Shrewsbury

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DistrictShrewsbury
Shared Contract District
Org Code2710000
Type of DistrictMunicipal K12
Union AffiliationMTA
Most Recent DocumentMOA
Expiring Year2013
Expired Status
Superintendency Union
Regional HS Members
Vocational HS Members
CountyWorcester
ESE RegionCentral
Urban
Kind of Communityeconomically developed suburbs
Number of Schools9
Enrollment5841
Percent Low Income Students11
Grade StartPK or K
Grade End12
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                                                            CONTRACT

 

                                   BETWEEN

 

           SHREWSBURY SCHOOL COMMITTEE

 

                                         AND

 

       SHREWSBURY EDUCATION ASSOCIATION

 

 

 

 

 

 

 

 

 

 

                                                             

AUGUST 25, 2006 - AUGUST 24, 2009

 

Extended by MOA to 2010

Extended by MOA to 2013

 

 

 

 


 

 

PRELIMINARY MATTERS

 

 

A.        Parties

 

This Agreement is made and entered into on June 16, 2006, by and between the Shrewsbury School Committee (hereinafter referred to as the "COMMITTEE") and the Shrewsbury Education Association (hereinafter referred to as the "ASSOCIATION").

 

B.        Preamble

 

(1)        Whereas, pursuant to the provisions of the General Laws of the Commonwealth of Massachusetts, the COMMITTEE and its designated representatives have met with representatives of the ASSOCIATION, and the parties have fully considered and discussed all proposals by either party as to salary, hours, and other conditions of employment.

 

(2)        Now, therefore, the COMMITTEE and the ASSOCIATION agree on the following provisions:

 

C.        Scope

 

(1)        The Agreement includes all of the agreements reached by the parties respecting matters pertaining to wages, hours, and other conditions of employment of employees covered by this Contract; however, any matter not mentioned in this Contract, or any matter mentioned in this Contract for which specific directions are not set forth herein or which is not specifically delegated to the Unit A employees or the Arbitrator, shall be reserved for decision by the COMMITTEE or the Superintendent, as the case may be, in their sole discretion, and in the exercise of such discretion they shall not be subject to the Grievance and Arbitration procedures provided in this Contract.

 

(2)        If any provisions of this Contract, or any application of this Contract to any employees covered by the terms of this Contract, shall be found contrary to law, such provision or application shall have effect only to the extent permitted by law, but all other provisions or applications of this Contract shall continue in full force and effect.

 

(3)        The parties further recognize and agree that, except as otherwise specifically provided by this Agreement, the COMMITTEE continues to retain, whether exercised or not, the right to exercise, in its sole discretion, the duties, powers, responsibilities, and rights provided by the laws of Massachusetts, and the applicable rules and regulations of administrative agencies issued under such laws, in the control, direction, and management of the SHREWSBURY SCHOOL SYSTEM, and in the exercise of such powers the discretion of the COMMITTEE shall not be subject to the Grievance and Arbitration procedures set forth in this Contract.

 

D.        Recognition

 

(1)        For the purposes of Collective Bargaining with respect to wages, hours, standards of productivity, and other conditions of employment, the negotiation of a Contract and any questions arising therefrom, the COMMITTEE recognizes the ASSOCIATION as the exclusive bargaining agent and representative of all professional employees certified under G.L. c.71, S.38G, including Coaches, Department Directors, nurses and occupational therapist/physical therapist, all of which such employees are designated as "Unit A"; excluding, however, the following:

 

a.         Superintendent of Schools

b.         Assistant Superintendent

c.         Director of Human Resources

d.         Any Substitute Teacher

e.         Any Principal or Assistant Principal

f.          All persons employed in Federally funded programs, who are paid on an hourly rate

g.         Director of Special Education and Pupil Personnel Services

h.         Director of Business Services

i.          Director of School Lunch Program

j.          Transportation/Attendance Officer

k.         Any extended day or Summer programs; and all other employees of the SCHOOL DEPARTMENT or the TOWN OF SHREWSBURY.

 

(2)        By the recognition set forth above, this Contract shall not bar any or all of such employees as are excluded from "Unit A", as set forth herein, from seeking such separate representation as is permitted by the laws of the Commonwealth of Massachusetts.

 

(3)        Nothing herein contained shall be construed as barring individual discussion between any member or employee of the COMMITTEE and any employee covered by this Agreement of any matter of peculiar concern to either; but no such discussion shall diminish or qualify in any way the rights and duties of the ASSOCIATION and the COMMITTEE, respectively, under paragraph (1) above of this Article I, Section D.

 

E.         CODE OF ETHICS

 

The Shrewsbury Education Association and the Shrewsbury School Committee each recognize and support the principles set forth in the Codes of Ethics of the National Education Association and the Massachusetts Association of School Committees.

 

 

                                                                             


ARTICLE II

 

                                                                    SALARIES

 

A.        The salaries schedules will be revised per the attached schedules.  See, also, Appendix B, Appendix C, Appendix D and Appendix E.

 

B.        Payment of Salaries

 

(l)         All persons on the Teacher's Salary Schedule shall be paid in twenty-six installments, commencing on the second Wednesday of the work year, except as provided for in (2) and (3) below. 

 

(2)        By requesting in writing to the Superintendent of Schools on or before April l, the teacher may receive the salary due for the months of July and August in one (1) payment at the last regular payment in June.

 

(3)        Employees working less than the full contract period because of Termination of Contract or beginning employment after the start of the school or contract year, shall be paid for services performed plus earned and used sick or personal days at a per day rate determined by dividing the contract dollar figure by the contracted for work year, Article III, Section C.

 

(4)        All contract amounts will be divided by the number of pay periods.  Any additional amounts remaining will be paid on the final payday.

 

(5)        Employees scheduled to work on a part-time basis shall have the salary set forth in Appendix "A" and benefits set forth herein pro-rated in accordance with the proportion of the regular work week for which they are employed.

 

C.        Payroll Deductions

 

(1)        State and Federal Taxes and Retirement Deductions will be made as required by law.

 

(2)        Group Life Insurance.  The Town Plan is available on an elective basis for all school employees - Deductions are made each pay period.

 

(3)        Dues for the NEA, MTA and the Shrewsbury Education Association, when authorized individually and voluntarily by an employee, will be deducted each pay period in such equal amounts as to complete the authorized deduction by the end of June.  Money deducted as dues will be paid to the ASSOCIATION Treasurer.  Where the amount deducted is rounded off to permit equal deductions in each pay period, the ASSOCIATION Treasurer will reimburse the individual from the ASSOCIATION Treasury.

 

(4)        Premiums for approved Accident and Health Insurance, when authorized individually and voluntarily by an employee, will be deducted each pay period.

 

(5)        Payments to the Shrewsbury M.E.  Federal Credit Union, when authorized individually and voluntarily by an employee, shall be deducted each pay period.

 

(6)        Annuity Payments, when authorized individually and voluntarily, by an employee and purchased by the COMMITTEE shall be deducted each pay period.

 

(7)        The employee's share for Health Care Insurance will be paid on a before-tax basis.  Participation in the program is optional.  An employee wishing not to participate must file a waiver form with the Town Treasurer's Office on or before January l for the following year.                                                        

 

(8)        The COMMITTEE will vote to accept the provisions of G.L.  Chapter l80, Section l7l.  Employees may authorize the COMMITTEE to deduct from their salary a contribution to Voice of Teachers for Education of an amount which the employee shall specify in writing.  The COMMITTEE will certify on the payroll the amount to be deducted by the Treasurer.  Such amounts shall be transmitted to the Massachusetts Teachers’ Association within thirty (30) days.

 

(9)        Election of changes in any of the above deductions shall be made in writing to the Superintendent of Schools.

 

D.        Longevity

 

Effective in the 2004-2005 school year, a teacher who has completed twenty (20) years of service in the Shrewsbury Schools shall receive a longevity payment of $750.00, and a teacher who has completed twenty-five (25) years of such service shall receive a longevity payment of $1,000.00 dollars.

 

 

                                                                  ARTICLE III

 

                                                CONDITIONS OF EMPLOYMENT

 

A.        Previous Employment

 

(1)        The salary schedule placement of Unit A Personnel employed for the first time in Shrewsbury shall be determined by the Superintendent based on an evaluation of the individual's training and experience.  There is a single Unit A salary schedule and once placed on the schedule, the conditions of the Contract shall apply equally to all employees.

 

(2)        Teachers who had full time public school teaching experience in elementary or secondary schools prior to joining the faculty of the Shrewsbury Public Schools will receive experience credit for salary schedule placement according to the broken service policy of the COMMITTEE.

 

            (3)        Previously accumulated unused Sick Leave Days within the Shrewsbury School system will be restored to all returning teachers.

 

B.        Work Day

 

(1)        For the applicable contract years, the arrival and departure times for teachers who have no assignments other than classroom teaching shall be fifteen (15) minutes before and thirty (30) minutes after the student school day provided, however, that the departure time on the last day of a school week and on the last day prior to a vacation period shall correspond with the student departure time, and provided that the Building Principal as authorized by the Superintendent upon request of a teacher or group of teachers, may waive the requirement to remain thirty (30) minutes after the school day for a specific day or days.

 

The work day of Department Directors shall be the length of the teacher day and whatever additional time is necessary to the performance of the Department Directors’ duties, subject to the review of the Principal.

 

The work day of the nurses shall be the length of the teacher day.

 

It is recognized that the Association has entered into an agreement with the committee to modify the above “fifteen minutes before and thirty minutes after” schedule in some schools by reversing the fifteen (15) minutes before and the thirty (30) minutes after.

 

(2)        This article does not purport to cover the arrival and departure time of administrators or of teachers involved in special assignments or the desirability of teachers providing the opportunity for parent conferences and after school help sessions beyond the specified approved departure time.

 

(3)        Principals shall have the right to consolidate four (4) thirty-minute after-school required periods into a maximum of two (2) required administrative/curriculum staff meetings each month, provided that the consolidated time meetings shall be announced and posted at least five (5) working days prior to the meeting dates.  The total number of such meetings shall not exceed twenty (20) in a school year.  There shall be up to two (2) meetings per month for staff, one (1) of which shall be for faculty meetings on a building level.  Both meetings shall commence as soon as practicable after student dismissal and last no more than sixty (60) minutes.  In the event a meeting starts beyond fifteen (15) minutes after student dismissal time, any time beyond the fifteen (15) minutes will be subtracted from the sixty (60) minute total meeting time.  A schedule of such meetings shall be announced and distributed at the beginning of each school year.

 

At the high school and middle school, the second meeting will primarily be designated as a departmental meeting.  However, the Principals at the high school and middle school have the option to replace the departmental meeting with a building level faculty meeting for unexpected emergencies as determined by the Principal.

 

Recognizing the value of having the second elementary meeting in smaller groupings (i.e., grade level, subject area) with a focus on substantive educational issues, there are other times when it is more beneficial to have the second meeting of the entire faculty.  The Principal will provide the teachers with a written agenda of specific items to be discussed at least two (2) working days in advance of the meeting.

 

For those staff in Art, Music, Health, Physical Education, Foreign Language, Special Education, Instructional Technology and Media, the second monthly meeting will be with those members of the specific departments with the appropriate department director.  The department directors will be responsible for arranging such meetings for their teachers in all schools.

 

An effort will be made to minimize the number of required meetings and, in any event, no more than twenty (20) required meetings shall be scheduled each school year, exclusive of meetings on released time days, professional development days, and meetings held on the first non-student day when teachers report to work.

 

Part time staff working a .5 schedule or more who work until the end of the day will be responsible for attending all faculty meetings, consistent with the above schedule.  For all other part time staff  the annual meeting schedule will be proportional to the equivalent full time equivalency (FTE) schedule.  For example, a part time teacher with a .3 schedule will be required to attend three (3) of the general faculty meetings and three (3) of the second monthly meetings.  Part time staff not required to attend a particular meeting will be responsible for keeping informed of the issues discussed at those particular meetings by communicating with colleagues.  Teachers in an approved job share will come under the faculty meeting and related language that is contained in Article XII.

 

(4)        Teachers are required to attend one (1) parents' night during each school year.  They are encouraged to attend other evening meetings which are educationally substantive.

 

(5)        Part-time Teachers shall attend professional development days for the full duration of those activities irrespective of their normal schedule.  Part-time (not job share) teachers will be paid at their full day, per diem rate for professional development days.

 

C.        Work Year

 

(1)        The work year of all employees who are part of Unit "A" (other than new personnel who may be required to attend additional orientation sessions, Department Directors and Guidance personnel) shall begin NO EARLIER THAN THE MONDAY BEFORE LABOR DAY, AND STUDENTS WILL NOT START EARLIER THAN THE TUESDAY BEFORE LABOR DAY and shall terminate after being signed out by the immediate superior (building Principal at the Elementary and Middle School; Department Directors at the Senior High School, and the Coordinator of Pupil Services for 766 Specialists working in more than one (1) school) after the close of school for students in June, excluding Saturdays, Sundays and holidays.  Guidance personnel and nurses may be required to work such additional days as are required by the Superintendent of Schools, provided, however, in such case, such Guidance personnel and nurses shall be compensated for such time that they shall be required to work in excess of the work year at a daily rate of pay PRO-RATED FROM SUCH PERSON'S YEARLY RATE OF PAY.  THE WORK YEAR OF DEPARTMENT DIRECTORS DURING THE APPLICABLE CONTRACT YEAR SHALL NOT EXCEED TEN (10) PAID DAYS IN ADDITION TO THE TEACHER'S WORK.

 

The work year shall be one hundred eighty-five (185) days, broken down as follows: 

 

            one hundred eighty (180) students days;

            three (3) professional development days;

            one (1) parent-teacher conference; and

            one (1) non-student day at the start of the school year. 

 

The COMMITTEE will determine the specific scheduling of student and professional development days.  The parent-teacher conference day will be scheduled by mutual agreement of the teachers and principal in each school for a consecutive period between 7:00 A.M. and 6:00 P.M.  Such days will be approximately the same length as the normal teacher day and will include break time consistent with the usual preparation and lunch periods.  Scheduling of conferences will prioritize parents of students with academic and/or behavioral problems. 

 

Effective with the 2005-2006 school year it is agreed that should the COMMITTEE schedule the day before Thanksgiving as a professional curriculum development day, the day will continue to be scheduled as a half-day (1/2) of actual work without any impact on the one hundred eighty-five (185) day teacher compensation. 

 

D.        School Calendar

 

(1)        The establishment of the annual school calendar shall be a function of the COMMITTEE.  However, before a school calendar is established or changed, the ASSOCIATION shall be consulted.  The results of any such consultation, however, shall not be binding upon the COMMITTEE.

 

(2)        Should days, in addition to the voted Calendar snow days, be lost because of bad weather, or other emergencies, the number of days lost will be added at the end of the school year to comply with the State Law and State Department of Education Regulations.

 

(3)        Except to require consultation as defined herein, the exercise of the powers of the COMMITTEE as enumerated in (1) and (2) of this Section D shall not be subject to the Grievance and Arbitration procedures set forth in this Contract.

 

E.         Working Conditions

 

(1)        The COMMITTEE recognizes the undesirability of excessive class size and, consistent with this recognition, agrees to make every effort to comply with the standards set forth below as to class size and teacher load in elementary and secondary schools respectively.

 

In no school shall the average size of the classes exceed thirty (30) pupils.  Such average shall be determined by (1) enumerating the classes in the school and the number of pupils in each class excluding, however, all classes for pupils receiving special instruction in accordance with Section 46 or Section 46A of Chapter 71 of the General Laws of Massachusetts, and then (2) dividing the total number of pupils so enumerated by the total number of classes so enumerated.

 

(2)        Regardless of size of the classes, no teacher in a departmentalized elementary program shall, as of the opening of schools in September, have total classes aggregating over one hundred fifty (150) pupils unless the Principal shall have notified the teacher or teachers of the overload and of the educational necessity for the scheduling at least ten (10) days in advance of the opening of schools in September.  Except in an extreme emergency, the loss of or legal closing of a building, etc., or, when the only possible alternative is double sessions, shall a departmentalized elementary program teacher have total classes aggregating one hundred sixty (160).

 

(a)        The foregoing standards are subject to modification for educational purposes such as specialized or experimental instruction (e.g., music, art, team teaching, typing classes, physical education, kindergarten, etc.).

 

(b)        All teachers in grades pre-kindergarten through twelve shall be granted five (5) preparation periods per week and each preparation period will be a minimum of forty (40) minutes in length.  Said teacher shall not be required to perform other duties during the period referred to above.  No teacher shall go more than one (1) day per week without a preparation period.  It, however, is understood that unforeseen emergencies may arise and in these instances the administration shall restore any lost preparation time within a two (2) week period of time. 

 

            Every effort will be made to provide classroom teachers at the elementary level with one (1) common planning period per week.  This is in addition to the guaranteed five (5) individual preparation periods. 

