the satisfaction of the Association, or if no decision has been rendered at Level II within fifteen (15) school days after presentation of the grievance at Level II, the Association may submit the grievance to arbitration.

 

The arbitrator shall be selected by mutual agreement of the parties within fifteen (15) school days after the Association notifies the District of its intent to submit the grievance to


arbitration.  If the parties fail to agree on an arbitrator, the arbitration shall be filed with the State Board of Conciliation and Arbitration.

 

Expenses for the arbitrator's services shall be shared equally by the parties.  The arbitrator shall be without power to alter, amend, add to or subtract from the language of this Agreement.  The decision of the arbitrator shall be final and binding upon the committee, the Association and the employee(s) involved.

 

Section 4

 

A.        Dismissal of a Teacher with Professional Teacher Status.

 

If an employee so elects, a matter involving the dismissal of a professional status teacher in any instance may be a subject of grievance and binding arbitration which shall be the exclusive forum and remedy in accordance with the provisions of Section 8 of M.G.L. Chapter 150E.

 

If an employee does not so elect, no such matter will be subject of grievance or arbitration.

 

A grievance signed by the aggrieved, professional status employee claiming that dismissal was not for just cause

shall constitute such an election hereunder.

 

B.         Dismissal of a Non-Professional Teacher's Status Teacher with More than ninety (90) Days' Service 

 

If an employee so elects, a matter involving the dismissal of a non-PTS teacher who has been working for more than ninety(90) days, may be the subject of grievance up through Level II, at which level the grievance will be heard by the Superintendent in the normal manner for all grievances heard at Level II.  The dismissal of a non-professional status teacher is not arbitrable under Article IV of this Agreement.

 

C.         Non-Renewal of a Non-Professional Teacher's Status Teacher's Contract:

 

A matter involving the non-professional status teacher's contract which may be the subject of a grievance will be heard by the Superintendent in the normal manner for all grievances heard at Level II.  The nonrenewal of a nonprofessional status teacher contract is not arbitrable under Article IV of this Agreement.

 

 


ARTICLE V

 

STABILITY OF AGREEMENT

 

Section 1         No alteration or variation of the agreements, terms or provisions herein contained shall bind the parties hereto unless made and executed in writing by the parties hereto.

 

Section 2         With respect to any grievance involving the interpretation or application of this Agreement, the failure of the Committee or the Association to insist, in any one (1) or more incidents, upon performance of any of the terms or conditions of the Agreement shall not be considered as a waiver or relinquishment of the right of the Committee or the Association to future performance of any such term or conditions, and the obligations of the Association and the Committee to such future performance shall continue in full force and effect.

 

 

 

ARTICLE VI

 

LAY-OFF

 

Section 1         Should the Superintendent decide to reduce the number of positions in the bargaining unit due to a decrease in student enrollment, lack of work, subject area enrollment, or for any other reason, such reduction shall be consistent with the General laws, and this Agreement.  The non-renewal of non-professional status teachers is not considered a lay-off under this Article.

 

Section 2         Definitions:  For the purpose of this Article, the following definitions shall apply:

 

A.        Seniority - Length of continuous employment in the bargaining unit measured from the first day from which compensation was received, including time spent on paid or unpaid leaves of absence; provided, however, that unpaid leave taken on or after September 1, 1990, shall not count toward seniority (but shall not constitute a break in continuous service).  Employees who prior to September 1, 1990, had been approved to take unpaid leave shall be grand-fathered to receive seniority credit for such leave.  Part-time teachers shall be credited with seniority on a proportionate basis.

 

B.         Qualified - For the purposes of Section 3 (E) "qualified" means certified or possessing all requirements for certification by the Massachusetts Department of Education.  For all other purposes of this Article, in addition to the preceding sentence, in order for a teacher to be "qualified" such teacher must have taken significant courses in the particular certification area or taught in that area in the last ten (10) years for at least three (3) years.


 

C.         Normal attrition - resignation, retirement, dismissal and other normal termination of employment.

 

D.        Area - at the secondary level area means department.  At the elementary level area means Pre-K-5.  A complete list of areas is included herein.

 

(1)        Secondary Departments

(a)        Social Studies

(b)        World Languages

(c)        Consumer Science

(d)        Technology Education

(e)        Science

(f)        Guidance

(g)        Mathematics

(h)        Language Arts - including English and Reading provided, however, that layoff shall be by certification only within this area.

(i)         Computer Technology

 

(2)        Other

(a)        Elementary Pre-K-5 including Reading teachers

(b)        Art Pre-K-12

(c)        Music Pre-K-12

(d)        Nurses Pre-K-12

(e)        Librarians

(f)        Special Education Pre-K-12, by certification

            subspecialty

(g)        Physical Education Pre-K-12

 

Should new departments and/or classifications arise during the term of this Agreement, they will be added to the lists in subsections (1) and (2) as applicable.

 

Section 3         Lay-off Procedure  

 

A.        Layoff means an involuntary unpaid leave of absence to be granted  by the Saugus Public Schools, provided the teacher has waived, in writing, subsequent to receipt of a notice of reduction in force, any present or future rights to a dismissal hearing s/he may have pursuant to Chapter 71, section 42 of the Massachusetts General Laws. (See Waiver form attached hereto as Appendix E.)

 

B.         Should the Superintendent determine that a lay-off is to occur in one or more areas, the following procedure shall be followed:

 

1.         To the extent possible, normal attrition will be used to reduce the number of positions in the area involved.

 

2.         Teachers not under regular contract, such as permanent substitutes, will be laid off first.

 

3.         Those filling in for leaves of absence in the area affected will be laid off next.

 

4.         Teachers not holding regular Massachusetts teaching certificates will be laid off next in the areas as defined in Section 2(d).

 

5.         If further reductions are needed following (a) through (d), then no Professional Teacher Status (PTS) teacher shall be laid off if there is a Nonprofessional Teacher Status (NPTS) teacher holding a  position which the PTS teacher is qualified to fill.

 

6.         Unit members shall be considered to fall within that area in which they are scheduled for at least fifty per cent (50%) of their assigned work load.  Teachers shall be laid off in reverse order of seniority.  For the purpose of this subsection and subsection (1) of this Section, all NPTS  teachers shall be understood to have zero seniority until achieving PTS, in which case their seniority is retroactive.

 

7.         Before a PTS teacher is laid off, s/he will be notified of available vacancies that are anticipated for the following September.  S/he will also be notified by the Superintendent of what courses and training the teacher will need to qualify for the open job and thus avoid being laid off.  To avoid such lay-off, the teacher must complete the program, become certified, or progress in the program to a degree acceptable to the Superintendent, with a commitment to complete the program to the Superintendent's satisfaction.

 

8.         Transfers shall not occur until unit members impacted by reduction in force are placed.           

 

Section 4         Reductions in positions may be effective only as of the first day of any professional work year.  Teachers to be laid off shall be notified by June 15 preceding the effective date of the lay-off.  Such notice requirement shall not be applicable to employees who are otherwise properly laid off following an arbitration award that alters a lay-off selection/decision by the Superintendent.

 

Section 5         Rights of Teachers on Lay-off.

 

Only those teachers having professional teacher status shall be entitled to rights under this section.

 

A.        There will be a recall period for any teacher laid off that shall be twenty-four (24) months from the effective date of the lay-off.

 

B.         Teachers will be recalled in the reverse order of lay-off to fill only those vacancies for which the teacher is qualified at the time of recall.

 

C.     Should more than one position be vacant for which a recalled teacher(s) is qualified to fill, preference of choice will be given to the most senior teacher recalled.

 

D.        A teacher recalled under Section 5 who refuses the vacancy shall be bumped four (4) positions down in the recall list or to the bottom of the recall list, whichever position is higher.  A teacher who refuses an offer for a full-year vacancy for which such teacher is certified, which offer was tendered prior to August 15, shall lose recall rights unless the teacher has previously signed a written contract to teach elsewhere.

 

E.         During the recall period laid-off teachers shall have absolute preference for all substitute assignments in the reverse order of their lay-off.

 

Section 6         PTS teachers with five (5) or more years of service who are laid off pursuant to this Article shall be compensated for unused sick leave under Section 7 of Article XVIII.

 

 

 

ARTICLE VII

 

WORKLOAD AND TEACHING HOURS

 

Section 1         Except as may be specified to the contrary in other sections of this Article, the current practice with respect to work year, vacation periods, hours and workload for teachers will remain in effect during the life of this Agreement, provided that nothing in this Article shall be construed to limit the right of the Committee to determine the length of the school year or the school day for pupils, as provided under regulations of the Massachusetts Board of Education.

 

A.        Work Year and Work Day

 

The work year will terminate no later than June 30th, but will in no event be longer than one hundred eighty (180) days 2002-2003, one  hundred eighty-one (181) days 2003-2004 and one hundred eighty-two (182) days 2004-2005.

 

            B.         The student starting and dismissal times shall be as follows:

 

Senior High School

7:25 a.m. – 1:50 p.m.

Middle School

7:55 a.m. – 2:05 p.m.

Elementary

8:40 a.m. – 2:40 p.m.

Ballard

 

Evans

 

Lynnhurst

 

Waybright

 

Oaklandvale

 

Veterans Memorial

 


Kindergarten

8:40 a.m. – 11:00 a.m.

(Morning Session)

12:20 p.m. – 2:40 p.m.

    (Afternoon Session)

Pre-school hours shall be the same as kindergarten hours.

 

(Afternoon Session)

Extended Day Program

  6:30 a.m. – 8:20 a.m.

 

  2:30 p.m. – 6:10 p.m.

Release day hours

12:30 p.m. – 6:10 p.m.

 

 

 

C.         The teacher work day shall begin ten (10) minutes prior to the start of the student day and will end ten (10) minutes after the end of the student day except at the high school where the teacher work day shall begin at the start of the student day and end at the end of the student day.

 

D.        Under no circumstances will a teacher leave the building until after the last child under his/her control has left the teacher’s area of responsibility.  In the event, however, any child remains after the end of the teacher work day because a parent or caregiver has not arrived to pick up the child, the teacher shall take the child(ren) to the Principal’s office and the Principal shall take charge of the child(ren).

 

E.         Elementary teachers are expected to schedule parent conferences with each parent twice a year, one (1) in the Fall and one (1) in the Spring.  Early release days shall be provided for this purpose.

 

F.         Elementary school teachers are expected to perform other school duties which had been performed during release time in the 1995-1996 school year.

 

G.        Teachers at the High School and Middle School are to be available after student dismissal time for extra help two (2) days each week for forty (40) minutes at the High School and for fifty (50) minutes at the Middle School.  If no students report for extra help, then the teachers will work the normal work day.  Elementary teachers are to be available as needed, with the extra help time to be scheduled by the individual teacher.

 

Section 2         Faculty meetings designated by the Superintendent or by a principal or coordinator shall not exceed fourteen (14) in the school year.  Teachers shall be expected to attend a maximum of four (4) open house parent meetings per school year.  Elementary teachers are expected to attend up to a maximum of two (2) parent conferences, one (1) in the evening and one (1) in the afternoon, per school year.

 

Section 3         Aide Time / Preparation Time / Common Planning Time

 

A.        Except as otherwise provided in this Article one (1) preparation period per day will be scheduled.  Teachers will be expected to devote preparation periods to professional duties.

 

B.         Each elementary teacher will be granted the use of an educational assistant for three (3) thirty (30) minute periods per week.

 

C.         Each Pre-K-5 unit member shall be granted one (1) preparation period of not less that forty (40) minutes in length each work day. 

 

D.        Additionally, each elementary teacher will be provided one (1) common planning period every seven (7) work days.

