Silver Lake

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DistrictSilver Lake
Shared Contract District
Org Code7600000
Type of DistrictRegional Secondary
Union AffiliationMTA
Most Recent DocumentContract
Expiring Year2014
Expired Status
Superintendency UnionUnion 31 Silver Lake
Regional HS MembersSilver Lake
Vocational HS Members
CountyPlymouth
ESE RegionSoutheast
Urban
Kind of Communityeconomically developed suburbs
Number of Schools2
Enrollment1903
Percent Low Income Students13
Grade Start7
Grade End12
download pdf version of this document view accessible version of this document Silver Lake

CONTRACT AGREEMENT

between the

SILVER LAKE REGIONAL SCHOOL COMMITTEE

and the

SILVER LAKE EDUCATION ASSOCIATION

Units A, B and C

2011-2014

SILVER LAKE REGIONAL                                  SILVER LAKE EDUCATION

SCHOOL COMMITTEE                                         ASSOCIATION

_________________________________       ____________________________________

Chairperson                                                                President

CONTENTS

Article I

Preamble

1

Article II

Recognition

1

Article III

Grievance Procedure

3

Article IV

Salaries

5

Article V

Teaching Hours and Teaching Load

6

Article VI

Relief from Non Teaching Duties

12

Article VII

Application of the Salary Schedule

13

Article VIII

Teacher Assignments and Transfer

16

Article IX

Promotions

17

Article X

Teacher Evaluation

18

Article XI

Physical Facilities for Teachers

19

Article XII

Use of School Facilities

20

Article XIII

Sick Leave

20

Article XIV

Temporary Leaves of Absence

21

Article XV

Extended Leaves of Absence

23

Article XVI

Sabbatical Leave

25

Article XVII

Protection

26

Article XVIII

Insurance and Annuity Plan

27

Article XIX

Textbooks

28

Article XX

Academic Freedom

29

Article XXI

Payroll Deductions

29

Article XXII

Professional Development and Educational Improvement

30

Article XXIII

General

31

Article XXIV

Duration

32

Article XXV

Reduction in Force

33

Article XXVI

Sick Leave Bank

35

Article XXVII

Longevity Benefit Plan

35

Article XXVIII

Department Chairpersons

36

Article XXIX

Mentors

36

Salary Schedules

Appendices A-l through A-9

 

Teacher Indemnification

Appendix B

 

Policy Regarding Drug and Alcohol Abuse

Appendix C

 

Professional Staff Evaluation Program

Appendix D

 

ARTICLE I

PREAMBLE

Pursuant to the provisions of Section 1781 of Chapter 149 of the General Laws of Massachusetts, this contract is made this 1st day of September, 2011 by the School Committee of the Silver Lake Regional School District (hereinafter referred to as "the Committee") and the Silver Lake Education Association (hereinafter referred to as "the Association"). Recognizing that our prime purpose is to provide education of the highest quality for the children of the Silver Lake Regional School District and that good morale within the staff of the Silver Lake Regional High and Middle Schools is essential to the achievement of that purpose, we the undersigned parties of this contract, declare that:

1.         Under the law of Massachusetts, the Committee, elected by the citizens of the Silver Lake Regional School District and appointed by member Town School Committees, has final responsibility for establishing the educational policies of the Silver Lake Regional School District;

2.        The Superintendent of Schools of the Silver Lake Regional School District (hereinafter referred to as "the Superintendent") has responsibility for carrying out the policies so established;

3.         The teaching staff of the public schools of the Silver Lake Regional School District has responsibility for providing education of the highest possible quality within the classrooms of the schools;

4.         Fulfillment of these respective responsibilities can be facilitated and supported by consultations and free exchange of views and information between the Committee, the Superintendent, and the teaching staff in the formulation and application of policies relating to wages, hours, and other conditions of employment for the teaching staff; and so,

5.         To give effect to these declarations, the following principles and procedures are hereby adopted.

ARTICLE II

RECOGNITION

A.        For the purpose of collective bargaining with respect to wages, hours and other conditions . of employment, the negotiation of collective bargaining agreements and any questions arising thereunder, the Committee recognizes the Association as the exclusive representative of the following professional employees (as such employees are defined in Section 178G of Chapter 149 of the General Laws of Massachusetts) of the Committee.

Unit A. Full time and part-time High School teachers, full time and part-time Middle School teachers, full time and part-time Vocational School teachers, full time or part-time Guidance Counselors, full time and part-time Librarians, Coaches, and Supervisors of extracurricular activities, excluding all other employees.

Part-time Teachers.

a.          This is to mean all those employed under contract and/or for the full year.

b.          Their salary shall be equal to that percentage of the salary schedule that they work. (i.e. A teacher who works 1/3 day shall receive 1/3 of the proper salary step.)

c.          Their sick leave shall be allotted proportional to the length of the workday.

d.         They shall be covered by the same insurance as is offered to the full-time staff.

Unit B. Nurses.        Unless otherwise referred to, the employees in the above Unit A will hereinafter be referred to as "teachers". This contract applies to Unit B only where specifically stated.

Unit C. In-School Suspension/Discipline-Community Service Specialist(s) This contract applies to Unit C only where specifically stated.

B.         As sole collective bargaining agent, the Association will bargain for all employees covered by this contract without regard to race, color, creed, national origin, political activities, association activities, sex, marital status, or previous affiliation with other teacher organizations.

C.         The Committee shall require, as a condition of employment during the term of this Agreement, that employees who are not members of the Association pay a service fee to the Association. Payment of this service fee must be made within thirty (30) days after an employee begins employment or after the effective date of this Agreement, whichever is later. The amount of the service fee is equal to the amount required to become and remain a member in good standing of the Association and its affiliates to which membership fees are paid.

The Association shall comply with the requirements of Mass. Gen. Laws, Ch. 150E, Sec. 12, relating to approval of imposition of an agency service fee and rebate of portions of that fee under certain conditions. The Association shall indemnify and save or hold the Committee harmless against all claims, demands, suits or other form of liability which may arise by reason of any action taken pursuant to this Article.

D.         The Committee and the Association agree that there will be no discrimination in the hiring of employees or in their training, assignment, promotion, transfer, or discipline because of race, color, religion, national origin, political activities, association activities, sex, or marital status.

E.         Except as specifically abridged, delegated, granted, or modified by this contract or any supplement thereto or by Section 178 of Chapter 149 of the General Laws of Massachusetts, all of the rights, powers, and authority held by the Committee, under law, prior to the effective date of this contract are retained by the Committee and the exercise of said rights, powers, and/or authority shall not be subject to the grievance procedure and/or arbitration.

F.         Before the Committee adopts a change in policy which affects wages, hours, or other conditions of employment which is not covered by the terms of this agreement and which has not been proposed by the Association, the Committee will notify the Association in writing that it is considering such a change. The Association will have the right to negotiate with the Committee, provided that it files such a request, in writing, with the Committee within five (5) days after receipt of said notice.

ARTICLE III

GRIEVANCE PROCEDURE

A.         Definitions:

1.         A "grievance" is defined as a complaint by a teacher or group of teachers that as to the complaint there has been a violation, misinterpretation or inequitable application of the provisions of this agreement.

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

B.         Purpose:

The purpose of the procedure set forth hereinafter is to produce prompt and equitable solutions to those problems which from time to time may arise and affect the conditions of employment covered by this contract. The Committee and the Association desire that such procedure shall always be as informal and confidential as may be appropriate for the grievance involved at the procedural level involved; and nothing in this contract shall prevent any such employee from individually presenting any grievance of the employee.

C.        Procedure:

LEVEL ONE:           The aggrieved employee shall present the grievance in writing to his/her principal who shall, within ten (10) school days thereafter, meet with the employee and the said President, Chairperson, or his/her designee in an effort to settle the grievance.

LEVEL TWO:          If at the end of ten (10) school days next following such presentation the grievance shall not have been disposed of to the employee's satisfaction, the employee may, within five (5) school days thereafter, file with the President of the Association, the Chairperson of its Grievance Committee, or his/her designee a written statement of the grievance. Within ten (10) school days thereafter, such statement shall be reviewed with the employee by the said President, Chairperson, of his/her designee, and if after such review the employee shall so desire, the grievance shall forthwith be presented in writing by the employee and the said President, Chairperson, of his/her designee to the Superintendent, who shall, within five (5) school days thereafter, meet with the employee and the said President, Chairperson, or his/her designee in an effort to settle the grievance.

LEVEL THREE:      If at the end of ten (10) school days next following such presentation to the Superintendent the grievance shall not have been disposed of to the employee's satisfaction, the employee may, within five (5) school days thereafter, notify the said President, Chairperson, or his/her designee in writing of the employee's desire to have the grievance presented to the School Committee; and, within five (5) school days following receipt of any such notice, the Grievance Committee of the Association shall meet with said President and the employee to decide whether or not the Association shall present the grievance to the School Committee. If the Grievance Committee shall so vote, the grievance shall forthwith be presented in writing by the Association to the School Committee; and the School Committee shall meet with the Grievance Committee, the said President, and the employee in an effort to settle the grievance at the School Committee's next regularly scheduled meeting.

LEVEL FOUR:         If at the end of twenty (20) school days next following presentation of the grievance in writing to the School Committee the Grievance shall not have been disposed of to the satisfaction of the Association, and if the grievance shall involve the interpretation or application of any provision of this contract, the Association may, by giving written notice to the School Committee within ten (10) school days next following conclusion of such period of twenty (20) school days, present the grievance for arbitration, in which event the School Committee and the Association shall forthwith submit the grievance to the American Arbitration Association (unless the parties shall have agreed to submit the grievance to some other arbitrator) for arbitration in accordance with the applicable rules of said American Arbitration Association. The expense of such arbitration shall be shared equally by the School Committee and the Silver Lake Education Association and the results of said arbitration shall be final and binding upon both parties.

D.       Miscellaneous:

1.         If at the end of the ten (10) school days next following the occurrence of any grievance, or the date of first knowledge of its occurrence by any employee affected by it, the grievance shall not have been presented at Level One of the Procedure set forth in Section C (above), the grievance shall be deemed to have been waived; and any grievance in course under such procedure shall also be deemed to have been waived if the action required to present it to the next level in the procedure shall not have been taken within the time specified therefore by the said Section C.

2.         If any employee covered by this Contract shall present any grievance without representation by the Association, the disposition, if any, of the grievance shall be consistent with the provisions of this Contract; and if the Association shall so desire, it shall be permitted to be heard at each level of the procedure under which the grievance shall be considered.

3.         No written communication, other document, or record relating to any grievance shall be filed in the personnel files maintained by the School Department of the Silver Lake Regional School District for any employee involved in presenting such grievance.

4.         Decisions rendered at levels one through three of the grievance procedure shall be presented in writing setting forth the decisions and reasons therefore and will be transmitted promptly to all parties in interest and to the Chairperson of the Grievance Committee.

5.         A grievance involving more than one school may be initiated at level two in accordance with the time limitations set forth in D-1 above.

6.         In cases of teacher discipline involving suspension or termination from employment the provisions of M.G.L. c. 71, §§ 42 and 42D shall be followed.

7.         This Article is applicable to the employees in Unit B and Unit C.

ARTICLE IV

SALARIES

A.        The salaries of all employees covered by this Agreement are set forth in Appendices A-l through A-9 which are attached hereto and made a part thereof.

B.         All employees covered by this agreement will be paid every other Tuesday beginning with the third (3rd) Tuesday of September or in accordance with the payroll schedule for the following years which is distributed before the end of the school year according to one (1) of the options below. The administration shall distribute a form to each teacher prior to the close of school in June requesting each teacher to select an option for the following school year. Teachers who do not indicate a selection by the close of the school year shall be paid in accordance with Option 2. New teachers shall be asked to make their selection as part of the hiring procedure.

1.         Twenty-one equal payments with the last payment payable by June 30th except under unusual circumstances.

2.          Twenty-six equal payments with the last five payments payable by June 30th except under unusual circumstances.

C.         Teachers included in the bargaining unit if required to work beyond the work year as prescribed in Sections A-1 and A-2 of Article V will be compensated at the rate of one two-hundredth (l/200th) of their annual base salary for every day or part thereof on which they are required to report to work.

D.         If a day's pay is to be deducted, it shall be at the rate of one two-hundredth (l/200th) of the individual's basic salary.

E.         Stipends paid for athletic positions will be paid in one lump sum upon completion of the season and extra curricular positions.

F.         An employee's current sick time will be recorded and submitted to employees on or by September 15 of each year.

ARTICLE V

TEACHING HOURS AND TEACHING LOAD

A.        Work Year

1.        The School year is to be considered as running from last Monday in August through June 30th of the following calendar year and will be no more than one hundred and eighty four (184) days, except for new personnel who may be required to attend two (2) additional orientation sessions. The teacher's work year will begin two workdays immediately preceding the student school year. One of these work days shall be used for professional development. The other of these workdays will be used for preparing the classroom for the opening of school, as well as meetings with the Superintendent and the Principal as well as the Housemaster/Assistant Principal. Two other professional development days will occur during the course of the school year. The final school day will be a half-day for students and include time set aside for duties associated with the normal closing of school for the summer, as determined by the building principal.

2.         Such additional days shall be scheduled on weekdays, other than Labor Day, contiguous to and immediately preceding the first day of school and/or during the school year up to the day immediately following the last day of school. These days will not be scheduled on Fridays, before holiday weekends, or before school vacation periods.

3.         Guidance counselors shall work five (5) additional days before the teachers' work year and five (5) additional days after the teachers' work year. At the discretion of the Superintendent or his designee, any or all of the additional ten (10) days may be worked during the school year.

4.         Section A-1 and A-2 (above) will be applicable to the members of Unit B and Unit C.

B.        Workday

1.         Teachers shall be in their schools at least fifteen (15) minutes before the start of their scheduled workday and remain at least thirty (30) minutes after the close of their scheduled workday Monday through Thursday.

2.         The length of the teachers' workday shall be no more than seven (7) consecutive hours and fifteen (15) minutes Monday through Thursday and seven (7) consecutive hours on Friday including the additional time specified in Section B-1 (above). If the Committee deems it necessary to lengthen the teachers' workday, the additional time to be lengthened shall be negotiated with the Association.