 

            For teachers of special subjects in grades K-8 (art, music, physical education, health, instructional technology and educational technology) the calculation of the five (5) preparation periods will be based on a weekly allotment of two hundred (200) minutes.  It is understood in calculating the two hundred (200) minutes that an individual may not have five (5) separate preparation periods of forty (40) minutes each.  In calculating the two hundred (200) minutes for teachers of special subjects, at least eighty (80) minutes will be a minimum of forty (40) minute periods.  The remaining one hundred twenty (120) minutes will be in no less than thirty (30) minute blocks.  No teachers of special subjects shall go more than one (1) day per week without a preparation period.  Any lost preparation time due to unforeseen emergencies shall be restored within a two (2) week period of time. 

 

            It is understood that time allocated for these two hundred (200) minutes of preparation periods does not include the time before/after the student day when teachers are required to be present. 

 

            Those teachers who teach in more than one (1) building shall be granted preparation periods consistent with the language above.  It is understood that neither travel time between buildings nor lunch periods shall be counted as part of preparation time.  A teacher who must use his/her vehicle to travel between schools shall be reimbursed at the current Shrewsbury Town rate per mile. 

 

            Every effort shall be made to ensure that secondary school teachers will not be required to teach more than two (2) subjects within a department, nor be assigned more than three (3) teaching preparation periods a day. 

 

            Every effort will be made to distribute all duty assignments equitably among all professional staff and to provide that teachers working in more than one (1) building will not be assigned more than one (1) duty per day. 

 

(c)        Except in cases of emergencies, all teachers in grades K-4 shall be entitled to a thirty (30) minute lunch period.  All teachers in grades 5-12 shall be entitled to a twenty-two (22) minute lunch period each day.

 

(3)        In the exercise of the matters set forth in paragraphs (1), (2), (2)(a), as set forth in paragraph E., Working Conditions, the COMMITTEE shall not be subject to the Grievance and Arbitration procedures set forth in this Contract.

 

F.         Termination of Employment Contract

 

(l)         The Contract of an employee will not be terminated by the Superintendent of Schools except as for cause and in accordance with the provisions of the General Laws.

 

(2)        An employee may resign from his employment Contract by giving written notice of his intent to resign to the Superintendent of Schools at least forty-five (45) calendar days in advance of the effective date of the resignation.

 

(a)        If a satisfactory replacement is obtained, prior to the effective date of the resignation, the resigning employee may be released from his obligation to work out his resignation notice.

 

G.        Promotions

 

(1)        If the Superintendent of Schools determines that a vacancy in a promotional position caused by death, retirement, discharge, resignation or the creation of a new position should be filled, the Superintendent of Schools agrees to fill such position pursuant to the following procedure:

 

(a)        The vacancy shall be adequately publicized by means of a notice from the Superintendent of Schools at least fifteen (15) days in advance of filling such vacancies, if possible.

 

(b)        Said notice of vacancy shall clearly set forth the qualifications, duties, and responsibilities of the position.

 

(c)        Teachers who desire to apply for such vacancies shall file their applications in writing with the Office of the Superintendent within the time limit specified by the notice.

 

(d)       Candidates from within the system shall be given serious consideration, however, candidates from both within and without the system shall be equally eligible to fill the vacancies.

 

(2)        Promotional positions are defined as follows: Positions paying a salary differential and/or positions on the administrator-supervisory level.

 

(3)        All vacancies (as defined above in the case of promotional positions) for specialists and/or special project teachers shall also be filled pursuant to the procedure set forth in Paragraph A. above.

 

H.        Vacancies, Assignments and Transfers

 

(1)        If the Superintendent determines that a vacancy caused by death, retirement, discharge, resignation or the creation of a new position should be filled, said positions shall be filled pursuant to the following procedure:

 

(a)        The vacancy shall be adequately publicized for at least seven (7) school days by means of a posting from the Superintendent which shall be dated. 

 

(b)        Within ten (10) days of the date of posting, all teachers who desire assignment to one (1) or more of the posted positions shall so indicate by filing a written statement of such desire with the Office of the Superintendent.  If adherence to the above time lines is not practicable in a given case, the parties may mutually agree to waive the above stated time lines.

 

(c)        Assignments will be made based on such statements, instructional requirements and the best interest of the School System and pupils as determined by the Superintendent of Schools.

 

(d)       All vacancies as referred to herein above shall be posted before any transfers are made.  Only the original position shall be posted and positions which open as a result of the filling of said position need not be posted.

 

(e)        If the Superintendent posts a temporary position created by a leave of absence, said posting shall be in accordance with the above-stated procedure.  Further, said posting shall state that said position is temporary due to a leave of absence.

 

(2)        With respect to vacancies which become known to the Superintendent after May 1, the Superintendent will, to the extent practicable, post the positions until the end of the school year and provide notice thereof to the President and his/her designee of the ASSOCIATION.                    

 

(a)        The Superintendent of Schools will inform the President or his/her designee who has complied with Section (3) below.

 

(3)        Teachers who desire a change in grade and/or subject assignment or who desire to transfer to another building shall file a written statement of such desire with the Office of the Superintendent by March 1 .  Further, teachers shall notify the Superintendent in the event they wish to be considered for a transfer to an open position during the school year.  Teachers seeking to transfer within their current discipline and teaching level (pre-school, early childhood, elementary, middle or high school) will not be required to provide a demonstration lesson.

 

(4)        Although the COMMITTEE and the ASSOCIATION recognize that some transfer of teachers from one (1) school to another is unavoidable, they also recognize that frequent transfer of teachers is disruptive to the educational process and interferes with the optimum teacher performance.  Thus, to the extent practicable and consistent with the instructional requirements and best interests of the school system and the pupils, the following procedure will apply:

 

(a)        Volunteers for transfer will be considered for transfer first.

 

(b)        Involuntary transfer will be made only after a meeting with the teacher involved and the Superintendent (or his / her designee), at which time the teacher will be notified of the reasons for the transfer.  In the event that a teacher objects to the transfer at this meeting, upon the request of the teacher, the ASSOCIATION will be notified and the Superintendent (or his designee) will meet with the ASSOCIATION's representative to discuss the transfer.

 

In the event the Superintendent maintains his  / her decision, the teacher and the ASSOCIATION will be notified in writing, and the decision of the Superintendent shall be final.

 

(5)        Teachers shall be notified in writing of any changes in their programs and schedules for the ensuing 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 or assignments that they will have, as soon as practicable and under normal circumstances not later than ten (10) days prior to the last student day in June; provided that in the event of a change in circumstances or conditions, such assignments may be changed as required to meet the situation and the teacher or teachers concerned be notified in writing before the opening of schools.

 

(6)        In order to assure that pupils are taught by teachers working within their areas of competence, teachers shall not be assigned except temporarily and for good cause to subjects and/or grades or other classes outside the scope of their teaching certificates and/or their major or minor fields of study.

I.          Textbooks

 

(1)        Decisions as to the selection of textbooks shall be a matter reserved in accordance with applicable statutes and the policy of the COMMITTEE.

 

(2)        Careful consideration and response will be given to the recommendations of the staff.

 

(3)        Except for the obtaining of recommendations from the staff, the matters enumerated in Paragraph I, Textbooks, shall not be subject to the Grievance and Arbitration procedures set forth in this Contract.

 

(4)               The textbooks and/or materials will be supplied to the teachers in a timely fashion.

 

J.          No individual covered by the recognition section of this Contract shall be required to sign in at the beginning of the regular school day or to sign out at the end of the regular school day.

 

K.        Agency Service Fee

 

Commencing on September 1, 1984, all members of the bargaining unit who are members of the ASSOCIATION as of the ratification date of this Agreement and all new employees hired after said date shall be required as a condition of their employment, to pay an agency service fee.  Said fee shall be in an amount and be implemented as prescribed under G.L. c.150E and the regulations of the Massachusetts Labor Relations Commission thereunder.

 

Commencing on September 1, 1986, all members of the bargaining unit who were employed but were not members of the ASSOCIATION as of the ratification date of this Agreement shall be required to pay the agency service fee.  For such employees, the sole and exclusive remedy for non-payment of the fee shall be for the ASSOCIATION to proceed to court for collection of the fee.  The COMMITTEE shall not be responsible for the implementation, collection or enforcement of the agency service fee, except that it will supply any required documentation to establish that a person is a member of the bargaining unit subject to the fee, and it will grant one (1) representative of the ASSOCIATION such paid leave as is reasonably necessary for court appearances to collect the fee.

 

The ASSOCIATION agrees that it will indemnify and hold the COMMITTEE harmless for any action taken against an employee as a result of this agency service fee agreement, including but not limited to any legal expenses incurred.

 

In the event of conscientious objection to payment of the agency service fee, a member of the bargaining unit may pay the amount of the fee to the Association Scholarship Fund.

 

L.         Paraprofessional Staff

 

The ASSOCIATION and the COMMITTEE recognize that paraprofessional staff will be deployed flexibly based upon student needs within buildings.

                                                                             

 

ARTICLE IV

 

                                                PROFESSIONAL IMPROVEMENT

 

A.        All courses applied to placement on the B plus 15 and/or M plus 15 and/or M plus 30 and/or M plus 45 and/or M plus 60/Doctorate salary schedules shall be earned from a graduate degree-granting institution and shall have been approved in writing by the Shrewsbury Superintendent of Schools before the third session of the class.

 

B.        All changes in a salary schedule placement resulting from professional improvement courses and/or the award of an advanced degree shall be effective as of September 1st following the completion of the course, courses or degree-granting program.  Proper certification of course credits and/or the completion of a degree program shall be presented to the Superintendent of Schools no later than October 1st to be credited for salary schedule recognition as of the preceding September 1st.                              

 

C.        Tuition Reimbursement

 

(1)        The tuition cost for approved professional improvement courses shall be reimbursed up to a maximum of $200 per school year, and once every three (3) years up to $1,200.00 of tuition cost will be reimbursed.  Reimbursement will be granted upon submission of a receipt of payment and a course credit card indicating a grade of B or its equivalent.  For the purpose of tuition reimbursements, the school year shall commence on July l and conclude the following June 30.  Subject to the $200 and $1,200 limitations as indicated above, a pool of $5,000 per year will be made available to those employees at Step 13 of the M+60 salary column.  These funds are to be used, subject to the approval of the Superintendent, to reimburse the teacher for the conference/workshop registration cost associated with curriculum-related conferences/workshops utilized for recertification in the primary teaching area of the teacher.  It is understood that reimbursement will not include costs for travel, lodging, meals, and/or books/materials. 

 

            Effective with the 2007-2008 school year the above $200 course reimbursement rate shall be increased to $400. 

 

(2)        A teacher may be required by the Superintendent to take a specific course or courses.  Such teacher will be reimbursed for the full tuition cost of the course and may apply the course for professional improvement salary schedule advancement.

 

D.        Professional Development Days

 

Subject to the approval of the superintendent of schools, the content of the scheduled professional development days shall be the responsibility of a staff professional development committee composed of ten (10) designees of the ASSOCIATION president and five (5) designees of the superintendent.

                                                                             

 

ARTICLE V

 

                                                         LEAVES OF ABSENCE

 

A.        Personal Days                                                                                                

 

Each employee shall be permitted three (3) Personal Days with pay each school year to be used for personal, legal business, household, medical or family matters which require the individual to be absent.  Advanced notice is given whenever possible.  Personal days shall not be taken for recreational and/or leisure activities. 

 

(1)        Each employee shall be permitted three (3) Personal days without reason and unused days may be added to sick leave accumulation at the end of the school year.

 

(2)        No contract guaranteed Personal Day shall be denied for personal, legal business, household, medical or family matters which require the individual to be absent.

 

(3)        Personal Days may not be taken prior to or immediately following a vacation or holiday except in case of an emergency and upon approval of the Superintendent of Schools.

 

(4)        A personal day may be requested for Good Friday when Good Friday is a scheduled work day.  However, there will be a maximum limit of ten percent (10%) of the professional (SEA) staff allowed to take such personal day on Good Friday based on the order of the requests. 

 

B.        Temporary Leaves of Absence With Pay

 

Employees will be granted the following temporary leaves of absence with pay each school year upon the approval of the Superintendent of Schools.

 

(1)        Days for visiting other schools, attending or presenting at meetings or conferences of an educational nature.  Presentations for which the staff member is compensated (other than an honorarium of $100 or less) are excluded from this provision.  Presentations for which a staff member is offered compensation in excess of $100, the staff member has the option of taking the day(s) without pay and keeping the compensation, or keeping $100 and accessing the balance for classroom materials.

 

(2)        Time necessary for appearances in any legal proceeding connected with the teacher's employment or with the school system.

 

(3)        Up to five (5) school days at any one time in the event of death in the immediate family.  Immediate family is construed to include only parent, parent-in-law, grandparent, grandchild, wife, husband, domestic partner, child, stepchild, brother or sister, or person residing in the immediate household as approved by the Superintendent of Schools.  Three (3) days shall be provided in the event of the death of a brother-in-law or sister-in-law.

 

(4)        Teachers covered by this Agreement shall be granted up to three (3) days of leave in any one (1) school year for time actually lost for observance of a recognized major religious holiday of the religious faith to which such person belongs when such holiday falls on a day on which the person is required to work and when it is a tenet of the religion that the employee refrain from work on such holiday.  The following are examples of “recognized major religious holidays” which may fall on a day on which the person is required to work: 

 

Rosh Hashanah

Yom Kippur

Good Friday of the Orthodox Church

 

            Notification by the person of his/her intention to take such leave shall be made to the appropriate administrator as far as possible in advance of such holiday, but in no event less than seventy-two (72) hours in advance of such holiday.  Whether other days are “recognized major religious holidays” shall be determined by the Director of Human Resources upon request of the Association or the teacher covered by the Agreement. 

 

(5)        At the discretion of the Superintendent of Schools, Leaves of Absence to attend courses, workshops, seminars, or grants to summer school (e.g., NDEA) which begin before the end of the school year and/or for travel during the last week of school to enable the teacher to arrive in time for the beginning of such a course, workshop, etc., said days of leave to be charged to Personal days and/or Sick Leave Days.

 

(6)        Association Day: A maximum total of five (5) school days for ASSOCIATION Representatives to attend meetings, conferences and/or conventions of the Massachusetts Teachers Association and/or the National Education Association.  The ASSOCIATION will notify the Superintendent in writing which representatives are to attend.

 

            (7)        The President and/or Co-Presidents of the Shrewsbury Education Association will be exempt from all duties during the school year. 

 

C.        Sick Leave

 

(1)               Any teacher who shall be  absent in any school year on account of personal sickness or any quarantine regulations of the Board of Health shall be granted Sick Leave benefits to the extent of their accumulated Sick Leave which shall be earned as follows:

(a)        All employees covered by this Contract shall be granted sick leave not to exceed twelve (12) days per year.

 

(2)        (a)        Teachers may accumulate Sick Leave to a maximum of one hundred fifty-three (153) days.

 

(b)        Teachers may utilize up to five (5) days of their earned sick leave per year to care for sick members of their immediate families.

 

(3)        The annual sick leave amount will be pro-rated for those teachers who commence or end employment in the course of the school year.

 

(4)        The COMMITTEE or the Superintendent may, if there is reasonable cause to believe there is an abuse of the Sick Leave Policy, require an examination of the employee by a COMMITTEE-selected physician.  Said examination shall be at the expense of the COMMITTEE.

 

D.        Sick Leave Upon Retirement

 

Upon retirement from teaching, in accordance with the rules and regulations of the MTRS, a teacher with a minimum of ten (10) years of service in Shrewsbury shall be paid for unused accumulated sick days, at his/her per diem rate, up to but not in excess of thirty (30) days, provided that notice of intended retirement is provided at least six (6) months prior to the date of retirement. 

 


E.         Combining Sick Leave Days and Personal Days

 

In the case of an emergency, the Superintendent, on request of an employee, shall combine earned and unused Personal Days and Sick Days which, by vote of the COMMITTEE, may be applied against days lost due to the emergency.

 

F.         Sick Leave Bank

 

The COMMITTEE shall establish by policy a Sick Leave Bank for use by employees covered by this Contract and other employees shall have a right to join.  The Sick Leave Bank Committee constitutes a policy set by the Shrewsbury School Committee and will not be subject to the formal grievance procedure provided in any contract.  The Sick Leave Bank shall be administered by the Sick Leave Bank Committee and effected through the Office of the Superintendent of Schools.  The Sick Leave Bank shall be established to include the following provisions:

 

(1)        Sick Leave granted by the Sick Leave Bank may only be used for prolonged illness.

 

(2)        Sick Leave which may be granted by the Sick Leave Bank may only be used upon exhaustion of an eligible employee's accumulated personal sick leave and personal days.

 

(3)        Sick Leave which may be granted by the Sick Leave Bank shall be granted only upon majority vote of the Sick Leave Bank Committee.  Sick Leave may be denied if there is evidence of an irregular absentee record.