 

E.         An elementary school teacher will not be required to remain in the classroom during the period(s) when an elementary special subject teacher is in charge of the classroom.  The classroom teacher will cooperate with the special subject teacher in the maintenance of lesson continuity. 

 

F.         Before final schedules are adopted for elementary special subject teachers, the supervisors, acting under the direction of the Superintendent, will review such schedules so as to create additional opportunities for elementary preparation time.

           

Section 4         Substitute Services by Unit Members

 

A.        When a unit member volunteers to provide classroom coverage during his/her preparation period because a substitute is not available, s/he shall be compensated at the rate of twenty-five dollars ($25.00) per preparation period, provided the principal has approved such coverage in advance. 

 

            Under extraordinary circumstances such as a teacher becoming ill during the school day when no substitute is available, a teacher may be requested to teach a class or to supervise study hall during a previously scheduled preparation period and compensation shall be at the rate of twenty-five dollars ($25.00) per period.

 

B.         When an elementary special subject  teacher (Music, Art and Physical Education) substitutes, causing the loss of his/her preparation time, s/he will be compensated at the rate of twenty-five dollars ($25.00) per period.

 

C.         If an elementary classroom teacher loses a preparation period because substitutes are not available to teach art, music, or physical education, the teacher will be compensated at the rate of twenty-five dollars ($25.00) for each period missed.

 

D.        At the Middle School, if  sufficient numbers of substitutes are not available to cover all teacher absences, substitutes will supervise uncovered students in the auditorium or cafeteria when those rooms are available, so that classroom teachers will not lose preparation periods. 

 

Section 5         Class Assignment of Teaching Personnel


A.        Every effort shall be made to assign teaching personnel in accordance with the following standards:

 

(1)        No more than five (5) teaching periods per day involving no more than three (3) preparations.

 

(2)        No more than three (3) consecutive teaching periods.

 

(3)        Adequate travel time between buildings will be taken into consideration in the assignment of special subject teachers.

 

B.         The above standards shall not apply to science teachers or in any other instance where the teaching program as determined by the Superintendent requires a variance from the above standards, or where a variance is mutually agreeable to a teacher and the Administration.  In any such discussion the teacher will be entitled to have an Association representative present.  In making such assignments, these standards shall be honored, subject to provisions of Article X and Article XI.

 

C.         If every effort has been made to meet the standards and should any of the above standards not be reached for a unit member, the Principal and the Association President shall meet to review options.

 

Section 6         Inclusion Classes

 

A.        When teachers are involved in integrated (inclusion) classes  where special needs students are scheduled in regular education classes, the following should be part of the process:

 

(1)        Volunteers should be sought first before anyone is appointed.

 

(2)        No teacher should be expected to participate without training.

 

(3)        There should be guaranteed common planning time specifically designated for facilitating the learning of integrated students.

 

B.         If additional time is needed, additional compensation will be awarded (possibly one [1]or two [2] days before the beginning of the school year may be added) - at per diem rates.

 

C.         In classes where the integrated model is put into effect, there should be a class size commensurate with the students' needs.  Perhaps a weighted system could be used.  The administration shall make every  reasonable effort to attain an equitable distribution of special needs and 504 students among the classes, subject area and grade level.


Section 7         Part-time Unit Members

 

A.        Part-time teachers shall have duties, preparation time and meeting responsibilities in direct proportion to the percentage of teaching time for which they are compensated.

 

B.         Every effort shall be made to schedule consecutively the teaching, preparation and duty responsibilities of part-time teachers.

 

C.         When more than one hundred per cent (100%) of a position is available, part-time unit members shall be offered the work before it is offered to other unit personnel or advertised outside the system.  No part-time teacher, however, shall be offered additional work prior to a PTS unit member on lay-off being given the opportunity.  Such work accepted by a laid off teacher shall not in any way impact his/her recall rights under Article VI.

 

Section 8         Substitute Compensation       

 

            Individuals who substitute in the district shall be compensated according to the following schedule:

 

·         Up to and including twenty (20) days                         $53.00

·         Twenty-one (21) through eighty-nine (89) days          $61.00

·         Ninety (90) or more days                                  Bachelors-1

 

Section 9         Any unit member with Professional Teacher status (PTS) who moves to another grade level or to another discipline by involuntary transfer or reduction in force shall receive five hundred dollars ($500) to spend on classroom materials.  Receipts shall be sent to the Superintendent for reimbursement.

 

Section 10       Unless otherwise restricted by the external requirements of a grant any remedial education, tutoring or other instruction shall be offered to existing unit members prior to anyone else being hired.   The Superintendent shall provide the Association with a copy of the final grant document.

 

Section 11       Each nurse will schedule a lunch period equal to the length of the unit member lunch in the building during the day. The administration agrees not to intrude on this time. The nurse, however, understands that s/he must respond to emergencies in the building. In the event the nurse loses all or a portion of the identified lunch period, s/he will reschedule the lunch.

 

Section 12       In absence of a Lead Nurse the Director of Special Education shall evaluate the nurses only on the basis of non-medical criteria unless the Director is a nurse or physician.

 

 


ARTICLE VIII

 

NON-TEACHING DUTIES

 

Section 1         The Committee agrees to cooperate with the Association in applying for and receiving federal "Title I" funds to obtain instructional aides to relieve teachers of non-teaching duties as soon as practicable.

 

Section2          In the absence of federal funds, every effort will be made to obtain volunteers for the performance of non-teaching duties before assignments are made.  If the assignment of teachers to non-teaching duties becomes necessary, such assignment(s) shall be made on a fair and equitable basis. 

 

Section 3         The Committee shall eliminate the teacher's clerical responsibility in respect to the collection of insurance policies and shall minimize the teacher's clerical responsibilities in the taking of school photographs and in the collection of lunch money.

 

 

 

ARTICLE IX

 

CLASS SIZE

 

Section 1         The Committee and the Association recognize that the pupil-teacher ratio is an important aspect of an effective educational program.  Therefore they agree that the class sizes stated below shall serve only as a desirable standard, and provide a goal for the Saugus schools.

 

Grades K-2            18

Grades 3-5             20

Grades 6-12           24

 

Section 2         Failure to achieve the class sizes set forth above shall not be subject to the grievance and arbitration procedure.

 

 

 

ARTICLE X

 

TEACHING ASSIGNMENTS, TRANSFERS AND VACANCIES

 

Section 1         Teachers, other than newly appointed teachers, will be notified in writing 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, as soon as practical and under normal circumstances not later than June 15. 

 

Written requests for transfer from one school building to another, filed with the Superintendent no later than May 1, shall be considered by the Superintendent in accordance with the length of service in Saugus and shall be honored to the extent that they are compatible in the judgment of the Superintendent with the best interests of the system.

 

If the Superintendent determines that further reassignments are necessary, teachers will be notified immediately.

 

Section 2         In order to ensure 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 certificate and/or their major or minor fields of study.

 

Section 3         In making changes in grade or subject assignment, the convenience and wishes of the individual teacher will be honored to the extent that these do not conflict in the judgment of the Superintendent, with the best interest of the school system and the pupils.

 

Section 4         In arranging schedules for teachers who are assigned to more than one (1) school, every effort will be made to limit the amount of inter-school travel.  Such teachers will be notified of any changes in their schedules as soon as practicable, and teachers who are assigned to more than one (1) school per day shall receive reasonable compensation for all inter-school driving done by them in the discharge of their duties.

 

Section 5         Subject to Section 2 of this Article, the Superintendent reserves the right to reassign or transfer a teacher, voluntarily or involuntarily, temporarily or permanently, from one (1) school building to another in the best interests of the school system as s/he may determine.  When a reduction in the number of teachers in a school building is necessary, consideration shall be given to qualified volunteers before transfers are made.  Except in situations of emergency, any involuntary reassignment or transfer shall be made only after a meeting between the teacher involved and the Superintendent, at which meeting the teacher shall be notified of the reasons for the reassignment or transfer.  Any complaint that the superintendent has acted arbitrarily or capriciously in effecting an involuntary transfer shall be subject to the grievance procedure but shall not be arbitrable.

 

Section 6         All other educational and practical administrative considerations being equal, the Superintendent or principal will avoid assigning teachers with long service to "floating" or frequent moving from classroom to classroom during the school day.

 

In the event that such assignment is unavoidable, such senior teacher will be notified in advance of such assignment and will be given an explanation why such assignment was necessary.  Any dispute hereunder may be grieved, up through but not beyond, the level of Superintendent.

 

The substitute teacher at the high school may be assigned to float on a daily basis for up to four (4) weeks in the spring, after seniors have been released for the year.

 

Section 7         A vacancy shall be defined as any permanent teaching position in the bargaining unit.

 

A.        When a vacancy exists and the Superintendent intends to fill such vacancy, every effort will be made subject to educational considerations to fill such vacancy within sixty (60) school days from the time in which the vacancy initially occurred.

 

B.         Prior to filling the vacancy, the Superintendent shall post the position in each school to enable interested teachers to apply for a transfer to the vacated position.  Such posting of positions shall be limited to the initial vacancy(ies) that results from the transfer of a teacher to the initial vacancy.

 

C.         If a vacancy is to be filled at the beginning of a school year, a teacher about to be laid off, who in the judgment of the Superintendent is qualified to fill the vacancy, shall be given first preference.  Second preference will be given to a qualified teacher with recall rights under Article VI, Section 5.  Teachers, who request a transfer after the posting pursuant to Section 7(b), shall then receive preference under the conditions of Section 1.

 

Section 8         Teachers at the middle school and at the high school are expected to leave with the principal lesson plans for their students to be implemented when a substitute teacher is in charge.

 

Section 9         Provision for School Closing and/or Reduced Number of Positions in a School(s)

 

Notwithstanding any provision of the Agreement to the contrary, any teacher who is not being laid off but who must be transferred either because the school or schools to which s/he is assigned has been or is going to be closed and/or because there is going to be a reduction in the number of students in the school or schools to which s/he is assigned all be reassigned to his/her new position no later than May 15.

 

The Superintendent shall make every reasonable effort to honor the preferences of the teacher so displaced and relocated. Before such displacement is implemented, volunteers for transfers from the affected school or schools shall be sought and the volunteer who, in the discretion of the Superintendent, is best suited for the reassignment will be reassigned in an effort to avoid such involuntary displacement.

 

 

 

 

 

ARTICLE XI

 

VACANCIES AND OTHER AVAILABLE POSITIONS

 

Section 1         For the purpose of this Article, the Superintendent agrees to post all non-unit positions within the school district and any position within this unit, including those paying a salary differential or stipend under this Agreement.  The remaining sections of this Article shall apply only to all unit positions

 

Section 2         Whenever a vacancy occurs, and the Superintendent intends to fill such vacancy, or a new position is created, the position will be publicized by the Superintendent by means of a notice posted in the main office in every school for a period of fifteen (15) school days.

 

During the months of July and August, written notice of any such vacancy will be mailed to the officers and SEA Building Representatives whose names and addresses will be supplied in writing to the Superintendent before the end of the school year.

 

In all situations, the date of the posting, the qualifications for the position, the duties and the rate of compensation shall be included on the notice.  The Association shall receive a copy of said notice in advance of the posting.

 

Section 3         Due weight will be given to the professional background and attainments of all applicants, length of service in the Saugus School System and other relevant factors.  When, in the judgment of the Superintendent, the qualifications of the candidates are relatively equal, preference will be given to qualified teachers already employed by the Superintendent.  Each teacher applicant not selected and already employed by the Superintendent, upon request, shall receive from the Superintendent a written explanation of why the successful applicant was selected.  Time spent in an acting appointment shall not be used as an indicator of superior qualifications for the position.  The Superintendent shall be the sole judge of qualifications, providing that his/her judgment shall not be exercised arbitrarily.