3.         The Committee and the Association recognize and agree that a teacher's responsibility to his/her students and profession generally entails the performance of duties and the expenditure of time beyond the regular workday. To this end, the following conditions of employment shall be effective, except in circumstances beyond the control of the School Committee, in the administration of this Contract.

a.         Teachers may be assigned to detention coverage not to exceed one (1) hour per night. Assignments will be made on a rotation basis. Teachers supervising non-paid co-curricular or extracurricular activities shall not be assigned to detention coverage (unless said activity meets during an activity period). The Principal will determine the existence of co-curricular and extracurricular activities.

b.          Teachers may be required to be present for up to one (1) additional consecutive hour to attend up to three (3) staff or department meetings each month. The limitation on the number of meetings may be exceeded only in emergency situations beyond the control of the administration or for other good and sufficient reason approved in advance by the Principal or his/her Assistant(s).

c.          All teachers shall be required to attend three (3) evening meetings each school year. In addition, each school year parent conferences will be scheduled during a two-week period following the distribution of second term report cards at the Middle School. The guidance staff will schedule team or individual parent/teacher conferences at the parent's request. Teams will also be asked to identify students at risk of failing for guidance counselors to contact the parent or guardian to set up an appointment. Meetings will be scheduled from 1:40 p.m. to 2:25 p.m. each day (1:40 p.m. to 2:10 p.m. on Friday) during that two-week period. Time not scheduled for parent conference will be designated for student assistance. Attendance at all other meetings will be at the option of the individual teacher.

d.          Staff or department meetings (b) will not be scheduled on the same day as evening meetings (c),

4.         The Committee and the Association recognize the specific needs and nature of the position of Guidance Counselor and recognize and agree that a counselor's responsibility generally entails the performance of duties and the expenditure of time beyond the teacher workday as specified in Section B-2 (above). To this end, the following conditions of employment shall be effective.

a.          The Guidance Counselor's workday shall be forty-five (45) minutes more (Monday through Thursday) than the teacher workday as specified in Section B-2 (above). At the discretion of the Superintendent or his/her designee, the current practice on unassigned time may be continued.

b.         The Guidance Counselor's hours during the school year shall include up to the equivalent of two (2) additional extended days or evening meetings per month. Extended days or evening schedules will be established by the Principal of each school and/or the Director of Guidance, in consultation with the Guidance Counselors, but shall be limited to no more than four (4) hours per month.

5.         The Committee and the Association recognize the specific needs and nature of the position of School Librarian. The workday of the librarians shall be thirty (30) minutes longer than the teacher workday as specified in Section B-2 (above) or its equivalent at the discretion of the Principal.

6.         The above Sections B-l, B-2, B-3b, and B-3c will be applicable to the employees in Unit B.

7.         In-School Suspension Specialists shall be in their schools at the start of the scheduled school day and will remain at least fifteen (15) minutes after the close of the scheduled school day. Discipline/Community Service Specialists will have a work week consisting of the same number of hours as the In-School Suspension Specialists but that schedule will include afternoon and Saturday hours. When no students are scheduled or assigned, ISS Specialists may be required to cover classes or perform other professional duties without additional pay.

8.         In-School Suspension Discipline-Community Service Specialists may be required to be present for up to one (1) additional consecutive hour to attend a staff meeting each month.

C.        Teaching Load

1.         When the contractual day is based on a seven (7) period day, each teacher shall not be assigned more than six (6) periods per day, or its equivalent, and not more than five (5) subject teaching periods, or its equivalent, except that teachers of special subjects (Home Economics, Industrial Arts, Physical Education, Health, Reading, Music, Art, Learning Disabilities, Speech specialists, Reading specialists, etc) and Vocational Shop teachers may be assigned to teach a sixth (6th) period in lieu of a supervisory period.

2.         When the contractual day is based on an eight (8) period day, each teacher shall not be assigned more than seven (7) periods per day with the same limitations on the number of subject teaching periods as cited in C.l above. The additional period assigned under an eight (8) period day shall be for coverage of such activities as sustained silent reading, middle school team activities, or a duty.

3.         When the contractual day at the High School is based on a Block Schedule, a teacher will be assigned not more than five (5) teaching periods during each two (2) day cycle as indicated below:

 

Day 1

Day 2

Teaching Periods

2 (86 minutes each)

3: (86 minutes each)

Duty Period

1 (86 minutes)

0

Unassigned Period

1/2 (43 minutes)

1/2 (43 minutes)

Professional Period

1/2 (43 minutes)

1/2 (43 minutes)

Teachers of special subjects (Home Economics, Industrial Arts, Physical Education, Health, Reading, Music, Art, Learning Disabilities, Reading Specialists, and Speech Specialists, etc.) and Vocational Shop Teachers, may be assigned six (6) periods as set forth in Article V, Sections C1 above. Such teachers will have a full unassigned period each day in lieu of a Professional Period. However, such teachers, at their option, may use part of their unassigned period as a Professional Period. Teachers may select/initiate research, curriculum development, cooperative planning or other educationally relevant activity to be performed during their Professional Period subject to the approval/veto of the Principal.

The Administration will provide written verification of participation in activities that may qualify for professional development points including the nature of the activity and the amount of time spent in accordance with Department of Education regulations.

4.          When the contractual day is based on a six (6) period day, in a seven (7) period rotation over seven (7) days, each teacher shall not be assigned more than five (5) periods per day or its equivalent, except that teachers of special Subjects (Home Economics, Practical Arts, Physical Education, Health, Reading, Music, Art, Learning Disabilities, Speech specialists, Reading specialists, etc.) and Vocational Shop teachers may be assigned to teach a sixth (6th) period in lieu of a supervisory period.

5.          Other than as provided in Paragraph C.3 and C.4 above, teachers will have a minimum of the equivalent of one (1) class period each day during which they will not be assigned to any duties. The following exceptions will prevail;

a.          If a teacher who has reported for duty is absent from an assigned period or class or the equivalent due to emergency, illness, or injury; teachers who have an unassigned period or class or the equivalent may be required to cover the class or period. Assignments will be made on a rotating basis.

b.         If a teacher who has reported for duty is required to be absent from an assigned class or period or the equivalent, teachers who have an unassigned class or period or the equivalent may be required to cover the class or period. Assignments will be made on a rotating basis.

c.          Teachers will not leave their building during unassigned professional periods without permission from the building principal.

6.         Teachers will not be required to teach in more than two (2) subject areas (ex. English and Mathematics).

a.          Senior high teachers will not be required to teach courses or classes requiring more than a total of three (3) teaching preparations within said subject area(s) (ex. Algebra I, Algebra II, and Geometry would be considered three preparations). Letters of side agreement signed by both parties shall allow exceptions to this provision and result in a senior high teacher being assigned more than a total of three (3) teaching preparations within a subject area.

b.         The School Committee in making teacher assignments in the High School shall make an attempt to ensure that no teacher shall have more than three (3) level preparations. The decision of the School Committee shall be final.

The Association recognizes the right of the Superintendent/designed to make a final decision in this area which shall not be subject to the grievance procedure. The Association further recognizes that the intent of the contract language is not to increase staff nor would the Association ask for such an increase.

The School Committee herein commits itself to making every effort to adhere to the spirit of this article.

c.          Middle School teachers will not be required to teach more than five (5) classes or groups, except that teachers of special subjects (Computer, Home Economics, Industrial Arts, Physical Education, Health, Reading, Music, Art, Learning Disabilities, Speech specialists, Reading specialists, etc.) and Vocational Shop teachers may be assigned to teach a sixth (6th) period in lieu of a supervisory period. Effective September 1, 2005, if Middle School teachers are required to teach more than five (5) classes or groups, there shall be no supervisory duties.

(1)       Groups are presently designated as being high groups, average groups, or low groups.

(2)       Group designations shall be made by the Principal after conferring with personnel of his/her choosing.

d.         Administration in making teacher assignments in the Middle School shall make an attempt to ensure that no teacher shall have more than three (3) level preparations.

e.          Section 4-c and 4-d (above) apply only to the following subject areas in the Middle School: English, Foreign Language, Mathematics, Science, and Social Studies.

7.         Vocational teachers will not be required to teach more than three (3) subject areas (ex. Trade Science, Drawing, and Trade Mathematics) and not more than a total of six (6) different preparations.

8.         Teachers will have a duty-free lunch period of not less than the length of the regular student lunch period.

9.         Teacher participation in extracurricular activities (ex. clubs, athletic coaching, and similar activities taking place outside the regular workday) will be strictly voluntary, and teachers will be compensated for certain participation in accordance with the provisions of Appendix A.

10.       All coaches shall be required to be CPR certified. The Committee will provide for this training.

11.       The administration may assign from a volunteer list a teacher during his/her preparation period to teach a class period of an absent teacher, This volunteer list shall be updated during the course of the school year. Teachers who volunteer to teach shall be paid $10.00 per class period. This provision is renewable annually at the option of the School Committee.

12.       The Silver Lake Education Association President shall be released from his/her duty period every day except in the case where he/she teaches a block schedule in which case the President shall be relieved from his/her duties every other day to conduct Association business. The conduct of this business shall not interfere with the work of other employees.

D,        Off-Campus Teachers

Off-campus teachers' work schedules shall be the same as the work schedules of teachers regularly assigned to said off-campus building.

ARTICLE VI

RELIEF FROM NON-TEACHING DUTIES

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

B.         Teachers will not be responsible for the bookkeeping involved with or the storage of monies which they have collected.

ARTICLE VII

APPLICATION OF THE SALARY SCHEDULE

A.         Each teacher employed in the Silver Lake Regional School District, as of the effective date of this contract, shall be placed on the Salary Schedule at the step appropriate with his/her degree status, creditable years of experience, and other provisions of this contract. The manner of accomplishing this result is set forth in Sections B through K of this Article.

B.         Full credit, not to exceed nine (9) years, will be given for previous teaching experience (if within 12 years) in the subject area in which he/she is to be employed, upon initial employment. Additional credit of one (1) year may be given for military service, Peace Corps, or business experience upon initial employment. Credit beyond the aforesaid one (1) year may be given at the discretion of the Superintendent if, in his/her opinion, the functions performed while in the military service, Peace Corps, or business warrants it. This Section shall be applicable only to new teachers hired after September 1, 1969.

C.         Teachers with previous teaching experience in the Silver Lake School District may upon returning to the system, if within three (3) years, receive full credit on the salary schedule for all teaching experience. Said teachers may receive full credit for military service, Peace Corps, and business experience, up to the maximum set forth in Section B (above). Up to three (3) years of accumulated unused sick leave days will be restored to returning teachers with the exception of teachers returning from an extended leave of absence pursuant to Article XV, Section F, who shall have their unused accumulated sick leave restored to them upon their return.

D.        Teachers not at the maximum step on the salary schedule applicable to them will advance in annual increments for each full year of employment subject to the following conditions:

1.         At least ninety (90) school days of full-time employment in an academic year will constitute employment for the full year.

2.         The Superintendent may withhold an annual increment in any case where a teacher's evaluations are below a satisfactory level.

E.         To qualify for placement on the Bachelor's degree plus 15 hours level of the basic salary schedule (Appendix A-1), a person must have taken at least fifteen (15) hours of graduate study:

1.         in a degree granting program, or

2.         in the teacher's subject area, or

3.         designed to improve professional competence (such courses must be approved in advance by the Superintendent.) A grade of B-or better must have been received in the course. This shall not prevail in a pass fail system. In that case, a pass grade shall be acceptable.

4.          all credits applied to the Bachelor's degree + 15 hours level of the basic salary schedule (Appendix A.1) must have been earned subsequent to the issuance of the Bachelor's degree.

F.         To qualify for placement on the Master's degree plus 15 hours or the Master's degree plus 30 hours levels of the basic salary schedule (Appendix A-1), a person must have taken at least 15 or 30 hours (whichever applies) of graduate study:

1.         in a degree granting program, or

2.         in the teacher's subject area, or

3.         designed to improve professional competence (such courses must be approved in advance by the Superintendent.) A grade of B-or better must have been received in the course. This shall not prevail in a pass fail system. In that case, a pass grade shall be acceptable.

4.         all credits applied to the Master's degree + 15 or 30 hours (Appendix A-1) must have been earned subsequent to the issuance of the Master's degree.

G.         Certified Vocational School teachers who do not hold a Bachelor's or Master's Degree will receive $400.00 for each fifteen (15) hours of approved credit above certification up to a maximum of $1,200.00 for forty-five (45) or more hours. Such courses must be:

1.         in a degree granting program, or

2.         in the teacher's subject area, or

3.         designed to improve professional competence (such courses must be approved in advance by the Superintendent.) A grade of B-or better must have been received in the course. This shall not prevail in a pass fail system. In that case, a pass grade shall be acceptable.

All certified vocational teachers who earn a degree will continue to receive in three increments the $400.00, $400.00, $400.00 differentials for vocational certification after each 15 hours successfully completed toward vocational certification up to $1,200.00 upon receipt of such certification.

Effective September 1,2008 Vocational Teachers will continue to receive payment as contained in Art. VII, Para. G. Approved graduate level courses earned after September 1, 2008 may be used to advance to the B + 15 salary column. Once the B + 15 column has been obtained, the next approved graduate level courses of 15 credits will result in an additional payment of $500, 30 credits for $1, 000, and 45 credits for $1,500. Once the teacher has moved to the B + 15 salary column the payments as contained in the current Para. G. will cease.

H.        In September of each year, all credits requiring a salary column change will result in an effective date of the beginning of that school year for such salary column change, provided, however, that any teacher affected submits proof of credits earned or the equivalent to the Superintendent by October 1 of the school year in which due compensation shall become effective. During the remainder of the school year, one (1) additional salary column change will be allowed, and will become effective as of January 1 of that school year, provided the teacher submits proof of credits earned or the equivalent to the Superintendent by February 1 st of said school year, and provided further that any teacher anticipating a salary column change to be effective on January 1, so notify the Superintendent in writing on or before October 1 of the school year in which the change is to become effective. A form for the purpose of complying with this section is available at the Central Office of the School District.