 

(4)        The Sick Leave Bank Committee shall consist of one (1) teacher from each school, one (1) Unit B representative, one (1) clerical representative, and one (1) representative from the Central Office Professional Staff.  An employee wishing to join the Sick Leave Bank should make such application through the employee’s Sick Leave Bank Committee representative.

 

Duties of the Sick Leave Bank Committee shall be as follows:

 

(a)     to govern all phases of the Sick Leave Bank.

 

(b)   To make final recommendations to the School Committee concerning all decisions made by the Sick Leave Bank.

 

(c)     To conduct a review of all long term cases at twenty (20) work day intervals.

 

(d)    The Sick Leave Bank Committee will notify the applicant after seventy-five (75) days of sick leave have been granted.  After one hundred (100) days of sick leave have been allocated and used, the applicant will be paid on a three (3) day per week basis until the remaining portion of the 181 days is exhausted.

 

(e)     To review all medical statements sent by the borrower’s physician at the end of the twenty (20) days and each succeeding twenty (20) day periods.

 

(f)     The Sick Leave Bank Committee has established a quorum of six (6) members for the purpose of enacting business and voting.

 

(5)        Participation in the Sick Leave Bank shall be on a voluntary basis.

 

(6)        One (1) earned day of an employee's accumulated sick leave or personal day leave will be donated by such employee through the Sick Leave Bank Committee.  A participating member is one who has contributed an earned day, and remains a member until an assessment of an additional day(s) is required.  An assessment will occur upon agreement by the Shrewsbury Education Association and the School Committee upon the recommendation of the Sick Leave Bank Committee.

 

(7)        The Sick Leave Bank shall be open to membership for all members of the faculty (Unit A and Unit B) and clerical employees of the School Department of the Town of Shrewsbury.  (see section 11 below for staff hired on or after July 1, 1996).

 

(8)        Each employee who is eligible to participate in the Sick Leave Bank, and who chooses not to participate, shall be required to sign a release to the School Department.

 

(9)        No employee eligible for benefits under the Sick Leave Bank shall be granted more than one hundred eighty-one (181) days of additional Sick Leave.  For an illness exceeding one hundred eighty-one (181) days refer to Extended Sick Leave Bank (Section (G) below).

 

(10)      Employees shall be eligible for benefits under the Sick Leave Bank only while employed in the Shrewsbury School System.  Employees who are eligible to join the Sick Leave Bank and who have previously not done so, may, upon fulfilling the requirements to receive benefits from the Sick Leave Bank, join the Sick Leave Bank by completing the necessary enrollment application by October 31.

 

(11)      New staff hired on or after July 1, 1996:

 

(a)   Employees are not eligible to access the Sick Leave Bank during their first year of employment.

 

(b)   Employees are eligible to access the Sick Leave Bank during their second year of employment at a rate equal to sixty (60%) percent of the full benefit (e.g., sixty (60%) percent pay).

 

(c)   Employees are eligible to access the Sick Leave Bank during their third year of employment at a rate equal to seventy-five (75%) percent of the full benefit (e.g., seventy-five (75%) percent pay).

 

(d)   Employees are eligible to use the Sick Leave Bank at the full benefit rate in their fourth year of employment.

 

(12)      Reports of the use of the Sick Leave contributed to the Sick Leave Bank shall be made quarterly to the ASSOCIATION, the Superintendent of Schools and the COMMITTEE, by the Sick Leave Bank Committee.

 

(13)      The COMMITTEE shall be authorized as part of its policy establishment of the Sick Leave Bank to make such other rules and regulations as are necessary for the implementation of the Sick Leave Bank as described above.

 

(14)      Sick Leave Bank Application Procedure:

 

(a)        Members must exhaust all accumulated sick leave and personal days before drawing from the Sick Leave Bank.

 (b)       All applications made to the Sick Leave Bank must be in writing, on a form supplied by the Sick Leave Bank Committee, and submitted to the applicant’s Sick Bank Committee representative or to the Sick Leave Bank Committee.

 

(c)        All applicants must submit a doctor’s statement, on a form supplied by the Sick Leave Bank Committee, containing the nature of the illness and the approximate number of days the applicant will be unable to work.

 

(d)       There will be a four (4) work day waiting period between expiring of the  applicant’s accumulated sick leave and personal days and the borrowing of days from Sick Leave Bank.  (This clause is subject to review by the Sick Leave Bank Committee.)

 

(e)        There will be a four (4) day waiting period between successive applications to the Bank.  (This clause is subject to review by the Sick Leave Bank Committee.)

 

(f)        Application to the Sick Leave Bank Committee may be made prior to the expiration of the applicant’s accumulated sick leave and personal days, including certification by a physician, to expedite benefits.

 

(g)        No employee eligible for benefits under the Sick Leave Bank shall be granted more than 181 days of additional sick leave.  Refer to Extended Sick Leave Bank (section (G) below).

 

(h)        Sick Leave days are defined as contract work days.

 

(i)         Sick Leave, which may be granted by the Sick Leave Bank Committee, shall be granted only upon majority vote of the Sick Leave Bank Committee.

 

G.        Extended Sick Leave Bank

 

(l)         Contributions to the extended Sick Leave Bank shall consist of the voluntary-giving of earned accumulated Sick Leave Days by any member of the Bank.  Extended Sick Leave Days shall be carried in a special account.

 

(2)        Three (3) donated Sick Leave Days shall provide one (1) extended sick leave coverage day to be assigned by the Sick Bank Committee in accordance with the requirements of the Bank to a member of the Sick Leave Bank who has exhausted his one hundred eighty-one (181) Sick Leave Bank days.

 

(3)        The assignment of available extended coverage days from the Special Account to an individual in any one (1) month period of absence shall not exceed the total dollar amount of the individual's health, life and disability insurance monthly deductions, plus two (2) days per week compensated at a per diem rate.  The extent to which the special account can be used by any person will depend upon the number of voluntary contributions made by the members of the Sick Leave Bank.

 

(4)        Any retiree may donate accumulated sick leave to the Extended Sick Leave Bank by notifying the Sick Leave Bank Committee Chairperson or Secretary in writing prior to their last day of service.

 

H.        Maternity Leave

 

(l)         As soon as practicable, but within at least three (3) months of the time of the teacher's pregnancy is confirmed by her physician, she shall so inform the Superintendent in writing together with a letter from her attending physician giving the expected date of birth of the child and a statement of the teacher's physical qualifications to continue working.

 

(2)        The decision of when the maternity leave shall commence will be jointly determined by the teacher and her principal or supervisor.  In the event that a joint agreement cannot be reached, the Superintendent shall set the date for the commencement of the leave based on the letters of the attending physician and the requirements of the School System.

 

(3)        The teacher shall return to her assigned position within eight (8) weeks or as soon as she desires after the delivery of the child up to a maximum of eight (8) weeks providing also that she gives to the Superintendent a letter from the attending physician stating that she is physically able to resume her duties.

 

(4)        The teacher who is pregnant or is on maternity leave and who is physically unable to work because of disability connected pregnancy, may use accumulated personal and sick leave to cover those days when she is disabled and unable to work.  The Superintendent may require a teacher to submit adequate medical evidence verifying the disability.

 

(5)        The parties agree that these procedures will be interpreted in order to assure compliance with Federal and State law governing maternity leave provided, however, an arbitrator shall not have the authority hereunder to interpret Federal and State laws.

 

(6)        A teacher who has been employed by the COMMITTEE for three (3) consecutive years or more and who has complied with Section 1, may upon the approval of the Superintendent be granted an extended leave without pay beyond the period of disability resulting from child-rearing.  The intended date of the commencement and termination of the leave shall be submitted to the Superintendent in writing with the request for such leave, which shall be made no later than three (3) months before the leave is to commence.

 

(a)   The leave shall terminate on the first or second September after it commenced, provided that a teacher may return sooner than the termination date subject to the approval of the Superintendent.

 

(b)   Upon returning from maternity leave, a teacher will be returned to the same position, or to a similar position which s/he held at the time the leave commenced.  Teachers who wish to return prior to the dates described above, will not be guaranteed a position on the date requested but will be offered the next available position in the area in which they were working at the time their leave commenced.

 

(c)   In no event shall a maternity leave include time in more than two (2) school years.

 

(7)        A leave of absence, without pay, for the purpose of child-rearing will be granted upon request of a teacher who has accepted a child as part of adoption procedures.  Such leave will be in accordance with the provisions stated above.

 

(8)        Any benefits to which a teacher was entitled under the Collective Bargaining Agreement will be restored to the teacher upon return and the teacher will be placed on the applicable salary schedule at the step which s/he had attained when the leave commenced except that a teacher who had taught ninety-one (91) days or more in the school year in which the leave commenced will be placed on the next step of the applicable salary schedule.

 

I.          Sabbatical Leave

 

(1)        All employees covered by this Agreement who have served continuously for seven (7) years in the Shrewsbury Public Schools shall, upon approval of the Superintendent of Schools, be granted Sabbatical Leave of absence not exceeding one (1) year for approved study, Administrative internship, or subject-matter travel; provided however, that when such employee has been voted a leave of absence by the COMMITTEE, for approved graduate study, and/or exchange type teaching, Administrative Internship, and evidence of successful completion of the work in the form of documentation are on file in the Superintendent's office, those years of service in Shrewsbury, prior to the voted leave of absence described herein, will be credited to the Sabbatical Leave seven-year service requirement.

 

(2)        A teacher on Sabbatical Leave shall receive compensation equal to the difference between his/her annual salary and the total amount or amounts of any grants or financial assistance s/he may have received, provided, however, that in no event shall the amount of salary to be paid to said teacher exceed one-half (½) the annual salary to which s/he would have been entitled had s/he remained in the school system that year.  The term "grants or financial assistance" shall not include the cost of required tuition or book expense where such can be verified.

 

(3)        Requests for a Leave of Absence for Sabbatical Leave shall be made in writing no later than November 1 preceding the school year for which the leave is requested, unless otherwise agreed.

 

(4)        Before beginning the Sabbatical Leave, the teacher shall enter into a contract to return to active service in the Shrewsbury Public Schools for a period of at least two years after the expiration of such leave.  A teacher who defaults in completing this service, shall repay to the TOWN OF SHREWSBURY an amount equal to such proportion of salary received while on leave as the amount of service not actually rendered as agreed bears to the whole amount of service agreed to be rendered; provided, however, that the teacher shall be released from such payment if his failure to serve the two years as stipulated be due to his illness, disability, or death, or if s/he can be discharged from his position by the Superintendent.

 

(5)        Not more than one (1%) percent rounded off to the nearest person of the members of the total professional staff shall be granted leave during any one (1) year.  In the event that a number of applications in excess of one (1%) percent of the total professional staff are received, the following factors will be taken into account in assigning leave:

 

(a)   Educational value of the proposed project to the school system.

 

(b)   Length of service in the Shrewsbury Public Schools.

 

(c)   Priority of application (date).

 

J.          Jury Duty

 

Provided that where applicable the teacher involved uses his/her best efforts to be excused, a teacher required to perform jury duty shall be compensated in the amount of the difference between his/her regular pay (including stipends) and jury duty pay (exclusive of mileage).

 


K.        Professional Association Leadership Position

 

Any teacher with professional status covered by this Contract, upon his/her written request, may be granted an unpaid leave by the Superintendent to accept an appointment by the SEA, MTA, NEA - such leave not to extend more than one (1) year.

 

L.         Return from Leave

 

Any teacher on leave during a school year shall be required to provide written notice of his/her intent to return the following year to the Superintendent no later than March 15.  Such notice will be stated in the Superintendent’s letter of approval.  In the absence of such notice, the Superintendent will inform the ASSOCIATION and attempt to contact the teacher.  Failure to provide such notice by April 1 shall be deemed a resignation by the teacher from his/her position effective at the conclusion of the academic year.

 

M.        Military Leave

 

Employees covered by this Agreement who are members of any unit of the U.S. Reserves or the state National Guard and who are called to duty for their annual temporary active duty training shall receive pay for the difference between their regular pay and the pay which they receive from the state or federal government, provided such temporary active duty can not be fulfilled on days when school is not in session.  There will be a maximum of ten (10) days per school year per employee granted under this provision.

 

An employee who is required to extend the active duty beyond ten (10) days will be placed on a military Leave Without Pay.  Upon return from such leave, the employee shall be placed in a position similar to the position held at the time the Leave commenced.

 

ARTICLE VI

 

TEACHER EVALUATION

 

 

The purpose of evaluation is to recognize excellence and provide a means of improvement in the delivery of the educational program to Shrewsbury School students.  A free exchange of ideas is beneficial between teachers and administrators, and this may occur during informal observations.  This free exchange between teacher and administrator should provide a positive basis for the formal evaluation.  The teacher evaluation process is described in detail in the Handbook for Teacher Supervision and Evaluation.

 

The ASSOCIATION and the COMMITTEE agree that the formal evaluation procedure shall consist of the following:

 

A.        (1)        The Professional teacher evaluation process shall consist of four (4) phases.  Phase One and Three shall be formal phases of evaluation.  Phases Two and Four shall address professional growth and the need to promote increased staff collaboration.

 

In Phase One, for professional status teachers, there shall be a minimum of two (2) and a maximum of five (5) formal observations by the designated evaluators.  For non-professional status teachers there shall be a minimum of three (3) and a maximum of five (5) formal observations by the designated evaluators.  Such observations shall be  scheduled as follows:

 

Non-Professional Status Teachers - At least two (2) written observation reports by January 15.  One (1) written observation report (and any others) by April 1.  Summative evaluation by April 30.

 

Professional Status Teachers - Two (2) written observation reports by March 15, any remaining written observation reports by April 30.  Summative evaluation by June 1.

 

Phase Two shall consist of a professional development plan consistent with the categories and indicators of effective teaching.  Said plan shall be set and approved by an administrator by October 30th and the final report submitted by June 1st.  The report will be placed in the evaluatee's building Principal's office.

 

Phase Three shall consist of a "focused formal evaluation".  The areas of concentration shall be mutually agreed upon by the evaluatee and evaluator.  The focused evaluation plan shall be set with the administrator by October 30th, and the formal conference and evaluation completed by June 1st.  Classroom observations will take place but there will be no written observation reports.  The evaluation will be placed in the evaluatee's personnel file.

 

Phase Four shall consist of a professional development plan with the focus on collegial collaboration.  The plan shall be set by October 30th and the final report submitted no later than June 1st.  The report will be placed in the evaluatee's building Principal's file.

 

(2)        Principals, Assistant Principals and Department Directors are the designated evaluators for all personnel in their building and/or department and are responsible for formal evaluations, conferences and reports.  The evaluation form shall be processed in a manner which provides for security and confidentiality.

 

Every effort shall be made to ensure that teachers are evaluated by the appropriate evaluatory personnel with expertise in the teacher's area of instruction.

 

(3)        All evaluations and observations of a teacher shall be conducted openly and with full knowledge of the teacher.  Teachers shall be given some form of timely notice that they are being observed for the purpose of evaluation.  Such notice shall be provided to the teacher at least two (2) days in advance of the observation.  Further, this procedure shall be applied on a consistent basis throughout the Shrewsbury School System.

 

(4)        (a)        Before observations begin, evaluatees may submit written statements to, or request a conference with, the evaluator, conveying background they would like the evaluator to have about their classes, their objectives, special students and the like.  If requested, the conferences shall be held.

 

(b)        Following the observation a post-conference shall be held as soon as possible but at least within five (5) days of the observation.  This post-conference may or may not include the written observation report.  If the post-conference does not include the written observation, the employee will be forwarded a copy of the written observation report within thirteen (13) work days of the observation.  The employee may affix written comments to the observation report and shall return the signed observation report in a timely manner.  If the employee requests a follow up post-conference to discuss the context of the written observation report such post-conference shall be held in a timely manner.

 

(c)        Prior to the receipt of the final written summative evaluation, a conference shall be held, within an appropriate amount of time, with the evaluators and the evaluatee to discuss the draft evaluation and to give the parties an opportunity for input prior to receiving the final written evaluation.  The evaluator shall present the final written report to the evaluatee in a timely manner.

 

(d)       The evaluatee shall acknowledge receipt of the evaluation by affixing his/her signature to a copy of same.  Such signature does not indicate agreement with the contents of the evaluation.  The evaluatee may affix his/her comments to the evaluation, and shall return the signed evaluation in a timely manner.

 

(e)        The evaluatee shall be given a copy of all observation reports and evaluations.

 

(5)        Effective with the 2003-2004 school year the position of School Nurse will follow the same four-phase system as detailed above.  A separate set of Evaluation Criteria has been developed and agreed upon by both parties.  The Evaluation Criteria is contained in the Handbook for Teacher Supervision and Evaluation.

 

(6)        Effective with the 2003-2004 school year the position of Director will be evaluated using a four-phase evaluation system that is detailed in the Handbook for Director Supervision and Evaluation.  The positions that are covered under this provision are those Director positions referred to in Appendix C of this Agreement.

 

Directors shall be in a four (4) phase evaluation program as follows:

 

Phase One -         as set forth in the current Director Evaluation Handbook (also, a new director will be in phase one for the first three (3) years as director).