 

Section 4         Whenever practicable, vacancies in promotional positions will not be filled sooner than thirty (30) days after which the vacancy has been posted (except on a temporary basis) nor ordinarily later than sixty (60) days after notice of selection has been given to the applicants.

 

 

 

ARTICLE XII

 

EVALUATION, FILES AND DISCIPLINE

 

Section 1         Purposes of Evaluation:

 

The purposes of evaluation, as set forth in CMR 35.00, are:

 

·         To provide information for the continuous improvement of performance through an exchange of information between the person being evaluated and the evaluator; and

 

·         To provide a record of facts and assessments for personnel decisions.

 

Section 2         Performance Evaluations will be based on the “Principles of Effective Teaching” set forth in Appendix B of this Agreement.  The performance evaluation form and “descriptors” used to evaluate unit members are included in Appendix B.  The performance evaluation form and “descriptors” used to evaluate the administrative component of any position with administrative responsibility are included in Appendix C.  The “descriptors” in both cases are set forth as examples and are not exhaustive.  It is recognized that not every “principle” need be  covered in an evaluation. 

 

Section 3         PTS teachers will be formally evaluated once every two (2) years.  Non-PTS teachers will be formally evaluated once each year for the first three (3) years. 

 

Section 4         Observation shall be limited to no more than two (2) visits annually of no longer than forty-five (45) minutes each.  At least one (1) of the formal classroom observations during an evaluation year shall be announced.

 

Section 5                     The teacher and his/her evaluator will schedule a meeting at the commencement of an evaluation year to discuss the evaluator’s and the teacher’s goals and objectives for the upcoming year.  Such goals and objectives may be an element for evaluation (non-exclusive) within the framework of Principles of Effective Teaching.

 

Section 6         The High School and Middle School Faculty members will be evaluated by their Principals/Specialists/Directors.  Elementary teachers will be evaluated by their Principals.  Elementary Music, Art, and Phys. Ed. Teachers will be evaluated by their respective Specialists/Directors or Principals.  Members of the Special Education Department will be evaluated by the Director of Special


Education (PPS) and/or building Principal.  Curriculum Specialists will be evaluated by the Superintendent or his/her designee.

 

Section 7         Teachers and Curriculum Specialists on evaluation cycle shall be notified in writing by September 15 who their prime evaluator will be.

 

Section 8         In the event the evaluator believes that there are areas to be addressed and indicates this on the evaluation form, the evaluator must discuss this with the teacher and set forth prescriptions for improvement.

 

Section 9         In the event the teacher believes that an evaluation is not consistent with his/her performance, s/he may request another evaluation by a different evaluator.  The new evaluation will be the responsibility of the Superintendent or his/her designee.  The new evaluation does not negate or supplant the evaluation alleged to be inconsistent.

 

Section 10       All formal classroom observations of the work performance of a teacher will be conducted openly and with the full knowledge of the teacher.  A teacher shall be furnished with a copy of any official evaluation by his/her supervisor.  Space shall be provided on the evaluative instrument for teacher rebuttal.

 

Section 11       Complaints regarding a teacher made to any member of the administration by any parent or other persons shall be promptly called to the attention of the teacher.  If in such administrator's judgment a conference is required, such administrator shall arrange for a conference between the complainant, the teacher and the administrator.

 

Section 12       New material derogatory to a teacher which has been placed in a teacher's personnel file (with a copy furnished to the teacher together with written notice that the material has been placed in his/her personnel file) shall be expunged from the file within three (3) years unless sooner merged into a written evaluation report, written reprimand or other disciplinary action.

 

Section 13       A teacher shall have the right, upon request, to review the contents of his/her personnel file, which are neither confidential nor privileged under law, at any reasonable time, in the presence of the Superintendent or his/her designee, and to request reasonable photocopies, and may, at request, be accompanied by a representative of the Association.  The teacher will acknowledge that he/she has had the appointment to review his/her file by offering his/her signature thereto on a place designated thereon.

 

Section 14       Any written evaluation report made by a member of the Saugus School System which appears in the teacher's personnel file shall not be deemed confidential hereunder.

 


Section 15       A joint committee composed of three (3) teachers selected by the Association and three (3) administrators selected by the Superintendent with the approval of the School Committee shall make written recommendations to the Superintendent for improving the procedures for teacher evaluation.

 

Section 16       No teacher will be disciplined, reprimanded, reduced in rank or compensation or deprived of any professional advantage by a principal or any other member of the administration without just cause.

 

It is expressly understood that the Committee retains all  rights and obligations which it has under the law.

 

A teacher who is being disciplined by a member of the administration shall be entitled, upon request, to have a representative of the Association present.

 

Reprimanding and disciplining of teachers shall not be conducted in the presence of students and shall be done privately.

 

 

 

ARTICLE XIII

 

SPECIAL SUBJECT TEACHERS

 

The Superintendent and the Association agree that an adequate number of competent special subject teachers is essential to the operation of an effective educational program.  To this end, where practicable and possible and where circumstances warrant, the Superintendent will strive to increase their number.

 

ARTICLE XIV

 

TEXTBOOKS

 

Section 1         The Committee shall provide sufficient textbooks for all pupils during classroom hours.

 

Sufficient quantities of textbooks and other teaching materials required by curriculum changes shall be made available to teachers as soon as practical before such curriculum changes are effective.

 

Section 2         Recognizing the statutory responsibility of the School Committee for the adoption of textbooks and also the professional competence of the staff relative to textbook selection, the Committee and the Association agree, that the selection of textbooks to be used in the schools shall continue to be cooperatively arrived at, through joint discussions among teachers and administration, subject to the final approval of the Committee.


ARTICLE XV

 

FACILITIES

 

Section 1         When practicable and possible, each school will have the following facilities:

 

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

 

·         A teacher work area containing adequate equipment and supplies for the preparation of instructional materials.

 

·         An appropriate, furnished room, which will include a telephone, to be reserved for the exclusive use of teachers as a faculty lounge.  It is understood that this provision shall be deemed inoperable and impossible in any school building which has no teachers' room and no available space for a teachers' room on the effective date of this Agreement.

 

·         A serviceable desk and chair for the teacher in the classroom.

 

·         A communication system (electronic or human) so that teachers may communicate on professional requirements.

 

·         Well-lighted, clean and properly supplied teacher rest rooms.

 

·         A separate and adequate dining area for the exclusive use of the professional staff.

 

·         An adequate portion of the parking lot at each school reserved for teacher parking.

 

·         The coordinators shall share one secretary with one (1) telephone.

 

·         Adequate facilities at the secondary level for private teacher-student conferences during or after the school day.

 

Section 2         Should any facility in existence on the effective date of this Agreement become inoperative during the life of this Agreement, the Association shall call this condition to the attention of the Superintendent and every effort will be made to restore the facility as soon as possible.


ARTICLE XVI

 

PROTECTION

 

Section 1

 

A.        Teachers will immediately report in writing to the Superintendent all cases of abusive conduct and/or torts suffered by them as well as any threats by students on the premises or otherwise in the course of their employment and the Superintendent will take appropriate action.

 

B.         The Superintendent shall forward the report to the Committee. The Superintendent will comply with any reasonable request from the teacher for information in the School District’s 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.         The Superintendent reserves the right, to the extent permitted by law, to reimburse the teacher for:

 

(1)        Damage or loss of clothing or personal property suffered by a teacher in any such incident and not otherwise compensated by insurance.

 

(2)        The cost of any medical, surgical, or hospital services suffered by a teacher in any such incident and not otherwise compensated by insurance.

 

Section 2         CORI Checks

 

A)        In compliance with the provisions 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 unless an occasion arises that necessitates a new CORI check.

 

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

 

C)        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 a unit member may request in writing that s/he be given his/her reports. Such reports shall be provided to the unit member within ten (10) days of the request.

 

D)        After review of a CORI report, the Superintendent, if s/he deems it necessary, may meet with the unit member 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.

 

E)         Should the provisions of the statute change or should the interpretation of the existing statute change by way of case law, regulation or other official interpretation and affect any of this Section 1D or such interpretation of the statute, the statute shall prevail and the contract shall be revised to reflect said changes.

 

 

 

ARTICLE XVII

 

NO STRIKES AND NO LOCKOUTS

 

The Association shall not cause or sponsor and no professional employee(s) shall cause or participate in a strike, work stoppage or withholding of contractually required services.  The Committee agrees not to lock out any members of the unit during the term of this Agreement.

 

 

 

ARTICLE XVIII

 

BENEFITS

 

Section 1         Except as provided in Section 2 of this Article or in other provisions of this Agreement, all benefits (as, for example, sick leave of absence) specified as written Committee policies in force on the effective date of this Agreement shall remain in force for the duration of this Agreement.

 

A joint committee will review the current written Committee policies in order to incorporate benefits directly into the contract.  This clause is designed to clarify, but not reduce, current benefits protected by the contract.

 

Section 2         Sick Leave 

 

A.        In case of personal illness or accident (occurring away from the job), teachers and nurses regularly employed by the Saugus School Committee who were hired on or before August 31, 1999, shall be allowed fifteen (15) sick days leave each school year.  Teachers and nurses regularly employed by the Saugus School Committee who were hired after August 31, 1999 shall be allowed twelve (12) days


sick leave each school year.   A doctor’s note will be required after five (5) consecutive days of absence.  There will be no limit to the number of sick leave days that may be accumulated.

 

B.         A professional staff member who goes on leave or terminates employment during the first thirty (30) calendar days of a school year shall be awarded sick leave prorated on the per cent of the calendar days preceding the leave or termination.  After the thirtieth calendar day, all applicable days shall be deemed earned.

 

Section 3         Personal Leave

 

A.        Each teacher shall be granted up to three (3) days per school year for the purpose of transacting or attending to imperative legal business, household, or family matters impossible to transact during non-school hours, or other cogent personal purposes.  These days shall be non-cumulative, except that not more than one (1) personal leave day may be carried over to a subsequent year.  Paid leave for the purpose of observing a religious holiday shall be granted exclusively through available personal days hereunder.

 

B.         Although the prior permission of the Superintendent will not be required, written notice of intention to take such leave will be filed with the Superintendent not less than one (1) week in advance in order to assure adequate coverage.  Where the one (1) week notice is either a hardship or an impossibility, or where a personal day is required under emergency conditions, notice to the Superintendent will be given as soon as possible.  Personal days shall not be granted on the scheduled workday before or after a holiday, vacation period, or other leave of absence.  Notwithstanding any contrary provision of this Section, one (1) , but not more than one (1), personal day as approved by the principal may be used for the purpose of professional betterment.

 

Section 4         A joint committee consisting of representatives of the Committee and representatives of the Association shall meet to discuss the use of sick leave and personal leave.  The School Committee representatives and the Association representatives shall report back to their respective bodies concerning sick leave and personal leave practices.

 

Section 5         Sick Leave Bank

 

A.        Upon the effective date of this Agreement, a sick leave bank for use by eligible members of the professional staff covered by this Agreement who have exhausted their own sick leave and who have serious illness shall be established.  Eligible members shall be those teachers who have completed one (1) full year of service in the Saugus School System.

 


B.         At the beginning of every school year, the School Committee shall fund the bank by deducting one (1) day from the annual allotted days of sick leave of each eligible member of the professional staff covered by this Agreement.  Not more than two hundred (200) unused sick leave bank days in the aggregate may be accumulated from year to year up to maximum accumulation of four hundred (400) days.  No teacher shall be deemed to have any interest vested or otherwise in the sick leave bank days.

 

C.         The initial grant of sick leave by the sick leave bank committee to an eligible employee shall not exceed fifteen (15) days.