I.         Members of Unit B not on the maximum step on the salary schedule (Appendix A-1) applicable to them will advance in annual increments for each full year of employment. At least ninety (90) school days of full-time employment in an academic year will constitute employment for the full year.

J.         At the discretion of the Superintendent credit for prior coaching experience may be given for placement on the Athletic Department Salary Schedule (Appendix A-2). Coaches within the system who move from Freshmen to Assistant positions shall be placed at the salary scale at the lowest step of the new position which would grant them an increase over what they would have received if they had remained in their former position. All coaches will be given a written notification including step placement and salary before the start of the Coaching season.

K.        The Superintendent shall exercise his/her discretion in granting credit for educational background in determining the placement of teachers on the salary schedule.

L.        Pass/Fail courses shall not be considered for lane changes or salary increases if the teacher had the choice of taking the course for a letter grade rather than as a pass/fail course.

ARTICLE VIII TEACHER ASSIGNMENTS AND TRANSFER

A.         Under normal circumstances, teachers will be given in writing their course assignment by the close of the school year; and their complete daily schedule by August 1. Changes may have to be made at a later date due to circumstances unforeseen by the administration. Teachers will be notified of such change promptly.

B.         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 teach subjects outside the scope/areas where they hold active or inactive certification and/or their major or minor fields of study.

C.          In making changes in subject assignment, the convenience and wishes of the individual teacher will be considered to the extent that these do not conflict with the best interests of the school system and the pupils.

D.         Teachers who desire a transfer in subject matter assignment will file a written statement of such desire with the principal of their school not later than April 1. Each statement will include the subject to which the teacher desires to be assigned and the reasons for the request. As soon as practicable, and not later than the close of school, the teacher will be notified by the principal of any action taken in regard to his/her request for transfer.

E.         In making a voluntary or involuntary transfer, a teacher's area of competence, quality of teaching performance, and length of service for the Committee will be considered. In the absence of a significant difference in the above factors as determined by the Committee, seniority shall be the determining factor. An arbitrator shall not substitute his/her judgment for that of the Committee unless it is determined that the Committee has not demonstrated that its decision was made on a reasonable basis.

F.         Volunteers shall be solicited before an involuntary transfer is made.

G.        In making a transfer, the conveniences and wishes of the individual teacher will be honored if these do not conflict with the best interest of the school system and the pupils. An involuntary transfer will be made only after a meeting between the teacher involved and the Superintendent or his/her designee, at which time the teacher will be notified of the reasons for the transfer. Notice of transfer will be given to the teachers as soon as possible and under normal circumstances not later than the end of the school year.

H.        All teacher schedules shall be posted as soon as they are completed.

ARTICLE IX PROMOTIONS

A.         1.        For purposes of this Article, a. promotional position is defined as any position paying a salary differential and/or any position on the administrator-supervisor level, including newly created promotional positions.

2.        An extra compensatory position is defined as any position paying a salary differential which is not considered to be a promotional position including newly created extra compensatory positions.

B.         Whenever any vacancy in a promotional or extra compensatory position occurs during the school year, notice thereof shall be placed on the faculty bulletin board in every school and the Association President shall be sent a copy of said notice as far in advance of the date of filling of the vacancy as soon as possible. The President shall have the responsibility of notifying the Superintendent if the notice has not been posted in any school building. During July and August the President of the Association or his/her designee will be notified.

C.         All teachers will be given adequate opportunity to make application for such positions, and the administration agrees to give due weight to the professional background and attainments of all applicants, the length of time each has been in the school system, and other relevant factors. When, in the opinion of the School Administration, all other factors are substantially equal, preference will be given to qualified teachers already employed by the School District, and each teacher who is a finalist will receive written notification of the action taken by the Superintendent. Any other teacher interviewed who is not a finalist will receive written notification of the fact that the teacher was not selected. The decision of the Superintendent will not be subject to the grievance or arbitration procedure.

D.         Whenever practicable, vacancies will not be filled within two (2) weeks and ordinarily not within thirty (30) days from the date the notice of vacancy is given or mailed to the teachers.

E.         Appointments to promotional or extra compensatory positions will be made without regard to race, color, creed, religion, national origin, sex, age, or marital status.

F.         This article is applicable to the employees in Unit B and Unit C.

ARTICLE X

TEACHER EVALUATION

A.        Formative and Summative Evaluation will be conducted according to guidelines outlined in Appendix D.

1.         All monitoring or observation of the work performance of a teacher will be conducted openly and with the full knowledge of the teacher. No public address or audio system or other device permitting monitoring or observation of work performance shall be employed for the purpose of evaluation.

2.          Teacher performance shall be evaluated in light of all evidence pertinent to the discharge of the teacher's professional responsibilities.

B.         Personnel Files:

1.         A teacher will have the right, upon written request, to review the content of his/her personnel files.

2.         No material originating after original hiring which is derogatory to a teacher's conduct, service, character, or personality will be placed in his/her personnel files unless the teacher has had an opportunity to review the material.

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

b.         The teacher will also have the right to submit a written answer to such material. His/her answer shall be reviewed by the Superintendent and attached to the file copy.

C.         Miscellaneous:

1.         Any official complaints regarding a teacher made to any member of the Committee by, or coming to, the Superintendent or the teacher's building principal from any parent, student, or other person will be promptly called to the attention of the teacher.

2.         The Association recognizes the authority and responsibility of the administration to discipline or reprimand a teacher for delinquency in professional performance. Upon request, a teacher is entitled to have a representative of the Association present at an investigatory interview by a member of the administration if the employee reasonably believes such interview might result in disciplinary action.

3.        No teacher will be disciplined, reprimanded, reduced in compensation, or deprived of any professional advantage without just cause; however, the Association recognizes the right of the Superintendent under law to discharge or not to rehire a teacher without professional teacher status.   It also recognizes the right of the Superintendent not to reappoint coaches, or extracurricular activity advisors.

D.        A committee composed of three representatives appointed by the School Committee and three representatives appointed by the Association shall meet to review the current Unit A evaluation procedures. The Committee's report shall be submitted for ratification by the parties.

ARTICLE XI

PHYSICAL FACILITIES FOR TEACHERS

To the extent feasible in existing buildings without substantial expenditure or remodeling which would reduce instructional areas and in new buildings, the Committee will provide the following facilities;

1.         A communication system so that teachers can communicate with the office from their classrooms in the event of an emergency.

2.         Faculty dining facilities completely separate from student dining facilities.

3.         Teacher work rooms containing adequate equipment and storage area for supplies to aid in the preparation of instructional materials.

4.         A room to be reserved for the exclusive use of the school staff as a faculty lounge. To the extent possible, said room will be in addition to the aforementioned teacher work rooms.

5.         A faculty bulletin board in the faculty lounge in each school for the purpose of displaying notices, circulars, and Association material. Copies of all such material will be given to the Principal prior to posting.

6.         A Safety Committee consisting of an equal number of representatives from the Committee and the Association shall be established at each school building whose responsibilities shall include monitoring environmental conditions in the work place.

ARTICLE XII

USE OF SCHOOL FACILITIES

A.        The Association will have the right, subject to the approval of the Committee, to use school buildings at a cost of $5.00 per activity or meeting. However, the Association will be required to pay for any additional custodial, cafeteria, police, and matron costs resulting due to said activity.

B.         The Association will apply for school use in the same manner and use the same form as prescribed for other groups in requesting use of a school facility.

ARTICLE XIII

SICK LEAVE

A.         Teachers, other than first year teachers, shall be entitled to fifteen (15) days in each school year for absences due to personal illness or injury as of the first day the teacher reports for duty in said school year. This section shall not operate to prevent any teacher from using any accumulated sick leave if he/she is absent due to personal illness or injury at the beginning of the school year.

B.         Sick leave shall accumulate to the extent not used, up to a maximum of two hundred and forty-five (245) days.

C.         A doctor's certificate indicating the nature and continuance of the disability may be required for any absence under this article and shall be furnished, if requested, to the Superintendent or his/her designee if the absence continues for ten (10) consecutive days. A doctor's certificate may be required as a condition of return to service. The Superintendent may require further certification for absence continuing beyond the aforesaid ten (10) consecutive days.

D.         1.        Newly appointed teachers will accumulate sick leave days at the rate of one and one-half (1 1/2) days per month and these days will be available to them on the first day of each month.

2.        Newly appointed teachers shall be reimbursed for any loss in salary caused by not having accrued sufficient sick leave to cover absences by applying credit for any sick leave remaining unused at the end of the first year.

E.         1.        In addition to the absences for personal illness or injury (Section A, above) teachers will be entitled to a maximum of three days leave, to be deducted from sick leave, to be used when serious illness of a member of the immediate family or a member of the permanent household requires personal care by the teacher.

For such leave, a statement of circumstances shall be submitted by the teacher to the Superintendent or his/her designee. More than the above number of days may be granted to the teacher at the discretion of the Superintendent as long as the Superintendent's decision is not subject to the grievance and arbitration procedure.

2.        Employee who takes time off for reason covered by Small Necessities Law may be required to use personal days or accrued sick days.

F.         Teachers shall be paid annually at the end of the work year a lump sum attendance incentive of two hundred fifty dollars ($250) for zero (0) days absent for personal illness during a school year or one hundred dollars ($100) for only one (1) or two (2) days of absence taken for personal illness during a school year.

G.        The above sections A, B, C, D-1, D-2, E and F will be applicable to the members of Unit B.

H.        After one year of employment, Unit C employees shall be entitled to ten (10) days in each school year for absences due to personal illness or injury as of the first day the employee reports for duty in said school year. This section shall not operate to prevent any Unit C employee from using any accumulated sick leave if he/she is absent due to personal illness at the beginning of the school year.

I.         Unit C members shall accumulate to the extent not used, up to a maximum of fifty (50) days.

J.         1.        Newly appointed Unit C members will accumulate sick leave days at the rate of one (1) day per month and the day will be available to them on the first day of each month.

2.        Newly appointed Unit C employees shall be reimbursed for any loss in salary caused by not having accrued sufficient sick leave to cover absences by applying credit for any sick leave remaining unused at the end of the first year.

K.        The above sections C and E will be applicable to the employees in Unit C.

ARTICLE XIV

TEMPORARY LEAVES OF ABSENCE

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

1.        Time for attending meetings or conferences of an educational nature at the discretion of the Superintendent or his/her designee.

2.         Time necessary for appearances in any legal proceeding connected with the teacher's employment or with the school system if the teacher is required by law to attend.

3.         a.         Up to five (5) working days each time there is a death of a teacher's spouse, child, mother or father. At the discretion of the Superintendent and upon written request, additional time may be granted. Such additional time may be deducted from accumulated sick leave.

b.        Up to three (3) days each time there is a death of a teacher's son-in-law, daughter-in-law, father-in-law, mother-in-law, sibling, grandparent, or grandchild. At the discretion of the Superintendent and upon written request, additional time may be granted. Such additional time may be deducted from accumulated sick leave.

4.          Up to three days for personal business under the following conditions:

a.          It is recognized that the absence of the regular teacher from the classroom interrupts the educational process and must therefore be kept to a minimum. It is understood that teachers will make every effort to attend to their personal business on non-teaching days and that requests for personal leave will be submitted only when every effort has been made to schedule personal business so as not to interfere with the teaching commitment.

b.         Such leave will be for: (1) court and legal proceedings; (2) real estate closing; (3) summons by governmental agencies; (4) religious holiday observances; (5) equivalent personal or family business which cannot be scheduled during non-working hours, provided that a reasonable explanation of such absence is given in writing to the Superintendent or his/her designee. The Superintendent is to have the discretion of whether or not to grant the days under this subparagraph, (b.4)

c.          Application for personal business leave will be made at least forty-eight (48) hours before taking such leave. In an emergency, the preceding requirement may be waived provided that the principal or his/her designee is notified of the emergency and the individual notifies the Superintendent of his/her return to school. Emergency personal business leave will be granted according to the terms outlined above in Section A.4.(b).

5.         Up to ten (10) days each school year for persons called into temporary active duty of any unit of the U.S. Reserves or the State National Guard, provided such obligations cannot be fulfilled when school is not in session. Teachers will receive their regular pay minus the military pay during the absence.

6.         Subject to the approval of the Superintendent or his/her designee, teachers may be allowed time for the purpose of visiting other school systems. A written report on the visit shall be submitted by the teacher to the Superintendent or his/her designee.

7.         When a school day is interrupted by emergency, illness, or injury, the day will not be deducted from accumulated sick leave if the teacher has completed one-half (1/2) of his/her scheduled workday.

8.         No more than six (6) delegates shall be entitled to one (1) day each without loss of pay for each delegate to the MTA Annual Meeting. In addition, Association representatives are entitled to a total of three (3) other days during the school year which it may use for other Association conferences or meetings without loss of pay.

B.         Leaves taken pursuant to Section A (above), unless stated otherwise, will be in addition to any sick leave to which the teacher is entitled. No teacher will be required to arrange for his or her own substitute.

C.         Absence for jury duty shall not be counted in calculating absence limitations under this or other articles. The salary paid by the Silver Lake Regional School District during such an absence shall be at the regular rate less fees paid by the court, provided proof of court attendance is submitted. If an employee is excused or released from jury service during the regular workday, he/she shall return to work.

D.        This article will be applicable to the employees in Unit B.

E.         Subject to the provisions A.4a, b, c, and d Unit C employees shall be entitled to one (1) personal business day.

F.         The above sections A-l, A-2, A-3a and b, A-5, A-7, A-8, C and E of this article will be applicable to the employees in Unit C.

ARTICLE XV

EXTENDED LEAVES OF ABSENCE

A.        Military leave, including the difference between his/her regular pay and military pay for two (2) weeks, will be granted to any teacher who is inducted, or is called, or enlists after being notified to report for his/her pre-induction physical, in any branch of the armed forces of the United States. The period of such leave shall be the initial period of continuous service or any involuntary extension required by such induction. Upon return from such leave, such teacher will be placed on the salary schedule at the same level s/he would have achieved if s/he had not been absent or as is consistent with Federal law.

B.         Maternity leave shall be granted to teachers in compliance with the Massachusetts Maternity Leave Act and the Federal Family and Medical Leave Act.