 

Phase Two -         as set forth in the current Director Evaluation Handbook.

 

Phase Three (new)  -focused evaluation on mutually agreed to material from the Evaluation Criteria as found in the Director Evaluation Handbook.  Forms will be similar to teacher phase three document.

 

Phase Four -         as set forth in the current Director Evaluation Handbook.

 

B.        (1)        The professional staff evaluation form shall be agreed upon by the COMMITTEE and the ASSOCIATION, based on the performance standards established pursuant to the Education Reform Act.

 

(2)        There may be times in Phase One or Three when a teacher's primary evaluator indicates the need for significant improvement.  The "demonstrated need" will be the result of deficiencies in the written evaluation based upon poor performance on selected categories.  The selected categories are those seven (7) categories as outlined in the Handbook and referred to as the Principles of Effective Teaching.  However, regardless of the number of categories (Principles of Effective Teaching) that are identified as needing significant improvement, there will be a maximum of fifteen (15) specific action steps that will serve as the focus of the support plan.  As a result of this evaluation, an intervening support team will be established.  The support team concept is a fundamentally positive and supportive approach for staff members who need assistance in the performance of their duties.  It requires an honest recognition of performance problems by the teacher and an honest attempt to correct them.  However, it will also be the function of the support team to act as an intermediary between evaluator and evaluatee on any unresolved issues regarding the evaluation process as an attempt to avoid the initiation of the grievance procedure.

 

The support team will consist of the teacher, Principal or Assistant Principal, Department Director, an ASSOCIATION representative, and other invited professionals that have been mutually agreed upon.  The Chairperson of the support team will be the teacher's primary or supplementary evaluator and will coordinate the writing of the support plan and its implementation.  The support plan will address a maximum of five (5) categories of the seven (7) Principles of Effective Teaching.  However, regardless of the number of categories (Principles of Effective Teaching) that are identified as needing significant improvement, there will be a maximum of fifteen (15) specific action steps that will serve as the focus of the support plan.  The Superintendent or Assistant Superintendent will oversee the process and should be contacted if budgetary resources are required.  The support team will determine the number and length of meetings/ observations needed to effectively carry out the plan.

 

When it has been determined that a teacher will remain in Phase One or Phase Three, that teacher, as a member of the support team, will meet for the purpose of developing a plan that addresses the poor performance indicated by the evaluation.  The support plan may begin immediately and may include additional observations.  The plan will continue into the following school year.  This plan will use district resources to provide in-classroom help with curriculum and instruction.

 

Based upon the progress made by the teacher during the remainder of that year and the subsequent year, the evaluator will determine whether the teacher continues in that phase, moves to the next phase, or is referred to the Central Office for further action consistent with the law and the collective bargaining agreement.

 

C.        (1)        The teachers shall have the right to review the contents of their personnel file and such teachers shall have the right to receive a copy of any document in the file, which copy shall be made in the school offices by the School Department at the expense of the teacher.

 

(2)        No material derogatory to a teacher's conduct, service, or personality shall be placed in his/her personnel file unless the teacher has had the opportunity to review the material.

 

(3)        The teacher shall acknowledge that he/she has had the opportunity to review the material by affixing his/her signature to the copy to be filed with the express understanding that such signature in no way indicates agreement with the contents thereof.

(4)        The teacher shall also have the right to submit a written answer to such material and his/her answer shall be reviewed by the Superintendent and attached to the file copy.

 

D.        Evaluatory personnel must be aware of the desirability, in fairness to the teachers, of giving the teacher prompt notice of any complaints received relative to such teacher from other teachers, from parents, or from students which may have a bearing on the professional evaluation of the teacher, so as to give the teacher adequate and early opportunity to clarify the situation.

 

E.         The ASSOCIATION recognizes the authority and responsibility of the Principal for disciplining or reprimanding a teacher for delinquency of professional performance.  If a teacher is to be disciplined or reprimanded by a member of the administration, he/she shall be entitled to have a representative of the ASSOCIATION present in accordance with law.

 

F.         No teacher with professional status shall be disciplined, suspended, given a written reprimand, reduced in rank or compensation, or deprived of any professional advantage, or terminated without just cause, provided, however, that disputes regarding termination or suspension shall be processed and resolved in the manner and according to the standards established by statute.  Disputes regarding any other form of discipline shall be resolved by the Superintendent of Schools under the grievance procedure with an appeal from his/her decision directly to arbitration.

 

                                                                 ARTICLE VII

 

                                                        REDUCTION IN FORCE

 

The COMMITTEE will determine the number of teaching and other professional positions which are needed in the school system.  If the COMMITTEE determines that the number of such positions is to be reduced, it agrees to accomplish such reduction as follows:

 

(1)        The Superintendent of Schools will attempt to accomplish reductions through attrition and voluntary resignations.

 

(2)        The Superintendent of Schools will not renew temporary teachers.

 

(3)        A teacher with professional status will not be laid off if there is a provisional teacher without professional status whose position the teacher with professional status is qualified to fill.

 

(4)        When the number of teachers with professional status is to be reduced, the order in which teachers shall be laid off shall be determined on the basis of the following factors:

 

-           Quality of performance, which shall be based on evaluations of the past five school years.

 

-           Professional training which shall mean area of certification(s) and major/minor field(s) of study.

 

-           Experience which shall mean a teacher's total teaching experience and/or work related experience.

 

-           Demonstrated needs of the school system.

 

Where, in the judgment of the Superintendent of Schools the above factors are substantially equal, teachers will be laid off in order of their seniority as employees of the COMMITTEE, those with the least seniority to be terminated first.  Seniority shall be defined as years, months and days of continuous service as a professional employee in the Shrewsbury School System, from the date that the employee initially began work, excluding any unpaid leave of absence, which leaves shall not be credited for seniority, but shall not be a break in continuity of service.  In cases of identical date of seniority, seniority shall be determined by the drawing of lots by such employees or their designees.

 

(5)        Teachers with professional status who are laid off shall be entitled to re-call rights through the first day of the second school year following the lay-off.  During said period employees shall be recalled in accordance with the criteria set forth in the preceding paragraph.

 

(a)        Employees on re-call shall be notified by certified mail of any open positions within their areas of certification within the school system.  Each teacher shall provide to the Superintendent a mailing address and a list of their certification(s) no later than fifteen (15) days after notification of termination.  Failure to apply for an open full-time permanent position within fifteen (15) calendar days of notification shall terminate all rights under this Article, provided, however, that with any opening which arises after the first Friday in August the deadline for application shall be set by the Superintendent.  If re-call is offered, the teacher must deliver an executed contract to the Superintendent within five working days of presentation of the contract to the teacher.

 

(b)        Employees laid off under this Section shall be given priority on the substitute list during said recall period if they so indicate in writing to the Superintendent no later than 15 days after notification of termination.

 

(c)        Employees laid off may, to the extent permitted by law, continue group health and life insurance during said recall period at their own expense.  Failure to forward full premium to the business office shall terminate this option.

 

(6)        A list specifying the seniority of each member of the bargaining unit shall be prepared by the Superintendent of Schools and forwarded to the President of the ASSOCIATION by October 15 of each year.  If no challenge to the list is made by the ASSOCIATION within thirty (30) days of receipt of the list, the list stands as written.

 

 

                                                                 ARTICLE VIII

 

                                                             MISCELLANEOUS

 

A.        Annual Increments - Teachers' Schedule

 

(1)        Annual increments shall be paid to all eligible employees in amounts provided in the salary schedule, except upon written notification of the Superintendent, which notification is to be for cause as to an individual employee.  (The provisions of Article IV and Paragraph C of Article VII are eligibility requirements and are exempt from these procedures.)

 

(2)        Any employee denied an increment shall upon written request directed to the SUPERINTENDENT within fourteen (14) days following his receipt of written notice of the denial of the increment, be entitled to a full hearing before the SUPERINTENDENT, which hearing may be public or private at the employee's option.  The employee may be represented by the ASSOCIATION or Counsel at his option, and the SUPERINTENDENT after such hearing shall transmit its decision in writing together with its reason to the employee within fourteen (14) days following the hearing.  The hearings shall be concluded prior to June 1 of each year provided this is practicable and any delay is not caused as a result of the request of the employee.  This paragraph is not subject to the Grievance procedure, but the decision may be submitted to Arbitration within thirty (30) days following the date a decision is due hereunder in accordance with Sections 4 through 6 of Article IX.

 

B.        Coaches Schedule

 

Coaches will be in accordance with Schedule attached to this Contract.

 


C.        B+l5 Teachers' Salary Schedule - Requirements

 

Employees eligible for the B+15 Salary Schedule must complete the requirements for a Master's Degree within three (3) years next following being placed on such schedule.  In the event such employee does not complete the requirements within the time required s/he shall be returned to the Bachelor's schedule at the appropriate step.

 

D.        Practice Teaching

 

The supervising teacher of a Practice Teacher may permit the Practice Teacher to teach independently after the third week of practice teaching, provided, however, that such teaching is on an independent basis pursuant to a specific schedule which has been approved in advance by the building Principal.

 

 

E.         Effective Date of Salary Schedules

 

(l)         The salary schedules in this Contract shall be effective on the dates set forth therein.

 

F.         No Strikes

 

(l)         During the term of this Agreement, no employee covered by this Agreement shall engage in, induce, or encourage any strike, work stoppage, slow-down or withholding of services by such employees.

 

(2)        Any action by the COMMITTEE to enforce the provisions of this paragraph shall not be subject to the Grievance and Arbitration procedures set forth in this Contract.

 

G.        Bargaining During the Contract

 

Each of the parties to this Agreement acknowledges that during the Collective Bargaining process which preceded the execution of this Contract they each had free opportunity to present any and all matters properly to be raised in the Collective Bargaining process.  Therefore, from the date of the execution of this Agreement until  August 24, 2009, neither party shall be required to negotiate with respect to any such matter whether raised or not raised in Collective Bargaining, whether covered or not covered by this Agreement, and whether or not within the knowledge or contemplation of either or both the parties at the time this Contract was negotiated or executed; except insofar as this Contract in its "Duration" article provides for bargaining to begin for the period to commence August 24, 2009.

 

H.        Waiver

 

Failure of either party to this Agreement to exercise its rights or obligations hereunder, at any one time, shall not be deemed a waiver of the right of such party to exercise such rights or obligations in the future.

 


I.          Amendment to This Agreement

 

This Agreement may only be amended by a written instrument executed by the duly authorized representatives of both parties thereto.

 

 

                                                                  ARTICLE IX

 

                                               GRIEVANCE AND ARBITRATION

 

Section 1.

 

A grievance is a dispute concerning the interpretation, meaning or application of this Agreement or any amendment or supplement thereto, except such disputes concerning such matters which are specifically excluded from the Grievance and Arbitration procedures by other paragraphs of this Contract.

 

Section 2.

 

The time limits indicated hereunder will be considered maxima unless extended by mutual agreement.  The time limits in Sections 3 and 4 shall refer to school days, except that any grievance which arises within the last thirty (30) days of the school year shall be submitted simultaneously to the Principal or immediate supervisor and the Superintendent, and in no event shall such grievance be presented later than June 30.

 

 

The terms when used in this Article shall mean calendar days.

 

Section 3.

 

Level 1.

 

(a)        A teacher with a Grievance will first discuss it with his / her  principal or immediate superior, either directly or through the ASSOCIATION's School Representative, with the objective of resolving the matter informally.  All decisions at this level shall be reported forthwith in writing to the Superintendent of Schools and shall be subject to his approval.

 

(b)        If the Grievance is not received by the Superintendent of Schools within thirty (30) days after the aggrieved party knew or should have known of the act or condition on which the Grievance is based, the Grievance will be considered as waived.  An alleged waiver will be subject to arbitration pursuant to Level Four.

 

Level 2.

 

(a)        If the Grievance is not settled within five (5) days after presentation at Level One, the aggrieved teacher or the ASSOCIATION may within five (5) days thereafter refer it in writing to the Superintendent of Schools.  There shall be a meeting with the ASSOCIATION and the Superintendent as soon as practicable after receipt of the written Grievance.  A representative of the Massachusetts Teachers Association may be present at this meeting.

 

Level 3.

 

If the Grievance is not settled within ten (10) days from the receipt of the Grievance by the Superintendent of Schools, the aggrieved teacher of the ASSOCIATION may submit said Grievance in writing to the COMMITTEE.

 

The COMMITTEE, in conjunction with the superintendent shall determine whether a grievance submitted at this level is within the jurisdiction of the COMMITTEE under the Education Reform Act of 1993.  Should the COMMITTEE determine that the grievance is not within its jurisdiction, it will so notify the ASSOCIATION, and thereafter the ASSOCIATION may proceed to arbitration as provided in Level 4 below.

 

There shall be a meeting with the ASSOCIATION and the COMMITTEE as soon as practicable after receipt of the written Grievance.  A representative of the Massachusetts Teachers Association may be present at this meeting.

 

The COMMITTEE shall give the aggrieved employee and/or ASSOCIATION its decision in writing within fifteen (15) days of the Level 3 hearing.

 

Level 4.

 

If the grievance is not settled at Level Three and if the ASSOCIATION determines the grievance alleges a violation by the COMMITTEE of any of the provisions of this Agreement, it may, within twenty (20) days after the COMMITTEE's written response refer to arbitration as hereinafter provided.

 

Section 4.

 

Any grievance which alleges a violation by the COMMITTEE of one (1) or more provisions of this Agreement and which has not been settled under the procedure set forth herein may be submitted by either party to the American Arbitration Association within the time prescribed.  The parties will be bound by the rules and procedures of the American Arbitration Association in the selection of an Arbitrator.

 

Section 5.

 

The Arbitrator so selected will confer with the representative of the COMMITTEE and the ASSOCIATION and hold hearings promptly and will issue his decision, award, and reasons therefore not later than thirty (30) days from the date of the close of the hearings, or if oral hearings have been waived, then from the date the final statements and briefs are submitted to him.

 

The Arbitrator will be without power or authority to make any decision of award which is violation of the laws of the Commonwealth, or requires the commission of an act prohibited by law, or which violates the terms of this Agreement.  The Arbitrator will be without power or authority to render an award or decision concerning any matter which has been excluded from the Grievance and Arbitration procedures of this Contract.  The Arbitrator shall be without power or authority to make any decision which violates the policy of the COMMITTEE except as specifically modified by the terms of this Contract.  The Arbitrator shall be without power or authority to make any decision or award concerning any matter within the definition of a Grievance, which occurred or failed to occur prior to August 24, 2003.

 

The decision of the Arbitrator will be final and binding except for review or confirmation as provided by the provisions of Chapter 150C of the General Laws of the Commonwealth of Massachusetts.

 

Section 6.

 

The costs for the services of the Arbitrator, including per diem expenses, if any, and actual and necessary travel and subsistence expenses, will be borne equally by the COMMITTEE and the ASSOCIATION.

 

Section 7.

 

If, in the judgment of the ASSOCIATION, a Grievance affects a group or class of teachers, the ASSOCIATION may submit such Grievance in writing to the Superintendent directly and processing of such Grievance will be commenced at Level Two.  The ASSOCIATION may process such a Grievance through levels of the Grievance Procedure even though the aggrieved person does not wish to do so.

 

Section 8.

 

Decisions rendered at Levels One, Two and Three of the Grievance procedure will be in writing setting forth the decision and reasons therefore and will be transmitted promptly to all parties in interest and to the President of the ASSOCIATION.  Decisions rendered at Level Four will be in accordance with the procedures set forth herein.

 

Section 9.

 

All documents, communications and records dealing with the processing of a grievance will be filed separately from the personnel files of the participants, unless the individual in question files a written request to the contrary.

 

Section 10.

 

Forms for filing grievances, serving notices, taking appeals, making reports and recommendations, and other necessary documents will be jointly prepared by the COMMITTEE and the ASSOCIATION and given appropriate distribution so as to facilitate operation of the Grievance procedure.

 


                                                                   ARTICLE X

 

                                                         HEALTH AND SAFETY

 

A.        The mission of the Health and Safety Committee (HSC) will be to assist in developing and maintaining a safe and healthful environment for all school building occupants.  The HSC shall help identify, troubleshoot and prevent unhealthy or potentially hazardous conditions within school facilities.  In carrying out this mission the HSC will serve as a liaison among staff, building administration and the School Committee.  The HSC will consist of three (3) representatives appointed by the COMMITTEE and three (3) representatives appointed by the ASSOCIATION. 

 

B.        If a teacher has a concern that a situation exists which is a potential health or safety hazard, s/he shall bring it to the immediate attention of the building principal.

 

C.        In the event that the Principal fails to respond within forty-eight (48) hours of being notified of the existence of a potential hazard, the teacher may, either alone or through the ASSOCIATION, refer the matter to the HSC which shall investigate the claim. 