 

D.        Upon completion of the initial fifteen (15) day grant period, the period of entitlement may be extended by the sick leave bank committee upon demonstration of need by the applicant.

 

E.         Any sick leave granted under the provisions of this Section shall expire at the end of the applicable school year.

 

F.         The sick leave bank shall be administered by a sick leave bank committee consisting of four (4) members.  Two (2) members shall be designated by the School Committee to serve at its discretion and two (2) members shall be designated by the Association.  The sick leave bank committee shall determine eligibility for use of the bank and the amount of leave to be granted.  The following criteria shall be used by the sick leave bank committee in administering the bank and in determining eligibility and the amount of leave:

 

·         adequate medical evidence of serious illness;

·         prior utilization of all eligible sick leave;

·         length of service in the Saugus School System.

 

G.        If the sick leave bank is exhausted, it shall be renewed by the contribution of one (1) additional day of sick leave by each member of the professional staff covered by this Agreement.  Such additional day will be deducted from the teacher’s annual fifteen (15) or twelve (12) days of sick leave.

 

H.        The decision of the sick leave bank committee with respect to eligibility and entitlement shall be final and binding and not subject to appeal.

 

I.          Upon returning from leave using the sick leave bank, a professional staff member shall be eligible to apply to the bank for up to five (5) sick days to be used to cover illness for the duration of that school year.  Such application shall not require a physician's statement.

 

Section 6         Retirement Benefit / Death Benefit

 

A.        On the death of a teacher hired prior to September 1, 1999, the teacher's estate shall be entitled to compensation for unused


accumulated sick leave at full per diem salary up to a maximum of one hundred (100) days.  Per diem salary will be computed on the basis of the teacher’s step and column as applied to the salary schedule in effect in the year of retirement if retirement occurs during the life of this contract.  The per diem shall not increase in any future contract years after August 31, 2002.  The Committee and the Association shall consider alternatives to the existing benefit, including a 403B plan, during the term of this agreement.

 

B.         A teacher hired prior to September 1, 1999, shall be entitled upon retirement to the same buy back benefit subject to the per diem capping as of August 31, 2002.  To be eligible for this benefit, the teacher must give a minimum of one (1) year's written notice of retirement to be effective the following June, unless such notice is excused by the sick leave bank committee for emergency reasons.

 

Section 7         Child-rearing / Adoption Leave

 

A.        A male or female teacher on Professional Teaching Status will be granted adoption or child-rearing leave of absence without pay or increment for a period of up to two (2) years.  This two (2)-year limit shall be strictly enforced.  Return to service will normally be at the beginning of the school year unless otherwise approved by the Superintendent.  Notice of intent to return must be given by the teacher by April 1 of the school year preceding the year of return.

 

B.         A teacher planning to take sick leave for childbearing and a subsequent child-rearing leave shall file a letter of notice with the Superintendent at least thirty (30) days in advance of the anticipated date on which the leave is to commence.

 

Section 8         Sabbatical Leave 

 

A.        Not more than two (2) teachers, each with not less than seven (7) consecutive years of teaching service in Saugus, will be eligible for a sabbatical leave.  Such leave may be for one-half (1/2) year or for one (1)  year for the purpose of professional betterment in or related to a teacher's area of certification. 

 

B.         A teacher wishing such leave shall apply in writing by April 1 of the school year preceding the leave.  Granting of such leave will not be unreasonably withheld, and teachers taking such leave will be granted their normal contractual salary (one-half [1/2] salary in case of one-half [1/2]year leave) less the cost of the salary of the permanent substitute replacement. 

 

C.         The parties agree that notwithstanding Article VI, a teacher on sabbatical leave shall be replaced by a permanent substitute.  Upon returning to the system, a teacher will be obligated to serve a period equal in length to twice that of the leave period.

 


Section 10       Professional Development Days

 

The Superintendent or his designee shall grant up to sixty (60) professional leave days per year for the purpose of attending workshops, conferences and visiting other school districts.  All bargaining unit members are eligible to apply for such leave.  An additional fifteen (15) professional leave days may be granted by the Superintendent.

 

Section 11       Bereavement Leave

 

A.        Three (3) days of bereavement leave shall be granted on each occasion, without loss of pay, in case of death in the immediate family.  These three (3) days are allowable within each school year; they are not accumulative.  When extenuating circumstances arise, an extension of bereavement time to five (5) days may be granted at the discretion of the Superintendent. 

 

B.         For the purpose of interpreting this section, the immediate family of a teacher shall include a spouse, child, parent, grandparent, sibling, mother or father-in-law, significant other, or any other relative who, to the satisfaction of the Superintendent, is considered to be a member of the immediate family.

 

Section 12       Unit members who are in the reserves or National Guard shall be entitled to leave with pay when called for temporary active duty of thirty-four (34) days or less in any state fiscal year, and  seventeen (17) days or less in any federal fiscal year, provided such obligations cannot be fulfilled on days when school is not in session. Unit members shall be paid the difference between their regular pay and the pay they receive from the state or federal government.

 

Any unit member who is called to active duty for longer than thirty-four (34) days shall be considered on paid leave for the first year of his/her obligation, and shall be paid in accordance with the language in paragraph 1. Said unit member will also have the option of remaining in the health insurance program offered by the town. S/he will be responsible to make the member’s contribution at the existing group rate. For active duty obligations beyond one year, the unit member will be considered on unpaid leave, but will still have the option of participating in the group health benefit program. Upon return to the Saugus Public Schools, the unit member will be placed on appropriate salary step, commensurate with his/her position upon being called to active duty.

 

Any unit member who enlists shall be granted leave without pay for the term of his/her enlistment, and shall be reinstated to a substantially equivalent position upon his/her return to the Saugus Public Schools, notwithstanding any reductions in force that might have occurred during the course of his/her enlistment. Upon his/her return to the Saugus Public Schools, said unit member will be placed


on the appropriate salary step, commensurate with his/her position when the unit member enlisted.

 

 

Section 13       Early Retirement Program 

 

A.        A bargaining unit member who gives written notice to the Superintendent no later than June 30 of the school year preceding the school year in which the unit member retires shall be eligible to participate in the early retirement program.  Any bargaining unit member who wishes to rescind a letter of resignation must do so by December 31st of the school year in which the teacher has given notice that s/he intends to retire.  Any rescission attempted after December 31 shall be ineffective.

 

B.        The unit member must:

 

·         Have served 20 years in the Massachusetts teachers retirement system.

 

·         Submit the letter of intent before June 30 and serve the following school year.

 

C.         The unit member shall receive at the end of the retirement year a lump sum payment in accord with the following schedule:

 

Age when payment is received

Amount

 

 

55

10,000

56

9,500

57

9,000

58

8,500

59

8,000

60

3,000

61

2,000

62

1,000

63

500

 

Section 14       403B Plan

 

A.        A teacher hired after September 1, 1999 shall be eligible  to participate in the existing 403B Plan and, if such teacher so participates, the employer shall match the amount of his/her contribution up to the following amounts:

 

2002-2003

$400

2003-2004

$500

2004-2005

$600


B.         Other teachers shall not be precluded from participating in the existing 403B Plan, but the employer shall not contribute matching amounts to any teacher hired on or before September 1, 1999.

 

Section 15       Flexible Benefit Plans

 

A.        The previously negotiated Before-Tax Health Insurance Premium Payment Plan, adopted by the Town and currently in force, is hereby incorporated by reference.

 

B.         To the extent permitted by law, the Committee will implement a cafeteria plan/salary reduction plan to pay pre-tax for unreimbursed medical expenses and/or dependent care assistance.

 

C.         Implementation of such plans for this bargaining unit and other School Department employees shall be at no cost to the School Department.

 

Section 16       Family and Medical Leave Act ("FMLA") 

 

Leave taken under this Agreement shall be credited against FMLA entitlement to the extent permitted by law.

 

Section 17       The membership shall have access to the Long Term Care Plan identified  by the Saugus Educators Association. 

 

 

 

ARTICLE XIX

 

GENERAL

 

Section 1         Neither the Committee nor the Association shall discriminate against any teacher on the basis of race, creed, color, religion, nationality, sex, marital status, age discrimination, sexual identity, handicap and disability, membership or non-membership in the Association or participation in its activities.

 

Section 2         The private or personal life of a teacher is not within the appropriate attention or concern of the Superintendent except as it may interfere with the teacher's responsibilities to and relationship with students and/or the school system.  Subject to the preceding sentence, teachers will be entitled to full right of citizenship and no religious or political activities of any teacher or lack thereof will be grounds for any discipline or discrimination with respect to the professional employment of such teacher.

 

Section 3         Induction and Mentoring Program 

 

A.        The purpose of the induction and mentoring program is to ensure that each bargaining unit member new to the system receives guidance,


information, support and training in accordance with MGL. Chapter 71, section 38G as s/he undertakes his/her professional role and responsibilities. 

 

B.         No later than May 31 or when the Appendix B positions are posted of each school year, the administration shall post the positions of mentor(s) in each building.  In addition to the posting requirements of the Collective Bargaining Agreement, the posting shall include the anticipated number of mentors needed in each building and in each curriculum area.  If subsequent to May 31 it is determined that additional mentors are needed, the positions shall be posted as above.

 

C.         All communication between the mentor and the mentee is confidential.  Any written materials shall be used only within the mentoring process. 

 

D.        SEA-SSC Joint Committee:  A joint committee, comprised of four (4) members appointed by the SEA and four (4) members appointed by the SC, shall review induction and mentoring issues and send their recommendations to the SEA and the SC.  The work of the committee shall be completed no later than June 1, 2007.  Agreements reached on induction and mentoring by the SEA and the SC shall be subject to ratification by the parties.

 

Section 4         If any provision or application of this Agreement shall be found contrary to law all other provisions or applications of this Agreement will continue in force.

 

Section 5         The Saugus Public Schools shall abide by the statutory and regulatory requirements of the Department of Education and the Massachusetts General Laws.

 

Section 6         Energy or Weather Crisis

 

A.        In the event the Committee proposes during the life of this Agreement to change the regular workday, workweek, or work year as may be established by the Agreement or to bargain to the extent required by law concerning any proposed change in the school calendar in an effort to reduce the Committee's cost of energy, to conserve energy, or to respond to a weather crisis, the parties will bargain in good faith with respect to any such proposal.  Four (4) days of intensive bargaining will commence no later than the second day following receipt of notice from the Association.  The Committee will release not more than six (6) members of the negotiating committee for the purpose of this Section only.  If no agreement is reached at the end of this four (4)-day period, at the Committee's request the dispute will be submitted to expedite final and binding arbitration in which the arbitrator will balance the public interest and the interest of employees.


 

B.         The parties have designated Diane Zarr Cochran and Susan Brown as the impartial arbitrators, each of whom is willing to make himself/herself  available on one (1) week's notice to hear the dispute and who will render his/her decision not later than seven (7) days after the close of the hearing which in no event shall last longer than two (2) days.  Briefs are waived.

 

Section 7         Education Reform Act of 1993 

 

Matters regarding personnel actions and grievances which have been transferred from the Committee to the Superintendent under the Education Reform Act of 1993 shall not be required to be processed through the Committee under the contractual grievance procedure or otherwise under this Agreement.  In other respects the Education Reform Act shall be understood to supersede any provisions of this Agreement in conflict with the provisions of the Education Reform Act, provided, such supersedence shall not constitute a waiver of any bargaining obligation with respect to such supersedence.

 

Section 8         Professional Development Committee

 

A.        A Professional Development Committee ("PDC") shall be established no later than May 31 of each school year consisting of four (4) members chosen by the Superintendent and four (4) members chosen by the Association.  The PDC shall be responsible for choosing and implementing all in-service programs; determining the number of in-service credits participants shall receive; and evaluating the programs and verifying that the participants have completed the program.