C.         A leave of absence without pay or increment of up to one (1) year will be granted to a teacher with Professional Teacher Status for the purpose of caring for a sick member of the teacher's immediate family upon written request substantiated by the appropriate medical evidence. Additional leave may be granted at the discretion of the Superintendent.

D.        A teacher with Professional Teacher Status may be granted a leave of absence without pay or increment for up to one (1) full year for health reasons. Written requests for such leave will be supported by appropriate medical evidence in writing. Additional leave may be granted at the discretion of the Superintendent.

E.         Any teacher whose personal illness extends beyond the period of sick leave compensation may be granted a leave of absence without pay or increment for such time as is necessary for complete recovery from such illness, up to a maximum of one (1) year.

F.         All benefits to which a teacher was entitled at the time his/her leave of absence commenced, including unused accumulated sick leave, will be restored to the teacher upon his/her return.

G.        Upon returning from a leave of absence taken pursuant to Sections A through F, above, a teacher will be assigned to the same position which s/he held at the time said leave commenced, if available, or if not, to a substantially equivalent position. In regard to a leave taken pursuant to Sections A through F above, it is recognized that the Superintendent may fill the position in question at the time said leave commences.

H.        All requests for extended leaves, extensions, or renewals of leaves will be applied for and granted in writing.

I.         The Superintendent may grant leaves of absence for reasons which he/she considers good and sufficient with or without remuneration. Decisions on such requests are not subject to the grievance procedure.

J.         All requests for extension or renewals of leave shall be made in writing to the Superintendent of Schools before April 1 of each school year immediately preceding the commencement of such extension or renewal. If granted such extensions or renewals shall be in writing.

K.        This article will be applicable to the employees in Unit B and C.

ARTICLE XVI

SABBATICAL LEAVE

A.        In the interest of encouraging independent research, achievement, and professional growth, the Committee shall grant sabbatical leaves as follows:

1.         No more than two (2) teachers may be absent on sabbatical leave at any one time.

2.         Only those teachers who have completed seven years of professional service in the Silver Lake Regional School District shall be eligible for sabbatical leave, and no teacher having been on sabbatical leave shall again be eligible until s/he has completed seven years of professional service in the Silver Lake Regional School District after his/her return from such leave.

3.         Any teacher who desires to apply for sabbatical leave shall submit such application by December 31 to the Superintendent in writing in such forms as the Superintendent may require.

4.         In considering an application for sabbatical leave the Superintendent shall apply the following criteria: years of service of the applicant, number of years the application has been submitted, type of research, study, or educational program; educational value of the proposed research, study, or educational program to the Silver Lake Regional School District; relationship to the professional growth of the applicant and urgency of the proposed research, study, or education program.

5.         The Superintendent shall make his/her recommendation to the Committee, which shall act thereon not later than April 1 following submission of the application.

B.         Any teacher accepting a sabbatical leave shall enter into a written agreement with the Committee in accordance with Chapter 71, Section 41 A of the General Laws of Massachusetts.

C.         When the sabbatical leave has been completed, the teacher shall submit a written report of his/her research, study, or educational program to the Committee in such form as has been determined by the Superintendent.

D.        The Association will inform any teacher on sabbatical leave of opportunity for advancement or promotion, and such teacher shall be considered for such advancement or promotion in the manner as those who are presently in service.

E.         Each teacher granted a sabbatical leave shall have the right to return to the same position if it is available, or, if not, to a position substantially equivalent to his/her former position.

F.         Upon returning to the system after a sabbatical leave of one (1) year, the teacher shall be placed on the salary schedule as if s/he had completed a year of satisfactory service within the district.

G.         A teacher shall receive one-half (1/2) salary, including the current increment, while on a sabbatical leave.

H.        When a teacher is granted a sabbatical leave, both parties must agree in writing as to the length of his/her expected absence, the purpose, the amount of pay as well as the salary credit s/he will receive upon his/her return.

ARTICLE XVII

PROTECTION

A.         Teachers will immediately report in writing to their principal all cases of assault suffered by them in connection with their employment.

B.         The principal will acknowledge receipt of the report in writing and this report will be forwarded via the Superintendent to the Committee, which will comply with any reasonable request from the teacher for information in its possession relating to the incident or the persons involved, and will act in appropriate ways as liaison between the teacher, police, and courts.

C.         The Committee will provide the information for teachers provided by c. 258 of the General Laws of Massachusetts under the conditions set forth in that Section and will include in its budget any appropriation request necessary to provide such indemnification. A copy of said Section 100C is attached hereto as Appendix "B". If a teacher is accused of the commission of a crime while acting as a teacher in the employ of the Committee and is thereafter found not guilty or the matter is dismissed without trial, the Committee will reimburse the teacher for the reasonable expense of his/her defense including but not limited to, the fees of an attorney, if such attorney shall have been approved by District Counsel.

D.         Whenever a teacher is absent from school as a result of personal injury caused by an accident or an assault occurring in the course of his/her employment, s/he will be paid the difference between his/her weekly salary and the amount of weekly payment from Workmen's Compensation for so long as the weekly Workmen's Compensation payment continues, provided the teacher has sufficient accumulated sick leave to cover the period during which weekly Workmen's Compensation payment continues. During each week in which Workmen's Compensation payment is made, a proportionate amount of the teacher's accumulated sick leave will be deducted to cover the payment of the difference between his/her weekly salary and the amount of weekly payment from Workmen's Compensation. In no event will the teacher be paid the difference between his/her weekly salary and the amount of weekly payment from Workmen's Compensation after the proportionate deduction from the teacher's accumulated sick leave results in the teacher's accumulated sick leave being exhausted.

E.        This article will be applicable to the employees in Unit B and Unit C.

ARTICLE XVIII

INSURANCE AND ANNUITY PLAN

A.        The Committee shall pay fifty percent (50%) of the cost of a group term life insurance and accidental death and dismemberment policy, of the type presently in effect, for the face value of the base salary of an employee, rounded to the nearest one thousand dollars ($1,000). The policy shall have a minimum value of twenty-five thousand dollars ($25,000) and a maximum value of sixty five thousand dollars ($65,000). An employee may purchase additional term life insurance at one hundred percent (100%) of the cost and to a limit set by the insurance provider. Payroll deduction shall be provided for the additional premiums paid. This agreement shall be subject to all provisions set by the insurance provider regarding enrollment.

B.         Effective

July 1, 2011 Health Insurance shall be provided as follows:

 

 

MONTHLY

MONTHLY

 

 

 

DISTRICT

EMPLOYEE

EMPLOYEE

 

 

CHARGE

& RETIREE

PER PAY

PLAN

TYPE

2011-2012

COST

DEDUCTION

Employees & Retiree

 

 

 

 

HARVARD/PILGRIM

FAMILY

1,790.00

714.53

357.27

HMO

INDIV.

672.00

263.14

131.57

HARVARD/PILGRIM

FAMILY

1,665.00

660.38

330.19

HMO RATE SAVER PLAN

INDIV.

625.00

271.26

135.63

BLUE CROSS/BS

FAMILY

2,136.00

996.69

498.35

BLUE CARE ELECT

INDIV.

901.00

419.54

209.77

BLUE CROSS/BS

FAMILY

1,693.00

680.18

340.09

 

INDIV.

635.00

256.24

128.12

BC/BS NETWORK BLUE

FAMILY

1,582.00

627.33

313.67

'RATE SAVER PLAN

INDIV.

593.00

240.35

120.18

1.         Any increase or decrease in health insurance premiums for the applicable plan in excess or less than the totals set forth above shall be divided equally and such equal amounts shall be added to or subtracted from the Committee's monthly premium payment and the participating employee's monthly premium payment.

2.         Employees may join the HMOs as set forth above provided the minimum participation requirements of the HMO are met.

3.         If the employee elects, all premiums for health insurance shall be deducted from the employee's pay in pre tax dollars in accordance with Section 125 of the Internal Revenue Service Regulations for cafeteria plans and a side agreement signed by the parties.

C.         Teachers will be eligible to participate in a dental insurance plan to be chosen by the Association. Teachers will pay 100% of the cost of such coverage. This section will take effect only if it does not conflict with state law.

D.         Teachers will be eligible to participate in a "tax sheltered" Annuity Plan established pursuant to United States Public Law No. 87-370. Those monies should be disbursed within eight (8) business days of the payroll date, or a longer time period in accordance with the specific annuity contract.

E.         Any teacher while on sabbatical leave has the option of continuance in the benefits described in Sections A through C (above).

F.         This article will be applicable to the employees in Unit B and Unit C.

G.         The Committee shall not be held responsible for changes made by the insuring agencies.

H.        If any bargaining unit member becomes separated from the school system after completing a school year as defined in Article V, Section A, the employer's share for My and August premium payments for health insurance will continue to be paid.

I.         Retired employees or surviving spouse may continue to participate in the health insurance programs as outlined in this Article, in accordance with Chapter 32B 9A and 9B.

J.         Teachers will be eligible to participate in a Flexible Spending Plan at no cost to the school district. All costs incurred for participating in such plan will be at the expense of the participant. (This provision will become effective in the second year of the contract).

ARTICLE XIX

TEXTBOOKS

A.  The Committee will provide sufficient textbooks to ensure that each pupil in a classroom has textbooks for his/her own use where textbooks have been and are normally used.

ARTICLE XX

ACADEMIC FREEDOM

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

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

C.         This article will be applicable to employees in Unit B and Unit C.

ARTICLE XXI

PAYROLL DEDUCTIONS

A.        The Committee hereby accepts the provisions of Section 17C of Chapter 180 of the General Laws of Massachusetts and, in accordance therewith, shall certify the Treasurer of the Silver Lake Regional. School District all payroll deductions for payment of dues to the Association duly authorized by employees covered by this agreement.

B.         A standard form (below) will be used for dues deduction authorization.

"Dues/Agency Fee Deduction Authorization Card"

NAME________________________________________________ ADDRESS

I hereby request and authorize the School Committee of the Silver Lake Regional School District to request the Treasurer to deduct from my earnings and transmit to the Associations checked below an amount sufficient to provide for regular payment of the membership dues/agency fee as certified to the District Treasurer by such Association (here insert the amount and intervals of payment over the remainder of the school year and the succeeding school year), such deductions to be made (here insert the payroll periods in which deductions are to be made). I understand that the Committee will discontinue such deductions if I give the Committee sixty (60) days advance written notice to do so and that I may give such notice at any time, I hereby waive all right and claim for said monies so deducted and transmitted in accordance with this authorization, and relieve the Committee and the District and all their respective officers from any liability there for. Teacher Organization:

Silver Lake Education Association               ( )

Massachusetts Teachers Association            ( )

National Education Association                   ( )

Plymouth County Education Association      ( )

Dated: _____________ Teacher's Signature ____________________

C.         The Committee hereby accepts the provisions of Section 178B of Chapter 149 of the General Laws of Massachusetts, and, in accordance therewith, shall certify to the Treasurer of the Silver Lake Regional School District, all payroll deductions for the payment to a credit union duly authorized by the employees covered by this Agreement.

D.         This article will be applicable to the employees in Unit B.

ARTICLE XXII

PROFESSIONAL DEVELOPMENT AND EDUCATIONAL IMPROVEMENT

A.         Provided the advance approval of the Superintendent or his/her designee is obtained, the Committee will pay the reasonable expenses (including tuition, fees, meals, lodging and/or transportation) incurred by teachers who attend in-service training courses, workshops, seminars, conferences, or other professional improvement sessions.

B.         Teachers will be reimbursed for tuition and registration costs for courses granting at least two (2) credits, up to one-hundred fifty dollars ($150.00) per credit, with a maximum of one thousand three hundred fifty dollars ($1,350.00) per contract year, provided such credit fulfills the requirements of Article VII, Sections E, F and H. The $1,350.00 maximum shall be applied to the expenses pre-approved by the Superintendent as set forth in Article XXII A. Credits from a non-accredited institution must be approved in advance by the Superintendent or his/her designee.

Effective September 1, 2005, teachers will be reimbursed for tuition and registration costs for courses granting at least two (2) credits, up to two hundred twenty-five dollars ($225.00) per credit, with a maximum of one thousand five hundred seventy-five dollars ($1,575.00) per contract year, provided such credit fulfills the requirements of Article VII, Sections E, F and H. The $1,575.00 maximum shall be applied to the expenses pre-approved by the Superintendent as set forth in Article XXII A. Credits from a non-accredited institution must be approved in advance by the Superintendent or his/her designee.

C.         If the District requires a teacher to attend a Professional Development Workshop the District will pay for the actual time spent at the Workshop (seat time) beyond the Teacher's contracted work day. If the Workshop is voluntary and occurs on site the teacher will be released from work responsibilities and will be paid only for the regular work day. If the Workshop is voluntary and occurs off site the teacher will be paid only for the regular work day. All of the above Workshops must be pre-approved by the Superintendent. Teachers will be compensated for the above activities at the rate of thirty-one ($31.00) dollars per hour. Effective September 1, 2002 such rate will be thirty-three ($33.00) dollars per hour and effective September 1, 2003 such rate will be thirty-five ($35.00) dollars per hour. Effective September 1, 2005 such rate will be thirty-seven ($37.00) dollars per hour.

D.        Teachers without professional teacher status and hired after July 1, 2008 may be required to take one (1) course determined by the Administration within the first three (3) years of employment. The District will pay for the cost of the course outside of Article XXII, Section B of the Contract. The cost of graduate credits will be reimbursed in accordance with Article XXII, Section B of the contract. Reasonable advance notice of the required course will be provided to the teacher to the extent possible.

E.         Unit B members will be reimbursed at the same level as teachers for courses required for certification.

F.         Unit C employees will be reimbursed at the same level as teachers for courses required by the school district.

ARTICLE XXIII

GENERAL

A.         Teachers will be informed of a telephone number which they may call between 6:00 a.m. and 6:30 a.m. to report their unavailability for work. Once a teacher has reported his/her unavailability for work, it will not be his/her responsibility to arrange for a substitute teacher.