 

D.        After investigation, the HSC will submit recommendations and/or solutions of the reported concern within thirty (30) days to the Superintendent with a copy to the Chairperson of the COMMITTEE 

 

E.         Each spring, the HSC will present an annual report to the COMMITTEE. 

 

                                                                  ARTICLE XI

 

                                                        TEACHER PROTECTION

 

(1)        Teachers shall be required to report any case of tort, including assault, in connection with their employment, to their immediate superior who will investigate and file a copy of the report and the results of the investigation with the Superintendent.  The Superintendent shall acknowledge receipt of such reports and inform the COMMITTEE concerning the incident. 

(2)        In addition, where a student is involved in an assault on a teacher, the Principal shall consult with the teacher concerning future placement of the student and future contact between the teacher and the student.  The teacher shall be represented by an ASSOCIATION representative at the above mentioned meeting. 

 

(3)        If a teacher is assaulted, the appropriate administrator will render any and all at-the-scene assistance to the assaulted employee.

 

(4)        Indemnification of the teachers will be governed by state statue.

 

(5)        When a teacher is absent from his/her duties as a result of an assault in the course of his/her employment, workers’ compensation benefits shall be supplemented up to the full amount of his/her salary for up to one year from the date of injury, without loss of sick leave.

 

(6)        If a teacher is required to go to court as either a complainant or as a witness for the administration in an assault matter said teacher shall be represented by legal counsel at the COMMITTEE’s expense and shall be accompanied to court by the appropriate administrator.

 

ARTICLE XII

 

JOB SHARING

 

For the purposes of this Agreement, job sharing shall mean the occupation of a single staff position by two individuals each with a proportional assignment.  In order for a shared position to be approved, the two (2) individuals must complete a letter of application including the terms and schedule of the proposal.

 

Applications for job sharing shall be filed by the teachers with the Building Principal prior to April 1 of the school year preceding the effective date of the job sharing.  The Building Principal shall review the application and make a recommendation to the Superintendent.  The final action on the application shall be at the discretion of the Superintendent.  The Superintendent will notify the Building Principal, the COMMITTEE and the ASSOCIATION of the decision.  Teachers shall receive a response to their application by May 15.

 

Factors to be considered by the principal shall include certification, area of competence, major and/or minor field of study, quality of teaching performance, compatibility of the teachers working together, the number of potential job sharing requests, and the impact of the job sharing arrangement on the instructional program and the building. 

 

The following conditions shall apply with respect to job sharing:

 

(1)        The teacher partners shall have achieved professional status.

 

(2)        No teacher in the system shall be involuntarily transferred in order to create a job-sharing program.

 

(3)        Job sharing assignments shall be for a period of one year and shall terminate at the end of each school year.

 

(4)        When a job sharing position is terminated, the teachers shall be assigned to the same positions held prior to job sharing if available.

 

(5)        If these positions are not available, the teachers will be assigned to equivalent positions.

 

(6)        Job sharing teachers shall attend:

 

·           All Professional Days as determined by the contract

·           All after school meetings (twenty (20) days, two (2) per month) as determined by the contract

·           Parent Conferences and Open House as determined by the contract

·           A minimum fifteen (15) minute overlap for an orderly transfer and information sharing shall be scheduled each day

·           Grade level planning meetings shall be attended by the teacher that is scheduled during the time of the meeting.  The teacher will share information with the partner teacher. 

 

To ensure minimal disruption for the students, job-sharing teachers shall arrange coverage for each other to allow attendance at conferences and professional development meetings, at no additional cost to the District.  This does not imply coverage for sick days.

 

The Building Principal, where possible, shall schedule a common planning time at least once per week for the job-sharing teachers.

 

Job Share Compensation

 

Each teacher’s salary shall be prorated.  The salary schedule step for each teacher shall be the same as (s)he would be entitled to if employed on a full time basis.  This step shall determine the base salary from which the salary fraction will be computed.

 

Seniority shall accrue to a teacher in a job sharing position on a prorata basis.  Sick leave and personal leave shall be prorated.  Fringe benefits will be prorated.  In the event that a job-sharing teacher is employed at less than 50%, (s)he may not be eligible for health insurance or the retirement program.

 

Unusual Circumstances  

 

(1)        In the event that one of the job-share teachers resigns from the school district after June 1 of the previous year or is unable to work due to an extended medical condition, the remaining job share teacher may:

 

                   ·           assume the full time responsibilities of the position, request a job share partnership with a provisional status teacher, or  request the hiring of a long-term substitute teacher for the upcoming school year.

 

·           request for a job share with a provisional status teacher or a long-term substitute teacher shall be mutually agreed upon by the Superintendent and the ASSOCIATION.

 

The provisional status teacher who assumes a job share will have rights to return to a comparable position the following year, providing their performance meets the Standards of the Shrewsbury Public Schools under the guidelines of the Teacher Supervision and Evaluation Program.

Long-term substitute arrangements will be for one (1) year only.  Upon the conclusion of the year the remaining teacher may propose a new job share with a professional status teacher or must return to full time employment.

 


ARTICLE XIII

 

DURATION

 

 

            This Agreement and its provisions shall be effective August 25, 2006 and shall remain in full force and effect up to and including August 24, 2009.

 

IN WITNESS WHEREOF, the parties hereto have caused this instrument to be duly executed in their names on their behalf by duly authorized officers thereof, this 16th day of June, 2006. 

 

FOR THE COMMITTEE                               FOR THE ASSOCIATION

by:                                                                   by:

 

 

 

 

Mark Murray, Chairman                                 Kelly Finneran, Co-President

 

 

 

Jacqueline Trotta, Co-President


APPENDIX A

SHREWSBURY PUBLIC SCHOOLS

Teacher (S.E.A.) Pay Scales

 

 

 

2006‑2007 SCHOOL YEAR

 

 

 

 

 

2% scale increase.

No step increases.

Staff stay at same rate as 2005-06

X 1.02

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

Step

 

B

 

B+15

 

M

 

M+15

 

M+30

 

M+45

 

M+60

 

1

 

$ 39,059

 

$ 40,879

 

$ 43,318

 

$ 44,933

 

$ 46,696

 

$ 48,310

 

$ 50,073

 

2

 

$ 40,380

 

$ 42,070

 

$ 44,786

 

$ 46,402

 

$ 48,163

 

$ 49,780

 

$ 51,540

 

3

 

$ 41,703

 

$ 43,464

 

$ 45,668

 

$ 47,724

 

$ 49,485

 

$ 51,247

 

$52,715

 

4

 

$43,0258

 

$44,786

 

$47,136

 

$ 49,045

 

$ 50,808

 

$ 52,422

 

$53,891

 

5

 

$44,3460

 

$ 46,107

 

$ 48,456

 

$ 50,220

 

$51,982

 

$ 53,744

 

$ 55,212

 

6

 

$ 46,255

 

$ 48,163

 

$ 50,513

 

$ 52,275

 

$ 54,037

 

$ 55,653

 

$ 57,267

 

7

 

$ 49,631

 

$51,100

 

$ 53,597

 

$ 54,978

 

$ 57,121

 

$ 58,883

 

$ 60,351

 

8

 

$ 51,540

 

$53,157

 

$ 55,359

 

$ 57,562

 

$ 59,324

 

$60,791

 

$ 62,408

 

9

 

$ 53,450

 

$ 55,065

 

$ 57,708

 

$ 59,471

 

$ 61,233

 

$ 62,848

 

$ 64,316

 

10

 

$ 56,975

 

$58,442

 

$61,528

 

$ 62,994

 

$ 64,610

 

$ 65,785

 

$ 67,546

 

11

 

$ 58,883

 

$60,498

 

$ 63,142

 

$ 64,757

 

$ 66,666

 

$ 68,282

 

$70,191

 

12

 

$ 59,764

 

$ 61,526

 

$63,875

 

$ 65,785

 

$ 67,546

 

$ 69,162

 

$ 71,219

 

13

 

$ 64,588

 

$66,351

 

$68,541

 

$ 70,755

 

$ 73,253

 

$ 74,134

 

$ 75,895

 

 

Longevity

 

Effective in the 2004-2005 school year, a teacher who has completed twenty (20) years of service in the Shrewsbury Schools shall receive a longevity payment of $750.00, and a teacher who has completed twenty-five (25) years of such service shall receive a longevity payment of $1,000.00 dollars.


APPENDIX A

SHREWSBURY PUBLIC SCHOOLS

Teacher (S.E.A.) Pay Scales

 

 

 

2007-2008 SCHOOL YEAR

Step

B

B+15

M

M+15

M+30

M+45

M+60

1

$40,036

$41,901

$44,401

$46,056

$47,863

$49,518

2.5% scale

increase

 
$51,325

2

$41,390

$43,121

$45,905

$47,562

$49,367

$51,024

$52,829

3

$42,745

$44,551

$46,809

$48,917

$50,722

$52,528

$54,033

4

$44,101

$45,905

$48,314

$50,271

$52,078

$53,733

$55,238

5

$45,455

$47,260

$49,668

$51,476

$53,281

$55,088

$56,592

6

$47,412

$49,367

$51,776

$53,582

$55,388

$57,045

$58,698

7

$50,872

$52,377

$54,937

$56,353

$58,549

$60,356

$61,860

8

$52,829

$54,486

$56,743

$59,001

$60,807

$62,311

$63,968

9

$54,786

$56,441

$59,151

$60,958

$62,764

$64,420

$65,924

10

$58,399

$59,903

$63,064

$64,569

$66,225

$67,430

$69,234

11

$60,356

$62,010

$64,720

$66,376

$68,333

$69,989

$71,945

12

$61,258

$63,064

$65,472

$67,430

$69,234

$70,892

$72,999

13

$66,203

$68,010

$70,255

$72,524

$75,084

$75,987

$77,793

 

Longevity

 

Effective in the 2004-2005 school year, a teacher who has completed twenty (20) years of service in the Shrewsbury Schools shall receive a longevity payment of $750.00, and a teacher who has completed twenty-five (25) years of such service shall receive a longevity payment of $1,000.00 dollars.


APPENDIX A

SHREWSBURY PUBLIC SCHOOLS

Teacher (S.E.A.) Pay Scales

 

 

2008-2009 SCHOOL YEAR

Step

B

B+15

M

M+15

M+30

M+45

M+60

1

$41,437

$43,368

$45,955

$47,668

$49,538

$51,251

3.5% scale

increase

 
$53,121

2

$42,838

$44,630

$47,512

$49,227

$51,095

$52,810

$54,678

3

$44,241

$46,110

$48,448

$50,629

$52,498

$54,367

$55,924

4

$45,644

$47,512

$50,005

$52,030

$53,901

$55,613

$57,171

5

$47,046

$48,914

$51,406

$53,277

$55,146

$57,016

$58,573

6

$49,071

$51,095

$53,588

$55,457

$57,326

$59,041

$60,753

7

$52,653

$54,210

$56,860

$58,325

$60,598

$62,468

$64,025

8

$54,678

$56,393

$58,729

$61,066

$62,935

$64,492

$66,207

9

$56,704

$58,417

$61,221

$63,091

$64,960

$66,674

$68,231

10

$60,443

$62,000

$65,271

$66,829

$68,543

$69,790

$71,658

11

$62,468

$64,181

$66,985

$68,699

$70,724

$72,438

$74,463

12

Step eliminated.  Go to Step 13

13

$68,520

$70,390

$72,714

$75,063

$77,712

$78,647

$80,516

 

 

Longevity

 

Effective in the 2004-2005 school year, a teacher who has completed twenty (20) years of service in the Shrewsbury Schools shall receive a longevity payment of $750.00, and a teacher who has completed twenty-five (25) years of such service shall receive a longevity payment of $1,000.00 dollars.


 


APPENDIX B

Shrewsbury Public Schools

 

Athletic Activities Salary Schedule

 

 

2006-07

 

STEP 1

STEP 2

STEP 3

STEP 4

STEP 5

Football

 

 

 

 

 

 

Head Coach

 

$5,281

$5,720

$6,161

$6,527

$6,894

Assistants

 

$3,393

$3,570

$3,928

$4,095

$4,463

Basketball (B/G)

 

 

 

 

 

 

Head Coach

 

$3,521

$3,815

$4,108

$4,546

$5,134

Assistants

 

$2,200

$2,529

$2,640

$2,934

$3,373

Baseball (B/G)

 

 

 

 

 

 

Head Coach

 

$3,079

$3,373

$3,814

$4,252

$4,694

Assistants

 

$1,981

$2,274

$2,492

$2,712

$3,227

Softball

 

 

 

 

 

 

Head Coach

 

$3,079

$3,373

$3,814

$4,252

$4,694

Assistants

 

$1,981

$2,274

$2,492

$2,712

$3,227

Track & Field (B/G)

 

 

 

 

 

 

Head Coach

 

$3,079

$3,373

$3,814

$4,252

$4,694

Assistants

 

$1,981

$2,274

$2,492

$2,712

$3,227

X-Country (B/G)

 

 

 

 

 

 

Head Coach

 

$3,079

$3,373

$3,814

$4,252

$4,694

Assistants

 

$1,981

$2,274

$2,492

$2,712

$3,227

Indoor Track (B/G)

 

 

 

 

 

 

Head Coach

 

$3,079

$3,373

$3,814

$4,252

$4,694

Assistants

 

$1,981

$2,274

$2,492

$2,712

$3,227

Crew (Per Season)

 

 

 

 

 

 

Head Coach

 

$3,079

$3,373

$3,814

$4,252

$4,694

Assistants

 

$1,981

$2,274

$2,492

$2,712

$3,227

Field Hockey

 

 

 

 

 

 

Head Coach

 

$3,079

$3,373

$3,814

$4,252

$4,694

Assistants

 

$1,981

$2,274

$2,492

$2,712

$3,227

Soccer (B/G)

 

 

 

 

 

 

Head Coach

 

$3,079

$3,373

$3,814

$4,252

$4,694

Assistants

 

$1,981

$2,274

$2,492

$2,712

$3,227


 

Wrestling

 

 

 

 

 

 

Head Coach

 

$3,079

$3,373

$3,814

$4,252

$4,694

Assistants

 

$1,981

$2,274

$2,492

$2,712

$3,227

Gymnastics

 

 

 

 

 

 

Head Coach

 

$3,079

$3,373

$3,814

$4,252

$4,694

Assistants

 

$1,981

$2,274

$2,492

$2,712

$3,227

Swimming

 

 

 

 

 

 

Head Coach

 

$3,079

$3,373

$3,814

$4,252

$4,694

Assistants

 

$1,981

$2,274

$2,492

$2,712

$3,227

Ice Hockey

 

 

 

 

 

 

Head Coach

 

$3,521

$3,815

$4,108

$4,546

$5,134

Assistants

 

$2,200

$2,529

$2,640

$2,934

$3,373

Golf

 

$1,760

$2,090

$2,288

$2,787

$3,079

Tennis (B/G)

 

$1,760

$2,090

$2,288

$2,787

$3,079

MS Basketball (B/G)

 

$1,255

$1,379

$1,505

$1,630

$1,755

MS X-Country (B/G)

 

$1,255

$1,379

$1,505

$1,630

$1,755

Cheerleading (Per Season)

 

$1,526

$1,724

$1,906

$2,097

$2,288

Trainer (Per Season)

 

$3,079

$3,373

$3,814

$4,252

$4,694

Intramurals

 

$16.51/hour

 

 

 

 

Director

 

$24.17/hour

 

 

 

 

Skiing (B/G)

 

$1,760

$2,090

$2,288

$2,787

$3,079

Volleyball (B/G)

 

 

 

 

 

 

Head Coach

 

$3,079

$3,373

$3,814

$4,252

$4,694

Assistants

 

$1,981

$2,274

$2,492

$2,712

$3,227

 


APPENDIX B

Shrewsbury Public Schools

 

Athletic Activities Salary Schedule

 

2007-08

 

STEP 1

STEP 2

STEP 3

STEP 4

STEP 5

Football

 

 

 

 

 

 

Head Coach

 

$5,413

$5,863

$6,315

$6,690

$7,067

Assistants

 

$3,477

$3,659

$4,026

$4,198

$4,574

Basketball (B/G)

 

 

 

 

 

 

Head Coach

 

$3,609

$3,910

$4,210

$4,660

$5,262

Assistants

 

$2,255

$2,592

$2,706

$3,007

$3,457

Baseball (B/G)

 

 

 

 

 

 

Head Coach

 

$3,156

$3,457

$3,909

$4,359

$4,811

Assistants

 

$2,030

$2,330

$2,554

$2,780

$3,308

Softball

 

 

 

 

 

 

Head Coach

 

$3,156

$3,457

$3,909

$4,359

$4,811

Assistants

 

$2,030

$2,330

$2,554

$2,780

$3,308

Track & Field (B/G)

 

 

 

 

 

 

Head Coach

 

$3,156

$3,457

$3,909

$4,359

$4,811

Assistants

 

$2,030

$2,330

$2,554

$2,780

$3,308

X-Country (B/G)

 

 

 

 

 

 

Head Coach

 