 

B.         The credit standard shall be one credit for each ten (10) hours of program.

 

C.         The PDC shall grant professional days consistent with guidelines set down by the Superintendent.

 

Section 9         All other stipends or monetary compensation on which the parties reach agreement and reduce to writing are hereby incorporated into the Collective Bargaining Agreement at the time agreement is reached and they shall be printed as part of the appropriate appendix in the subsequent Collective Bargaining Agreement.

 

Section 10   Job Sharing

A.         The job-sharing position consists of a team of two (2) unit members each of whom has taught for at least five (5) years in Saugus, attained Professional  Teacher Status (PTS) and who have requested and agreed to share an existing full-time position.  Such requests must first go to the appropriate building principal.  If the principal approves the arrangement, he/she will forward it to the Superintendent of Schools.  The request must be received in the superintendent’s office no later than April 15 of the year preceding the requested job share.  The final decision rests with the superintendent of schools.  Approval of such requests will not be unreasonably denied. 

 

B.         Absent a set of unique circumstances, there will be one job share per building, per year.

 

C.        Job-sharing unit members are subject to all the terms and conditions of the collective bargaining agreement not otherwise modified in this Article.

 

D.        Each unit member shall be considered a half-time employee.  The unit members taking part in a job share will create a schedule that will reflect this.  In the event there is a professional day scheduled, both unit members shall work on that day.  During weeks of less than four (4) days, the workday time shall be divided equally between the two (2) members.  In addition, both unit members shall work the first and last days of school.

 

E.         The unit member shall jointly schedule and attend parent conferences.  They shall share responsibility for Staff and IEP meetings in as equal a division as possible.

 

F.         Each job-share partner shall be placed on the salary column and step to which s/he would be entitled were s/he employed on a full-time basis.  This placement will determine the base from which the salary percentage (50%) shall be computed.

 

G.        Each unit member will receive full salary credit and full longevity credit for each year of job-sharing.

 

H.        There will be only one set of health benefits available for each job share.  Only one job share partner will be able to receive health benefits.

 

            Each job share partner will be able to avail himself/herself of town-sponsored life insurance, if desired.

 

I.          Each job share partner will receive 50% of his/her normal annual allotment of sick leave and personal leave.

 

J.         When the job-sharing position is terminated, the unit member(s) shall be assigned to the same position s/he left prior to the creation of the job share assignment, reduction in force notwithstanding.

 

K.        If a position is reduced, the job-share unit members shall be accorded the same rights as other unit members pursuant to the Reduction in Force Article of the current collective bargaining agreement between the Association and the Committee.

 

L.         In the event the job-share assignment requires a new unit member be hired, that individual shall be deemed a leave replacement for the unit member who vacates a portion of his/her full-time teaching.

 

M.        No changes in the arrangement shall be permitted during the school year.  If an unanticipated extended illness, a resignation, or a leave of absence occurs in the case of one job-share partner, the remaining partner shall have the first option to assume the full-time position.  In the event that the partner does not choose that option, the remaining job-share unit member shall be placed on unpaid leave of absence for the balance of the school year and a permanent substitute shall be hired to complete the job-sharing term.

 

N.        No unit member in the system shall be involuntarily transferred in order to create job-share positions.  A unit member may apply, however, for other openings if one is available.  In any job share situation, at least one teacher in the job share has to be teaching in the grade of the job share, or has had prior experience teaching that grade/subject or has certification for that grade/subject.  

 

O.        In the event one (1) of the unit members is absent, the partner shall make a reasonable effort to cover the class.  For these brief periods, that job-share partner shall be granted an equal amount of compensatory time wherein the absented job-share partner covers the class for a time of his/her partner’s choice.

 

P.         Job-Sharing partners shall pay into the retirement system at the rate required by the Massachusetts Teacher’s Retirement Board.

 

Q.        Job-share positions are one (1) year in length.  Each unit member who is part of a job-share position must make an annual application to job-share.

 

R.         Both job share participants must sign the form attached as Appendix E.

 

 

 

 

ARTICLE XX

 

COMPENSATION

 


Section 1                    Compensation - Salary Schedules:

 

A.         For the 2007-2008 school year, teachers shall receive a two point five (2.5) per cent raise on the first day of school and a point 5 (.5) percent raise, non-retroactive, on the 91st day of school, in accordance with the salary schedule in Appendix A.

 

B.         For the 2008-2009 school year, teachers shall receive a two point five (2.5) per cent raise on the first day of school and a point 5 (.5) percent raise, non-retroactive, on the 91st day of school in accordance with the salary schedule listed in Appendix A.

 

C.         Annual Service Awards listed in Section 2 of this Article XX shall be effective the first work day of 2006.

 

Section 2         Compensation - Annual Service Awards 

 

Annual Service Awards shall be paid as follows:

 

2007-2008                   Add: $150.00 to each section

2008-2009                   Add $150.00 to each section

 

2007-2008:

At the beginning of ___ years

of continuous service in Saugus                      Amount

11-14 years                                                     2500.00

15-18 years                                                     2900.00

19-22 years                                                     3400.00

23-25 years                                                     3900.00

26-29 years                                                     4500.00

30 and over                                                     5000.00

 

2008-2009

At the beginning of ___ years

of continuous service in Saugus                      Amount

11-14 years                                                     2650.00

15-18 years                                                     3050.00

19-22 years                                                     3550.00

23-25 years                                                     4050.00

26-29 years                                                     4650.00

30 and over                                                     5150.00

 

 

 

Section 3         Compensation - Extracurricular and Other Salary Differentials 

 

During this Agreement, the rates for extracurricular and other salary differentials shall be increased as follows as reflected in Appendix A:

 

 


 

Section 4         Disbursement of Paychecks

 

Teachers shall have the option of receiving their annual salary in either twenty-six (26) equal paychecks, with the equivalent of five (5) of those paychecks to be paid on the last pay period of the school year; or twenty-one (21) equal paychecks commencing at the end of the second full work week in the new school year and continuing every second week for twenty-one (21) pay periods.  Teachers shall indicate their pay option no later than October 1, of any year and shall continue on that pay option for the duration of the year.  Teachers wishing to change the pay option for subsequent years shall so notify the Superintendent’s office in writing no later than June 15 of the preceding work year.

 

Section 5         Explanation of Salary Classifications

 

A.        The Salary Schedule shall include the following classifications:

                       

1.         Bachelor's Degree

2.         15 Credits toward Master's Degree

3.         Master's Degree

4.         15 Credits beyond Master's Degree

5.         30 Credits beyond Master's Degree

Double Masters’ Degree(s)

6.         45 Credits beyond Master's Degree

Certificate of Advanced Graduate Specialization

15 Credits beyond Double Masters’ Degree

7.         60 Credits beyond Master's Degree

8.         Doctorate (Ph.D., Ed.D)

75 Credits beyond Masters’ Degree

 

Column (8) shall be implemented effective September 1, 2003.

 

B.         In order for a teacher to apply a course toward a classification beyond the Bachelor’s Degree the course must be approved in writing by the Superintendent prior to the commencement of the course.

 

C.         Courses which were commenced prior to the effective date of this Agreement and which were completed on or after June 30, 1986 shall not be credited toward Classification VIII (other than Doctor's Degree) unless it was approved for such credit in advance.

 

D.        Teachers who successfully complete in-service programs authorized by the Committee for credit shall be eligible to apply such credit for salary schedule advancement.


Section 6         Tuition Reimbursement

 

A.        Effective September 1, 2007:  Teachers shall be eligible for course reimbursement up to seven hundred fifty dollars ($750.00) per year.  To receive such reimbursement, the course must be approved by the Superintendent of Schools in writing before the course is taken, and the teacher must present to the Superintendent evidence of successfully completing the course. 

 

B.         Reimbursements hereunder shall not exceed fifty thousand dollars ($50,000) in 2007-2008 and 2008-2009.

 

C.         Teachers receiving course reimbursement (under this Section 6) shall be eligible only to the extent of tuition costs minus reimbursement from other sources.

 

D.        Should there be funds remaining in the course reimbursement account on June 1, all teachers who have completed submittals for course reimbursement, who have not been fully reimbursed for a course or courses taken, shall be eligible for further reimbursement.  The amount of funds remaining will be divided by the number of people who have completed submittals.  No additional reimbursement shall exceed the cost of the course.

 

E.         Teachers on sabbatical leave are not eligible for course reimbursement.

 

Section 7         Nurses' Salary Scale 

 

Nurses will advance in accordance with the Teacher Salary Schedule step system.

 

Section 8         Salary Schedule Credit

 

A teacher shall be placed on the salary column and step commensurate with his/her degree and years of experience.  Credit shall be given for full-time years of experience in public, private or parochial schools.  Up to three (3) years’ experience shall be given for non-educational work experience.  In a situation where no other qualified candidate is available and the Superintendent has demonstrated to the SEA that s/he has exhausted all options to advertise, recruit and interview qualified candidates, s/he may grant a qualified candidate up to three (3) years’ additional experience credit on the candidate’s salary column.


ARTICLE XXI

 

ASSOCIATION RIGHTS AND PRIVILEGES

 

Section 1         The Association President shall be relieved of one (1) duty period a day .

 

Section 2         The Superintendent will, upon request, provide the Association with access to any information which is neither confidential nor privileged under the law which may be necessary for the Association to process grievances under this Agreement.

 

Section 3         The President and officers of the Association shall be permitted access to school buildings to investigate or process grievances.  Notifying the principal upon arrival and other common courtesies, such as not interrupting classes in session, shall be adhered to.

 

Section 4         The Association may be granted up to a total of sixteen (16) workdays during a school year for the purpose of transacting Association business.  Such days shall be granted without loss of pay.

 

 

 

ARTICLE XXII

 

TECHNOLOGY AND COMPUTERS

 

Section 1         A unit member monitoring students using technology in his/her area shall not be held responsible for a student's violation of the District's Acceptable Use Policy.  If a unit member becomes aware of inappropriate behavior, s/he shall report it to the administration.

 

Section 2         A committee, comprised of four (4) members appointed by the Association and four (4) members appointed by the Superintendent, shall meet to review the needs and use of computer technology in the Saugus Public Schools.  The committee shall report their assessments and recommendations to the Association and the superintendent not later than November 1, 2007.

 

Section 3         The staff members shall have access to computers for their professional responsibilities before, during and after the student day.

 

Section 4         Any question of misuse of computer technology by a unit member will be discussed first by the unit member, an SEA representative and the building administrator.

 

Section 5         The SPS shall ensure that any unit member whose employment responsibilities include reports that are required by Chapter 766 or any other state/federal mandate will have access to an updated computer and updated software within the unit member’s school building and during school hours.


 

ARTICLE XXIII

 

HEALTH INSURANCE

 

Section 1         A Health Insurance Study Committee composed of five (5) unit members appointed by the Saugus Educators Association and two (2) school committee members and three (3) school administrators appointed by the Saugus School Committee shall be created; the results of the study will be reported back to the respective constituents. 

 

 

 

 

ARTICLE XXIV

 

DURATION OF AGREEMENT

 

Section 1          This Agreement shall be effective September 1, 2007 and shall remain in force up to and including August 31, 2009.  Either party may re-open the Agreement by written notice to the other party on or after February 1, 2009.