B.         If meetings between the Committee and the Association are scheduled during the school day, the representatives of the Association will be relieved from all regular duties without loss of pay or leave time as necessary in order to permit their participation in such meetings. When it is necessary, pursuant to the Grievance Procedure, for a School Representative, members of the Grievance Committee, or other representatives designated by the Association to investigate a grievance (provided that the investigator can be released without detriment to the educational program) or attend a grievance meeting or hearing during a school day, s/he will, upon notice to the Principal by the Chairperson of the Grievance Committee, be released without loss of pay or leave time as necessary in order to permit participation in the foregoing activities. Any teacher whose appearance in such investigations, meetings, or hearings as a witness is necessary will be accorded the same right. The Association agrees that those rights will not be abused.

C.         If any member of the bargaining unit is requested to meet with representatives of the School Committee, Administration, and/or their designees, s/he shall be released from his/her assigned duties without loss of pay or leave time.

D.         The Committee will, upon request, provide the Association with any available information which is neither confidential nor privileged under law which may be necessary for the Association to process a grievance under this agreement.

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

F.         On the matters contained herein, this Agreement constitutes Committee and Association policy for the term of said Agreement, and the Committee and the Association will carry out the commitments contained herein and give them full force and effect as their policies. The Committee will amend its Administration Regulations and take such other action as may be necessary in order to give full force and effect to the provisions of this Agreement.

G.        Any agreement regarding compensation for duties not stated within this Contract shall be made in writing between the parties involved.

H.        The Association will not engage in, induce, or encourage any strike, work stoppage, slowdown, or withholding of services by such employees. (Chapter 764-Section 178M)

I.         The parties agree that each has exercised its rights to bargain for any provision it wished to include in this Agreement; that if either has made a proposal not included in this Agreement, such proposal has been withdrawn in consideration of the making of this Agreement; and that the Agreement constitutes a complete agreement as to all matters upon which the parties have or might have bargained.

J.         This article will be applicable to the employees in Unit B and Unit C.

ARTICLE XXIV

DURATION

A.         This Agreement shall take effect as of September 1, 2011 and shall continue in effect to and including August 31, 2014.

B.         On or before October 1, 2013, the Committee and the Association, or either of them may, by giving written notice to the other, institute negotiations for a renewal of this Agreement or for a successor agreement. Such notice shall specify those matters as to which negotiations are desired.

C.         The receipt of any such written notice shall be acknowledged in writing by the party to this Agreement receiving such notice within ten (10) school days of its receipt.

Negotiations concerning the subject matter referred to in any such notice shall commence not later than ten (10) school days from the date of the acknowledgment in writing of such notice.

D.         During negotiations, the Committee and the Association will present relevant data, exchange points of view, and make proposals and counterproposals. Either party may, if it so desires, utilize the services of outside consultants and may call upon professional and lay representatives to assist in the negotiations.

E.         If mutually agreed to in writing, any item in this agreement which is not specified in section A (above) or any new item not covered by this agreement may be opened for negotiation. Only the item(s) specified will be subject to negotiation and said negotiation shall be permanently terminated at the request of either party.

F.         New Schools. It is understood that all schools under the jurisdiction of the Silver Lake Regional School Committee shall be covered by this contract and any substantial changes in working conditions shall be subject to negotiations.

G.        This Agreement may not be modified in whole or in part by the parties except by an instrument in writing duly executed by both parties.

ARTICLE XXV

REDUCTION IN FORCE

A.         When the School Committee determines that staff reductions are necessary, it shall, consistent with existing law, make those reductions. If a reduction in force is made, the Superintendent shall consider both performance and seniority. In the absence of a significant difference in performance as determined by the Superintendent, seniority shall be the determining factor. An arbitrator shall not substitute his/her judgment for that of the Superintendent unless it is determined that the Superintendent has not demonstrated that his/her decision was made on a reasonable basis.

B.         Seniority is defined as a teacher's length of uninterrupted teaching service in years, months and calendar days in the Silver Lake Regional School District. Leaves of absence shall not be considered breaks in service; however, leaves of absence for which salary credit is granted shall be counted toward length of service. Ties in length of service shall be resolved by lot.

C.         A teacher with Professional Teacher Status who is notified of a total or partial reduction shall have the opportunity to receive a "RIF leave of absence" in lieu of dismissal. Such leave of absence shall be for a two (2) year duration. In order for a teacher to elect a "RIF leave of absence", the teacher must, within ten (10) days of written notification from the Superintendent of intent to recommend reduction, execute on a form provided by the Superintendent, a waiver of any present or future rights under Chapter 71, Section 42 and Chapter 32, Section 16 of the Massachusetts General Laws.

D.         A teacher with Professional Teacher Status on a RIF leave of absence shall be recalled to the position from which s/he was laid off in reverse order of said layoff. A teacher with Professional Teacher Status on a RIF leave of absence shall be recalled to other vacant positions for which s/he holds active or inactive certification and in which s/he has had two (2) or more years of past teaching experience in the Silver Lake Regional School District.

E.         The Committee shall make every effort to notify in writing a teacher with Professional Teacher Status affected of a RIF by April 15 of the school year preceding the school year in which the reduction shall take effect, but, in no event, later than May 15.

F.         Notwithstanding any other provision of this Agreement, a teacher on a leave of absence is subject to the same conditions of this Article as teachers actively teaching.

G.         During the recall period teachers who have been laid off shall be given preference on the substitute list if they so desire.

H.        During the recall period teachers shall be entitled to participate in any group health and/or life insurance programs available to any teacher on a leave of absence without pay, provided the teacher forward the entire cost of insurance premiums to the District Treasurer within 30 days of the billing date.

I.         Subject to negotiation with the Administrators Association, administrators represented by the Administrators Association whose jobs are eliminated shall be considered under the criteria in Section A for continued employment in positions in which they have had two (2) or more years of past teaching experience in the Silver Lake Regional School District. For purposes of determining length of service, only years spent in a bargaining unit represented by the Silver Lake Education Association shall be counted.

J.         It shall be the responsibility of teachers on a "RIF leave of absence" to keep the Superintendent's office informed of their current address. Failure to accept a position in writing within seven (7) days of receipt of a certified letter (return receipt requested), but no later than fifteen (15) days from the mailing of the written offer shall be deemed a rejection and the "RIF leave of absence" shall expire.

ARTICLE XXVI

SICK LEAVE BANK

A.         A Sick Leave Bank shall continue in effect for use by eligible members of the Professional Staff covered by this Agreement, who have exhausted their own sick leave and who have serious illness. If a teacher has unused sick days in a school year from his/her annual entitlement of fifteen (15) days such sick day or days up to a maximum of two (2) sick days shall be contributed to the sick leave bank, provided the teacher has accumulated the maximum number of sick days.

B.         The initial grant of sick leave by the Sick Leave Bank Committee to an eligible employee shall not exceed thirty (30) days.

C.         Upon completion of the thirty (30) day period, the period of entitlement may be extended by the Sick Leave Bank Committee upon demonstration of need by the applicant.

D.         The Sick Leave Bank shall be administered by a Sick Leave Bank Committee consisting of six (6) members -- three members shall be designated by the School Committee and three members shall be designated by the Association to serve at its discretion. The Sick Leave Bank Committee shall determine the eligibility for the use of the Bank and the amount of leave to be granted. In the event of a tie vote, the members of the Sick Leave Bank Committee shall secure the services of a state mediator or some other mutually agreeable neutral to break the tie.

E.         When the number of days in the Sick Leave Bank reaches fifty (50), all employees covered by this Agreement will be assessed an additional day which will be deducted from their annual sick leave.

ARTICLE XXVII

LONGEVITY BENEFIT PLAN

Effective Sept. 1, 2008 an employee will not be eligible for payment under Article XXVII unless the employee was already receiving payment, or signed up for payment, under the prior Agreement between the parties. If the employee signed up for this payment but has not yet received any payments, he/she may rescind this election provided that notice is given to Administration by 3:00 p.m. on August 21, 2008. Employees not receiving benefits under Article XXVII will be eligible for payment under the new S steps which will provide payment of $1450 for at least 20 years of service and $1800 for at least 25 years of service.

An employee receiving payment under Article XXVII will continue to receive this payment and will be paid under the S steps as contained in the prior Agreement between the parties. The employee will not be eligible for the new S steps after receiving the full payment under Art. XXVII, but will continue to receive payment under the prior S steps.

No member may apply under the prior Agreement's Article XXVII after January 1, 2008. The new longevity schedule begins September 1, 2008.

ARTICLE XXVIII

DEPARTMENT CHAIRPERSONS

The High School Department Chairperson(s) are appointed yearly, by the Principal, to serve as liaison between the department and the Principal. The Department Chairperson(s) will be assigned to teach no more than three (3) sections per semester. The Department Chairperson(s) will be required to work five (5) additional days beyond the regular work year for teachers. The Department Chairperson(s) will serve as contributing evaluators in the supervision and evaluation process for the teachers in the department. The Department Chairperson(s) will meet with each teacher in the department, in the fall of each year, to review the individual professional development plans. The Department Chairperson(s) will contribute two (2) observations per year for non-professional status teachers and one (1) observation per year for professional status teachers in Year B. The High School Principal will serve as the Coordinating Evaluator in the supervision and evaluation process. The High School Principal will review all contributions from the High School Department Chairperson(s) and all other contributing evaluators before writing the final evaluation on any teacher.

Department Chairperson(s) may be appointed, based upon full funding, to any of the following departments: English/Language Arts, Fine and Practical Arts, Foreign Language, Mathematics and Computer Science, Social Studies, and/or Science.

Department Chairperson(s) are required to complete at least one (1) course in supervision and evaluation, and to participate in district sponsored workshops on supervision and evaluation.

Department Chairperson(s) shall receive an annual stipend of $3,000 plus $150 per teacher supervised in the department.

ARTICLE XXIX

MENTORS

The Lead Mentor will be paid a stipend of $1,500. The Lead Mentor may be a member of the Administration or a teacher as determined by the Principal of the School Building.

A mentor will be paid a stipend of $750 for one mentee. If the mentor is assigned a second mentee, the mentor will be paid an additional stipend of $500.

IN WITNESS WHEREOF the parties to this Contract have caused these presents to be executed by their agents hereunto duly authorized, and their hand and/or seals to be affixed hereto, as this date first above written.

SILVER LAKE REG. SCHOOL COMMITTEE       SILVER LAKE EDUCATION ASSOCIATION

_________________________________________        ________________________________________

Chairperson                                                                     President

APPENDIX A-1

SALARY SCHEDULE FOR THE 2011-2012 SCHOOL YEAR (1.0% max step only)

SILVER LAKE

 

 

 

 

 

 

STEP

Bachelors

Bachelors

Masters

Masters

Masters

Masters

CAGS

 

 

+15

 

+15

+30

+60

 

1

$43,441

$44,574

$46,831

$47,956

$49,093

$49,503

$50,122

2

$45,863

$47,172

$49,757

$50,946

$52,131

$52,544

$53,163

3

$48,300

$49,756

$52,696

$53,938

$55,178

$55,591

$56,208

4

$50,732

$52,362

$55,629

$56,931

$58,227

$58,640

$59,262

5

$53,148

$54,947

$58,564

$59,912

$61,271

$61,679

$62,305

6

$55,570

$57,544

$61,493

$62,908

$64,322

$64,734

$65,351

7

$57,994

$60,139

$64,430

$65,896

$67,365

$67,780

$68,395

8

$60,428

$62,750

$67,365

$68,887

$70,416

$70,826

$71,443

9

$62,856

$65,299

$70,301

$71,876

$73,454

$73,871

$74,482

10

$65,272

$67,930

$73,233

$74,873

$76,510

$76,920

$77,538

11

$68,385

$71,228

$76,932

$78,643

$80,337

$80,756

$81,378

For individuals who have not participated in the "Lexington Plan"

S-l

$68,685

$71,528

$77,232

$78,943

$80,637

$81,056

$81,678

S-2

$69,835

$72,678

$78,382

$80,093

$81,787

$82,206

$82,828

S-3

$70,185

$73,028

$78,732

$80,443

$82,137

$82,556

$83,178

For individuals who have previously participated in the "Lexington Plan"

S-1

$68,685

$71,528

$77,232

$78,943

$80,637

$81,056

$81,678

S-2

$68,885

$71,728

$77,432

$79,143

$80,837

$81,256

$81,878

S-3

$69,185

$72,028

$77,732

$79,443

$81,137

$81,556

$82,178

 

 

NURSES

BSN

Guidance Differential

$4,473

1

$37,794

$38,792

 

 

2

$39,436

$40,436

In School Suspension Specialist

$30,404

3

$41,083

$42,084

 

 

4

$42,767

$43,809

 

 

5

$44,477

$45,561

 

 

6

$46,674

$47,812

 

 

NOTE:

STEP S-l (+300) shall be paid to individuals covered by this agreement who have at least fifteen (15) years of service in the Silver Lake School District.

STEP S-2 (+1,450) shall be paid to individuals covered by this agreement who have at least twenty (20) years of service in the Silver Lake School District, or (+500) if they have participated in the "Lexington Plan."

STEP S-3 (+1,800) shall be paid to individuals covered by this agreement who have at least twenty-five (25) years of service in the Silver Lake School District, or (+800) if they have participated in the "Lexington Plan."

NOTE:   S-1, S-2, and S-3 shall apply to Units B and C.