$3,156

$3,457

$3,909

$4,359

$4,811

Assistants

 

$2,030

$2,330

$2,554

$2,780

$3,308

Indoor Track (B/G)

 

 

 

 

 

 

Head Coach

 

$3,156

$3,457

$3,909

$4,359

$4,811

Assistants

 

$2,030

$2,330

$2,554

$2,780

$3,308

Crew (Per Season)

 

 

 

 

 

 

Head Coach

 

$3,156

$3,457

$3,909

$4,359

$4,811

Assistants

 

$2,030

$2,330

$2,554

$2,780

$3,308

Field Hockey

 

 

 

 

 

 

Head Coach

 

$3,156

$3,457

$3,909

$4,359

$4,811

Assistants

 

$2,030

$2,330

$2,554

$2,780

$3,308

Soccer (B/G)

 

 

 

 

 

 

Head Coach

 

$3,156

$3,457

$3,909

$4,359

$4,811

Assistants

 

$2,030

$2,330

$2,554

$2,780

$3,308


 

Wrestling

 

 

 

 

 

 

Head Coach

 

$3,156

$3,457

$3,909

$4,359

$4,811

Assistants

 

$2,030

$2,330

$2,554

$2,780

$3,308

Gymnastics

 

 

 

 

 

 

Head Coach

 

$3,156

$3,457

$3,909

$4,359

$4,811

Assistants

 

$2,030

$2,330

$2,554

$2,780

$3,308

Swimming

 

 

 

 

 

 

Head Coach

 

$3,156

$3,457

$3,909

$4,359

$4,811

Assistants

 

$2,030

$2,330

$2,554

$2,780

$3,308

Ice Hockey

 

 

 

 

 

 

Head Coach

 

$3,609

$3,910

$4,210

$4,660

$5,262

Assistants

 

$2,255

$2,592

$2,706

$3,007

$3,457

Golf

 

$1,803

$2,142

$2,345

$2,856

$3,156

Tennis (B/G)

 

$1,803

$2,142

$2,345

$2,856

$3,156

MS Basketball (B/G)

 

$1,286

$1,414

$1,542

$1,671

$1,799

MS X-Country (B/G)

 

$1,286

$1,414

$1,542

$1,671

$1,799

Cheerleading (Per Season)

 

$1,564

$1,767

$1,954

$2,150

$2,345

Trainer (Per Season)

 

$3,156

$3,457

$3,909

$4,359

$4,811

Intramurals

 

$16.93/hour

 

 

 

 

Director

 

$24.78/hour

 

 

 

 

Skiing (B/G)

 

$1,803

$2,142

$2,345

$2,856

$3,156

Volleyball (B/G)

 

 

 

 

 

 

Head Coach

 

$3,156

$3,457

$3,909

$4,359

$4,811

Assistants

 

$2,030

$2,330

$2,554

$2,780

$3,308

 


APPENDIX B

Shrewsbury Public Schools

 

Athletic Activities Salary Schedule

 

2008-09

 

STEP 1

STEP 2

STEP 3

STEP 4

STEP 5

Football

 

 

 

 

 

 

Head Coach

 

$5,602

$6,068

$6,536

$6,924

$7,314

Assistants

 

$3,599

$3,787

$4,167

$4,345

$4,734

Basketball (B/G)

 

 

 

 

 

 

Head Coach

 

$3,735

$4,047

$4,358

$4,823

$5,446

Assistants

 

$2,334

$2,683

$2,800

$3,112

$3,578

Baseball (B/G)

 

 

 

 

 

 

Head Coach

 

$3,267

$3,578

$4,046

$4,511

$4,980

Assistants

 

$2,101

$2,412

$2,644

$2,877

$3,424

Softball

 

 

 

 

 

 

Head Coach

 

$3,267

$3,578

$4,046

$4,511

$4,980

Assistants

 

$2,101

$2,412

$2,644

$2,877

$3,424

Track & Field (B/G)

 

 

 

 

 

 

Head Coach

 

$3,267

$3,578

$4,046

$4,511

$4,980

Assistants

 

$2,101

$2,412

$2,644

$2,877

$3,424

X-Country (B/G)

 

 

 

 

 

 

Head Coach

 

$3,267

$3,578

$4,046

$4,511

$4,980

Assistants

 

$2,101

$2,412

$2,644

$2,877

$3,424

Indoor Track (B/G)

 

 

 

 

 

 

Head Coach

 

$3,267

$3,578

$4,046

$4,511

$4,980

Assistants

 

$2,101

$2,412

$2,644

$2,877

$3,424

Crew (Per Season)

 

 

 

 

 

 

Head Coach

 

$3,267

$3,578

$4,046

$4,511

$4,980

Assistants

 

$2,101

$2,412

$2,644

$2,877

$3,424

Field Hockey

 

 

 

 

 

 

Head Coach

 

$3,267

$3,578

$4,046

$4,511

$4,980

Assistants

 

$2,101

$2,412

$2,644

$2,877

$3,424

Soccer (B/G)

 

 

 

 

 

 

Head Coach

 

$3,267

$3,578

$4,046

$4,511

$4,980

Assistants

 

$2,101

$2,412

$2,644

$2,877

$3,424


 

Wrestling

 

 

 

 

 

 

Head Coach

 

$3,267

$3,578

$4,046

$4,511

$4,980

Assistants

 

$2,101

$2,412

$2,644

$2,877

$3,424

Gymnastics

 

 

 

 

 

 

Head Coach

 

$3,267

$3,578

$4,046

$4,511

$4,980

Assistants

 

$2,101

$2,412

$2,644

$2,877

$3,424

Swimming

 

 

 

 

 

 

Head Coach

 

$3,267

$3,578

$4,046

$4,511

$4,980

Assistants

 

$2,101

$2,412

$2,644

$2,877

$3,424

Ice Hockey

 

 

 

 

 

 

Head Coach

 

$3,735

$4,047

$4,358

$4,823

$5,446

Assistants

 

$2,334

$2,683

$2,800

$3,112

$3,578

Golf

 

$1,867

$2,217

$2,427

$2,956

$3,267

Tennis (B/G)

 

$1,867

$2,217

$2,427

$2,956

$3,267

MS Basketball (B/G)

 

$1,331

$1,463

$1,596

$1,729

$1,862

MS X-Country (B/G)

 

$1,331

$1,463

$1,596

$1,729

$1,862

Cheerleading (Per Season)

 

$1,619

$1,829

$2,022

$2,225

$2,427

Trainer (Per Season)

 

$3,267

$3,578

$4,046

$4,511

$4,980

Intramurals

 

$17.52/hour

 

 

 

 

Director

 

$25.65/hour

 

 

 

 

Skiing (B/G)

 

$1,867

$2,217

$2,427

$2,956

$3,267

Volleyball (B/G)

 

 

 

 

 

 

Head Coach

 

$3,267

$3,578

$4,046

$4,511

$4,980

Assistants

 

$2,101

$2,412

$2,644

$2,877

$3,424


APPENDIX C

Shrewsbury Public Schools

Department Directors’ Salary Schedule

Group I     K-12 Directors

2006-07

 

 

 

 

 

STEP 1

STEP 2

STEP 3

STEP 4

STEP 5

STEP 6

$5,511

$6,140

$6,927

$7,478

$8,266

$8,916

 

 

 

 

 

 

2007-08

 

 

 

 

 

STEP 1

STEP 2

STEP 3

STEP 4

STEP 5

STEP 6

$5,649

$6,294

$7,100

$7,665

$8,473

$9,139

 

 

 

 

 

 

2008-09

 

 

 

 

 

STEP 1

STEP 2

STEP 3

STEP 4

STEP 5

STEP 6

$5,847

$6,514

$7,348

$7,933

$8,769

$9,459

 

Group II Secondary Directors with 8 or more staff members

Middle School Curriculum Coordinators

2006-07

 

 

 

 

 

STEP 1

STEP 2

STEP 3

STEP 4

STEP 5

STEP 6

$5,300

$5,875

$6,072

$7,153

$7,907

$8,556

 

 

 

 

 

 

2007-08

 

 

 

 

 

STEP 1

STEP 2

STEP 3

STEP 4

STEP 5

STEP 6

$5,432

$6,022

$6,224

$7,332

$8,105

$8,770

 

 

 

 

 

 

2008-09

 

 

 

 

 

STEP 1

STEP 2

STEP 3

STEP 4

STEP 5

STEP 6

$5,623

$6,233

$6,442

$7,589

$8,388

$9,077

 

Group III Secondary Directors with less than 8 staff members

2006-07

 

 

 

 

 

STEP 1

STEP 2

STEP 3

STEP 4

STEP 5

STEP 6

$3,918

$4,669

$4,970

$5,572

$6,174

$6,824

 

 

 

 

 

 

2007-08

 

 

 

 

 

STEP 1

STEP 2

STEP 3

STEP 4

STEP 5

STEP 6

$4,016

$4,785

$5,095

$5,712

$6,328

$6,994

 

 

 

 

 

 

2008-09

 

 

 

 

 

STEP 1

STEP 2

STEP 3

STEP 4

STEP 5

STEP 6

$4,156

$4,953

$5,273

$5,911

$6,550

$7,239

 

 


Group IV        Other Directors

K-12 Director of Technology (school year plus 25 days)

2006-2007                   2007-2008                   2008-2009

$19,402                       $19,887                       $20,583

 

K-12 Director of Health, Physical Education and Family/Consumer Science  (school year plus 10 days)

 

2006-07

 

 

 

 

 

STEP 1

STEP 2

STEP 3

STEP 4

STEP 5

STEP 6

$8061

$8690

$9477

$10,028

$10,816

$11,466

 

 

 

 

 

 

2007-08

 

 

 

 

 

STEP 1

STEP 2

STEP 3

STEP 4

STEP 5

STEP 6

$8263

$8907

$9667

$10,279

$11,086

$11,753

 

 

 

 

 

 

2008-09

 

 

 

 

 

STEP 1

STEP 2

STEP 3

STEP 4

STEP 5

STEP 6

$8552

$9219

$10,005

$10,639

$11,474

$12,164

 

Director of Athletics (school year plus 10 days and evening and weekend supervision)

2006-2007                   2007-2008                   2008-2009

$11,094                       $11,371                       $11,769

 

Preschool Director (school year plus 30 days)

2006-2007                   2007-2008                   2008-2009

$15,045                       $15,421                       $15,961

 

During the 2004-2005 school year the SEA and the School Committee agree to review the position and compensation for the position of Preschool Director.

 

C.        Work Year and Work Hours

 

The work year for directors/coordinators in Categories I, II, and III and the Director of Athletic shall be one hundred ninety-seven (195) days.  The work year for the Director of Instructional Technology shall be two hundred ten (210) days, two hundred fifteen (215) days for the Director of the Preschool.

 

Directors/coordinators will work one hundred eighty-five (185) teacher days plus their allotment of administrative days (e.g., personnel recruitment and hiring, Leadership Conference: two (2) days in August).  Directors may request from the Superintendent additional days at their per diem for special projects or extraordinary personnel activity.

 


The workday of the department director shall be the length of the teacher day and whatever additional time is necessary for the performance of the department director’s duties.

 

Directors in Categories I and II will not be scheduled to teach more than two (2) classes (40% FTE) and Directors in Category III will not be scheduled to teach more than three (3) classes (60% FTE).  Effective with the 2004-2005 school year Directors with more than twenty (20) teachers will have the above teaching loads reduced by one (1) class.

 

D.        Stipends

 

K-12 Directors, Elementary Curriculum Content Coordinator and Elementary Traveling Media Specialist. will receive a travel stipend of $350.

Secondary Directors will be reimbursed for travel expenses in accordance with the

mileage reimbursement rate in effect in the school department.


APPENDIX D

Shrewsbury Public Schools

Extra Duty Assignments

 

 

High School Stipends

 

 

 

Position

2006-07

2007-08

2008-09

Senior Class Advisor

$1,159

$1,188

$1,229

Junior Class Advisor

$1,043

$1,070

$1,107

Sophomore Class Advisor

$754

$773

$800

Freshman Class Advisor

$696

$713

$738

Yearbook Advisor

$2,607

$2,672

$2,766

Assistant Yearbook Advisor (HS/MS)

$580

$595

$616

High School Activities Coordinator

$3,000

$3,075

$3,183

Head Debate and Speech

$4,700

$5,400

$6,200

Assistant Debate and Speech

$2,100

$2,500

$2,900

SAT Prep Course (Math)

$2,523

$2,697

$2,871

SAT Prep Course (English)

$3,219

$3,441

$3,663

PM High School (35 Weeks)

$6,212

$6,367

$6,590

Varsity Math Team Coach

$696

$713

$738

Freshman Math Team Coach

$638

$653

$676

High School Science Club

$754

$773

$800

Telecom Supervisor (HS)

$7,824

$8,020

$8,301

Excelsior Writing

$232

$237

$246

Excelsior Art

$232

$237

$246

National Honor Society Director

$869

$891

$922

National Art Honor Society

$869

$891

$922

National French Honor Society

$869

$891

$922

Tri-M Music Honor Society

$869

$891

$922

Quill and Scroll Honor Society

NA

$891

$922

Student Council Advisor

$869

$891

$922

Student Advisory Committee Advisor

$869

$891

$922

Coordinator of Preservice Training-HS

$1,159

$1,188

$1,229

DREAM Team Advisor

$580

$595

$616

DREAM Team Assistant Advisor

$232

$237

$246

ELNA/SHS Outreach

$580

$595

$616

Academic Decathlon

$1,159

$1,188

$1,229

Town Crier (HS newspaper)

$1,600

$1,640

$1,697

Special Peer Connections (2)

$580

$595

$616

Political Action Group

$580

$595

$616

Mentoring Volunteer Program (HS) (2)

$869

$891

$922

Senior Exhibition Advisor

$324

$332

$344

Coordinator-Senior Exhibition

$866

$888

$919

Gay Straight Alliance

$232

$237

$246

Donor Awareness Group

$232

$237

$246

Sports Management

$580

$595

$616

New Entrance Assistance Team (2)

$580

$595

$616

Amnesty International

$232

$237

$246

Anime Club

$232

$237

$246

HS Chess Club

$232

$237

$246

Black History Project

$580

$595

$616

Outdoors Club (2)

$232

$237

$246

Model U.N.

$580

$595

$616

 

 

 

 

Middle School Stipends

 

 

 

Position

2006-07

2007-08

2008-09

Middle School Yearbook Advisor

$869

$891

$922

Assistant Yearbook Advisor (HS/MS)

$580

$595

$616

Coordinator of Preservice Training-MS

$1,159

$1,188

$1,229

Peer Mediation Advisor (MS) (2)

$580

$595

$616

ELNA (MS) (2)

$290

$297

$307

Student Voice Advisor (MS) (2)

$232

$237

$246

SMS Times (MS newspaper)

$232

$237

$246

Science Olympiad MS

$869

$891

$922

Grade 8 Advisor (MS) (2)

$580

$595

$616

MS Chess Club Advisor

$290

$297

$307

MS Cheerleading Advisor

$232

$237

$246

MS Math Counts

$290

$297

$307

MS Knowledge Master Open

$290

$297

$307

MS Speech & Debate

$869

$891

$922

Oak Saturday School

$29 per hr.

$31 per hr.

$33 per hr.

 

 

 

 

Elementary School Stipends

 

 

 

Position

2006-07

2007-08

2008-09

Coordinator of Preservice Training-Elem

$1,159

$1,188

$1,229

Student Council (4 Elementary Schools)

$232

$237

$246

 

 

 

 

District Wide Stipends

 

 

 

Position

2006-07

2007-08

2008-09

DI Coordinator

$2,317

$2,375

$2,459

DI Assistant

$580

$595

$616

 

 

 

 

Visual Art

 

 

 

Visual Art Displays/Competitions (MS & HS)

$376

$386

$399

Visual Art Displays/Competitions (Elem.)