 

Dated this ___  day of  _______________, 2007

 

 

For the Association:

For the Committee

 

______________________________

 

_____________________________

 

______________________________

 

_____________________________

 

______________________________

 

_____________________________

 

______________________________

 

_____________________________

 

______________________________

 

_____________________________

 

______________________________

 

 

 

______________________________

 

 

______________________________

 

 


APPENDIX A

 

COMPENSATION SCHEDULES

 

 

APPENDIX A - 1              SALARY SCHEDULES

 

2007 – 2008 SALARY SCHEDULE

 

2008 – 2009 SALARY SCHEDULE

 

APPENDIX A – 2             ATHLETIC STIPENDS

 

APPENDIX A – 3             PROFESSIONAL AND

EXTRACURRICULAR STIPEND LIST 

 

 


 

 

APPENDIX A-1

 

 

 

2007-2008

2.50%

DAY 1

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

BA

BA+15

MA

MA+15

MA+30

MA+45

MA+60

MA+75

 

 

 

 

 

 

 

 

 

EDD

Step & Year

 

 

 

 

 

 

 

 

A

1

36,007

37,334

38,797

39,979

41,298

42,625

43,948

45,310

B

2

37,807

39,200

40,737

41,978

43,365

44,757

46,146

47,575

C

3

39,697

41,160

42,774

44,077

45,532

46,994

48,453

49,954

D

4

41,682

43,218

44,912

46,281

47,809

49,345

50,875

52,451

E

5

43,766

45,379

47,158

48,595

50,198

51,812

53,419

55,074

F

6

45,955

47,649

49,517

51,025

52,709

54,403

56,090

57,827

G

7

48,253

50,030

51,993

53,576

55,345

57,122

58,894

60,720

H

8

50,665

52,532

54,592

56,254

58,112

60,261

61,838

63,756

I

9, 10, 11

53,199

55,158

57,322

59,068

61,017

62,978

64,931

66,944

J

12

55,859

57,917

60,187

62,020

64,069

66,126

68,177

70,290

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

2007-2008

0.50%

Day 91

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

BA

BA+15

MA

MA+15

MA+30

MA+45

MA+60

MA+75

 

 

 

 

 

 

 

 

 

EDD

Step & Year

 

 

 

 

 

 

 

 

A

1

36,187

37,520

38,991

40,179

41,505

42,838

44,168

45,537

B

2

37,996

39,396

40,940

42,188

43,581

44,980

46,376

47,813

C

3

39,896

41,366

42,988

44,297

45,759

47,229

48,695

50,204

D

4

41,890

43,434

45,137

46,512

48,048

49,591

51,129

52,714

E

5

43,985

45,606

47,394

48,838

50,449

52,071

53,686

55,350

F

6

46,185

47,887

49,764

51,280

52,972

54,675

56,371

58,117

G

7

48,494

50,280

52,253

53,844

55,622

57,408

59,189

61,024

H

8

50,918

52,795

54,864

56,535

58,403

60,562

62,147

64,075

I

9, 10, 11

53,465

55,434

57,609

59,363

61,322

63,293

65,255

67,278

J

12

56,139

58,206

60,488

62,330

64,389

66,456

68,518

70,642

 

 

 

 

 

 

 

 

 

 

 

 

2008-2009

2.50%

DAY 1

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

BA

BA+15

MA

MA+15

MA+30

MA+45

MA+60

MA+75

 

 

 

 

 

 

 

 

 

EDD

Step & Year

 

 

 

 

 

 

 

 

A

1

37,092

38,458

39,966

41,183

42,542

43,909

45,272

46,675

B

2

38,946

40,381

41,964

43,242

44,671

46,105

47,536

49,009

C

3

40,893

42,400

44,063

45,405

46,903

48,410

49,912

51,459

D

4

42,937

44,520

46,265

47,675

49,249

50,831

52,407

54,031

E

5

45,085

46,746

48,579

50,059

51,711

53,373

55,028

56,733

F

6

47,339

49,085

51,008

52,562

54,296

56,042

57,780

59,569

G

7

49,707

51,537

53,559

55,190

57,012

58,843

60,669

62,549

H

8

52,191

54,115

56,236

57,949

59,863

62,076

63,701

65,677

I

9

54,801

56,820

59,049

60,847

62,855

64,875

66,887

68,960

J

10

57,542

59,661

62,000

63,888

65,999

68,118

70,231

72,408

 

 

 

 

 

 

 

 

 

 

 

 

2008-2009

0.50%

Day 91

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

BA

BA+15

MA

MA+15

MA+30

MA+45

MA+60

MA+75

 

 

 

 

 

 

 

 

 

EDD

Step & Year

 

 

 

 

 

 

 

 

A

1

37,277

38,651

40,166

41,389

42,755

44,128

45,498

46,908

B

2

39,141

40,583

42,174

43,459

44,894

46,335

47,773

49,254

C

3

41,098

42,612

44,283

45,632

47,138

48,652

50,162

51,717

D

4

43,152

44,743

46,497

47,913

49,496

51,085

52,669

54,302

E

5

45,310

46,980

48,822

50,309

51,969

53,639

55,303

57,017

F

6

47,576

49,330

51,263

52,824

54,568

56,322

58,069

59,867

G

7

49,955

51,795

53,827

55,466

57,297

59,137

60,972

62,862

H

8

52,452

54,385

56,517

58,238

60,162

62,387

64,020

66,005

I

9

55,075

57,104

59,344

61,151

63,170

65,200

67,221

69,305

J

10

57,830

59,960

62,310

64,207

66,329

68,458

70,582

72,770

 

 

APPENDIX A – 2 - ATHLETIC STIPENDS

 

Position

 

 

Stipend

Head Football Coach

 

 

7746

Asst Football

 

 

4141

Asst Football

 

 

4141

Asst Football

 

 

4141

Asst Football

 

 

4141

Fresh Football

 

 

3090

VB Soccer

 

 

4375

VG Soccer

 

 

4375

JV B Soccer

 

 

2770

JV G Soccer

 

 

2770

Fresh B Soccer

 

 

0

Fresh G Soccer

 

 

2498

V Field Hockey

 

 

4388

Asst. Field Hockey

 

 

2804

Cross Country

 

 

3089

MS BG X-Country

 

 

0

Golf

 

 

2708

G Tennis

 

 

2964

B Tennis

 

 

2964

Wrestling

 

 

4236

Gymnastics

 

 

0

V B Basketball

 

 

4874

V G Basketball

 

 

4874

JV B Basketball

 

 

3074

JV G Basketball

 

 

3074

Fresh B Basketball

 

 

2706

Fresh G Basketball

 

 

2706

Ice Hockey

 

 

4888

JV Ice Hockey

 

 

2945

B Indoor Track

 

 

3777

G Indoor Track

 

 

3777

Asst Track

 

 

0

Swimming

 

 

0

V Baseball

 

 

4565

JV Baseball

 

 

2908

MS B Basketball

 

 

2005

MS G Basketball

 

 

2005

Fresh Baseball

 

 

2565

V Softball

 

 

4565

JV Softball

 

 

2908

Fresh Softball

 

 

2565

B Spring Track

 

 

4186

G Spring Track

 

 

4186

MS Co-ed Track

 

 

1761

V Lacrosse

 

 

4471

Trainer

 

 

0

Faculty Manager

 

 

0

Assist. AD

 

 

0

Equip. Mgr.

 

 

4105

Athletic Treasurer

 

 

0

 


 

APPENDIX A – 3 – PROFESSIONAL & EXTRACURRICULAR STIPENDS

 

 

 

 

 

Stipend List

 

 

 

 

 

07-08

08-09

 

 

 

 

 

 

 

Chapter I Director

(Grant Funded)

 

 

             8000

 

 

 

 

 

 

Level

 

 

 

 

 

6-12

For. Lang. Coord.

 

 

5909

5909

 

Health Spec

 

 

5909

5909

 

Lang Arts Coord

 

 

5909

5909

 

Math Coord

 

 

5909

5909

 

Science Specialist

 

 

5909

5909

 

Soc. St. Coord

 

 

5909

5909

 

Summer School Dir

 

 

5909

5909

 

Summer School Teachers

 

 

34.42/hour

 

Lead Teachers (14) Title II Grant

 

 

             1114

 

Mentors (17)

 

 

             1327

             1327

High School

 

 

 

 

 

 

Network Administrator

 

 

5909

5909

 

A.V. Coordinator

 

 

1377

1377

 

Student Act Treas

 

 

1377

1377

 

Guidance Counselor

 

 

2926

2926

 

Guidance Counselor

 

 

2926

2926

 

Guidance Counselor

 

 

2926

2926

 

Drama Coach

 

 

3729

3729

 

Show Chorus

 

 

1147

1147

 

12th Grade Advisor

 

 

2468

2468

 

12th Grade Advisor

 

 

2468

2468

 

11th Grade Advisor

 

 

1894

1894

 

11th Grade Advisor

 

 

1894

1894

 

10th Grade Advisor

 

 

1463

1463

 

10th Grade Advisor

 

 

1463

1463

 

9th Grade Advisor

 

 

1428

1428

 

Math Club Advisor

 

 

1377

1377

 

Science League

 

 

1377

1377

 

Vistas Advisor

 

 

1377

1377

 

Stu. Council Advisor

 

 

2552

2552

 

NHS Advisor

 

 

2093

2093

 

Model UN Advisor

 

 

1377

1377

 

Student Govt. Advisor

 

 

918

918

 

Debate Club

 

 

1377

1377

 

Comp.Tech Club

 

 

1377

1377

 

Peer Med.Coord.

 

 

2754

2754

 

Yearbook Advisor

 

 

2366

2366

 

Yearbook FinAdvisor

 

 

541

541

 

Core Eval. Team Ldr

 

 

             5305

             5305

 

Helping Hands

 

 

918

918

 

Computer Proctors

 

 

21.86/hour

21.86/hour


 

 

 

 

 

07-09

 

Tech Assistants

 

 

 

21.86/hour

 

Chaperones

 

 

 

21.86/hour

 

Gay Straight Alliance

(Grant Funded)

 

 

1900

 

 

 

 

 

 

Middle School

 

 

 

 

 

 

Network Administrator

 

 

 

5909

 

Guidance Counselor

 

 

 

2926

 

Guidance Counselor

 

 

 

2926

 

Memory Book

 

 

 

1377

 

Drama Coach

 

 

 

3729

 

Show Chorus

 

 

 

1147

 

Mock Trial(Model UN)

 

 

 

1147

 

MS Scholars(Jr.NHS)

 

 

 

1147

 

Moving On(SciFair)

 

 

 

1147

 

8th Grade Advisor

 

 

 

1147

 

Student Act.Treas.

 

 

 

1147

 

Math Club

 

 

 

1147

 

A/V Director

 

 

 

1093

 

Core Eval. Team Ldr

 

 

 

             5305

 

Computer Proctors

 

 

 

21.86/hour

 

Tech Assistants

 

 

 

21.86/hour

 

Chaperones

 

 

 

21.86/hour

Elementary

 

 

 

 

 

 

Adjustment Counselor

 

 

2926

 

Curriculum Coord

 

 

 

4590

 

A/V Computer Tech

 

 

 

1147

 

Itinerant Travel

 

 

 

1835

 

Core Eval. Team Ldr

 

 

 

             5305

 

Environmental Camp

Per teacher

 

 

               500

 

 

(Voluntary - Paid

 

 

 

 

 

Out of Parent Fund)

 

 

 

 

Health Liasion

 

 

 

700

 

 

Director of Kids Come First

 

 

 

3,750

 


APPENDIX B

 

PERFORMANCE EVALUATION

 

 

APPENDIX B – 1       PRINCIPLES OF EVALUATION

 

APPENDIX B – 2       EVALUATION FORM

 

 

APPENDIX B - 1

 

PRINCIPLES OF EFFECTIVE TEACHING AND EXAMPLES OF DESCRIPTORS

 

Saugus teacher evaluations will be based on the  following seven (7) Principles of Effective Teaching, which were established by the Massachusetts Department of Education.