APPENDIX A-2

SALARY SCHEDULE FOR THE 2012-2013 SCHOOL YEAR (2.0%)

SILVER LAKE

 

 

 

 

 

 

STEP

Bachelors

Bachelors

Masters

Masters

Masters

Masters

CAGS

 

 

+15

 

+15

+30

+60

 

1

$44,310

$45,465

$47,768

$48,915

$50,075

$50,493

$51,124

2

$46,780

$48,115

$50,752

$51,965

$53,174

$53,595

$54,226

3

$49,266

$50,751

$53,750

$55,017

$56,282

$56,703

$57,332

4

$51,747

$53,409

$56,742

$58,070

$59,392

$59,813

$60,447

5

$54,211

$56,046

$59,735

$61,110

$62,496

$62,913

$63,551

6

$56,681

$58,695

$62,723

$64,166

$65,608

$66,029

$66,658

7

$59,154

$61,342

$65,719

$67,214

$68,712

$69,136

$69,763

8

$61,637

$64,005

$68,712

$70,265

$71,824

$72,243

$72,872

9

$64,113

$66,605

$71,707

$73,314

$74,923

$75,348

$75,972

10

$66,577

$69,289

$74,698

$76,370

$78,040

$78,458

$79,089

11

$69,753

$72,653

$78,471

$80,216

$81,944

$82,371

$83,006

For individuals who have not participated in the "Lexington Plan"

S-l

$70,053

$72,953

$78,771

$80,516

$82,244

$82,671

$83,306

S-2

$71,203

$74,103

$79,921

$81,666

$83,394

$83,821

$84,456

S-3

$71,553

$74,453

$80,271

$82,016

$83,744

$84,171

$84,806

For individuals who have previously participated in the "Lexington Plan"

S-l

$70,053

$72,953

$78,771

$80,516

$82,244

$82,671

$83,306

S-2

$70,253

$73,153

$78,971

$80,716

$82,444

$82,871

$83,506

S-3

$70,553

$73,453

$79,271

$81,016

$82,744

$83,171

$83,806

 

 

NURSES

BSN

Guidance Differential

$4,562

1

$38,550

$39,568

 

 

2

$40,225

$41,245

In School Suspension Specialist

$31,012

3

$41,905

$42,926

 

 

4

$43,622

$44,685

 

 

5

$45,367

$46,472

 

 

6

$47,607

$48,768

 

 

NOTE:

STEP S-l (+300) shall be paid to individuals covered by this agreement who have at least fifteen (15) years of service in the Silver Lake School District.

STEP S-2 (+1,450) shall be paid to individuals covered by this agreement who have at least twenty (20) years of service in the Silver Lake School District, or (+500) if they have participated in the "Lexington Plan."

STEP S-3 (+1,800) shall be paid to individuals covered by this agreement who have at least twenty-five (25) years of service in the Silver Lake School District, or (+800) if they have participated in the "Lexington Plan."

NOTE:   S-1, S-2, and S-3 shall apply to Units B and C.

APPENDIX A-3

SALARY SCHEDULE FOR THE 2013-2014 SCHOOL YEAR (2.0%)

SILVER LAKE

 

 

 

 

 

 

STEP

Bachelors

Bachelors

Masters

Masters

Masters

Masters

CAGS

 

 

+15

 

+15

+30

+60

 

1

$45,196

$46,374

$48,723

$49,893

$51,077

$51,503

$52,146

2

$47,716

$49,077

$51,767

$53,004

$54,237

$54,667

$55,311

3

$50,251

$51,766

$54,825

$56,117

$57,408

$57,837

$58,479

4

$52,782

$54,477

$57,877

$59,231

$60,580

$61,009

$61,656

5

$55,295

$57,167

$60,930

$62,332

$63,746

$64,171

$64,822

6

$57,815

$59,869

$63,977

$65,449

$66,920

$67,350

$67,991

7

$60,337

$62,569

$67,033

$68,558

$70,086

$70,519

$71,158

8

$62,870

$65,285

$70,086

$71,670

$73,260

$73,688

$74,329

9

$65,395

$67,937

$73,141

$74,780

$76,421

$76,855

$77,491

10

$67,909

$70,675

$76,192

$77,897

$79,601

$80,027

$80,671

11

$71,148

$74,106

$80,040

$81,820

$83,583

$84,018

$84,666

For individuals who have not participated in the "Lexington Plan"

S-l

$71,448

$74,406

$80,340

$82,120

$83,883

$84,318

$84,966

S-2

$72,598

$75,556

$81,490

$83,270

$85,033

$85,468

$86,116

S-3

$72,948

$75,906

$81,840

$83,620

$85,383

$85,818

$86,466

For individuals who have previously participated in the "Lexington Plan"

S-1

$71,448

$74,406

$80,340

$82,120

$83,883

$84,318

$84,966

S-2

$71,648

$74,606

$80,540

$82,320

$84,083

$84,518

$85,166

S-3

$71,948

$74,906

$80,840

$82,620

$84,383

$84,818

$85,466

 

 

NURSES

BSN

Guidance Differential

$4,654

1

$39,321

$40,359

 

 

2

$41,029

$42,070

In School Suspension Specialist

$31,632

3

$42,743

$43,784

 

 

4

$44,495

$45,579

 

 

5

$46,274

$47,402

 

 

6

$48,560

$49,744

 

 

NOTE:

STEP S-l (+300) shall be paid to individuals covered by this agreement who have at least fifteen (15) years of service in the Silver Lake School District.

STEP S-2 (+1,450) shall be paid to individuals covered by this agreement who have at least twenty (20) years of service in the Silver Lake School District, or (+500) if they have participated in the "Lexington Plan."

STEP S-3 (+1,800) shall be paid to individuals covered by this agreement who have at least twenty-five (25) years of service in the Silver Lake School District, or (+800) if they have participated in the "Lexington Plan."

NOTE:   S-l, S-2, and S-3 shall apply to Units B and C.

APPENDIX A-4

Athletic Department Schedule 2011-2012 (0%)

Position

Step 1

Step 2

Step 3

Step 4

Athletic Director

$4,432

$5,791

$7,035

$8,352

Faculty Manager

$2,409

$2,604

$2,864

$3,123

Equipment Manager

$2,098

 

 

 

Football, Head

$6,264

$7,823

$9,389

$10,957

Football, Assistant

$3,126

$3,914

$4,704

$5,477

Boys/Girls Basketball

$5,289

$6,264

$7,302

$8,352

Assistant Basketball

$2,604

$3,126

$3,646

$4,180

Freshman Basketball

$2,409

$2,604

$2,864

$3,126

Sophomore Basketball

$1,084

 

 

 

Baseball

$3,498

$4,043

$4,704

$5,478

Assistant Baseball

$1,838

$2,204

$2,578

$2,948

Freshman Baseball

$1,311

$1,568

$1,827

$2,090

Softball

$3,498

$4,043

$4,704

$5,478

Assistant Softball

$1,838

$2,204

$2,578

$2,948

Freshman Softball

$1,311

$1,568

$1,827

$2,090

Ice Hockey

$5,289

$6,264

$7,302

$8,354

Assistant Hockey

$2,604

$3,126

$3,646

$4,180

Field Hockey

$3,498

$4,043

$4,704

$5,478

Assistant Field Hockey

$1,838

$2,204

$2,578

$2,948

Freshman Field Hockey

$1,311

$1,568

$1,827

$2,090

Boys/Girls Soccer

$3,498

$4,043

$4,704

$5,478

Assistant Soccer

$1,838

$2,204

$2,578

$2,948

Freshman Soccer

$1,311

$1,568

$1,827

$2,090

Boys/Girls Lacrosse

$3,498

$4,043

$4,704

$5,478

Assistant Lacrosse

$1,838

$2,204

$2,578

$2,948

Boys/Girls Outdoor Track

$3,498

$4,043

$4,704

$5,478

Assistant Track

$1,838

$2,204

$2,578

$2,948

Freshman Track

$1,311

$1,568

$1,827

$2,090

Boys/Girls Indoor Track

$3,498

$4,043

$4,704

$5,478

Assistant Track

$1,838

$2,204

$2,578

$2,948

Assistant Wrestling

$1,838

$2,204

$2,578

$2,948

Wrestling

$3,498

$4,043

$4,704

$5,478

Boys/Girls Swimming

$3,498

$4,043

$4,704

$5,478

Boys/Girls Gymnastics

$2,198

$2,762

$3,310

$3,867

Boys/Girls Cross Country

$1,838

$2,204

$2,578

$2,948

Assistant Cross Country

$1,311

$1,568

$1,827

$2,090

Boys/Girls Tennis

$1,838

$2,204

$2,578

$2,948

Golf

$1,647

$2,027

$2,396

$2,762

Cheerleaders, Varsity

$1,647

$2,027

$2,396

$2,762

Volleyball

$3,498

$4,043

$4,704

$5,478

Assistant Volleyball

$1,838

$2,204

$2,578

$2,948

APPENDIX A-5

Athletic Department Schedule 2012-2013 (2%)

Position

Step 1

Step 2

Step 3

Step 4

Athletic Director

$4,521

$5,907

$7,176

$8,519

Faculty Manager

$2,457

$2,656

$2,921

$3,185

Equipment Manager

$2,140

 

 

 

Football, Head

$6,389

$7,979

$9,577

$11,176

Football, Assistant

$3,189

$3,992

$4,798

$5,587

Boys/Girls Basketball

$5,395

$6,389

$7,448

$8,519

Assistant Basketball

$2,656

$3,189

$3,719

$4,264

Freshman Basketball

$2,457

$2,656

$2,921

$3,189

Sophomore Basketball

$1,106

 

 

 

Baseball

$3,568

$4,124

$4,798

$5,588

Assistant Baseball

$1,875

$2,248

$2,630

$3,007

Freshman Baseball

$1,337

$1,599

$1,864

$2,132

Softball

$3,568

$4,124

$4,798

$5,588

Assistant Softball

$1,875

$2,248

$2,630

$3,007

Freshman Softball

$1,337

$1,599

$1,864

$2,132

Ice Hockey

$5,395

$6,389

$7,448

$8,521

Assistant Hockey

$2,656

$3,189

$3,719

$4,264

Field Hockey

$3,568

$4,124

$4,798

$5,588

Assistant Field Hockey

$1,875

$2,248

$2,630

$3,007

Freshman Field Hockey

$1,337

$1,599

$1,864

$2,132

Boys/Girls Soccer

$3,568

$4,124

$4,798

$5,588

Assistant Soccer

$1,875

$2,248

$2,630

$3,007

Freshman Soccer

$1,337

$1,599

$1,864

$2,132

Boys/Girls Lacrosse

$3,498

$4,043

$4,704

$5,588

Assistant Lacrosse

$1,838

$2,204

$2,578

$3,007

Boys/Girls Outdoor Track

$3,568

$4,124

$4,798

$5,588

Assistant Track

$1,875

$2,248

$2,630

$3,007

Freshman Track

$1,337

$1,599

$1,864

$2,132

Boys/Girls Indoor Track

$3,568

$4,124

$4,798

$5,588

Assistant Track

$1,875

$2,248

$2,630

$3,007

Assistant Wrestling

$1,875

$2,248

$2,630

$3,007

Wrestling

$3,568

$4,124

$4,798

$5,588

Boys/Girls Swimming

$3,498

$4,043

$4,704

$5,588

Boys/Girls Gymnastics

$2,242

$2,817

$3,376

$3,944

Boys/Girls Cross Country

$1,875

$2,248

$2,630

$3,007

Assistant Cross Country

$1,337

$1,599

$1,864

$2,132

Boys/Girls Tennis

$1,875

$2,248

$2,630

$3,007

Golf

$1,680

$2,068

$2,444

$2,817

Cheerleaders, Varsity

$1,680

$2,068

$2,444

$2,817

Volleyball

$3,568

$4,124

$4,798

$5,588

Assistant Volleyball

$1,875

$2,248

$2,630

$3,007

APPENDIX A-6

Athletic Department Schedule 2013-2014 (2%)

Position

Step 1

Step 2

Step 3

Step 4

Athletic Director

$4,611

$6,025

$7,320

$8,689

Faculty Manager

$2,506

$2,709

$2,979

$3,249

Equipment Manager

$2,183

 

 

 

Football, Head

$6,517

$8,139

$9,769

$11,400

Football, Assistant

$3,253

$4,072

$4,894

$5,699

Boys/Girls Basketball

$5,503

$6,517

$7,597

$8,689

Assistant Basketball

$2,709

$3,253

$3,793

$4,349

Freshman Basketball

$2,506

$2,709

$2,979

$3,253

Sophomore Basketball

$1,128

 

 

 

Baseball

$3,639

$4,206

$4,894

$5,700

Assistant Baseball

$1,913

$2,293

$2,683

$3,067

Freshman Baseball

$1,364

$1,631

$1,901

$2,175

Softball

$3,639

$4,206

$4,894

$5,700

Assistant Softball

$1,913

$2,293

$2,683

$3,067

Freshman Softball

$1,364

$1,631

$1,901

$2,175

Ice Hockey

$5,503

$6,517

$7,597

$8,691

Assistant Hockey

$2,709

$3,253

$3,793

$4,349

Field Hockey

$3,639

$4,206

$4,894

$5,700

Assistant Field Hockey

$1,913

$2,293

$2,683

$3,067

Freshman Field Hockey

$1,364

$1,631

$1,901

$2,175

Boys/Girls Soccer

$3,639

$4,206

$4,894

$5,700

Assistant Soccer

$1,913

$2,293

$2,683

$3,067

Freshman Soccer

$1,364

$1,631

$1,901

$2,175

Boys/Girls Lacrosse

$3,498

$4,043

$4,704

$5,700

Assistant Lacrosse

$1,838

$2,204

$2,578

$3,067

Boys/Girls Outdoor Track

$3,639

$4,206

$4,894

$5,700

Assistant Track

$1,913

$2,293

$2,683

$3,067

Freshman Track

$1,364

$1,631

$1,901

$2,175

Boys/Girls Indoor Track

$3,639

$4,206

$4,894

$5,700

Assistant Track

$1,913

$2,293

$2,683

$3,067

Assistant Wrestling

$1,913

$2,293

$2,683

$3,067

Wrestling

$3,639

$4,206

$4,894

$5,700

Boys/Girls Swimming

$3,498

$4,043

$4,704

$5,700

Boys/Girls Gymnastics

$2,287

$2,873

$3,444

$4,023

Boys/Girls Cross Country

$1,913

$2,293

$2,683

$3,067

Assistant Cross Country

$1,364

$1,631

$1,901

$2,175

Boys/Girls Tennis

$1,913

$2,293

$2,683

$3,067

Golf

$1,714

$2,109

$2,493

$2,873

Cheerleaders, Varsity

$1,714

$2,109

$2,493

$2,873

Volleyball

$3,639

$4,206

$4,894

$5,700

Assistant Volleyball

$1,913

$2,293

$2,683

$3,067

APPENDIX A-7

Extra Curricular Activities Salary Schedule for 2011-2012 (0%)

SENIOR HIGH SCHOOL

 

 

 

 

Student Council

 

 

 

$1,040

Senior Class Advisor

 

 

 

$2,090

Junior Class Advisor

 

 

 

$1,413

Sophomore Class Advisor

 

 

 

$709

Freshman Class Advisor

 

 

 

$709

Drama Club Advisor

 

 

 

$2,090

Senior Class Musical/Play

 

 

 

$1,568

Assistant Senior Class Musical/Play

 

 

 

$1,040

Silver Spectrum

 

 

 

$1,311

Laker Legend

 

 

 

$1,311

Yearbook Art

 

 

 

$2,603

Yearbook Business

 

 

 

$1,040

A-V Director

 

 

 

$1,568

Color Guard Advisor

 

 

 

$912

Head Counselor

 

 

 

$2,090

Honor Society Advisor

 

 

 

$1,040

Key Club Advisor

 

 

 

$1,040

Math Team Advisor

 

 

 

$1,040

Stage Band Director

 

 

 

$1,040

Madrigal Singer Director

 

 

 

$1,040

Academic Decathalon Director

 

 

 

$1,040

SADD Advisor

 

 

 

$l,040

Distributive Education Club of America (DECA)

 

 

 

$1,040

Future Farmers of America (FFA)

 

 

 

$1,040

Best Buddies

 

 

 

$1,040

Head, Marching Band

$4,780

$5,338

$5,891

$6,441

Assistant, Marching Band

$1,838

$2,396

$2,948

$3,498

Head, Forensics

$2,825

$3,310

$3,867

$4,369

Assistant, Forensics

$1,668

$2,204

$2,762

$3,222

JUNIOR HIGH SCHOOL

 

 

 

 

A-V Director

 

 

 

$1,568

Musical/Drama Advisor

 

 

 

$1,040

Student Council Advisor

 

 

 

$1,040

Year Book Advisor

 

 

 

$1,040

Jr. SADD Advisor

 

 

 

$1,040

 

DRIVER TRAINING

 

Road Instruction (Hourly)

$25.82

INTRAMURAL TRAINING

 

Supervisors (Hourly)

$16.14

NOTE;   Stipends for extracurricular activities to be paid upon completion of activity.