$290

$297

$307

 

 

 

 

Music/Drama Stipends

 

 

 

HS Marching/Pep Band

$2,171

$2,226

$2,304

HS Concert Band/Wind Ensemble

$1,448

$1,485

$1,537

HS Jazz Band

$1,448

$1,485

$1,537

HS A Capella Choir

$1,448

$1,485

$1,537

HS Concert Choir

$1,448

$1,485

$1,537

Freshman Girls' Choir

$1,448

$1,485

$1,537

HS Orchestra

$1,448

$1,485

$1,537

HS Drama Coach (Fall)

$2,029

$2,079

$2,152

HS Assistant Drama Coach (Fall)

$866

$888

$919

Oak Band/Marching 8

$621

$637

$659

Oak Band 7

$476

$488

$505

Oak Jazz Band

$521

$534

$553

Oak Chorus 8

$476

$488

$505

Oak Chorus 7

$476

$488

$505

Oak Select Chorus

$521

$534

$553

Oak Orchestra 8

$476

$488

$505

Oak Orchestra 7

$476

$488

$505

Oak Musical (2)

$1,391

$1,426

$1,476

Oak Drama

$866

$888

$919

Sherwood Band 6

$376

$386

$399

Sherwood Band 5

$376

$386

$399

Sherwood Chorus 6

$376

$386

$399

Sherwood Chorus 5

$376

$386

$399

Sherwood Orchestra 6

$376

$386

$399

Sherwood Orchestra 5

$290

$297

$307

Sherwood Musical (2)

$866

$888

$919

Sherwood Drama

$521

$534

$553

Elementary Chorus Gr. 4

$290

$297

$307

 

 

 

 

Annual HS Musical

 

 

 

     Director

$3,478

$3,565

$3,690

     Vocal Coach/Pianist

$3,000

$3,075

$3,183

     Orchestra Director

$500

$513

$531

     Set Design/Construction

$1,739

$1,783

$1,845

     Choreographer

$1,739

$1,783

$1,845

     Artistic Design

$765

$784

$811

     Costume

$765

$784

$811

     Technical Director

$1,200

$1,230

$1,273

     Assistant Technical Director

$500

$513

$531

     Production Manager

$500

$513

$531

 

 

 

 

Stipendiary Positions

 

Each school year prior to October 1 representatives of the Association and School Committee will develop a list of positions for the school year with stipends based upon the following hourly rates:

 

2006-2007     $29.00

2007-2008     $31.00

2008-2009     $33.00

 

Professional Development Presenters

 

Employees covered under this Agreement and who agree to serve as a presenter during a designated Professional Development Day shall receive a stipend within the range of $40$240 per session.  Starting with the 2007-2008 school year, the stipend will be within the range of $45$240 per session.  The specific stipend amount includes preparation time that is done outside of the person's normal work day as well as for the time presenting.  This stipend range will also be used to compensate staff that present at the required after-school mentoring sessions for mentors and new teachers.  The Assistant Superintendent will review the specific needs for the topic and determine the specific stipend for each session.  The employee will be made aware of the stipend amount prior to commencing work on the project.

 

 

 

 

 

Lead Teacher with the following language:

 

The position of Lead Teacher receives a $5,000 annual stipend.  The work day for the lead teacher includes thirty (30) minutes before and after the regular contractual teacher work day as described in Article III.  In addition, the stipend includes five (5) extra workdays beyond the one hundred eighty-five (185) day teacher work year.

 

Middle School Curriculum Liaison

 

The position of Middle School Curriculum Liaison receives a $2,500 annual stipend.  The work day for the curriculum liaison includes thirty (30) minutes after the regular contractual teacher work day as described in Article III.  In addition, the stipend includes two (2) extra workdays beyond the one hundred eighty-five (185) day teacher work year.

 

In the event one curriculum liaison is responsible for two grade levels, the stipend will be $3750. The additional time, as described above, remains the same.

 

Lead Nurse

 

 

2006-07

2007-08

2008-09

Lead Nurse

annual stipend

annual stipend

annual stipend

 

$2040

$2091

$2164

 

 

 

 

 

 


APPENDIX E

Shrewsbury Public Schools

 

School Nurse Salary Schedule

 

 

A.        All school nurses with bachelors degrees or more shall be compensated on the teachers’ salary schedule according to their placement under the 1999-2000 collective bargaining agreement.  Non-degreed nurses shall be compensated as follows (the work day/work year is that of the degreed school nurses as stated in Article III, Section B-1).

 

 

Step

 

School Year

2006-07

School Year

2007-08

School Year

2008-09

1

$27,832

$28,528

$29,526

2

$30,245

$31,001

$32,086

3

$31,558

$32,347

$33,479

4

$32,900

$33,723

$34,903

5

$34,199

$35,054

$36,280

6

$35,483

$36,370

$37,643

7

$36,825

$37,746

$39,067

8

$38,124

$39,077

$40,444

9

$39,422

$40,408

$41,822

10

$41,333

$42,367

$43,850

11

$42,690

$43,757

$45,289

12

$44,616

$45,731

$47,332

13

$46,556

$47,720

$49,390

14

$48,497

$49,709

$51,449

15

$50,437

$51,698

$53,507

16

$52,378

$53,687

$55,567

 

 

 

 

 

 


APPENDIX F

Shrewsbury Public Schools

 

New Teacher Mentoring/Orientation

 

 

The Shrewsbury School Committee (hereinafter “Committee”) and the Shrewsbury Education Association (hereafter “SEA”) agree as follows:

 

Both parties recognize the need to properly orient new staff members to the requirement and expectations  of the Shrewsbury Public Schools.  In recognition of this need, therefore, it is agreed as follows:

 

1.         There will be a new staff orientation program prior to the start of the school year. The length of the orientation program will be up to two days.  The SEA will be informed of the specific days of the orientation program prior to the end of the school year. At the time of hire the new staff member will be informed of the dates and the responsibility to attend the orientation program.  Attendance at the orientation program is a professional obligation.  There is no compensation associated with attendance at the orientation program.

 

2.         The President of the SEA (or designee) will be provided time on the orientation program agenda to address the new staff.  This time will also allow for the review and completion of paperwork required to process SEA membership.

 

3.         Prior to orientation, the SEA will be provided with a list of the names and school department of each of the new staff members.

 

4.         In addition to these orientation‑related activities all new staff will be assigned a mentor or coach to assist the new employee in their first year of employment in the district.  The mentor program and responsibilities will be part of the new staff orientation program.  No later than at the new staff orientation meetings, a schedule of required after‑school mentor / new teacher district‑wide meetings will be provided to each new staff member. Mentors will be scheduled to attend one of the two new staff orientation days.  Efforts will be made to schedule the mentors only for the portion of the one day that is related to the mentor / new teacher role.  A mentor who is unable to attend the orientation day session due to personal and/or family scheduling conflicts must inform the Director of Human Resources of the anticipated absence.

 

5.         Districts are required by the Department of Education to develop and offer a Teacher Induction Program that is designed to support new teachers in their entry to the profession.  Induction programs must include ongoing orientation and provide mentors who will work with new teachers.

 

6.   Mentor Teacher Responsibilities:  Provide one‑to‑one support to a new staff member by meeting at least weekly and being available to provide support as needed; participate in mentor training and new teacher orientation (see item 4 above); encourage new staff members to observe classes of master teachers; complete peer observations and provide informal feedback to the new staff member.  Attend Advocacy Team Meeting with new teacher and evaluator.

 


7.         Excluding mentor / new teacher activities associated with the new staff orientation program, the number of district ‑wide after‑school meetings for mentors and new teachers will not exceed four (4) per year.  The total number of hours for the four meetings will not exceed ten (10) Hours. Attendance at these meetings is a professional responsibility of the new staff member and there is no compensation associated with such attendance for the new staff members. PDP's will be granted to proteges for attendance and completion of a reflective journal.

 

8.         The mentor program planning committee will include representation from the SEA.  Among the responsibilities of the planning committee is to make necessary adjustments in the mentor program to best meet the needs of both new staff members and mentors. Attempts will be made to differentiate the mentor program for those new staff that are new to both Shrewsbury and teaching versus those educators who are experienced and primarily need information relative to the practices and policies associated with the Shrewsbury Public Schools.

 

9.         As required by the Department of Education, individuals who serve as mentors are required to receive training as a mentor. It is agreed that this initial training will not need to be duplicated for each year the individual serves as a mentor. Individuals who complete the mentor training program will be compensated at the after‑school professional rate.  Mentors will attend four (4) Mentor / New Teacher District Meetings, the Advocacy Team Meeting and ongoing meetings with the new teacher.   Mentors and new teachers will be compensated for any additional after‑school meetings called by the administration.

 

10.       Mentors will be responsible for providing support to the new staff member for such activities as:

 

1.   observing, assessing, guiding, and coaching

      2.   modeling and reflecting on good teaching/learning practice

3.   connecting the new staff member to other district and/or community resources as needed

4.   during the Advocacy Team Meetings

 

11.       Facilitators/Presenters at the mentor training sessions, orientation, sessions or

district‑wide meetings will be compensated at the Professional Development Presenters stipend range as outlined in Appendix D for time presenting and preparing.

 

12.       Compensation for mentors will be:

 

1. $   700 for mentoring one (1) new staff

2. $1,100 for mentoring two (2) new staff

 

13.       Mentor / new teacher matches will be made as soon as possible after the hire of the new teacher.  Mentors should have professional status, be of the same discipline and grade level as the new teacher if at all possible.

 

14.       Human Resource Manager or designee and a SEA Representative will review the mentor / new teacher matches to determine if a workable match has been attained.

                                                                                                                                              


Appendix G

Side Letters

 

GUIDELINES COMPENSATORY TIME (RE: FACULTY MEETINGS)

 

Per Article III, B, 3 of the SEA contract, the twice­monthly staff meetings represent consolidated time from the portions of the contractual teacher day before or after the student day. For each hour of staff meeting time teachers may use 30 minutes of their contractual day time by coming in later or leaving earlier (within the two-week window between faculty meetings). This 30-minutes is referred to as compensatory time.

 

The 30 minutes of compensatory time can only be used for the portion of the teacher work-day before/after the regular academic day. The thirty minutes needs to be used within the two-week window between the faculty meetings. The compensatory time cannot be accrued from month to month. The use of compensatory time must be arranged in advance (i.e. a teacher who is running late for work may not call in indicating compensatory time is being used) .

 

Some schools require teachers to report 30 minutes before the start of the academic day and remain 15 minutes after dismissal time, while other schools require staff to report 15 minutes before and remain 30 minutes after dismissal time. Regardless of the individual schedule that is followed in each building, the use of compensatory time is limited to one 30-minute block every two weeks between the faculty meetings or two 15-minute blocks every two weeks between faculty meetings.

 

When a teacher utilizes compensatory time, she/he should notify the secretary at the pre-school, elementary and middle school level, and the department director at the high school so the office is aware that the teacher will not be in the building. Neighboring classroom teachers should work as teams to provide coverage on an as needed basis, (that is, during arrival or dismissal, one teacher would watch her/his class and open the door to the class next door to supervise those students). If a teacher is scheduled for a duty during this timeframe the teacher needs to secure duty coverage as well. If a teacher has difficulty with arranging supervision with a colleague, the appropriate supervisor should be contacted.

(May 24, 2005)

 


SHERWOOD MIDDLE SCHOOL AGREEMENT

 

The purpose of this agreement is to clarify the role of the Sherwood Middle School teachers during the 15 minutes (7:40 a.m. - 7:55 a.m.) before school that teachers are required by contract to be in the building.

 

Consistent with mission of Sherwood Middle School, the intent is to provide a safe and welcoming environment for students. Students are allowed to arrive in classrooms between 7:40 a.m. and 7:55 a.m. (Arrival after 7:55 a.m. is considered late for school).

 

In order to provide for general supervision of students in hallways and classrooms it is expected that teachers will make an effort to be in or near their classrooms as students arrive between 7:40 a.m. and 7:55 a.m.

 

However, it is recognized that teachers may also need to utilize some of this time to carry out other responsibilities such as meeting with parents, preparing materials, taking photo copies, or meeting with teacher colleagues.

 

While teachers are not required to be in their classrooms during this 15-minute period, it is the goal to provide an informal system of supervision of students. Respecting the professionalism of the Sherwood staff it is expected a teacher will intervene as necessary to keep a safe environment in the building, regardless if the student(s) is assigned to that particular teacher's classroom or not.

 

 

(Thomas Kennedy)_________________________________

For the Shrewsbury Public Schools

         12/8/04

 


OAK MIDDLE SCHOOL AGREEMENT

 

The purpose of this agreement is to clarify the role of the Oak Middle School teachers during the 15 minutes (7:30 a.m. - 7 :45 a.m. *) before school that teachers are required by contract to be in the building.

 

Consistent with the mission of Oak Middle School, the intent is to provide a safe and welcoming environment for students. Students are allowed to arrive in classrooms between 7:30 a.m. and 7:45 a.m. (arrival after 7:45 a.m.* is considered late for school).

 

In order to provide for general supervision of students in hallways and classrooms it is expected that teachers will make an effort to be in or near their classrooms as students arrive between 7:30 a.m. and 7:45 a.m.

 

However, it is recognized that teachers may also need to utilize some of this time to carry out other responsibilities such as meeting with parents, preparing materials, making photo copies, or meeting with teacher colleagues.

 

While teachers are not required to be in their classrooms during this 15-minute period, it is the goal to provide an informal system of supervision of students. Respecting the professionalism of the Oak staff it is expected a teacher will intervene as necessary to keep a safe environment in the building, regardless if the student(s) is assigned to that particular teacher's classroom or not.

 

*It is recognized for the 2004/05 school year that a student is not marked late for school until after 7:47 a.m. These additional two minutes were necessary due to late arriving busses.

 

5/19/05

 

Date  5/19/05


MEMORANDUM OF UNDERSTANDING

 

 

Article VI – Teacher Evaluation

 

A Joint Study Committee to meet during the 2006-07 school year to review the current process and make recommendations for modifications by March 1, 2007.  Any such recommended modifications are subject to the approval of the SEA and the COMMITTEE. 

 

Wages

 

For the 2006-07 contract year, professional employees shall be granted a two percent (2%) salary increase to the salaries they received in the 2005-06 school year.  Only teachers at Step 8 of the Salary Schedule in the 2005-06 school year shall receive an annual increment in the 2006-07 school year.  Annual increments shall resume from the 2005-06 level for all employees in the 2007-08 school year. 

 

The Salary Schedules shall be increased in the 2007-08 school year by two and one-half percent (2.5%) and in the 2008-09 school year by the and one-half percent (3.5%). 

 

The current 14th Step of the Salary Schedule shown as Step 12 on the 2006-07 First Day Schedule shall be eliminated for the 2008-09 school year. 

 

 

MEMORANDUM OF AGREEMENT

 

 

            The Shrewsbury School Committee and the Shrewsbury Education Association, by their respective bargaining teams and subject to ratification by their respective bargaining teams, herewith agree to extend their collective bargaining agreement as follows:

 

1.                  Article III.B(1) Work Day – add “At the Middle School the departure time for teachers shall be twenty (20) minutes after the student school day”.

 

2.                  Article III.C(1) Work Year – add a new final paragraph as follows:

 

“Effective for the 2009-2010 school year only, the work year shall be one hundred eighty-three (183) days, broken down as follows:

 

One hundred eighty (180) student days

One (1) professional development day

One (1) parent-teacher conference day

One (1) non-student day at the start of the school year

 

3.                  Article III.C(1) Work Year – add to the second paragraph:

 

“At the High School and for K-12 Specialists  the above schedule shall be modified to substitute a professional development day in place of the parent-teacher conference day”.

 

4.                  Article IV Professional Improvement – add a new “E” as follows:

 

            “E.  In-district Course Credits  “The administration will provide in-district course 

             offerings that are eligible for movement on the salary schedule.  The parties agree     

             to meet for the purposes of bargaining the creation and implementation of the

             program.” 

 

5.                  Appendix A Teacher Salary Schedule, Longevity – add “A teacher who has completed fifteen (15) years of service in the Shrewsbury Public Schools shall receive a longevity payment of $375.00”.

 

Service Year 16-20:                            $375.00

Service Year 21-25:                            $750.00

Service Year 26                                 $1000.00

           

                       

 

 

 

 

6.                  Appendices A, B, C and E:

 

a)         Advancement on the steps of the salary schedule shall occur on the ninety-second (92nd) day of the 2009-2010 school year.  (This effective date shall not affect advancement on salary columns which shall occur at the beginning of the school year.)

b)         The maximum step of the Appendix A schedule shall be increased by two (2%) percent effective on the ninety-second (92nd) day of the 2009-2010 school year.

 

7.                  Except as modified above, and with applicable date changes, the parties’ agreement shall be extended through August 24, 2010.

 

 

In addition to the above contract changes, the parties have also tentatively agreed that teachers at the K-6 levels will not be required to provide comments on report cards in the first trimester, and teachers at the Oak Middle School will not be required to provide narrative comments on the progress reports.

 

The parties agree that in recognition for the delayed step implementation, the District will preserve eleven (11) Unit A positions.  Once the final District budget is approved, the District shall provide to the Union a list of the eleven positions that were preserved as a result of the step delay. 

 

 

 

 

            AGREED the 5th day of March, 2009.

 

 

 

 

_________________________                                  ____________________________

Shrewsbury School Committee                                  Shrewsbury Education Association

Bargaining Team                                                         Bargaining Team

 

 

 

MEMORANDUM OF AGREEMENT

On this 10th day of June, 2010 the Shrewsbury School Committee and the Shrewsbury Education Association, by their respective bargaining teams and subject to ratification by their respective bargaining teams, herewith agree to extend their collective bargaining agreement as follows:

ARTICLE III CONDITIONS OF EMPLOYMENT

C.        Work Year

(1)   The work year shall be as follows:

2010/11:182 days, including 180 student days; 1 parent-teacher conference day; 1 non-student day at the start of the school year.