 

I.          Currency in the Curriculum

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

                        Examples of Descriptors

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

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

3.   Keeps current in the field and applies knowledge to the instructional program.

4.   Contributes to the ongoing evaluation of the curriculum.

II.        Effective Planning and Assessment of Curriculum and Instruction

A.  The teacher plans instruction effectively.

Examples of Descriptors

1.   Has the personal vision of committee, confident learners and uses that vision to guide learning goals, expectations and standards for student work.

2.   Sets short-term and year-long goals for curricular units which derive from unifying themes of fundamental importance to students’ present and future lives.

3.   Identifies individual and group needs and plans appropriate strategies, including those that involve the use of up‑to‑date technologies to meet those needs.

4.   Uses materials and resources, including technologies, that are appropriately matched to curricular goals and to students’ needs and learning styles.

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

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


7.   Plans engaging ways to introduce each unit of study.

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

9.   Designs curriculum experiences in which students take increasing responsibility for their own learning and engage in active learning experiences.

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

B.   The teacher plans assessment of student learning effectively.

Examples of Descriptors

1.   Determines specific and challenging standards for student learning.

2.   Develops and uses authentic assessment which describes a student’s learning process as well as his/her learning achievements.

3.   Incorporates time for individual and interactive reflection including response journals, debriefings and group discussions.

C.   The teacher monitors students’ understanding of the curriculum effectively

and adjusts instruction, materials or assessments when appropriate.

Examples of Descriptors

1.   Regularly uses a variety of formal and informal assessments of  students’ achievement and progress for instructional revisions and decision‑making.

2.   Implements evaluation procedures which appropriately assess the objectives taught.

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

4.   Prepares and maintains accurate and efficient record keeping systems of the quality and quantity of student work.

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

III.       Effective Management of Classroom Environment

A.  The teacher creates an environment that is positive for student learning and  involvement.

Examples of Descriptors

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

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

3.   Demonstrates an openness to student challenges about information and ideas.

4.   Uses classroom time and space to promote optimal learning.

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

6.   Establishes classroom procedures that maintain high level of students’ time on task and that ensure smooth transitions from one activity to another.


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

Examples of Descriptors

1.   Maintains systematic approach to discipline by establishing and administering a consistent and fair set of rules by supporting appropriate expectations.

2.   Manages routines effectively.

3.   Maintains appropriate professional boundaries with students.

4.   Serves as a positive role model for students.

IV.       Effective Instruction

A.  The teacher makes learning goals clear to students.

Examples of Descriptors

1.   Makes connections between concepts taught and students’ prior knowledge and experiences.

2.   Regularly checks for students’ understanding of content and concepts and progress on skills.

3.   Identifies confusions and misconceptions as indicated by student responses and regular assessment strategies.  Remediates, reteaches or extends teaching to meet individual and/or group needs.

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

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

B.   The teacher uses appropriate instructional techniques.

Examples of Descriptors

1.   Uses a variety of teaching strategies, including cooperative peer and project-based learning, audio-visual presentations, lecture, discussions and inquiry, practice and application, and the teaching of others.

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

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

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

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

C.   The teacher uses appropriate questioning techniques.

Examples of Descriptors

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

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

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

Examples of Descriptors

1.   Regularly tries innovative approaches to improve instructional practices.

2.   Continually evaluates, tries innovative approaches and refines instructional strategies, including the effective use of technologies, to increase student learning and confidence about learning.


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

V.        Promotion of High Standards and Expectations for Student Achievement

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

Examples of Descriptors

1.   Regularly communicates objectives or learning outcomes to students.

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

3.   Communicates standards, expectations and guidelines regarding quality and quantity of students’ work, work procedures and interpersonal behavior to students and parents.

4.   Responds to students’ answers and work so as keep students open, thinking and willing to take risks and to per severe with challenging tasks.

5.   Models skills, attitudes, values and processes central to the  subject area being taught.

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

Examples of Descriptors

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

2.   Develops and supports students’ awareness of  themselves as learners and their ability to overcome self‑doubts associated with learning and taking risks.

3.   Nurture’s students’ eagerness to do challenging work and provides incentive, interest and support for students to take responsibility to complete such tasks successfully.

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

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

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

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

8.   Demonstrates attitudes of fairness, courtesy and respect that encourage students’ active participation and commitment to learning.

9.   Builds positive relationships with students and parents to enhance students’ abilities to learn effectively.

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

VI.       Promotion of Equity and Appreciation of Diversity.

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

Examples of Descriptors

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

2.   Address the needs of  diverse student populations by applying constitutional and statutory laws, state regulations, Board of Education policies and guidelines.

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

Examples of Descriptors

1.   Demonstrates sensitivity to differences in abilities, modes of contribution, and social and cultural background. 

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

3.   Works effectively in a multi‑cultural and economically diverse society.

VII.      Fulfillment of Professional Responsibilities

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

Examples of Descriptors

1.   Keeps parents informed of student’s progress and works with them, in culturally appropriate ways, to aid in the total development of the student.

2.   Maintains professional boundaries with parents.

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

Examples of Descriptors

1.   Maintains professional boundaries with colleagues.

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

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

4.   Participates in student or school activities.

5.   Cooperates with other teachers about students’ overall workload.

C.   The teacher is a reflective and continuous learner.

Examples of Descriptors

1.   Reflects about and acts on what students need to know and be able to do and about what the teacher can do to foster learning.

2.   Uses available resources to analyze, expand and refine professional knowledge and skills; resources can include professional organizations, academic course work, school‑based staff, administrative and community resources, and other colleagues. 

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

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

5.   Is receptive to suggestions for growth and improvement.


Appendix B

 

Appendix B - 2

 

Saugus Public Schools

Teacher Evaluation

 

 

Teacher:   ______________________________________    Date:  __________________

 

Evaluator:  _______________________  Teaching Assistant:  ____________________

 

Years of Experience:   ____________  Degree Category and Step:  _________________

 

 

I.          CURRENCY IN THE CURRICULUM

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

           

Evaluator’s Comments:

 

 

 

 

 

 

 

 

Has met objectives:  ____________________________________

 

 

Areas that need to be addressed:  _________________________

 

 

Not observable: _______________________________________

 

 

 

 

 

 

 

 

 

 

 

1.     Example descriptors of each performance standard for possible use by the evaluator are set forth in the  Principles of Effective Teaching.

 

2.     Items rated as “areas to be addressed” must be accompanied by supporting information stating specific deficiencies and prescriptions for improvement.


II.        EFFECTIVE PLANNING AND ASSESSMENT OF CURRICULUM AND INSTRUCTION

A.        The teacher plans effectively.

B.         The teacher plans assessment of student learning effectively.

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

 

Evaluator’s Comments:

 

 

 

 

 

 

 

 

 

 

Has met objectives:  ____________________________________

 

 

Areas that need to be addressed:  _________________________

 

 

Not observable:  _______________________________________

 

 

III.       EFFECTIVE MANAGEMENT OF CLASSROOM ENVIRONMENT

A.        The teacher creates an environment that is positive for student learning and involvement.

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

 

Evaluator’s Comments:

 

 

 

 

 

 

 

 

Has met objectives:  ____________________________________

 

 

Areas that need to be addressed:  _________________________

 

 

Not observable:  _______________________________________  

 


IV.       EFFECTIVE INSTRUCTION

A.        The teacher makes learning goals clear to students.

B.         The teacher uses appropriate instructional techniques.

C.         The teacher uses appropriate questioning techniques.

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

 

Evaluator’s Comments:

 

 

 

 

 

 

 

 

 

Has met objectives:  __________________________________________

 

 

Areas that need to be addressed:  _______________________________

 

 

Not observable:  _____________________________________________

 

 

V.        PROMOTION OF HIGH STANDARDS AND EXPECTATIONS FOR STUDENT ACHIEVEMENT

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

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

 

Evaluator’s Comments:

 

 

 

 

 

 

 

Has met objectives: ____________________________________

 

 

Areas that need to be addressed: _________________________

 

 

Not observable: _______________________________________

 


VI.       PROMOTION OF EQUITY AND APPRECIATION OF DIVERSITY

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

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

 

Evaluator’s Comments:

 

 

 

 

 

 

Has met objectives:  ____________________________________

 

 

Areas that need to be addressed:  _________________________

           

Not observable:  _______________________________________

 

 

VII.     FULFILLMENT OF PROFESSIONAL RESPONSIBILITIES

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

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

C.         The teacher is a reflective and continuous learner.

 

Evaluator’s Comments:

 

 

 

 

 

 

Has met objectives:  ____________________________________

 

 

Areas that need to be addressed:  _________________________

 

 

Not observable:    ______________________________________

 


VIII.    EVALUATOR'S COMMENTS:

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

IX.       TEACHER’S COMMENTS:

 

 

 

 

 

 

 

 

 

 

 

 

 

 

DATE: _____________________________             DATE:  ______________________

 

 

______________________________________________________________________

Teacher                                                                       Evaluator

 

The teacher’s signature indicates that the teacher has received a copy of this evaluation.  It does not indicate that the teacher is in agreement with the evaluation rating or the evaluator’s commendations and recommendations.

 


APPENDIX C

 

ADMINISTRATIVE COMPONENT PERFORMANCE EVALUATION

 

APPENDIX C-1         PRINCIPLES Of EFFECTIVE LEADERSHIP AND

ADMINISTRATION

 

APPENDIX C - 2        EVALUATION FORM

 

 

 

APPENDIX C - 1

 

 

PRINCIPLES OF EFFECTIVE LEADERSHIP AND ADMINISTRATION

 

 

I.          Effective Instructional Leadership

A.        Works with others to create learning environments that address the needs of students.

            B.         Facilitates the development of a shared mission and vision.

            C.         Encourages his/her staff to use a variety of strategies to assess student 

performance.

D.        Applies current principles, practices, and research to encourage and model effective teaching.

            E.         Leads the renewal of curriculum and instructional programs.

F.         Promotes and models the  use of instructional technologies available to his/her staff.

G.        Models high standards and positive expectations that all students can  perform to the best of their abilities.

H.        Works with teachers and other staff to supervise and evaluate their performance. 

I.          Supports ongoing professional development.

II.                    Effective Organizational Leadership

A.        Creates a self-renewing organizational environment that consistently focuses on enabling his/her staff to function at high levels.

B.         Applies research and organizational leadership skills.

C.         Uses communication skills that are clear, direct, and responsive.

D.        Creates a positive, informed climate for collegial teaching and learning.

E.         Facilitates constructive change.

F.         Plans for, models, encourages and uses collaboration and shared decision-making.

G.        Applies strategic planning techniques that foster systemic approaches.

III.                   Effective Administration and Management

A.        Acts within legal and ethical guidelines to accomplish educational purposes and improve student learning.

B.         Carries out the personnel selection, supervision, evaluation, and management functions of his/her role.

C.         Applies knowledge of policy formation and legal requirements within the scope of his/her responsibility.


D.        Applies knowledge of fiscal management policy and practices within the scope of his/her responsibility.

E.         Uses technologies as available, upon completion of training, to administer his/her responsibilities.

IV.       Promotion of Equity and Appreciation of Diversity

A.        Ensures equity for all staff and students and supports diversity in the school environment.

V.        Effective Relationships with the Community

A.        Recognizes the role of the community in addressing the needs of students.

B.         Assesses the needs of parents and community members and involves them in decision-making.

C.         Encourages partnerships among staff, parents, business, and the community.

D.        Supports the vision, mission, programs, activities, and services of the school/district.

VI.       Fulfillment of Professional Responsibilities

A.        Models professional behaviors that contribute to addressing the needs of students.

B.         Demonstrates enthusiasm for his/her own learning.

C.         Demonstrates and promotes an atmosphere of respect for self and others.

D.        Models ethical behavior.


APPENDIX C - 2

 

CURRICULUM SPECIALIST EVALUATION REPORT

 

 

 

NAME                                                                         EVALUATOR                                               

 

DEPARTMENT                                                         DATE                                                 

 

 

            Description of  the Curriculum Specialist’s  performance based on the criteria contained in the Principles of Effective Leadership and Administration.