APPENDIX A-8

Extra Curricular Activities Salary Schedule for 2012-2013 (2%)

SENIOR HIGH SCHOOL

 

 

 

 

Student Council

 

 

 

$1,200

Senior Class Advisor

 

 

 

$2,132

Junior Class Advisor

 

 

 

$1,441

Sophomore Class Advisor

 

 

 

$723

Freshman Class Advisor

 

 

 

$723

Drama Club Advisor

 

 

 

$2,132

Senior Class Musical/Play

 

 

 

$1,599

Assistant Senior Class Musical/Play

 

 

 

$1,061

Silver Spectrum

 

 

 

$1,337

Laker Legend

 

 

 

$1,337

Yearbook Art

 

 

 

$2,655

Yearbook Business

 

 

 

$1,061

A-V Director

 

 

 

$1,599

Color Guard Advisor

 

 

 

$930

Head Counselor

 

 

 

$2,132

Honor Society Advisor

 

 

 

$1,200

Key Club Advisor

 

 

 

$1,200

Math Team Advisor

 

 

 

$1,061

Stage Band Director

 

 

 

$1,061

Madrigal Singer Director

 

 

 

$1,061

Academic Decathalon Director

 

 

 

$1,061

SADD Advisor

 

 

 

$1,061

Distributive Education Club of America (DECA)

 

 

 

$1,061

Future Farmers of America (FFA)

 

 

 

$1,061

Best Buddies

 

 

 

$1,061

Head, Marching Band

$4,876

$5,445

$6,009

$6,570

Assistant, Marching Band

$1,875

$2,444

$3,007

$3,568

Head, Forensics

$2,882

$3,376

$3,944

$4,456

Assistant, Forensics

$1,701

$2,248

$2,817

$3,286

JUNIOR HIGH SCHOOL

 

 

 

 

A-V Director

 

 

 

$1,599

Musical/Drama Advisor

 

 

 

$1,061

Student Council Advisor

 

 

 

$1,200

Year Book Advisor

 

 

 

$1,061

Jr. SADD Advisor

 

 

 

$1,061

 

DRIVER TRAINING

 

Road Instruction (Hourly)

$26.34

INTRAMURAL TRAINING

 

Supervisors (Hourly)

$16.46

NOTE;   Stipends for extracurricular activities to be paid upon completion of activity.

APPENDIX A-9

Extra Curricular Activities Salary Schedule for 2013-2014 (2%)

SENIOR HIGH SCHOOL

 

 

 

 

Student Council

 

 

 

$1,224

Senior Class Advisor '

 

 

 

$2,175

Junior Class Advisor

 

 

 

$1,470

Sophomore Class Advisor

 

 

 

$737

Freshman Class Advisor

 

 

 

$737

Drama Club Advisor

 

 

 

$2,175

Senior Class Musical/Play

 

 

 

$1,631

Assistant Senior Class Musical/Play

 

 

 

$1,082

Silver Spectrum

 

 

 

$1,364

Laker Legend

 

 

 

$1,364

Yearbook Art

 

 

 

$2,708

Yearbook Business

 

 

 

$1,082

A-V Director

 

 

 

$1,631

Color Guard Advisor

 

 

 

$949

Head Counselor

 

 

 

$2,175

Honor Society Advisor

 

 

 

$1,224

Key Club Advisor

 

 

 

$1,224

Math Team Advisor

 

 

 

$1,082

Stage Band Director

 

 

 

$1,082

Madrigal Singer Director

 

 

 

$1,082

Academic Decathalon Director

 

 

 

$1,082

SADD Advisor

 

 

 

$1,082

Distributive Education Club of America (DECA)

 

 

 

$1,082

' Future Farmers of America (FFA)

 

 

 

$1,082

Best Buddies

 

 

 

$1,082

Head, Marching Band

$4,974

$5,554

$6,129

$6,701

Assistant, Marching Band

$1,913

$2,493

$3,067

$3,639

Head, Forensics

$2,940

$3,444

$4,023

$4,545

Assistant, Forensics

$1,735

$2,293

$2,873

$3,352

JUNIOR HIGH SCHOOL

 

 

 

 

A-V Director

 

 

 

$1,631

Musical/Drama Advisor

 

 

 

$1,082

Student Council Advisor

 

 

 

$1,224

Year Book Advisor

 

 

 

$1,082

Jr. SADD Advisor

 

 

 

$1,082

 

DRIVER TRAINING

 

Road Instruction (Hourly)

$26.87

INTRAMURAL TRAINING

 

Supervisors (Hourly)

$16.79

NOTE:   Stipends for extracurricular activities to be paid upon completion of activity.

APPENDIX B

INDEMNIFICATION FOR TEACHERS

General Laws of Massachusetts (Chapter 41 - Section 100C)

In addition to the indemnification provided in section one hundred A, a city, town or regional school district, acting by its school committee, shall, out of any funds appropriated for the purpose of this section which appropriation shall be made in the same manner as appropriations for general school purposes, indemnify a teacher in its employ for expenses or damages sustained by him/her by reason of an action or claim against him/her arising out of the negligence of such teacher or other act of his/hers resulting in accidental bodily injury to or the death of any person or in accidental damage to or destruction of property, while acting as such teacher, and may, out of any funds so appropriated, indemnify a teacher in its employ for expenses or damages sustained by him/her by reason of an action or claim against him/her arising out of any other acts done by him/her while acting as such teacher; provided, in either case, that after investigation it shall appear to the school committee that such teacher was at the time the cause of action or claim arose, acting within the scope of his/her employment; and provided, further, that the defense or settlement of any action or claim for which indemnification is sought under this section shall have been made by the city solicitor, town counsel or legal counsel for the district upon request of the school committee, or, if the town has no town counsel or the district has no legal counsel, by an attorney employed for the purpose by the school committee, or, if such solicitor or counsel upon such request or such attorney upon such employment fails or refuses to defend such action or claim, by an attorney employed by such a teacher.

APPENDIX C

POLICY REGARDING DRUG AND ALCOHOL ABUSE

The Silver Lake Regional School Committee considers drug/alcohol abuse a treatable illness and, as such, the School Department would work with the employee and his/her representatives if such an illness occurs. It is the policy of the Committee to provide employees with a working environment that is free of the problems associated with the use and abuse of drugs and alcohol. The use of drugs/alcohol is inconsistent with the behavior expected of employees and subjects the Committee to problems that would diminish the Committee's ability to provide an appropriate educational environment.

The Committee is obligated, under the federal Drug Free Workplace Act of 1998 (DFWA) to put these policies in writing, circulate them and provide a drug free awareness program. The policies are applicable to all employees including administrators and supervisors.

Policies applicable to all employees:

A.   The non-prescriptive use, sale, possession, distribution, dispensation, manufacture, or transfer of drugs, controlled substances* or alcohol on school property or other work site where employees may be assigned during working hours is strictly prohibited. Further prohibited is the use, sale, possession, distribution, dispensation, manufacture or transfer of drugs or alcohol on non-working time to the extent such use impairs an employee's ability to perform his/her job or when such use, sale, possession, distribution, manufacture or transfer affects the ability of the Committee to provide a proper educational environment.

B.   Employees who violate the Committee's drug free work place policy may be subject to discipline. However, the Committee, at its option, may require an employee together with, or instead of disciplinary action, to successfully complete a drug abuse assistance or similar program as a condition of continued employment. The Committee encourages employees afflicted with alcoholism/drug abuse to undergo a program designed to rehabilitate the employee. If the employee refuses to avail him/herself of assistance, and alcoholism/drug abuse impairs work performance, attendance, conduct, or reliability, the usual disciplinary procedures for dealing with problem employees will be used.

C.   The Committee will publish this statement, give it to each employee and establish a drug free awareness program. The employee should be aware that this policy is a condition of employment; he/she will abide by its terms and notify the Superintendent of Schools of any criminal drug statute conviction for a violation occurring in the workplace within five (5) days after such conviction or plea of novo contender. The Committee will fulfill its responsibilities under the Drug Free Workplace Act.

*         "Controlled substances" is defined to mean those drugs listed in Schedules I through V of Section 202 of the federal Controlled Substance Act, 21 U.S.C. Section 812, and includes, but is not limited to, marijuana, cocaine, (including "crack" and other cocaine derivatives), morphine, heroin, amphetamines and barbiturates. When used in this policy, the term "drugs" means "controlled substances." The term does not include those controlled substances used pursuant to and in accordance with a valid prescription.

APPENDIX D

TEACHER EVALUATION PROGRAM

FOR THE

SILVER LAKE REGIONAL SCHOOL DISTRICT

A.         STATEMENT OF PHILOSOPHY

This evaluation program was developed with a commitment to providing students with the highest quality instruction possible. An open and honest communication between the evaluator and the teacher should function as a major component in accomplishing that goal. This process must be conducted in a positive, constructive and supportive manner.

B.         GENERAL OBJECTIVES OF EVALUATION

•     To improve the quality of classroom instruction.

•     To promote the professional growth of staff.

•    To enhance communication between evaluators and teachers.

•    To foster professional satisfaction among the teaching staff.

•     To accumulate data in an objective, accurate manner as a prerequisite for personnel decisions.

•    To verify that district educational goals and curricula are being implemented and achieved.

C.         TEACHER PERFORMANCE STANDARDS

The performance standards established for teachers are consistent with and meet the Principles of Effective Teaching adopted by the Massachusetts Board of Education.

Principles of Effective Teaching:

I.          Currency in the Curriculum

II.         Effective Planning and Assessment of Curriculum and Instruction

III.        Effective Management of Classroom Environment

IV.       Effective Instruction

V.         Promotion of High Standards and Expectations for Student Achievement

VI.       Promotion of Equity and Diversity

VII.      Fulfillment of Professional Responsibilities

D.       EVALUATION PROCEDURES

Frequency of Evaluation

1.   Assessment of performance is recognized as the most important strategy to be utilized in promoting and maintaining the highest quality educational experience and opportunities for our students. Such assessment, in addition to promoting professional growth, shall be based on teacher performance in the classroom, within the school building and within the profession. As such, the following represents the minimum number of formal evaluations to be performed for the benefit of the school's teaching personnel:

a,    Teachers serving WITHOUT Professional Status

(1)  Year#1 of Employment

In year #1 of employment in the schools, teachers will be formally observed three (3) times. Additionally, a year-end summary evaluation will be completed and presented to the evaluatee for signature by June 1.

(2)  Year #2 and #3 of Employment

In years #2 and #3 of employment in the schools, teachers will be formally observed two (2) times. Additionally, a year-end summary evaluation will be completed and presented to the evaluatee for signature by June 1.

b.   Teachers serving WITH Professional Status

Teachers with Professional Teacher Status will be evaluated over a two-year cycle. However, teachers on Professional Teacher Status not performing satisfactorily will be excluded from this requirement. The cycle will include three phases;

Phase 1)    Goal Setting - A plan for professional growth based on Principles of Effective Teaching will be mutually agreed upon at a conference between the evaluator and evaluatee during the first year of the cycle. The goals and evidence of progress towards attainment of goals will be established and mutually agreed upon at that time.

Phase 2)    Data Collection - The data collection will occur over a two year period for teachers on Professional Teacher Status. Mutual agreement will determine whether the data will be collected by formal observation (including pre & post conference) or an alternative data collection method including, but not limited to portfolios, journals and multiple class visits.

Phase 3)    Summative Evaluation - At the end of the two-year cycle, based on Principles of Effective Teaching, the evaluator will evaluate the total effectiveness of the teacher including the teacher's goals. Focus areas to be addressed in the next goal setting phase may be identified at that time.

SUMMATIVE EVALUATIONS (Based on Principles of Effective Teaching)

GOAL SETTING (Based on Principles of Effective Teaching)

DATA COLLECTION (Year 2)

DATA COLLECTION (Year 1)

At the elementary level this summative evaluation will be prepared by the building administrator and presented to the evaluatee for signature by June 1. At the secondary level the summative evaluation will be prepared by the coordinator and/or administrator with input from the building administrator and presented to the evaluatee for signature by June 1.

c.   Teachers serving at more than One School Site

Teachers who serve in more than one school site will be assigned an evaluator annually by the Superintendent. Such assignments will be annually communicated by the Superintendent to the teachers so impacted. The evaluator will author the observations/summative evaluations of such personnel in conjunction with other supervisors under whom the teacher serves.