2011/12:182 days, including 180 student days; 1 parent-teacher conference day; 1 non-student day at the start of the school year.

2012/13:184 days, including 180 student days; 2 professional development days; 1 parent-teacher conference day; 1 non-student day at the start of the school year.

Note, at the High School and for K-12 Specialists the above schedule shall be modified to substitute a professional development day in place of the parent-teacher conference day.

ARTICLE III CONDITIONS OF EMPLOYMENT

E.        Working Conditions (2] [b): add the following:

Upon the request of the administration, an employee who voluntarily foregoes a prep period and covers another class shall be paid at the stipendiary rate. It is understood that mutual coverage situations between teachers will not qualify for payment under this provision.

Any teacher who has more than one non-teaching period in his daily schedule will have one of those periods designated as his prep by September 15th for the first half of the year and by February 1st for the second half of the year. It is understood, however, that unforeseen emergencies may arise and in these instances the administration may assign the teacher an alternate assignment on what would ordinarily be his prep period. Special situations may arise [e.g. 1EP meeting requiring attendance of a large number of adults) that require the teacher to use another available block/period during the day for his prep period. In these special situations the administration will provide the teacher with at least five (5) days advance notice of the need to use the designated prep period. It is understood that teachers, especially in team teaching situations, may elect to change their schedule, including prep period times, to accommodate the needs of the specific team - these situations are exempt from the above requirement of designating a specific period as the prep period. Also, when teachers agree among themselves to provide coverage for one another there will be no violation of the spirit of the above language regarding the designation of the prep period.

ARTICLE IV PROFESSIONAL IMPROVEMENT

C. (1)   Tuition Reimbursement

Replace the current language with the following:

Effective with the 2010/11 school year the tuition cost for approved professional improvement courses shall be reimbursed up to a maximum of $600 per school year. Reimbursement will be granted upon submission of a receipt of payment and a course transcript indicating a grade of B or its equivalent. For the purpose of tuition reimbursements, the school year shall commence on July 1 and conclude the following June 30. The start date of a course shall determine the year under which the reimbursement falls. An employee may apply the $600 to one or more courses. Effective with the 2011/12 school year the above $600 reimbursement rate shall be increased to $700. Effective with the 2012/13 school year the $700 reimbursement shall be increased to $800.

Subject to the $600 limitations as indicated above, a pool of $5,000 per year will be made available to those employees at Step 12 of the M+60 salary column. These funds are to be used, subject to the approval of the Superintendent, to reimburse the teacher for the conference/workshop registration cost associated with curriculum-related conferences/workshops utilized for recertification in the primary teaching area of the teacher. It is understood that reimbursement will not include costs for travel, lodging, meals, and/or books/materials.

ARTICLE V LEAVES OF ABSENCE

B.    (6] Association Day

Replace the current maximum total of five (5) school days as follows: 2010/11 - 7 days; 2011/12 - 9 days; 2012/13 - 10 days.

C.    (1) (a) Sick Leave

Replace the current language with the following: Effective with the 2010/11 school year, all employees covered by this Contract shall be granted sick leave not to exceed thirteen (13) days per year. Effective with the 2011/12 school year, all employees covered by this Contract shall be granted sick leave not to exceed fourteen (14) days per year. Effective with the 2012/13 school year, all employees all employees covered by this Contract shall be granted sick leave not to exceed fifteen (15) days per year.

C.    (2) (a) Sick Leave

Replace the current language with the following: Effective with the 2010/11 school year teachers may accumulate Sick Leave to a maximum of one hundred sixty-three (163) days. Effective with the 2011/12 school year teachers may accumulate Sick Leave to a maximum of one hundred seventy-three (173) days. Effective with the 2012/13 school year teachers may accumulate Sick Leave to a maximum of one hundred eighty-five (185) days.

D.    Sick Leave Upon Retirement

Replace the current language with the following: Upon retirement from teaching, in accordance with the rules and regulations of the MTRS, a teacher with a minimum often (10) years of service in the Shrewsbury Public Schools, and who retires at the end of the school year shall be paid for unused accumulated sick days, at his/her per diem rate, up to but not in excess of thirty-five (35) days of unused accumulated sick leave. To be eligible for sick leave buyback the teacher must submit a letter of retirement by December 1 preceding the retirement. For the 2010/11, 2011/12, and 2012/13 school years only, the requirement to retire at the end of the school year will be waived, but if the teacher does not retire at the end of the school year the teacher will be limited to a maximum of thirty (30) per diem days of unused, accumulated sick days. It is understood that a teacher may still elect to retire at a time other than the end of the school year, but effective with the 2013/14 school year such teacher shall not be eligible for sick leave buyback.

G.      Extended Sick Leave Bank

Add new section (5): A study committee will be formed in the fall of 2010 to explore the establishment of a long-term disability plan to replace the Extended Sick Leave bank.

H.      Maternity Leave

Omit section (7) and replace with the following:

N.      (New) Adoption Leave:

An employee covered under this Agreement who adopts a child shall be granted adoption leave as follows: The employee shall be entitled to a leave of absence in accordance with the Family Medical Leave Act (FMLA). While on adoption leave the employee will be allowed to utilize accumulated sick leave for a maximum of six (6) weeks. Any additional adoption leave shall be unpaid. Adoption leave will not be eligible for benefits from the sick leave bank. Any employee requesting adoption leave shall provide proper notification to the Superintendent of Schools at least two months in advance of the date the leave is to begin, if possible. Such notification will include documentation from the adoption agency to confirm the adoption.

O.        (New) Paternity Leave

An employee covered under this Agreement shall be granted paternity leave in order to care for the employee's child after birth as follows. The employee shall be entitled to a leave of absence in accordance with the Family Medical Leave Act (FMLA). While on paternity leave the employee will be allowed to utilize accumulated sick leave for a maximum of six (6) weeks. Any additional paternity leave shall be unpaid. Paternity leave will not be eligible for benefits from the sick leave bank. Any employee requesting paternity leave shall provide proper notification to the Superintendent of Schools at least two months in advance of the date the leave is to begin, if possible. A paternity leave must commence within forty-five (45) calendar days from the date of birth. Such notification shall include medical documentation.

Article XIII Duration

Replace the current language with the following:

This Agreement and its provisions shall be effective August 25, 2010 and shall remain in full force and effect up to and including August 24, 2013.

Appendix A (See Attached)

a)                 Advancement on the steps of the salary schedule shall occur on the ninety-second (92nd) day of the 2010/11 school year. This mid-year step advancement will be effective with the 14th paycheck of the 2010/11 school year. Advancement on the degree salary columns shall occur at the beginning of the school year.

b)                 The maximum step of the appendix A schedule shall be increased by $500, effective with the start of the 2010/11 school year. Employees covered by this contract who are at maximum step at the start of the 2010/11 school year shall receive a one-time payment of $386; payment to be included in the 14th paycheck of the 2010/11 school year.

c)                 Effective with the 2011/12 school year the Appendix A salary schedule shall be increased by 1.0%. Advancement on the step schedule shall occur at the start of the 2011/12 school year. Effective on the last day of the 2011/12 school year and commencing after the last pay period the Appendix A salary schedule shall be increased by 0.5%.

d)                Effective with the 2012/13 school year the Appendix A salary schedule shall be increased by 2.0%. Advancement on the step schedule shall occur at the start of the 2012/13 school year. Effective with the ninety-third (93rd) day of the 2012/13 school year the Appendix A salary schedule shall be increased by 0.5%. This mid-year step advancement will be effective with the 14th paycheck of the 2012/13 school year. Effective on the last day of the 2012/13 school year and commencing after the last pay period the Appendix A salary schedule shall be increased by 0.25%.

Appendices B, C, D and E:

The per cent increases as outlined above for 2011/12 and 2012/13 shall also be applied to Appendices B, C, D and E.

In addition to the above contract changes, the parties have agreed that a study committee shall be formed in the fall of 2010 for the purpose of reviewing the report cards at the Pre K-8 level with the overall goal of streamlining the process.

FOR THE COMMITTEE                                           FOR THE ASSOCIATION

Mark Murray                                                                Lynne Doherty, Co-President

Brian Liporto, Co-President

June 10, 2010                                                                 June 10, 2010

Shrewsbury Public Schools-FY 11 Negotiated SKA Rates

2010-2011 School Year

 

August 30, 2010 - January 20, 2011

Day 1-91

1st to 13th pay

Step

B

B-15

M

M-15

M-30

M-45

M-60

1

$ 41,437

$ 43,368

$ 45,955

$ 47.668

$ 49,538

$ 51,251

$ 53,121

2

$ 42,838

$ 44,630

$ 47,512

$ 49,227

$ 51,095

$ 52,810

$ 54,678

3

$ 44,241

$ 46,110

$ 48.448

$ 50,629

$ 52,498

$ 54,367

$ 55,924

4

$ 45,644

$ 47,512

$ 50,005

$ 52,030

$ 53,901

$ 55,613

$ 57,171

5

$ 47,046

$ 48,914

$ 51,406

$ 53,277

$ 55,146

$ 57,016

$ 58,573

6

$ 49,071

$ 51,095

$ 53,588

$ 55,457

$ 57,326

$ 59,041

$ 60,753

7

$ 52,653

$ 54,210

$ 56,860

$ 58,325

$ 60,598

$ 62,468

$ 64,025

8

$ 54,678

$ 56,393

$ 58,729

$ 61,066

$ 62,935

$ 64,492

$ 66,207

9

$ 56,704

$ 58,417

$ 61,221

$ 63,091

$ 64,960

$ 66,674

$ 68,231

10

$ 60,443

$ 62,000

$ 65,271

$ 66,829

$ 68,543

$ 69,790

$ 71,658

11

$ 62,468

$ 64,181

$ 66,985

$ 68,699

$ 70,724

$ 72,438

$ 74,463

12

$ 70,390

$ 72,298

$ 74,668

$ 77.064

$ 79,766

$ 80,720

$ 82,626

 

 

 

 

 

 

 

 

2010-2011 School Year

 

January 21-June 16, 2011

 

Day 92-182

14th to 26th pay

Step

B

B-15

M

M-15

M-30

M-45

M-60

1

$ 41,437

$ 43,368

$ 45,955

$ 47,668

$ 49,538

$ 51,251

$ 53,121

2

$ 42,838

$ 44,630

$ 47,512

$ 49,227

$ 51,095

$ 52,810

$ 54,678

3

$ 44,241

$ 46,110

$ 48,448

$ 50,629

$ 52,498

$ 54,367

$ 55,924

4

$ 45,644

$ 47,512

$ 50,005

$ 52,030

$ 53,901

$ 55,613

$ 57,171

5

$ 47,046

$ 48,914

$ 51,406

$ 53,277

$ 55,146

$ 57,016

$ 58,573

6

$ 49,071

$ 51,095

$ 53,588

$ 55,457

$ 57,326

$ 59,041

$ 60,753

7

$ 52,653

$ 54,210

$ 56,860

$ 58,325

$ 60,598

$ 62,468

$ 64.025

8

$ 54,678

$ 56,393

$ 58,729

$ 61,066

$ 62,935

$ 64,492

$ 66,207

9

$ 56,704

$ 58,417

$ 61,221

$ 63,091

$ 64,960

$ 66,674

$ 68,231

10

$ 60,443

$ 62,000

$ 65,271

$ 66,829

$ 68,543

$ 69,790

$ 71,658

11

$ 62,468

$ 64,181

$ 66,985

$ 68,699

$ 70,724

$ 72,438

$ 74,463

12

$ 70,390

$ 72,298

$ 74,668

$ 77.064

$ 79,766

$ 80,720

$ 82.626

Note    Step 12 will receive a one-time payment of $386 in the 14th paycheck of the school year

Shrewsbury Public Schools-FY10 Negotiated SEA Rates

2008-2009 School Year

 

 

 

 

 

Step

B

B-15

M

M-15

M-30

M-45

M-60

1

$ 41,437

$ 43,368

$ 45,955

$ 47,668

$ 49,538

$ 51,251

$ 53,121

2

$ 42,838

$ 44,630

$ 47,512

$ 49,227

$ 51,095

$ 52,810

$ 54,678

3

$ 44,241

$ 46,110

$ 48,448

$ 50,629

$ 52,498

$ 54,367

$ 55,924

4

$ 45,644

$ 47,512

$ 50,005

$ 52,030

$ 53,901

$ 55,613

$ 57,171

5

$ 47,046

$ 48,914

$ 51,406

$ 53,277

$ 55,146

$ 57,016

$ 58,573

6

$ 49,071

$ 51,095

$ 53,588

$ 55,457

$ 57,326

$ 59,041

$ 60,753

7

$ 52,653

$ 54,210

$ 56,860

$ 58,325

$ 60,598

$ 62,468

$ 64,025

8

$ 54,678

$ 56,393

$ 58,729

$ 61,066

$ 62,935

$ 64,492

$ 66,207

9

$ 56,704

$ 58,417

$ 61,221

$ 63,091

$ 64,960

$ 66,674

$ 68,231

10

$ 60,443

$ 62,000

$ 65,271

$ 66,829

$ 68,543

$ 69,790

$ 71,658

11

$ 62,468

$ 64,181

$ 66,985

$ 68,699

$ 70,724

$ 72,438

$ 74,463

12

 

 

Step eliminated. Go to Step 13

 

 

 

13

$ 68,520

$ 70,390

$ 72,714

$ 75,063

$ 77,712

$ 78,647

$ 80,516

 

2009-2010 School Year

 

August 31, 2009 - January 26,2010

 

Days 1-91.5

 

Step

B

B-15

M

M-15

M-30

M-45

M-60

1

$ 41,437

$ 43,368

$ 45,955

$ 47,668

$ 49,538

$ 51,251

$ 53,121

2

$ 42,838

$ 44,630

$ 47,512

$ 49,227

$ 51,095

$ 52,810

$ 54,678

3

$ 44,241

$ 46,110

$ 48,448

$ 50,629

$ 52,498

$ 54,367

$ 55,924

4

$ 45,644

$ 47,512

$ 50,005

$ 52,030

$ 53,901

$ 55,613

$ 57,171

5

$ 47,046

$ 48,914

$ 51,406

$ 53,277

$ 55,146

$ 57,016

$ 58,573

6

$ 49,071

$ 51,095

$ 53,588

$ 55,457

$ 57,326

$ 59,041

$ 60,753

7

$ 52,653

$ 54,210

$ 56,860

$ 58,325

$ 60,598

$ 62,468

$ 64,025

8

$ 54,678

$ 56,393

$ 58,729

$ 61,066

$ 62,935

$ 64,492

$ 66,207

9

$ 56,704

$ 58,417

$ 61,221

$ 63,091

$ 64,960

$ 66,674

$ 68,231

10

$ 60,443

$ 62,000

$ 65,271

$ 66,829

$ 68,543

$ 69,790

$ 71,658

11

$ 62,468

$ 64,181

$ 66,985

$ 68,699

$ 70,724

$ 72,438

$ 74,463

12

 

 

Step eliminated. Go to Step 13

 

 

 

13

$ 68,520

$ 70,390

$ 72,714

$ 75,063

$ 77,712

$ 78,647

$ 80,516

 

2009-2010 School Year

 

January 27,2010 - June 16,2010

 

Days 91.5-183

 

Step

B

B-15

M

M-15

M-30

M-45

M-60

1

$ 41,437

$ 43,368

$ 45,955

$ 47,668

$ 49,538

$ 51,251

$ 53,121

2

$ 42,838

$ 44,630

$ 47,512

$ 49,227

$ 51,095

$ 52,810

$ 54,678

3

$ 44,241

$ 46,110

$ 48,448

$ 50,629

$ 52,498

$ 54,367

$ 55,924

4

$ 45,644

$ 47,512

$ 50,005

$ 52,030

$ 53,901

$ 55,613

$ 57,171

5

$ 47,046

$ 48,914

$ 51,406

$ 53,277

$ 55,146

$ 57,016

$ 58,573

6

$ 49,071

$ 51,095

$ 53,588

$ 55,457

$ 57,326

$ 59,041

$ 60,753

7

$ 52,653

$ 54,210

$ 56,860

$ 58,325

$ 60,598

$ 62,468

$ 64,025

8

$ 54,678

$ 56,393

$ 58,729

$ 61,066

$ 62,935

$ 64,492

$ 66,207

9

$ 56,704

$ 58,417

$ 61,221

$ 63,091

$ 64,960

$ 66,674

$ 68,231

10

$ 60,443

$ 62,000

$ 65,271

$ 66,829

$ 68,543

$ 69,790

$ 71,658

11

$ 62,468

$ 64,181

$ 66,985

$ 68,699

$ 70,724

$ 72,438

$ 74,463

12

$ 69,890

$ 71,798

$ 74,168

$ 76,564

$ 79,266

$ 80,220

$ 82,126

All SEA employees will receive their 2009/10 step increase half - way though the school year (January 27, 2010).

All SEA employees at top step (13) will receive a 2% increase half - way through the school year (January 27, 2010).

Step 13 will become step 12.