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

Evaluator's Signature                                                   Date: ___________________

 

Signature                                                                      Date: ___________________

 

 

Unit member's Comments:

 

 

 

 

 

 

 

 

The Curriculum Specialist’s signature on this form indicates only that s/he has seen the document and not that s/he is in agreement with the contents herein.


APPENDIX D

FORM 1

REQUEST FOR COURSE APPROVAL

(Prepare in Triplicate)

                                                                                    Date: ________________________

_____  REIMBURSEMENT

_____  NON-REIMBURSEMENT

 

Superintendent of Schools

23 Main Street

Saugus, MA  01906

 

Dear Sir:

 

I hereby request approval to take the following course, courses or workshop for in-service credit:

NAME OF COURSE:

______________________________________________________________________

INSTITUTION GIVING COURSE:

______________________________________________________________________

 

DATES OF ATTENDANCE:  FROM ____________________  TO _________________

 

SEMESTER HOURS CREDIT: _____________________________________________

 

HOW DOES THIS COURSE RELATE TO YOUR INDIVIDUAL PROFESSIONAL

IMPROVEMENT PLAN:

______________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________

 

______________________________________________________________________

Signature of Applicant                                                             (Name of School)

…………………………………………………………………………………………………….

 

                                                                        COURSE APPROVAL

 

                                                                          Date: _____________________________

 

_____  You are hereby granted approval to take the course, courses or workshop enumerated above.

 

_____  The course, courses or workshop enumerated above do not seem to correspond with your professional needs.  Permission to take them for in-service credit must, therefore, be withheld.  I shall be happy to discuss this decision with you should you desire a conference.

 

                                                            ________________________________________

                                                                        Superintendent of Schools


APPENDIX D

FORM 2

REQUEST FOR IN-SERVICE CREDITS APPROVAL

 

 

Name ______________________________ School ____________________________

 

Grade or Subject ____________________      Date ____________________________

 

I hereby request that the Professional Development Committee approve the following professional development activity for in-service credit.  If approved, I understand that I will have to conform to the regulations governing the awarding of in-service credit.

 

Professional Development Activity

______________________________________________________________________

 

In-Service Credits Requested ______________________________________________________________________

 

The activity identified above will help me in my teaching in the following way:

 

______________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________

 

This activity conforms to my professional development plan as follows:

______________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________

 

_____  Approved for _____ in-service credits

 

_____  Disapproved

 

_____ More Information Needed

 

 

_____________________________________          _____________________________

Chairman, Professional Development Committee                                            Date


APPENDIX D

FORM 3

TUITION REIMBURSEMENT

 

 

I hereby request reimbursement for the following coursework:

 

______________________________________________________________________

 

 

 

 

Attachments:

 

_____              Copy of the REQUEST FOR COURSE APPROVAL signed by

                        the Superintendent.

 

_____              Transcript – Grade Documentation.

 

_____              Receipt – Proof of payment.

 

 

All three documents must be submitted with this request.

 

 

___________________________________

Name

 

___________________________________

School

 

___________________________________

Date

 

…………………………………………………………………………………………………….

 

Tuition Reimbursement Payment

 

_____              Approved for Payment

 

_____              Not Approved for Payment

 

_____              Not Approved for Payment because Tuition Reimbursement

                        Funds have been expended prior to receipt of this request.

 

 

 

__________________________________    ___________________________________

Superintendent of Schools                               Date


 

 

 

 

 

 

 

Appendix E

 

Job –share Agreement

 

I understand and accept the terms and conditions of the Job-share Conditions contained in Article XIX.

 

 

Participant____________________Participant______________________

 

Date_____________________________Date_____________________

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

Memorandum of Agreement

 

Saugus Educators Association

 

and the

 

Saugus School Committee

 

 

 

The Saugus Educators Association and the Saugus School Committee hereby agree to modify the certain terms and conditions of the 2002-2005 Collective Bargaining Agreement for the specific time period(s) stipulated herein by entering into the following agreements:

 

 

I.          Elementary Preparation Time

 

The Saugus Public Schools and the Saugus Education Association agree to modify Article VII, section 3, paragraph 3 of the 2002-2005 contract as follows:

 

Each elementary teacher will be granted in 2002 – 2003 four (4) preparation periods of not less than forty (40) minutes in length per

seven (7) day cycle; in 2003 – 2004 four preparation periods of

not less than forty-five minutes in length per six (6) day cycle;

and in 2004 – 2005 one (1) preparation period of not less than

forty (40) minutes in length each work day.

 

The change documented above will take place only in the 2003 – 2004 academic year.

 

 

II. Modification to the Saugus High School Schedule

 

Add a new Appendix F. to read:

 

                                                                Appendix F 

 

The parties hereby agree to modify the terms of Article VII by the herein contained modification to the Saugus High School schedule for the school year 2003-2004.

 

The 2003-2004 schedule shall be implemented on a one (1) year trial basis and said implementation shall not be construed as any practice or precedent.  At the close of the last day of the 2003-2004 year the schedule shall revert to the 2002-2003 schedule and this Appendix F shall cease to exist unless the SEA and the SSC negotiate and ratify another memorandum of agreement on this modification.

           

The schedule is attached to this Memorandum and is a part hereof.

 

Weekly common planning time shall be provided for unit members on at the beginning of the work day on Thursday.

 

When a work week is of three (3) or less days’ duration, no long block days shall be scheduled.

 

No long block days will be scheduled during any week in which MCAS testing or the school semester exam period takes place.

 

Student make-up sessions will be forty (40) minutes, whether the student misses a single or double block class.

 

The current preparation period requirement under the terms of the Agreement shall remain in place.  The administration shall ensure that each unit member shall receive his/her preparation time on a block schedule day.  Any deviation from this requirement must have the written agreement of the SEA President, the High School Principal and the individual unit member.

 

Each high school staff member, including members of the bargaining unit and administrators shall be assigned no more than twelve (12) to fifteen (15) students to mentor and  every effort shall be made to keep the number of assigned students to twelve (12).  Any unit member willing to mentor more than twelve (12) to fifteen (15) students may do so with the written agreement of the SEA President, High School Principal and the individual unit member. 

 

Mentoring duties shall be completed during the mentoring block.  The mentoring of students shall not include preparation on the part of the teacher, any teaching, counseling, or guidance function (including assistance in the college application process.)

 

Advisors shall have one (1) additional preparation period per week.  This block will occur on Monday, Wednesday or Friday.

 

The Saugus Public Schools shall provide training in block scheduling to accommodate all high school unit members interested in taking the course. The course shall be offered in both spring 2003 and early summer 2003.  Each unit member who completes the course shall receiver appropriate in-service credits.

 

III.       Reduction-in-Force 

 

            Add to the language of Article VI, Section 2:

 

Layoff:  Layoff means an involuntary unpaid leave of absence to be granted by the Saugus Public Schools, provided the teacher has waived, in writing, subsequent to receipt of a notice of reduction in force, any present or future rights to a dismissal hearing s/he may have pursuant to Chapter 71, section 42 of the Massachusetts General Laws.  (See Waiver form attached hereto as Appendix E.)

 

 

IV.       No other provisions of the SEA-SSC Contract will be changed by this memorandum of agreement.  

 

 

 

____________________________    ________________________________

Association                                                                 School Committee

 

____________________________    ________________________________

Date                                                                            Date


Appendix E

 

Waiver Form

 

 

TO:     

 

From:

 

Subject:   Employment Status Waiver – Involuntary Leave of Absence

 

This is to notify you that the Superintendent of the Saugus Public Schools intends to act upon your employment status on ___________________________, consistent with the  notification you have already received dated _____________________.

 

You shall be considered on an involuntary leave of absence and eligible for recall pursuant to the Agreement if you execute this waiver form  Executing this waiver will also protect your professional teacher status, seniority and contractual benefits during the recall period.  Also, should you wish to be given preference on the substitute list during the recall period, you should notify the Superintendent’s 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 the professional staff.

 

If you intend to elect involuntary leave of absence, please sign and return this form to the Superintendent of Schools 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 Superintendent will then undertake dismissal procedures pursuant to M.G.L. C. 71, §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 M.G.L. C. 71,

§ 42 and relieve the Saugus Public Schools of any obligation it may have to comply with said statutes with respect to this layoff to be effective September 1, 200_.

I understand that by accepting this involuntary unpaid leave of absence, I retain all professional teacher status rights, seniority and other contractual benefits in lieu of  dismissal.  If I am not recalled during this leave of absence, I understand that the Superintendent will act on my dismissal pursuant to M.G.L. C. 71 § 42 at the end of the involuntary leave of absence and I hereby waive my rights pursuant to  M.G.L. C 71

§ 42 with respect to the Superintendent’s action at that time.

 

Signature:___________________________       Date:      _______________


2003 – 2004

Daily Bell Schedule 

7:25 am  –  1:50 pm   

 

Monday

Tuesday

Wednesday

Thursday

Friday

 

 

 

Common Planning

For Teachers until

7:50. 

Students arrive to school at 7:50

 

 

   Period 1

    7:25 – 8:16

 

 


    Period 2

   8:20 – 9:07

 

   Period 1

   7:25 – 8:48

 

   Period 1

    7:25 – 8:16

 

 


   Period 2

   8:20 – 9:07

 

    Period 2

     7:54 – 9:20

   Period 1

    7:25 – 8:16

 

 

  Period 2

  8:20 – 9:07

   Period 3

    9:11 – 9:58

 


   Period 4

  10:02 – 10:49

   Period 3

  9:25 – 10:48

   Period 3

   9:11 – 9:58

 


   Period 4

  10:02 – 10:49

    Period 4

   9:25 – 10:48

   Period 3

   9:11 – 9:58

 


   Period 4

10:02 – 10:49

 

   Period 5

  10:52 – 12:07

   Period 5

  10:52 – 12:21

   Period  5

  10:52 – 12:07

 

   Period  5

  10:52 – 12:21

   Period  5

   10:52 – 12:07

   Period 6

  12:12 – 12:59

 

 


   Period 7

    1:03 – 1:501:03 – 1:50

   Period 7

  12:26 – 1:50

   Period 6

  12:12 – 12:59

 

 


   Period 7

   1:03 – 1:50

   Period 6

  12:26 – 1:50

    Period 6

  12:12 – 12:59

 

 


    Period 7

     1:03 – 1:50

 

 

 

            Lunch Schedule for                                                   Lunch Schedule for         

                      M – W – F                                                                     T  and  R

                                   

10:52 AM

11:17 AM

L 1

 

10:52 AM

11:17 AM

L 1

11:20 AM

12:07 AM

Class

 

11:21 AM

12:21 PM

Class

10:52 AM

11:17 AM

M Class

 

10:52 AM

11:20 AM

M Class

11:17 AM

11:42 AM

L 2

 

11:20 AM

11:45 AM

L 2

11:45 AM

12:08 PM

M Class

 

11:49 AM

12:21 PM

M Class

10:52 AM

11:39 AM

Class

 

10:52 AM

11:52 AM

Class

11:42 AM

12:07 PM

L 3

 

11:56 AM

12:21 PM

L 3

 

 

                                    The bell for “office session” shall ring at 2:23 pm.