E.        OTHER EVALUATION FACTORS

1.   Formal Observation

a.    Pre-observation conference will be held not more than five (5) school days prior to the formal classroom observation.

b.   Optimally, formal classroom observations will be full class period. However, formal observations may be less than a full class period, but not less than thirty (30) minutes, provided that the evaluator was present from the beginning of the class period, unless it is mutually agreed that the evaluator remained for a sufficient time to observe the lesson. A teacher will not be observed for more than one class period in a given day unless it is mutually agreed.

c.   A copy of the final observation document will be provided by the evaluator to the evaluatee within five (5) school days after the post observation conference.

2.   Evaluatees are required to sign formal observations/summative evaluations. Their signature implies that the evaluatee is aware of and has read the observation/summative evaluation. It does not imply consent with the content.

3.   If so desired, evaluatees may attach statements to their formal observations/summative evaluation. Such statements shall be submitted to the evaluator within five (5) school days of receipt of the observation/summative evaluation. These statements may serve to qualify, confirm, or rebut statements made by the evaluator.

4.   All timelines with respect to the pre-observation conferences, the observation period, the post-observation conference and the return of a signed copy of the evaluation will be adhered to except where there are extenuating circumstances.

5.   Informal observations may be less than a full class period in duration. A teacher will not be observed for more than one class period in a given day unless mutually agreed to.

6.   Through mutual agreement, teachers may be evaluated through alternative methods including but not limited to portfolios, journals and multiple class visits.

7.   Plan of Assistance:

Any narrative which indicated that a standard(s) has not been satisfactorily met could become focus of a Plan of Assistance. The Plan of Assistance shall be written by the evaluator with the input of the evaluatee at the post-observation conference or a subsequent conference held for that purpose. The Plan of Assistance process shall begin upon the completion of this conference.

The Plan of Assistance shall include the following documentation:

a.    State the problem(s)

b.   Provide suggestions/strategies for improvement

c.   Establish timelines whereby the standard shall be met

d.   State possible consequences if the standard is not met

e.    State the criteria to be used in determining if the standard has been met

As the ultimate goal of a Plan of Assistance is improved performance, and with the recognition that improvements are generally made in incremental steps, not more than one (1) Plan of Assistance shall be written per evaluation cycle. Teachers whose evaluations indicate a need for improvement may have additional observations scheduled.

F.         GENERAL

1.   It is the responsibility of the Superintendent of Schools to ensure that both evaluators and teachers have training in the general principles of supervision and evaluation and that evaluators have or have available to them expertise in the subject matter or area to be evaluated. Evaluations will be conducted by any or all of the following:

Superintendent, Assistant Superintendents, Principals, Assistant Principals, Coordinators/Directors and/or Administrator of Special Education.

2.   The evaluation process shall be free of racial, sexual, religious and other discrimination as defined by state and federal law.

G.         EVALUATION INSTRUMENTS

The following pages contain the Observation/Evaluation Form (Appendix I) and Year-End Summative Evaluation Form (Appendix II).

H.        CRITERIA FOR SCHOOL LIBRARIAN EVALUATION

1.   The effective school librarian knows:

a.   theory and methods of curriculum development in general and especially the selection, adaptation and production of instructional materials;

b.   characteristics, uses and design of reference systems, including indexes, catalogues and bibliographies;

c.    selection, acquisition, organization and maintenance of library resources;

d.   planning, organization and management of library programs and resource centers;

e.    federal and state laws and regulations pertaining to media, including those governing access to materials and reproduction of materials;

f.    recent research and development in education and especially in media.

2.   The effective school librarian communicates clearly, understandably and appropriately. To meet this standard the school librarian will demonstrate that he/she:

a.    uses language and other media appropriate to the age, developmental state and special needs of students;

b.   translates specialized terms into language easily understood by non-specialists;

c.    presents and explains the library program effectively to students, other teachers, administrators, parents and the community;

d.   serves as an example of clear and effective oral, written and visual communication.

3.   The effective school librarian designs instruction and assists other teachers in designing instruction which facilitates learning consistent with the needs and interests of learners. To meet this standard, the school librarian will demonstrate that he/she:

a.    assesses the needs and abilities of students and adapts curriculum and materials accordingly;

b.   relates the library program to the curriculum of the school;

c.    encourages the appreciation and use of media and literature by offering individual and group counseling and instruction;

d.   designs or modifies the physical environment to improve the effectiveness of library resources;

e.   makes the library an effective source for students and teachers through careful selection and organization of materials, efficient scheduling and responsiveness to the needs of users of the library.

4.   The effective school librarian uses various evaluative procedures to assess the effectiveness of the library program. To meet this standard the school librarian will demonstrate that he/she:

a.    selects, adapts and interprets appropriate procedures and criteria for evaluating materials, student performance and the program as a whole;

b.   uses the results of evaluation to improve the program;

c.    invites and accepts suggestions concerning the resources and services of the library;

d.   evaluates his or her own role, behavior and performance.

5.   The effective school librarian is equitable, sensitive and responsive to students and other teachers. To meet this standard the school librarian will demonstrate that he/she:

a.   works toward a learning environment in the library which is favorable to openness of inquiry;

b.   encourages a positive atmosphere for all students especially those with special needs;

c.    recognizes and respects differences in values and background among students, parents, other teachers and the community;

d.   supervises library support staff in an equitable, open and constructive manner.

6.   General Professional Performance Standards (Refer to Principles of Effective Teaching)

I.         CRITERIA FOR GUIDANCE COUNSELOR EVALUATION

1.   The effective guidance counselor knows:

a.   developmental psychology in general;

b.   personality theory;

c.    theories of learning and their application to curricula, both academic and vocational;

d.   theories of individual and group counseling;

e.    the relationship of the above areas to other fields of knowledge;

f.    recent developments in guidance and counseling;

g.   federal and state laws and regulations affecting counseling;

h.   local, state and federal referral agencies and procedures;

i.    methods of research and inquiry in psychology and guidance.

2.   The effective guidance counselor communicates clearly, understandably and appropriately. To meet this standard the counselor will demonstrate that he/she:

a.    uses language appropriate to the age, stage of development and special needs of students;

b.   fosters a counseling relationship that encourages open communication;

c.    listens and responds to students' verbal and nonverbal communication;

d.   explains counseling procedures and outcomes clearly to parents, teachers and administrators;

e.    writes clear and concise reports, case studies and educational recommendations.

3.   The effective guidance counselor designs programs and provides services so as to encourage growth and learning consistent with the needs and interests of the student. To meet this standard the counselor will demonstrate that he/she:

a.   helps students accept responsibility for their own behavior;

b.   facilitates small group interaction so that individuals may learn through shared experience;

c.   coordinates the efforts of others (students, parents, teachers, specialists) in determining and carrying out effective counseling strategies;

d.   helps students and parents to develop and assess occupational goals; uses career resource materials effectively; assists teachers in developing students' awareness of career goals;

f.    provides advice and training in counseling and guidance techniques to teachers, administrators and parents.

4.   The effective guidance counselor uses the results of various evaluative procedures to assess the effectiveness of guidance and counseling services. To meet this standard the counselor will demonstrate that he/she:

a.   evaluates and interprets a student's cumulative record;

b.   selects, uses and interprets appropriate evaluative and research procedures for individual students and groups of students; determines strengths, weaknesses and biases of various standardized and non standardized tests;

c.   establishes the objectives and evaluates the outcomes of guidance and counseling services;

d.   evaluates the effectiveness of his or her own counseling of students; encourages feedback and suggestions for the improvement of guidance and counseling services;

e.   interprets and uses research data.

5.   The effective guidance counselor is equitable, sensitive and responsive to all students. To meet this standard, the counselor will demonstrate that he/she:

a.   recognizes, respects and responds to the special needs and special abilities of individual students;

b.   recognizes the need for discretion in dealing with information shared in the counseling session and the importance of professional ethics in dealing with students, parents, teachers and administrators;

c.    recognizes and responds to the impact of major changes and stresses of childhood and adolescents (conflict, separation, loss, isolation and intimacy, inclusion and exclusion, success and failure);

d.   responds to the needs of individual students so as to enhance their self-esteem;

e.    defends and encourages the exercise of student's rights to equal treatment and freedom of expression;

f.    respects and responds appropriately to racial, sexual, social and ethnic differences.

6.   General Professional Performance Standards (Refer to Principles of Effective Teaching)

J.         CRITERIA FOR SCHOOL PSYCHOLOGIST EVALUATION

1.   The effective school psychologist knows:

a.    developmental psychology of learning and principles of behavior;

b.   psychological normality and abnormality;

c.    diagnosis and treatment of learning and behavioral disorders;

d.   the administration, scoring and interpretation of individual group measures of human functioning;

e.    the assessment of cognitive academic affective and behavioral aspects of human functioning;

f.    the major theories of counseling and psychotherapy;

g.   the administrative, philosophical, ethical, legal and technical issues that relate to a school psychologist's effectiveness in the schools;

h.   the major theories and techniques of consultation;

i.    recent developments in the fields of education and psychology;

j.    federal and state laws and regulations pertaining to special education.

2.   The effective school psychologist communicates clearly, appropriately and understandably with students, parents, teachers, administrators and colleagues. To meet this standard, the school psychologist will demonstrate that he/she:

a.   interprets diagnoses and prescriptions to students, parents, teachers and administrators so that they are readily understood; translates specialized terms into language understood by non-specialists;

b.   reports and interprets results of case and group studies clearly and effectively;

c.    listens and responds appropriately to clients verbal and nonverbal communication.

3.   The effective school psychologist designs and implements appropriate diagnostic procedures, plans, educational prescriptions, psycho-educational strategies and interventions. To meet this standard, the school psychologist will demonstrate that he/she:

a.   designs and carries out diagnostic studies of individual clients by analyzing developmental and social history; observing the client in familiar settings; evaluating sensory, motor, language, perceptual, attention, cognitive, affective, attitudinal, interpersonal behavior and vocational factors; and consulting with teachers, parents and others;

b.   identifies strengths and weaknesses and appropriate remedial strategies;

c.    prepares educational plans and prescriptions based on diagnostic studies;

d.   designs and carries out diagnostic studies of groups of children and families;

e.    implements those aspects of individual educational plans and the results of group studies, which are the responsibility of the school psychologist;

f.    counsels individual students, groups of children and their families;

g.   provides educational, behavioral management and mental health consultation services to teachers, parents and administrators.

4.   The effective school psychologist is equitable, sensitive and responsive to students, families, teachers, administrators and the community. To meet this standard, the school psychologist will demonstrate that he/she:

a.   counsels students and others in such a way as to encourage self-exploration, self-understanding and self-confidence;

b.   evaluates the reliability, validity and fairness of assessment techniques, instruments and procedures;

c.    understands and conforms to professional ethical standards;

d.   respects and responds appropriately to racial, sexual, social and ethnic differences.

5.   General Professional Performance Standards (Refer to Principles of Effective Teaching)

K.       THE EVALUATION PROCESS FOR SCHOOL LIBRARIANS, GUIDANCE COUNSELORS AND SCHOOL PSYCHOLOGISTS

1.   The evaluation of the school librarians, guidance counselors and school psychologists is a cooperative process in which an evaluator and the staff member mutually establish, in September of each year, written performance goals which are related to the specific Criteria for Evaluation.

2.   During the school year, the evaluator and staff member communicate with each other as to the meeting of these goals. At set intervals during the evaluation cycle, the evaluator assesses in narrative form the level of performance and meeting of these goals. The staff member evaluated may submit a written response to an evaluator's written evaluation. The response will be attached to the evaluation.

3.   The time sequence for an evaluation cycle will be as follows:

1.   October 1         Cooperative goal setting conference completed and mutually agreed upon; written performance objectives submitted.

2.  November 6.      Progress conference held and a written assessment completed by the evaluator for all teachers without Professional Teacher Status.

3.  February 5       Progress conference held and a written assessment completed by the evaluator for the first time for all teachers with Professional Teacher Status and a second time for teachers without Professional Teacher Status.

4.  June 1              Final evaluation conference held and a summative report in narrative form completed by the evaluator for all teachers without Professional Teacher Status.

5.  June 1              Final evaluation conference held and a summative report in narrative form completed by the evaluator for all teachers with Professional Teacher Status at the end of the two-year cycle.

4.   The staff member being evaluated or the evaluator will retain the right at any stage in the evaluation cycle to request the participation of a second evaluator appointed by the Superintendent or his/her designee. When this provision is activated due to an unsatisfactory evaluation, it will be the responsibility of the second evaluator to initiate clinical supervision as outlined in the Teacher Evaluation Program, Section E #7.

Appendix I

Silver Lake Regional School District

CLASSROOM OBSERVATION and TEACHER EVALUATION REPORT

Department: __________________________

Teacher: _____________________________           Building:_____________________________

Date: ______________ Period of Day:_____           Assignment:__________________________

Course/Level/Grade

Time:   From:_____________ To:______________

Please refer to the Principles of Effective Teaching

A.  Description/Objectives of Lesson:

__________________________________________________________________________________

__________________________________________________________________________________

B.  Critique of Lesson:

__________________________________________________________________________________

__________________________________________________________________________________

C.  Commendations:

__________________________________________________________________________________

__________________________________________________________________________________

D.  Recommendations:

__________________________________________________________________________________

__________________________________________________________________________________

Evaluator's Signature:________________________________        Date:___________________

Teacher's Comments:

__________________________________________________________________________________

Teacher's Signature:______________________________________ Date:___________________

Appendix II

Silver Lake Regional School District

SUMMATIVE EVALUATION REPORT FORM

Name: ____________________

Evaluation Period:                 From: ___________________           To: _____________________

School: ______________________________ Assignment: ______________________________

Evaluators: _____________________________________________________________________

Based on Principles of Effective Teaching.

__________________________________________________________________________________

__________________________________________________________________________________

__________________________________________________________________________________

__________________________________________________________________________________

Evaluator's Signature: ____________________________________ Date: __________________

Teacher's Comments:

__________________________________________________________________________________

__________________________________________________________________________________

__________________________________________________________________________________

__________________________________________________________________________________

Teacher's Signature: _____________________________________ Date: __________________